Craig ..’s Post

Strategic Leader | Engineering Excellence & SRE | Observability Innovator | IT Operational Excellence | Driving Transformational Change & Revenue Growth

People of color often experience their contributions being diminished or ignored in the workplace, only to be acknowledged when someone who does not look like you, says the same thing. It's not only about losing credit - it's a constant reminder that your voice is not given the same worth. These microaggressions severely impact mental health. The weight of being consistently overlooked, questioned, or invalidated adds up, resulting in frustration, isolation, and a decrease in self-esteem. Whether by design or not, these actions create an environment that cultivates racial bias and erodes the well-being of marginalized individuals. Unless we take action to dismantle it, this cycle will continue to reinforce itself. To contribute to the solution, we must: 1. Acknowledge the existence of bias, both in obvious and subtle forms. 2. Give equal room for all voices in the conversation, particularly those that are frequently silenced. 3. Inspect the ways in which we might unconsciously contribute to discriminatory behavior. 4. Support acknowledging contributions from everyone, regardless of their background. At the end of the day, it is crucial to respect and value every individual. Removing these harmful patterns is not only about equity but also about building healthier, more inclusive work environments where everyone can flourish. Your black peer is going through this today and they are struggling to navigate their identify and self-worth. Do you do this or contribute to this, or do you work to end it? The harm you cause goes beyond cursory impact – #beaware #bebetter #belessracist #racismatwork #deniedexistence

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Erinn Kruser

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The Nonprofit Strategy Group

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8mo
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E.I. or E.Q. continues to be the “it” quality for leadership in any sector. Mr. Ladipo provides this wonderful infographic and explains how it’s also one key component to ending racism… #leadership #nonprofitleadership #coloradononprofit #deij
Paul Ladipo

Status Quo Disruptor | DEIA advocate | Thought Leader | Anti-racist advocate | Workshop Facilitator | Public Speaker | Training Expert
8mo

You cannot end racism without emotional intelligence. Four years ago, a connection of mine told me emotional intelligence was key to ending racism. That turned out to be the biggest light-bulb moment of my DEI career. For those in the back, emotional intelligence refers to identifying and managing emotions, particularly ones that are negative. Well it just so happens that anti-racism (and DEI in general) triggers a LOT of negative emotions. Fear, anger, dread, anxiety, shame, denial, and hopelessness are not uncommon, and to be perfectly honest, are all valid emotions. The problem is, when people don't identify or manage these feelings, bad things happen, particularly for racially marginalized folks. Here how mismanaging these emotions take effect on a societal scale: 👉🏾 Abolishing DEI at universities and workplaces (avoidance, white fear of replacement) 👉🏾 Banning the teaching of racism or twisting historical facts (avoidance, denial) 👉🏾 Accusing anti-racists of being racist (projection of anger, discomfort) 👉🏾 Disciplining or terminating employees who speak out about racism (anger, fear, denial) This may keep things quiet in the short-term, but as any counselor will tell you, you can't bury problems forever. Need I remind you of the air-tight Jim Crow and apartheid laws white people put in place to keep Black people in check. But eventually, the crises reached critical mass and the bubble burst. To keep history from repeating itself--and to reduce harm to future generations--more of us need to ask ourselves why talking about race is difficult. Some steps to help you navigate these complex emotions: 1) ask what you are a feeling, 2) why you are feeling it, and 3) what you can do to navigate out of an emotional funk. And that's the #TuesdayTea! ☕️ #DiversityAndInclusion #Diversity #RacialEquity #Equality #Antiracism Image description: An illustration of a wheel describing the different skills that are learned when one practices emotional intelligence.
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Ileana Haunani Ruelas

Strategic Culture/Place Based Org Development, Indigenous Research Methods, Revitalizing Ancestral Technologies (Resource, Project/Program Mgmt, Narrative Strategy, Healing), Justice, Equity, Diversity, Inclusion (JEDI)
8mo
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🌿re-distribution of the costs & benefits are also key
Paul Ladipo

Status Quo Disruptor | DEIA advocate | Thought Leader | Anti-racist advocate | Workshop Facilitator | Public Speaker | Training Expert
8mo

You cannot end racism without emotional intelligence. Four years ago, a connection of mine told me emotional intelligence was key to ending racism. That turned out to be the biggest light-bulb moment of my DEI career. For those in the back, emotional intelligence refers to identifying and managing emotions, particularly ones that are negative. Well it just so happens that anti-racism (and DEI in general) triggers a LOT of negative emotions. Fear, anger, dread, anxiety, shame, denial, and hopelessness are not uncommon, and to be perfectly honest, are all valid emotions. The problem is, when people don't identify or manage these feelings, bad things happen, particularly for racially marginalized folks. Here how mismanaging these emotions take effect on a societal scale: 👉🏾 Abolishing DEI at universities and workplaces (avoidance, white fear of replacement) 👉🏾 Banning the teaching of racism or twisting historical facts (avoidance, denial) 👉🏾 Accusing anti-racists of being racist (projection of anger, discomfort) 👉🏾 Disciplining or terminating employees who speak out about racism (anger, fear, denial) This may keep things quiet in the short-term, but as any counselor will tell you, you can't bury problems forever. Need I remind you of the air-tight Jim Crow and apartheid laws white people put in place to keep Black people in check. But eventually, the crises reached critical mass and the bubble burst. To keep history from repeating itself--and to reduce harm to future generations--more of us need to ask ourselves why talking about race is difficult. Some steps to help you navigate these complex emotions: 1) ask what you are a feeling, 2) why you are feeling it, and 3) what you can do to navigate out of an emotional funk. And that's the #TuesdayTea! ☕️ #DiversityAndInclusion #Diversity #RacialEquity #Equality #Antiracism Image description: An illustration of a wheel describing the different skills that are learned when one practices emotional intelligence.
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G Lee

Human-centered design strategist and systems change catalyst | Co-creator of a thriving future
7mo
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“Well it just so happens that anti-racism (and DEI in general) triggers a LOT of negative emotions. Fear, anger, dread, anxiety, shame, denial, and hopelessness are not uncommon, and to be perfectly honest, are all valid emotions. The problem is, when people don't identify or manage these feelings, bad things happen, particularly for racially marginalized folks. … To keep history from repeating itself--and to reduce harm to future generations--more of us need to ask ourselves why talking about race is difficult. Some steps to help you navigate these complex emotions: 1) ask what you are feeling, 2) why you are feeling it, and 3) what you can do to navigate out of an emotional funk.”
Paul Ladipo

Status Quo Disruptor | DEIA advocate | Thought Leader | Anti-racist advocate | Workshop Facilitator | Public Speaker | Training Expert
8mo

You cannot end racism without emotional intelligence. Four years ago, a connection of mine told me emotional intelligence was key to ending racism. That turned out to be the biggest light-bulb moment of my DEI career. For those in the back, emotional intelligence refers to identifying and managing emotions, particularly ones that are negative. Well it just so happens that anti-racism (and DEI in general) triggers a LOT of negative emotions. Fear, anger, dread, anxiety, shame, denial, and hopelessness are not uncommon, and to be perfectly honest, are all valid emotions. The problem is, when people don't identify or manage these feelings, bad things happen, particularly for racially marginalized folks. Here how mismanaging these emotions take effect on a societal scale: 👉🏾 Abolishing DEI at universities and workplaces (avoidance, white fear of replacement) 👉🏾 Banning the teaching of racism or twisting historical facts (avoidance, denial) 👉🏾 Accusing anti-racists of being racist (projection of anger, discomfort) 👉🏾 Disciplining or terminating employees who speak out about racism (anger, fear, denial) This may keep things quiet in the short-term, but as any counselor will tell you, you can't bury problems forever. Need I remind you of the air-tight Jim Crow and apartheid laws white people put in place to keep Black people in check. But eventually, the crises reached critical mass and the bubble burst. To keep history from repeating itself--and to reduce harm to future generations--more of us need to ask ourselves why talking about race is difficult. Some steps to help you navigate these complex emotions: 1) ask what you are a feeling, 2) why you are feeling it, and 3) what you can do to navigate out of an emotional funk. And that's the #TuesdayTea! ☕️ #DiversityAndInclusion #Diversity #RacialEquity #Equality #Antiracism Image description: An illustration of a wheel describing the different skills that are learned when one practices emotional intelligence.
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María del Rosario Crisantos Navarro(she/her)

Equity & Performance Program’s Community Engagement Specialist, Retired Forensic Accountant. Strategic consultant. Good trouble instigator and supporter!
8mo
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Unfortunately, you can be a CEO, government employee, elected official and not have an ounce of emotional intelligence and perpetuate racism rampantly without being held accountable for your actions. More likely than not, if you are a white male or white female. Harder to do if your BIPOC - male or female. Supreme judge Clarence Thomas, Kanye West, Candice Owens…. #listendeeply #neuroleadership #irosepledge #irosejourney #iroselifestyle #doublestandards #systemicracism requires #systemschange #institutionalracism requires #institutionalchange #antiracism requires #callingin and. #callingout Of course BIPOC are required to always call in.
Paul Ladipo

Status Quo Disruptor | DEIA advocate | Thought Leader | Anti-racist advocate | Workshop Facilitator | Public Speaker | Training Expert
8mo

You cannot end racism without emotional intelligence. Four years ago, a connection of mine told me emotional intelligence was key to ending racism. That turned out to be the biggest light-bulb moment of my DEI career. For those in the back, emotional intelligence refers to identifying and managing emotions, particularly ones that are negative. Well it just so happens that anti-racism (and DEI in general) triggers a LOT of negative emotions. Fear, anger, dread, anxiety, shame, denial, and hopelessness are not uncommon, and to be perfectly honest, are all valid emotions. The problem is, when people don't identify or manage these feelings, bad things happen, particularly for racially marginalized folks. Here how mismanaging these emotions take effect on a societal scale: 👉🏾 Abolishing DEI at universities and workplaces (avoidance, white fear of replacement) 👉🏾 Banning the teaching of racism or twisting historical facts (avoidance, denial) 👉🏾 Accusing anti-racists of being racist (projection of anger, discomfort) 👉🏾 Disciplining or terminating employees who speak out about racism (anger, fear, denial) This may keep things quiet in the short-term, but as any counselor will tell you, you can't bury problems forever. Need I remind you of the air-tight Jim Crow and apartheid laws white people put in place to keep Black people in check. But eventually, the crises reached critical mass and the bubble burst. To keep history from repeating itself--and to reduce harm to future generations--more of us need to ask ourselves why talking about race is difficult. Some steps to help you navigate these complex emotions: 1) ask what you are a feeling, 2) why you are feeling it, and 3) what you can do to navigate out of an emotional funk. And that's the #TuesdayTea! ☕️ #DiversityAndInclusion #Diversity #RacialEquity #Equality #Antiracism Image description: An illustration of a wheel describing the different skills that are learned when one practices emotional intelligence.
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Michelle Faust Raghavan, M.A.

Journalist | Editor | Newsroom Consultant | Facilitator
7mo
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We need more emotionally intelligent leaders. The more I research approaches to retention, particularly of journalists of color, the more I realize that along with many other strategies, organizations should be hiring for emotional intelligence and investing in cultivating emotional intelligence on their teams.
Paul Ladipo

Status Quo Disruptor | DEIA advocate | Thought Leader | Anti-racist advocate | Workshop Facilitator | Public Speaker | Training Expert
8mo

You cannot end racism without emotional intelligence. Four years ago, a connection of mine told me emotional intelligence was key to ending racism. That turned out to be the biggest light-bulb moment of my DEI career. For those in the back, emotional intelligence refers to identifying and managing emotions, particularly ones that are negative. Well it just so happens that anti-racism (and DEI in general) triggers a LOT of negative emotions. Fear, anger, dread, anxiety, shame, denial, and hopelessness are not uncommon, and to be perfectly honest, are all valid emotions. The problem is, when people don't identify or manage these feelings, bad things happen, particularly for racially marginalized folks. Here how mismanaging these emotions take effect on a societal scale: 👉🏾 Abolishing DEI at universities and workplaces (avoidance, white fear of replacement) 👉🏾 Banning the teaching of racism or twisting historical facts (avoidance, denial) 👉🏾 Accusing anti-racists of being racist (projection of anger, discomfort) 👉🏾 Disciplining or terminating employees who speak out about racism (anger, fear, denial) This may keep things quiet in the short-term, but as any counselor will tell you, you can't bury problems forever. Need I remind you of the air-tight Jim Crow and apartheid laws white people put in place to keep Black people in check. But eventually, the crises reached critical mass and the bubble burst. To keep history from repeating itself--and to reduce harm to future generations--more of us need to ask ourselves why talking about race is difficult. Some steps to help you navigate these complex emotions: 1) ask what you are a feeling, 2) why you are feeling it, and 3) what you can do to navigate out of an emotional funk. And that's the #TuesdayTea! ☕️ #DiversityAndInclusion #Diversity #RacialEquity #Equality #Antiracism Image description: An illustration of a wheel describing the different skills that are learned when one practices emotional intelligence.
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Autumn Walker

Professional Mental Health Expert and Consultant| Centering Black women and impact-oriented organizations to exercise their mission while maintaining wellness
6mo
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Common #therapy goals I partner on with my clients who identify as Black/African American women📜 : 👥 Healthy relationship skills Skills such as communication, boundary setting, and establishing a positive relationship with control require self-confidence, however, Black women are often vilified, discouraged, or shamed for being self-empowered 🧘🏾♀️Emotion regulation The ability to manage and respond to emotions skillfully for Black women, from my experience, is challenging due to internalized fear of emotional vulnerability 💕 Improving self-esteem/self-love The societal expectation of Black women being everything to everyone normalizes self-neglect and self-sacrifice over self-love. Why am I sharing this? To debunk any beliefs that mental health, identity, and social constructs are not related. #Impostorsyndrome comes up in many of these sessions because lack of self-confidence, poor relationship with emotions, and self-neglect are also risk factors 🤯 Working with a mental health professional can help us go from impostor to empowered by drawing together mental wellness, identity, and social change in the most personal way!
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Paul Ladipo

Status Quo Disruptor | DEIA advocate | Thought Leader | Anti-racist advocate | Workshop Facilitator | Public Speaker | Training Expert
8mo
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You cannot end racism without emotional intelligence. Four years ago, a connection of mine told me emotional intelligence was key to ending racism. That turned out to be the biggest light-bulb moment of my DEI career. For those in the back, emotional intelligence refers to identifying and managing emotions, particularly ones that are negative. Well it just so happens that anti-racism (and DEI in general) triggers a LOT of negative emotions. Fear, anger, dread, anxiety, shame, denial, and hopelessness are not uncommon, and to be perfectly honest, are all valid emotions. The problem is, when people don't identify or manage these feelings, bad things happen, particularly for racially marginalized folks. Here how mismanaging these emotions take effect on a societal scale: 👉🏾 Abolishing DEI at universities and workplaces (avoidance, white fear of replacement) 👉🏾 Banning the teaching of racism or twisting historical facts (avoidance, denial) 👉🏾 Accusing anti-racists of being racist (projection of anger, discomfort) 👉🏾 Disciplining or terminating employees who speak out about racism (anger, fear, denial) This may keep things quiet in the short-term, but as any counselor will tell you, you can't bury problems forever. Need I remind you of the air-tight Jim Crow and apartheid laws white people put in place to keep Black people in check. But eventually, the crises reached critical mass and the bubble burst. To keep history from repeating itself--and to reduce harm to future generations--more of us need to ask ourselves why talking about race is difficult. Some steps to help you navigate these complex emotions: 1) ask what you are a feeling, 2) why you are feeling it, and 3) what you can do to navigate out of an emotional funk. And that's the #TuesdayTea! ☕️ #DiversityAndInclusion #Diversity #RacialEquity #Equality #Antiracism Image description: An illustration of a wheel describing the different skills that are learned when one practices emotional intelligence.
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Chriselda Cuyar, MA, SHRM-CP

Strategic Operations, Program Management, People & Culture
7mo
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Well said, clearly defined and communicated. It gives me insight on how to converse confidently about racism and DE&I initiatives.
Paul Ladipo

Status Quo Disruptor | DEIA advocate | Thought Leader | Anti-racist advocate | Workshop Facilitator | Public Speaker | Training Expert
8mo

You cannot end racism without emotional intelligence. Four years ago, a connection of mine told me emotional intelligence was key to ending racism. That turned out to be the biggest light-bulb moment of my DEI career. For those in the back, emotional intelligence refers to identifying and managing emotions, particularly ones that are negative. Well it just so happens that anti-racism (and DEI in general) triggers a LOT of negative emotions. Fear, anger, dread, anxiety, shame, denial, and hopelessness are not uncommon, and to be perfectly honest, are all valid emotions. The problem is, when people don't identify or manage these feelings, bad things happen, particularly for racially marginalized folks. Here how mismanaging these emotions take effect on a societal scale: 👉🏾 Abolishing DEI at universities and workplaces (avoidance, white fear of replacement) 👉🏾 Banning the teaching of racism or twisting historical facts (avoidance, denial) 👉🏾 Accusing anti-racists of being racist (projection of anger, discomfort) 👉🏾 Disciplining or terminating employees who speak out about racism (anger, fear, denial) This may keep things quiet in the short-term, but as any counselor will tell you, you can't bury problems forever. Need I remind you of the air-tight Jim Crow and apartheid laws white people put in place to keep Black people in check. But eventually, the crises reached critical mass and the bubble burst. To keep history from repeating itself--and to reduce harm to future generations--more of us need to ask ourselves why talking about race is difficult. Some steps to help you navigate these complex emotions: 1) ask what you are a feeling, 2) why you are feeling it, and 3) what you can do to navigate out of an emotional funk. And that's the #TuesdayTea! ☕️ #DiversityAndInclusion #Diversity #RacialEquity #Equality #Antiracism Image description: An illustration of a wheel describing the different skills that are learned when one practices emotional intelligence.
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Peggy Bell

VP Sales & Marketing | Fractional Chief Growth Officer | Storyteller | Writer | TEDx Speaker | Podcast Host | Branding, Marketing & Business Development | Focused on Mining
7mo
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I love this post from Paul Ladipo; besides the simple yet effective graphic, which makes my comms heart sing, it identifies the root of the problem. A few of my recent soapboxes are: ➡ It doesn't matter how much money, time or perks you give talent to join your organization; if you don't have your leadership's emotional intelligence sorted out, you will continue to have issues with turnover and low ROI on your HR activities. ➡ We don't start mines at production; we start them at exploration, and then we identify the deposit and its challenges and opportunities. Your EDI activities take the same route to execution. Define why you are in business and what you want your organization to look at, and work to build a leadership team that excels in emotional intelligence. Then, you will succeed more with EDI activities, resulting in a resilient, diverse, equitable organization with a culture of inclusivity and belonging. It all comes down to emotional intelligence first. Learn more about inclusive leadership education from my talk with Leeno Karumanchery, PhD from my partner organization, MESH/diversity. https://lnkd.in/gTcrfm6m
Paul Ladipo

Status Quo Disruptor | DEIA advocate | Thought Leader | Anti-racist advocate | Workshop Facilitator | Public Speaker | Training Expert
8mo

You cannot end racism without emotional intelligence. Four years ago, a connection of mine told me emotional intelligence was key to ending racism. That turned out to be the biggest light-bulb moment of my DEI career. For those in the back, emotional intelligence refers to identifying and managing emotions, particularly ones that are negative. Well it just so happens that anti-racism (and DEI in general) triggers a LOT of negative emotions. Fear, anger, dread, anxiety, shame, denial, and hopelessness are not uncommon, and to be perfectly honest, are all valid emotions. The problem is, when people don't identify or manage these feelings, bad things happen, particularly for racially marginalized folks. Here how mismanaging these emotions take effect on a societal scale: 👉🏾 Abolishing DEI at universities and workplaces (avoidance, white fear of replacement) 👉🏾 Banning the teaching of racism or twisting historical facts (avoidance, denial) 👉🏾 Accusing anti-racists of being racist (projection of anger, discomfort) 👉🏾 Disciplining or terminating employees who speak out about racism (anger, fear, denial) This may keep things quiet in the short-term, but as any counselor will tell you, you can't bury problems forever. Need I remind you of the air-tight Jim Crow and apartheid laws white people put in place to keep Black people in check. But eventually, the crises reached critical mass and the bubble burst. To keep history from repeating itself--and to reduce harm to future generations--more of us need to ask ourselves why talking about race is difficult. Some steps to help you navigate these complex emotions: 1) ask what you are a feeling, 2) why you are feeling it, and 3) what you can do to navigate out of an emotional funk. And that's the #TuesdayTea! ☕️ #DiversityAndInclusion #Diversity #RacialEquity #Equality #Antiracism Image description: An illustration of a wheel describing the different skills that are learned when one practices emotional intelligence.
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Marc M.

Community Organizing for Prevention, Manager at Colorado Department of Public Health and Environment
8mo
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All of this! When the go to for some people is to rely on their moral beliefs that they are a good person, not racist, and never intend to discriminate it makes the ability to fully recognize the harm they cause and repair that harm. Emotional intelligence is a great way to position the ability to confront racist ideas and behaviors without falling down the rabbit hole of guilt, shame, and defensiveness. What are you doing to grow your emotional intelligence?
Paul Ladipo

Status Quo Disruptor | DEIA advocate | Thought Leader | Anti-racist advocate | Workshop Facilitator | Public Speaker | Training Expert
8mo

You cannot end racism without emotional intelligence. Four years ago, a connection of mine told me emotional intelligence was key to ending racism. That turned out to be the biggest light-bulb moment of my DEI career. For those in the back, emotional intelligence refers to identifying and managing emotions, particularly ones that are negative. Well it just so happens that anti-racism (and DEI in general) triggers a LOT of negative emotions. Fear, anger, dread, anxiety, shame, denial, and hopelessness are not uncommon, and to be perfectly honest, are all valid emotions. The problem is, when people don't identify or manage these feelings, bad things happen, particularly for racially marginalized folks. Here how mismanaging these emotions take effect on a societal scale: 👉🏾 Abolishing DEI at universities and workplaces (avoidance, white fear of replacement) 👉🏾 Banning the teaching of racism or twisting historical facts (avoidance, denial) 👉🏾 Accusing anti-racists of being racist (projection of anger, discomfort) 👉🏾 Disciplining or terminating employees who speak out about racism (anger, fear, denial) This may keep things quiet in the short-term, but as any counselor will tell you, you can't bury problems forever. Need I remind you of the air-tight Jim Crow and apartheid laws white people put in place to keep Black people in check. But eventually, the crises reached critical mass and the bubble burst. To keep history from repeating itself--and to reduce harm to future generations--more of us need to ask ourselves why talking about race is difficult. Some steps to help you navigate these complex emotions: 1) ask what you are a feeling, 2) why you are feeling it, and 3) what you can do to navigate out of an emotional funk. And that's the #TuesdayTea! ☕️ #DiversityAndInclusion #Diversity #RacialEquity #Equality #Antiracism Image description: An illustration of a wheel describing the different skills that are learned when one practices emotional intelligence.
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