East Midlands Combined County Authority’s Post

Do you know what it takes to be a public servant? 🤠 Hats off to Two Rivers Housing (Gloucester), led by the outstanding Hayley Selway, who never misses a beat. Hayley is spearheading a tremendous cultural transformation at Two Rivers, working to shift the organisation towards a truly people-centric approach. ✨ It’s not every day I encounter a team as energised as the one at Two Rivers. Here are colleagues who not only love their work but deeply value their teams and each other. Incredible! 👏 🚀 I’ve been invited to embark on a series of transformational work with them, aiming to help the organisation achieve its core business imperatives. Yesterday, I ran two sessions – one with the Senior Management Team and another with the Board – and this is just the beginning. 💡 We’re diving into important topics like ‘Othering’, belonging and risk assessment, values alignment and personal responsibility, the Equality Impact Assessment, and a rediscovery of DEIB as inherent human values beyond political correctness. All of this work is centred on fostering relational, community-driven interactions rather than mere transactional engagement. 👀 💬 I can’t think of a more rewarding way to spend a day than in a receptive and collaborative space, working together to create policies that reflect and sustain values across both personal and organisational realms. 🌍 This kind of culture, where every individual feels a sense of belonging and empowerment, is where people—and communities—thrive. 👌🏿 Housing Matters, Tai Pawb, Big Housing

Congrats 🎉 to LSNYC's executive director Shervon Small for being named one of City & State's 2024 Responsible 100, which recognizes leaders serving New York that exemplify what it means to be socially responsible. "To me, social responsibility means using our resources and influence to uplift vulnerable communities, to diminish the systemic inequalities that undermine fair and just practice, and to address the holistic needs of each client," Shervon says. Read more at the link: https://lnkd.in/gAiDjNpb

Can you help? Are you a heritage sector organisation? Do you have a good story to tell about how you recruit, retain and support your trustees? Then we are looking for you…   Historic England recently published this report on the Barriers and Enablers to Board Diversity in the Heritage sector https://lnkd.in/e4CPWtZ7 One of the recommendations is to develop some case studies on Board diversity. I am thrilled to report Getting On Board have now been commissioned to produce case-studies that exemplify good practice in the sector.     We are now looking for Heritage organisations that are willing to be interviewed for a written casestudy. So have you got a story to tell about:   Recruiting trustees: 🎯 Good practice in recruiting board members 🎯How you have reached out to, listened to and recruited more diverse board members 🎯How you have gone about developing inclusive board recruitment marketing and promotional materials 🎯The benefits you offer Board members and how these are communicated to potential board members 🎯What is good heritage Board practice in terms of process around term length and succession planning      Retaining trustees: 🎯How you retain board members 🎯How you onboard board members 🎯 Setting up a shadow board, shadowing programme or trainee board member placements   Supporting Inclusion, diversity and equity 🎯How you embed Inclusion, diversity and equity as a priority without putting unfair workload or emotional labour on specific Board members? 🎯 How you have made realistic commitment to Board diversity and communicated these internally and externally 🎯How you have conducted a Board diversity audit and communicated your findings in an effective and GDPR compliant way 🎯 How you have developed communication on IDE as a Board, in terms of language and content 🎯How you have effected culture change in your organisation so a diverse Board is welcome and effective   Providing on-going Board training and support 🎯 How you have supported your Board members through tough times of challenge and change 🎯 How you have dealt with trolling and negative press as a heritage Board and individual Board member 🎯How you have reported specific issues of online harassment, racism, homophobia, and other hate speech   Supporting your workforce to get governance experience. 🎯How you have made it possible for your staff to sit on Boards of other organisations, and what benefits this brings you? Clearly these topics will over-lap – but if any of the above resonates with you please get in touch or if you know of a heritage sector organisation that you think has a good story to tell please tag them in the comments!   #trustees #governance #heritagesector #inclusion #diversity #equity

“Leaders embody the organizational relationship to honesty, truth, and virtue." At the McNulty Foundation, we are proud to uplift #McNultyPrize Winners who embody these values and drive meaningful, lasting change in their communities. This insightful article highlights the powerful intersections of belonging, justice, and leadership—critical elements for building equitable and thriving organizations. A must-read for anyone shaping the future of impactful leadership!

City & State recently recognized Foundling President and CEO Melanie Hartzog's contributions in their 2024 Responsible 100 List. "Social responsibility is about leading with community - meeting people and communities where they are, understanding and then being responsive to their needs," Mel shares. To read more about Hartzog's ongoing and sustained impact, view the full list here: https://lnkd.in/eWZ9XpVZ"

#DeafBlindLeadershipNow We need your support to mention the right people regarding the latest DBLN movement (DeafBlind Leadership Now). Did you know that Helen Keller National Center (HKNC) is funded through RSA Rehabilitation commissioner Dante Q. Allen When resharing posts about DBLN please add Dante to your posts and use the above hashtag. We need to keep this movement going for change to happen. Your support in doing that will be greatly impacted by taking the stand with our DeafBlind community. Shout out to Marc Safman for getting us on track with this movement. For more information on how to support us further, please reach out to us. #DisabilityRights #CivilRights #DisabilityJustice #DisabilityInclusion #NothingAboutUsWithoutUs #DeafBlind #DeafBlindLeadershipNow

True progress in child and family well-being requires collective effort. No single organization, policy, or program can address the complex challenges families face today. It’s when agencies, community groups, advocates, and families themselves work hand-in-hand that we create pathways to lasting change. When we engage as true partners—listening, learning, and building on each other’s strengths—we amplify our impact. I’ve committed my work to fostering this collaboration so that every child and family has the opportunity to thrive together. Let’s focus on breaking silos and building bridges.

As we closed out 2024, one of my wishes for us all, was the opportunity to pause and rest and to begin 2025 from a space of restoration, stability, focus, and renewed diligence and discernment; ready to continue the crucial work of challenging oppressive systems and structures, building more equitable and inclusive practices, and advocating loudly for more intentional justice and care-filled approaches. January 2025 has been anything but stable or restorative, but it has demanded that we be focused, diligent, and discerning in how we choose to move through this moment. This period has also reinforced the reason why the work of anti-oppression & anti-racism, equity & inclusion, and justice & accountability remain ever more urgent and important. The Better Org was established in the summer of 2020, a period where we saw racial and social injustice and inequities take centre stage with COVID-19, the murder of George Floyd and marches for Black Lives and #RacialEquity, Black Squares and #hashtags, and a plethora of empty ‘pledges’.  Fast forward nearly five years, and whilst the broad-brush strokes of the external environment may have changed, the patterns and the colours of oppression remain the same; we see the normalisation of genocide and violence against Black and brown people, the reversal of legal protections for the most vulnerable in our societies, and the Overton window swing all the way to the political extreme right. To repeat something I said earlier: this is why the work of #AntiOppression & #AntiRacism, #Equity & #Inclusion, and #Justice & #Accountability remain ever more urgent and important. Our work at TBO is this work. Our purpose is to support organisations to create an internal and external cultural practice that is holistic, human-centered, care-filled, and which allows people to thrive and flourish. To do this we partner with organisations: to challenge the status quo; grow in awareness of how oppression, inequity, and injustice show up in their beliefs, behaviours, and practice; to define, forge, and walk along a better path to restoration, repair, and healing; and to create new ways of being that centre joy and liberation.  I am grateful for the work that we do at TBO, and for the campaigners, movement builders, funders, coalitions, research, advocacy and policy groups, and implementing organisations who have invited us to walk alongside them. As we collectively navigate this challenging terrain in 2025, I am honoured to continue work and walk with the TBO team, TBO associates, and existing client partners, and look forward to building new relationships with organisations who recognise the importance of forging ahead with the hard but necessary work of systemic transformation. If this sounds like your organisation, or if you want to learn more about our work at TBO please visit us here: www.thebetterorg.co.uk. We are looking forward to connecting with you. And remember, none of us are free until all of us are free.

Uplift, Empower, Unite: Mary McLean for a Brighter Sault Tribe 🔊 Attention Tribal Members: It's time for accountability within our Sault Tribe Board of Directors. We need our directors to prioritize attendance at all meetings in person, unless there are exceptional circumstances. While technology is a great tool, there's no substitute for being physically present. When our leaders commit to being somewhere, it's crucial they follow through. It's disheartening when they fail to represent us effectively, leaving team members to explain their absence. Just as we expect our employees to be reliable, our BOD members must also fulfill their duties. Accountability starts at the top, and as your potential Unit One representative, I pledge to lead by example. If elected, I'll always show up and step up for our tribe. Hold me accountable, as I'm committed to being a true voice for our community. Let's ensure our BOD members uphold their responsibilities to our people, organization, and stakeholders. Together, we can demand the accountability our tribe deserves.⏳

Engaging youth in discussions about violence and community safety is crucial for fostering a sense of responsibility and empowerment. Youth legacy takes initiatives as an opportunity to engage our youth so they can discuss the five W’s and scenarios to act out. - programs where youth can take on leadership roles, allowing them to advocate for safety initiatives in their communities. This can foster a sense of ownership and accountability. -Involve youth in service projects that promote safety, such as neighborhood clean-ups or organizing events that bring the community together. —Host forums where youth can voice their concerns about violence and safety in their neighborhoods. Allow them to collaborate with community leaders to brainstorm solutions.