Gilda Montenegro-Fix, OLY’s Post

Marlon Moore, Ph.D. is a diversity, equity, and inclusion practitioner with over a decade of experience of embedding multiculturalism into a business strategy and facilitating critical dialogue on systemic change within a workplace environment. His topics of interest include social justice, microaggressions, leadership, conflict management, and intersectionality. When it comes to DEI, his philosophy is Diversity Begins with YOU. He believes that when people take personal accountability for systemic racism, then we can begin the process of empathy and change. Learn more about Marlon’s DEI philosophy & strategy when you order a copy of his book “Diversity Starts With You”. https://lnkd.in/d_zzN7H #YBCredibilityPR

Intentionality is important and we recognize the complex realities of the Community Impact Sector. White women are overrepresented in leadership roles while Black, Indigenous, and other racialized employees are underrepresented in these positions. And we know that the current makeup of the IONS leadership team isn’t reflective of the diversity that exists across our full team, board, the sector, and who we serve. With an intersectional lens, we are committed to welcoming a leader with lived experience from an equity-deserving community to help guide our work in building networks and capacity within the sector. We are particularly interested in the perspectives and leadership of someone who identifies as Indigenous, Black, or racialized and who holds a race-informed, justice and equity lens. We also recognize the additional emotional labour racialized employees must often carry when entering workplaces and appreciate the opportunity to build trust and relationship with the successful candidate. The IONS team is a compassionate, collaborative team who works to ensure our diversity is valued, celebrated, and informing our work. To learn more about the team, you can visit our people page at ions.ca To learn more about the position, click here: https://lnkd.in/ekhSmYnj

In honor of #BlackHistoryMonth, we asked our employees what their favorite quote or saying by a historical Black figure, past and current inspirational figures, and what having a diverse workforce means to them. Watch what Rishona Harris, Director of Talent Management and Inclusion, has to say here.

140 miles down, 100 to go. The phrase "walk the talk" has nothing on the grit, resilience, and determination Cid Wilson is showing by narrowing the distance each day as he and the HACR - Hispanic Association on Corporate Responsibility team tackle a 240 mile trek in the #WalkToWallStreet mission. Cid has led #HACR for over a decade. In that time he has built relationships with #corporate giants, #political influencers, #grassroots nonprofits, and #people like you and me. His mission has always been to advance the representation of Latinos in corporate America, and with that the advancement of all other underrepresented communities as well. In a time when DEI is questioned, he and #HACR are reminding us to share a dual case of business and humanity amplified through #DiversityEquityInclusion. Our world is more and more diverse. #Business is faster and connected more than ever. #DEI is a business imperative. I invite you to learn more about this bold and committed mission https://lnkd.in/gRuZuFbJ

#Inclusive workplaces are for everyone. They embody a #culture where every voice is heard, experience is valued and journey is supported. They are committed to creating environments that empower, uplift and #advocate. They drive #innovation and creativity. They acknowledge and dismantle #barriers to ensure equal opportunities for everyone to grow and succeed. They cultivate #belonging at all levels of an organization. Developing these workplaces requires fortitude and #resilience. These are the words that inspire me as we transition into #BlackHistoryMonth. As we take time to honor the rich history of the Black community, let's challenge ourselves to #learn from lived experiences that may not reflect your own. Let’s be the #change agents that have continued to advance progress in the eye of adversity today and in the days to come.

ForbesBLK: Stacey Abrams spoke about how business leaders and the Black community can continue to advance equity and inclusion at the 2024 #ForbesBLKSummit. #ForbesBLK #InaguralMember #ForbesBLKSummit

The many observances, essays and reflections on Black History Month have rightly focused on the contributions and sacrifices of African Americans who have helped shape the nation. However, this is also an opportunity to talk about the broader aspects of diversity, equity, and inclusion in 2024. Specifically, how we can move the needle on enabling a workplace where DEI is naturally and organically part of the fabric of how we work and who we are. A recent Harvard Business Review piece broke down the overarching goal of DEI to four “freedoms” that resonate with me as a way to think about just what it is we’re all trying to accomplish in this regard. The four freedoms can be paraphrased as follows: ·      Freedom to Be: The essential freedom to bring our whole selves to work. In practice, this includes a commitment to overcome biases in hiring and actively supporting allyship. ·      Freedom to Become: The ability to improve our best selves and our situations. This refers to development programs that focus on individual strengths, and the coaching of managers to provide more positive and constructive feedback to everyone. ·      Freedom to “Fade”: Bringing an everyday normalcy to diversity that gives those in traditionally underrepresented groups the freedom to step back from what can sometimes be an ever-present spotlight. Everyone should be able to have flexibility to scale and adapt their careers and goals to what makes sense for them. ·      Freedom to Fail: This is an imperative that transcends DEI. It speaks to the importance of second chances, and nurturing a culture in which we destigmatize failure and reward smart risk taking.   As we celebrate an observance emblematic of honoring our differences, just some food for thought for those of us who manage and lead others.

“Intersectional Peer Effects at Work: The Effect of White Coworkers on Black Women’s Careers” - https://lnkd.in/dcGVwbJm The failure by #RobertHalf to hold itself accountable for delivering on its #DEI commitment to me, a marginalized employee in a protected class, is equal to #SandiaLaboratoryFederalCreditUnion's omission and devaluing of ANY formal DEI practices that allowed my humiliating workplace experience at SLFCU to be acceptable. Promoting rapid brand and market expansion (Be Gritty, Be Better Every Day, Do The Right Thing) over inclusive hiring, workplace Equity (for ALL employees), and cultural development is a FAILURE by #SLFCU leadership. Believing you can "brand" DEI by showcasing pictures of diverse people (were they even real employees?) but failing to model any of the Equity practices you promote publicly is a FAILURE by #RobertHalf Leadership. Learn from this Retrospective on #Equity. And please don’t pretend you are not reading and fully accountable Executive VP, Alex de la Cruz (SLFCU). You "liked" my post on "The Tiring Reality of Being a Black Woman in the Workplace". What did you learn from it? 👀 #OccupationalSegregation #WorkplaceTrauma #Discrimination #Bias

When it comes to racial equity and inclusion, we know there’s work to do. Through leadership programs, community service and elevating their voices on critical issues, young people are inspired to build a world where everyone can thrive. #bgcnw #greatfutures #blackhistory #blackhistorymonth #blackhistoryisamericanhistory

Today we talk about the importance of Diversity!