HBA Southeast region’s Post

In March, with events like #InternationalWomenMonth, #IWD, #BcorpMonth, #NeurodiversityCelebrationWeek, how is your organisation showing ethical leadership and commercial responsibility? We're eager to hear your insights in our Annual Member Survey, a prime opportunity to actively shape CAN's organisational strategy. Your perspectives will guide us through industry shifts, ensuring our advocacy work aligns with the evolving advertising landscape. This survey isn't just a questionnaire; it's a chance to make a real impact. Key Details: 📅 Submission Deadline: Friday, March 22nd, 2024 ⏰ Estimated Time: 13 minutes ✉ Members, check your inbox for the survey link Why Participate? ✨ Influence CAN's Future: Your opinions shape our organisation's path. ✨ Essential Requirement: This survey is mandatory for all CAN members. ✨ Membership Continuation: Your input is vital to maintain your CAN membership. ✨ Advocacy Impact: Your ongoing support drives our successes. Are you a member who hasn't received the survey link? Not a CAN member yet, but interested in joining? Reach out to hello@consciousadnetwork.org, and we'll gladly assist you! #TogetherWeCan

We need organizations dedicated to #metascience, #disintermediation and #defragmentation of the mysterious processes and serendipity that haphazardly constitute the implicit #strategy for “connecting science with social institutions, policy, and diverse communities.” In other words, we need a business model for a diverse body that develops and promulgates a science of #programmanagement for #translationalresearch informed by #implementationscience. For human #health and performance, suggestive models are provided by NASA’s Human-Systems Risk Board and its collaboration with the Program Science Management in NASA’s Human Research Program, or with the Program Performance and Evaluation Office under the Director of the CDC, or perhaps even in nonprofit initiatives such as the Caregiving Initiative of RAND. We have relied too long and too exclusively on insider networks to decide what is important to fund in science and technology. We don't have to abandon that source of wisdom, however biased, and it would be tilting at windmills to try. We can add truly translational organizations and talent that can #transparently and #intelligibly navigate the abyss between supply and demand. Then and only then will #diversity and #inclusion of contributors realize its potential for #collectiveintelligence in programmatic decision making pursuant to innovation in science and technology.

Voices Without Borders: Redefining Womens Leadership on a Global Stage https://buff.ly/436zLgr via Dr. Angela Butts Chester of Dr. Angela Chester on Thinkers360 #DiversityandInclusion #Leadership #Social

"Expanding on this original understanding of humility to build cultural competence in healthcare, racial humility requires a fundamental change in how leaders think about, understand, and interact with the world around them to include Black community members in the most meaningful and positive way. Racial humility advocates for lifelong engagement in addressing anti-Black racism versus a discrete endpoint obtained with training or workshops. Racial humility requires leaders to account for the structural forces that limit Black individuals’ experiences and opportunities within their organizations, and challenges leaders to address racial inequalities at individual and institutional levels." This is a direct and challenging paper that directly focuses on #leadership and moving beyond discussion toward action in addressing structural concerns within organizations and other institutions. #BlackHistoryMonth isn't exclusively a time for celebration but remains an opportunity for us as leaders to push ourselves and our institutions forward. #medicalleadership #leadership #DEI #diversityequityinclusion

Thank you Ngozi Motilewa for the invitation to speak with NAAAHR Philadelphia about how organizations are navigating doing the work of creating equitable and inclusive workplaces in today's climate. Ngozi Motilewa your facilitation and thoughtful questions prompted a wonderful conversation with Amtul Sufi, MBA and Anthony Ferguson. Thank you! A few of my takeaways . . . 💡Successful organizations know that DEIB isn't a temporary phase or add-on to the business but a foundation to the business. When #inclusion and #equity are core to policies and practices businesses and employees thrive. 💡HR and Legal can proactively work together to assess the ways to continue and even deepen DEI work. 💡Build alliances and take your PTO! The journey of shifting the workplace culture to a place where all can thrive is a marathon that cannot be accomplished alone or overnight. Develop relationships with others along the way and take your well-earned time off to rest and rejuvenate. #HR #DEIB #ManagingWell

Last night, I was fortunate to attend "DEI on the Line" at The Gathering Spot, hosted by Ryan Wilson. The panel discussion with Nzinga “Zing” Shaw, Candace M. Stanciel, M. Ed., and Angelica Geter, DrPH, MPH left me feeling... 🔗Enlightened 🔗Understood 🔗Energized So much wisdom was shared, I'll need several posts to do it justice. But one point by Nzinga particularly resonated: as DEI practitioners, we are charged with the responsibility of explaining to leaders why it's in their best interest to empower historically excluded voices in the workplace. This includes giving historically excluded individuals decision-making power, access to leadership roles, and the opportunity to deliver innovation and creativity. The bottom line is DEI is good for business. New research constantly underscores the direct correlation between DEI and stronger revenue growth, innovation, and profitability. While the human impact alone should be enough, framing DEI in terms of business value is most impactful because it’s what the corporate world understands. I’m deeply grateful for spaces like The Gathering Spot for providing safe platforms for learning, venting, and strategizing without judgment. Well done, TGS. #diversityequityinclusion

Want to get involved with #CIVICUS? CIVICUS has recently launched the Local Leadership Labs (LLL), a pilot initiative aimed at tackling some of the barriers (political, technical, behavioural) preventing governments, donors and other stakeholders from adopting and delivering on commitments that recognize, enable and resource diverse local civil society groups as key development actors in their own right. The initiative will support radically inclusive spaces where local civil society groups can drive, alongside other key actors and decision-makers, the development of context-appropriate policies and solutions. Moreover, the initiative will seed trans-local spaces for cross-pollination, reflection and strategizing among disparate likeminded efforts and multi-stakeholder initiatives that could help accelerate systemic changes towards Locally-Led Development. Our team is in search of a consultant or team of consultants to support the design and facilitation of the convening partners’ inception meeting, as well as to curate a guiding manual on setting-up inclusive, transformative and meaningful spaces for demand articulation, multistakeholders dialogue, learning, reflection and co-designing prototypes and solutions based on the inputs, preferences and experiences shared during the in-person meeting. If this sounds like you, you can apply or find more information at the link below. As always, please note that I do not work with recruitment so am not able to assist with feedback - all information related to this position is available below. #consultancy #jobalert #civicspace #civilsociety

EDI professionals we hear you. In recent times, the focus on inclusion has become increasingly central for organisations and although the advantages of inclusive practices are widely acknowledged many organisations encounter significant obstacles in creating truly inclusive environments. At the upcoming AKD EDI Peer Networking Forum, we'll explore the key challenges of fostering inclusion, with a particular focus on the structural, cultural, and operational barriers that often impede progress. We’ll discuss issues such as resistance to change in some organisational cultures, where EDI efforts are often seen as secondary to traditional performance metrics; implicit biases and a general lack of awareness; insufficient training and resources; and the ongoing challenge of ensuring that inclusion permeates every level of an organisation, from leadership to daily interactions. Achieving this requires sustained commitment and alignment with broader organisational goals. The next forum is on Tuesday 5 Nov from 10-11am. We'd love to have you there so please use the link below to register. https://lnkd.in/ebcqYJxs Phil Newman

Though I know some want to be seen as “thought leaders” for clout or fame, I’ve always thought of it as a desire to influence the dialogue or change how people think and feel about certain issues. And how do you know when you are successful without expensive polling. I can now say with confidence that Tigress Osborn and NAAFA - National Association to Advance Fat Acceptance are thought leaders! Read how here: https://lnkd.in/gR_Bdyj6

A week tomorrow 🙂 Looking forward to this immensely. In the world of policy making people often talk about the VCSE sector as a last option when the public/private sectors can’t deliver something. Having worked across all three of those sectors, there is a clear societal and fiscal case for us to give the VCSE sector much more careful thought. As providers that think place- and people-first (Possabilities are incredible at this); as innovation partners to co-create solutions to our most complex challenges; as the organisations that create energy, action and care in our places. Looking at our VCSE sectors as a central element of a flourishing place (as we would with businesses) is a huge opportunity for place leaders, which people in local gov, health and the sector itself often tell me is largely untapped.