Jennifer M.’s Post

Movement in race equality in the workplace is happening at a frustratingly slow pace. According to a study by Business in the Community, Black employees hold just 1.5% of top management roles in the UK private sector, and just 1% in the public sector. These figures have barely moved since 2014, despite seismic events such as the murder of George Floyd and the pandemic highlighting the challenges ethnic minorities face in society. Read more > https://bit.ly/3N9DaV9 #diversityandinclusion #race #racism #equality #workplaceequality #inclusionmatters #diversityofthought

With ongoing discussions around diversity, equity, and inclusion,(new racial slur) it's important to reflect on the challenges faced by Black women in Corporate America. This diagram sheds light on the realities many encounter in the workplace. Exhausting! In an ideal world, success would be solely based on individual merit, free from biases related to race, gender, or connections. While this may seem idealistic, it's a vision aligned with the principles of fairness and equality we should all strive for. Let's prioritize respect, compassion, and fairness over divisive behaviors like judgment and discrimination. Remember, there's an abundance of opportunities and resources available for everyone to thrive. #DEI #Equality #CorporateAmerica #Inclusion

Here at The Adecco Group UK & Ireland, our #Ethnicity forum continue to celebrate Black History Month. In their third Food for Thought Session today, Friday 20th October at 12:30pm, they discuss the topic of “Colourism”. They’ll explain what it means, why there is an underlying system of privilege and discrimination based on skin tone within members of the same ethnic group, how skin-tone bias can affect racial equality at work, and what we can do to create a cultural shift to change this. We're serious about inclusion, but we're even more passionate about creating a place where you belong. #LifeAtTAG #BlackHistoryMonth2023 #BlackHistory #SalutingOurSisters #diversity #inclusion #DiversityAndInclusion #talentnotlabels #TalentNotLabels #Coffee #Morning #Brunch #MakingTheFutureWorkForEveryone #makingthefutureworkforeveryone #business #BlackBusiness #BusinessOwner #BlackBusinesses #BlackBusinessWomen #belonging #life

As a Diversity & Inclusion specialist and Black woman, I've experienced firsthand the biases and barriers that exist in many spaces. The current US political climate has heightened these feelings of unease and marginalisation for many Black women. Let's recognise the emotional labour and burden that comes with navigating these challenges. I urge you to check in on your Black colleagues and friends, offer support, and create a safe space for open conversations. Together, we can foster a culture of inclusivity and empathy. Share your thoughts and experiences in the comments below. #DiversityAndInclusion #Allyship #BlackWomenInLeadership

Hot take for #IWD: Don't focus on diversity. I’m so happy the theme for #IWD is #inspireinclusion because we talk about this 👏🏼all the time👏🏼. It’s great that inclusion is getting a spotlight, but the truth is that organizations need to be SHOWING their people that they’re being inclusive all day, every day, in everything they do before they have the right to brag about diversity. How do we get to a place where inclusion is systemic? It’s not enough to show up for disparate events and activations for women’s day and black history month. Organizations need to embed inclusion everywhere - in their products, operations and yes, of course, in their leadership and people practices. Then Diversity will come. Happy International Women's Day! #IWD #inspireinclusion #HRinsights #DEI #inclusion

Is it wild to you that our careers still look different based on our skin color and gender? Black folks…especially Black women are dealing with some serious challenges like fewer promotions and higher turnovers. How can we change this? Share your thoughts below on how our workplaces can be more equitable and inclusive. 📹 repost by: @harvardkennedyschool 

We continue to embrace diversity, foster inclusion, and promote equality as we shine the light on Black History Month this October.    We will continue to support our clients with initiatives that empower underrepresented communities, foster equality, and create opportunities in the workplace.    - Equality is your goal. Dedication to eliminating bias and promoting fairness at every level of your organization needs be your priority.    - Diversity should be the essence of who your organistation is, not just a buzzword.    - Inclusion in the workplace is not just a nice-to-have; it's a fundamental aspect of a successful and forward-thinking organization.    Get in touch today for support with your equality, diversity and inclusion policy.    #BlackHistoryMonth #InclusionMatters #DiversityInBusiness #humanresources #businessintelligence #hrconsultant #businessowners #humanresourcesprofessional #hr #humanresourcesmanagement #smallbusiness

In a world where inclusivity is more vocal than ever, the harsh reality hits—Black, gay professionals are barely visible in the echelons of corporate leadership. Openly LGBTQ+ individuals fill a mere 0.4% of Fortune 500 board seats, and among these, Black voices are even scarcer. This glaring gap in representation isn't just a missed checkbox; it's a deep-rooted issue that stifles the infusion of varied perspectives crucial for the dynamism and innovation in business. Such underrepresentation signals the enduring obstacles to advancement that Black gay individuals face, ranging from overt discrimination to subtler forms of bias. Discrimination remains a formidable barrier, with nearly 29% of LGBTQI+ people of color experiencing workplace discrimination—a higher rate than their white peers. The challenge of navigating a corporate culture that may not fully embrace or understand the nuanced experiences of Black gay individuals further compounds these barriers, often leading to a sense of isolation or the pressure to assimilate. The impact of having openly LGBTQ+ leaders is profound, signaling a commitment to representation and inclusion that can attract diverse talent and drive innovation. The scarcity of Black, gay individuals in leadership not only affects those directly impacted but also detracts from the breadth of perspectives essential for organizational growth and success. Achieving greater representation of Black, gay individuals in leadership requires concerted efforts, including focused recruitment, mentorship, and policies that genuinely celebrate inclusion. Businesses must foster a culture where every employee feels valued and can thrive, underpinned by genuine inclusion efforts. The journey toward better representation and inclusion of Black, gay individuals in leadership is intricate, demanding ongoing dedication from both organizations and society. As companies evolve and acknowledge the value of diverse representation, efforts must ensure these endeavors inclusively pave the way for everyone's advancement and leadership opportunities.

🌟 Real Power: Black Female-Founded Businesses 🌟 Real power isn’t just about getting to the top. It’s about changing the game. When minority and women-led businesses thrive, they smash barriers of racism and sexism simultaneously. Now that's powerful! At VOLK Strategy, we’re here to help these businesses. We believe their success sends a strong message and sets a powerful example. It’s not just business as usual—it’s business making a difference. Let’s support these leaders and show what real power looks like. I'm thrilled that VOLK's first project will be with a black female-founded company. #BusinessImpact #Equality #Inclusion #StrategicSupport

As I’m sure many of you have heard by now, SHRM has decided to remove "equity" from its DEI framework. For many reasons, this shift feels like a step backward in our ongoing work towards true inclusivity. So why does this matter? As a queer, multiracial Black woman, I've experienced firsthand the transformative power of equity-first initiatives. Equity isn’t just a buzzword; it’s a critical pillar in dismantling systemic barriers and creating environments where everyone has a real shot at success. Inclusion and diversity are vital, but without equity, they can become performative. An equity-first framework ensures that we are not just bringing diverse voices to the table, but that we are also addressing the structural and systemic inequalities that might silence those voices once they are there. Let’s not forget that diversity asks, "Who is in the room?" Inclusion asks, "Have everyone's ideas been heard?" Equity asks, "Who is trying to get in the room but can't? Whose presence in the room is under constant threat of erasure and harm?" We must champion an equity-first approach, ensuring that our initiatives go beyond surface-level changes and tackle the root causes of inequality. We should be way past pretending diversity is enough, and should not allow organizations to get away with performative actions that harm the work so many Black, Brown, Queer, and Disabled people have been doing for YEARS. If you aren’t able to commit to moving equity and change forward and taking down systemic barriers, move out of the way for the rest of us. #EquityMatters #DEI #Diversity #Inclusion #EquityFirst #DEIConsulting #SHRM #DEIWork