Kidsave’s Post

Learn more about creating inclusive environments where every voice is valued. Thanks to Kidsave for taking the lead on this important topic.

In the pursuit of true racial equity, organizations must actively engage with and understand the perspectives of their Black employees. Listening to these voices, learning from their experiences, and implementing strategies informed by their insights are critical steps toward fostering a workplace that is truly inclusive and equitable. Create Safe Spaces for Dialogue: Establish forums for open and honest discussions where Black employees can share their experiences, challenges, and ideas. This could take the form of town hall meetings, focus groups, or employee resource groups focused on racial equity.

When most brands talk about culture they’re talking about white people pop culture aka Taylor Swift, Stanley, it being “trendy” to acknowledge black creators during Black History Month, mob wife aesthetic pop culture. Guess what? White people pop culture can’t exist without BIPOC, lgbtqia+, and disabled communities that constantly shape culture and trends through their vibrant existence, talent, creativity, ideas, and energy. Yet the very people that shape the trends and culture in its fullest, most authentic form NEVER get the credit, acknowledgment, or opportunities they deserve. I’m sick of the system that loves to capitalize on culture but does the bare minimum (if we can even call it that) to support the people who are the culture. White people pop culture wants you on their terms. When your ideas are too bold, too innovative, too creative you’re TOO much for them. I am a white person and I won’t be have having a seat at white people pop culture tables without the presence of diverse voices that are actually being heard and valued.

Navigating the ever-evolving cultural landscape can be challenging—especially for brands looking to engage with the Black community authentically. In the first part of our CultureBeat series, Ashleigh Williams, explores how brands can build meaningful, lasting relationships with Black consumers. From addressing outdated stereotypes to fostering authentic, transparent conversations, learn the best practices for creating genuine connections and navigating cultural complexities. 🔍 Dive into the blog here: “Navigating the Nuances of Engagement with the Black Community Amid Shifting Cultural Dynamics” https://bit.ly/4gQ6pJD #MRX #MarketResearch #MulticulturalMarketing #BlackCommunity #DiversityEquityInclusion #ConsumerInsights #Insights

This past Black History Month, ADR Associate Consultant, Karina Karbo-Wright, shared "What to Do When Your Belonging Has a Time Frame," a blog discussing the relationship between Black History Month celebrations and the reported satisfaction of Black employees. Karina writes, "Many employees have communicated that these events feel performative because they often lack the follow up. It seems the biggest barrier to making impactful strides toward equity in the workplace is the inability to follow these events with real, structural change." As companies continue efforts to signal inclusion amidst the decline in DEI initiatives nationwide, it is important to keep in mind that cultural and identity-based recognitions and celebrations are not enough to make employees of underrepresented identities feel safe to show up authentically in the workplace. In the blog, Karina shares a few key ways that companies may increase the impact of their recognition activities, including, planning intentionally and developing a larger action plan. Read the full article on our website now at https://lnkd.in/gRirsbVf #BlackHistoryMonth #WomensHistoryMonth #ADRConsultingGroup #WorkplaceCulture

On this Juneteenth, we celebrate the beauty and resilience of Black culture. It's a day to reflect on how far we've come and to honor the freedom hard-fought by our ancestors. But as we commemorate this historic day, it’s crucial for companies to look beyond mere gestures of recognition. Black employees, customers and stakeholders deserve your continued commitment. While giving employees a day off, sending a commemorative email, or hosting an internal event are steps in the right direction, we must challenge ourselves to dig deeper. We must ask: How are our corporate practices ensuring the true essence of freedom for our employees, customers, and key stakeholders? According to a McKinsey report, companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians. Yet, Black employees hold only 3.2% of all executive or senior leadership roles in America’s largest companies. It’s time to: Examine Power Dynamics: How are we wielding our influence to create equitable opportunities? Are we using our platforms to amplify Black voices and drive systemic change? Exhibit Accountability: How are we holding ourselves accountable to our DEI commitments? In 2020, CEOs were hurried to release statements and make promises - but where are you now? Stand Strong Against Dismantling Progress: In the face of resistance, how are we defending the gains made in DEI? Are we actively combating policies and practices that threaten to reverse this progress? Consumers and employees know how much power you have and will ask: are you remaining silent until the next trend arrives? Freedom is not just a historical achievement but a continuous journey. Let’s commit to making every day a step towards true equity and inclusion. Let’s honor Juneteenth by ensuring our corporate actions reflect the spirit of freedom and justice it represents. It is my hope that the companies who multicultural agencies came to the aid of during a time of crisis will continue to wield their power protect Black employees - internally and externally. #Juneteenth #BlackCulture #DEI #CorporateResponsibility #Equity #Inclusion #Freedom

Our CEO, Joelle Murchison, answers our #QuestionOfTheWeek for #BlackHistoryMonth. Leave us your answer in the comments!⬇️ Question: In what ways can companies create inclusive cultures that celebrate the unique contributions of Black employees? Answer: Organizations should engage their Black employee resource group in order to get a sense of what opportunities might be available through partnerships and community involvement to celebrate Black culture. They also can ensure that those partnerships and messages are present all year long, not just during Black History Month. #InclusiveWorkplaces #EMG #DEI

As an active member of our Black Employee Network during my tenure in corporate America, I was deeply aware of the urgency and fleeting opportunity to address the unique challenges faced by Black professionals. The murder of George Floyd was a grim reminder of the systemic injustices that seep into every institution, including corporate environments. It highlighted the critical need for spaces that truly understand and address the specific issues Black employees endure, ensuring that equity and inclusion aren’t just buzzwords but are actively practiced realities. Now, although I have moved on from corporate America, the narrative for many Black professionals remains distressingly familiar. There is a troubling trend towards re-closing the windows of opportunity that had briefly opened, a regression to the norm where superficial diversity and inclusion efforts dilute the real, pressing needs of Black professionals. These individuals often find themselves having to mask up to 100% of their identity just to blend into the expected corporate framework. For a short while, we were empowered to voice our pain and stand unapologetically in our truths. We must not let this be a mere blip in the timeline. The creation of initiatives like the Fearless Fund and the ongoing need for affirmative action in education are crucial—they offer a chance to level the playing field and should be staunchly defended and supported. Our commitment to diversity, equity, and inclusion must extend beyond Black History Month and Juneteenth; it needs to be a consistent part of how businesses operate year-round. The experiences of Black professionals in corporate America are not just seasonal topics to be explored during cultural observances; they are persistent realities that require ongoing attention and action. We owe it to ourselves and to those who will follow to keep pushing, to keep speaking out, and to ensure our voices are heard and acted upon, not just looked at during specific months but recognized and integrated every single day. #DiversityAndInclusion #BlackLivesMatter #CorporateResponsibility #FearlessFund #AffirmativeAction #Equity

🌟 Empowerment Through Diversity: Embracing Our Uniqueness As we celebrate Black History Month, we are reminded of the profound words of Serena Williams, a testament to the strength found in embracing one’s uniqueness. At TSW Wordsmith, LLC, we believe that our differences are not just to be accepted but celebrated. This month, and every month, we are committed to fostering an environment where every voice is heard, and every difference is a cause for celebration. Emotional Intelligence: The Heart of Our Diversity Understanding and valuing the emotional landscapes of ourselves and those around us are crucial. Serena’s journey to self-acceptance and empowerment mirrors the path we encourage within our teams. Emotional intelligence is the cornerstone of creating an inclusive culture where everyone feels valued and empowered to bring their whole selves to work. Inclusivity: A Commitment to Celebrate Differences Inclusivity in our company means going beyond mere representation; it means actively celebrating the unique backgrounds, perspectives, and talents each team member brings. Inspired by the resilience and achievements of Black leaders, artists, and innovators, we strive to create a workspace where diversity is our strength, driving creativity, innovation, and growth. A Call to Action: Celebrate Diversity and Embrace Uniqueness This Black History Month, let us all take a moment to reflect on how we can contribute to a more inclusive and equitable world, both within and outside our workplace. Let's: Educate: Commit to learning more about the contributions of Black individuals in our industry and beyond. Empower: Create opportunities for diverse voices to lead and influence. Celebrate: Recognize and honor the uniqueness of every individual. At TSW Wordsmith, LLC, we’re not just a team; we’re a community of unique individuals united in our diversity. Let's embrace our differences and build a brighter, more inclusive future together. #BlackHistoryMonth #EmotionalIntelligence #Inclusivity #DiversityAndInclusion #Empowerment

Performative Allyship: It's Time for Real Change 🚫 Purchasing from Black suppliers only during Black History Month? 🚫 Showcasing diversity with a token Black face in marketing materials? 🚫 Claiming diversity without addressing pay inequity or opaque progression for racialised groups? This isn't allyship. It's performative, and it's painfully obvious. To companies engaging in these practices: Your employees see through it. Your customers see through it. It's time to do better. Real solidarity means: ✅ Year-round support for diverse suppliers ✅ Transparent progression paths for all employees ✅ Addressing pay inequity head-on To my fellow racialised professionals: We have more power than we realise. Our collective action speaks volumes. We deserve authentic inclusion, not tokenism. It's time for genuine change, not performative gestures. Who's ready to lead by example? #RealAllyship #DEI #WorkplaceEquity #InclusiveLeadership