Lumen Consulting Group Inc.’s Post

Women of colour, and Black women in particular, tend to receive less support and encouragement from their managers. This can lead to significant disparities in career advancement opportunities. Recent research shows that compared to white women, Black women are less likely to have managers showcase their work, advocate for new opportunities for them, or give them opportunities to manage people and projects. Additionally, Black women are less likely to report that their manager helps them navigate organizational politics or balance work and personal life. It's important to recognize the impact of consistent manager support on career advancement opportunities. Employees who have this support are more likely to be promoted, and they’re also more likely to believe that they have an equal opportunity to advance. As we work towards a more equitable workplace, it's crucial that we prioritize supporting and advocating for women of color, especially Black women. #brilliantcolours #womenofcolor #glasscliff #allyship #deib #humanresources

I read a post from a company earlier today. This statement was included in their post, “Women make up over half of our company.” I immediately thought, “Wow! That’s great!” But let’s dive a little deeper. I’d like to know… ✅ How many women are on the Executive Leadership Team? The board? Leadership positions are not just roles but signals to everyone about who gets to make the crucial decisions and who shapes the future of any company. ✅ How many women have been promoted in the past year? Promotions are a clear indicator of who is being given opportunities to grow, advance, and influence an organization's culture and success. ✅ Diversity extends beyond gender. So, how many of the women leaders and promoted employees are Black? ✅ How many women are disabled? ✅ How many women identify as gay? ✅ How many women are trans? These questions aren't just statistics. They're about real people with real experiences and perspectives that can dramatically enrich the workplace. Diversity in the workforce is about more than just numbers. It's about lived experiences, perspectives, and the unique value that each individual brings to the table. It's about creating a culture where everyone, regardless of their background, feels valued, heard, and empowered to succeed. Let's work towards not just diversity but inclusion and equity. Let’s create workplaces that truly reflect the diversity of the world around us and harnesses the power of every individual's unique experiences and ideas. It's not just good for business; it's essential for creating a more equitable and inclusive society. #DiversityAndInclusion #Leadership #Equity #WorkplaceEquality #InclusiveLeadership

🛑STOP Making the Business Case for Diversity! Eighty percent of Fortune 500 companies explain their interest in diversity by making some form of a business case: justifying diversity in the workplace on the grounds that it benefits companies’ bottom line. And yet, in a recent study of Havard Business Review, the authors found that this approach actually makes underrepresented job candidates a lot less interested in working with an organization. This is because rhetoric that makes the business case for diversity sends a subtle yet impactful signal that organizations view employees from underrepresented groups as a means to an end, ultimately undermining DEI efforts before employers have even had the chance to interact with potential employees. Based on their findings, the authors suggest that if organizations must justify their commitment to diversity, they should do so by making a fairness case — that is, an argument based in moral grounds of fairness and equal opportunity. But to achieve the best results, they should consider not making any case at all. After all, companies don’t feel the need to explain why they believe in values such as innovation, resilience, or integrity. So why treat diversity any differently? https://lnkd.in/e5UX6NnT #PrideAtBCG #diversity #inclusion #lgbt

🌟The Black HR Society is thrilled to continue spotlighting exceptional women in our community. Dive into Teniqua Broughton's powerful insights this Women's History Month, from discussing women leaders to the importance of representation. Don't miss our exclusive interview Q&A for an inspiring read. What are some examples of notable women leaders in politics, business, and other fields, and what lessons can we learn from their leadership style?   Q: What are some examples of notable women leaders in politics, business, and other fields, and what lessons can we learn from their leadership style? A: Two prominent women leaders who offer insightful lessons from their leadership approaches are Oprah Winfrey and Ava DuVernay. Oprah is known for her talent in celebrating and empowering others. She actively supports and encourages women, providing them with opportunities to succeed. She exemplifies the importance of reaching back and lifting others up along the path to success. On the other hand, Ava DuVernay has honed her skills within her chosen field. Her famous quote, “when you’re in your lane, there is no traffic,” underscores the significance of recognizing and pursuing one's purpose with dedication.   Q: How can we ensure that women's voices and experiences are adequately represented in historical narratives? A: One way that we can ensure that women's voices and experiences are adequately represented in historical narratives, is to recognize how essential it is to understand the multifaceted nature of pay equity disparities. Drawing insights from a workshop I facilitated addressing intellect, will, and emotions in relation to pay equity, it’s imperative that we recognize the systemic challenges faced by women in the workforce. Intellectually, we acknowledge the staggering statistics indicating significant pay gaps across gender and ethnicity. Action requires intentional efforts from employers, including implementing pay equity policies, conducting regular audits, and fostering transparency in compensation practices. Emotionally, we grasp the profound impact of fair pay on company morale, performance, and retention. By integrating these dimensions, we can strive for a more equitable future where women's contributions are accurately reflected in historical narratives. Thank you, Teniqua for your remarkable insights and for being a trailblazer for women everywhere! . . . #womenshistorymonth #representationmatters #TheBlackHRsociety #humanresources #blackinhr #empowerment

HOW LEADERSHIP CAN SUPPORT BLACK WOMEN IN HR To better create an environment where Black women can thrive and contribute, leadership must be intentional. Here are some strategies that they can consider employing. LISTEN TO OUR PERSPECTIVE Seeking and prioritizing Black women’s input when shaping people strategies, such as those related to diversity, equity and inclusion, helps address intersectional challenges and center the needs of all people. This collaboration ensures inclusive practices are developed, biases are challenged and equity is implemented across the board. By soliciting and valuing our perspectives early in the decision-making process, leaders reinforce trust and foster an environment where all employees, particularly those from marginalized groups, feel heard, represented and supported. CREATE EQUITABLE WORKLOADS Work assignments should be offered and distributed fairly among team members. To doing so, leaders must account for everyone’s individual skills, capabilities and career aspirations. Ensuring a balanced distribution of work acknowledges team members’ valuable contributions, mitigates burnout and provides opportunities for skill development. Equitable workload distribution also encourages collaboration between diverse perspectives, which can lead to a sense of inclusion. This approach not only recognizes individual strengths but also fosters to a more harmonious and effective work environment. Continue reading: https://lnkd.in/dNpF6U4m #blackwomaninhr #humanresources #inclusion #diversity #equality #womenofcolor

LLMs Can Be Used to Foster Inclusive Outcomes! It was an incredible journey to have been a part of this study featured in Management Today, which addresses the persistent challenges and #underrepresentation of #Black #female #leaders in the #corporateworld. Our research, eloquently chronicled by the genius Jane Simms, reveals a disheartening reality: the hurdles Black women face in climbing the corporate ladder are strikingly similar to those from 200 years ago. Despite the passage of time, these professionals continue to work harder and take more career-focused #risks than their peers to achieve breakthroughs. I am grateful for the collaboration with an incredible team, including Spyros Angelopoulos, Dr. Immaculate (Mac) Dadiso Motsi-Omoijiade, Alexander Kharlamov, and Nataliya Tkachenko, PhD, who brought invaluable insights to this study. Special thanks to Jane Simms and Management Today for recognizing the significance of this issue and giving it the platform it deserves, a stark contrast to our experience with other outlets, like The Conversation Australia + NZ, whose editor cited "lack of time" and refused to publicise this research... Well, we never give up and we always find the time as these issues are important and very real! 💡 #Leadership #Diversity #Inclusion #BlackFemaleLeaders #Equality #Change 📣 We are grateful to everyone who got back to us and shared their experiences of #discrimination and #stereotyping in the workplace but let’s keep the momentum going! What #inclusion topics do you think need more visibility? How can we better support #underrepresented voices in #leadership across industries? Please, share your insights with our team and let’s work together to amplify voices that are too often overlooked.

I am not known for keeping my opinions to myself, so why start now? Do you support black and brown women in your workplace? Do you understand the unique challenges black and brown women face at work? Statistics and personal experiences indicate that the majority does not. Despite many human rights movements and inclusion terminology being created by or stemming from the efforts of black and brown women, challenges persist in the workplace. For data enthusiasts, there are multiple studies detailing the challenges black and brown women face in the workplace, including: - Success being devalued or discounted more than their white women counterparts. - Judgement and competency questioned at a higher rate than their white women counterparts. (41% of black women report having their judgement questioned in their area of expertise compared to an average of 38% across all women.) - Less support from managers. - Increased susceptibility to poor mental health due to psychologically unsafe environments. (Black women face a wider range of microaggressions, meaning they deal with microaggressions more frequently leading to a higher impact on their mental health.) - Confronting stereotypes like the "angry black woman" - Dealing with the 'Pet to Threat Phenomenon'. - Underrepresentation in leadership roles and lack of allyship. Black and brown women are often being held to a higher standard when pursuing career advancement. The constant effort to meet this higher standard can lead to exhaustion or burnout. To genuinely support them, check you biases, improve allyship, and understand their unique challenges. Listen to them and respect their experiences and show them that they are valued without expecting them to prove themselves more than their male or white women counterparts. Interested in learning more? Consider exploring The State of Black Women in Corporate America Report. #DiversityandInclusion #BlackandBrownWomen #Allyship #WorkplaceChallenges

Diversity and Inclusion Matters: Tactics and Tools to Inspire Equity and Game-Changing Performance by Jason R. Thompson (He-Him-His) (2022) This is a very practical guide to developing a diversity and inclusion program. He covers why programs fail, the greatest difficulties one can face, and other anticipated challenges. My favorite nuggets are: --Small groups will never be heard in employee surveys. As a market researcher, this makes me sad, but it’s true. We look for trends and majorities, but in the workplace, every voice matters. To combat this, we need to listen to the underrepresented, cut the data by gender and gender identity, and then dig in even further to examine the data with an intersectional lens (such as Black women or Latinas). --Most of DEI work is in recruitment and retention --One of the best ways we can help underrepresented groups in the workplace is to minimize interrupting, give people credit for their ideas, encourage those who have not given input yet to contribute, and challenge assumptions. Leaders can model this behavior for their teams. 🔆 Happy Reading! #Books

Aside from having to constantly prove themselves and talk in a manner that can’t be labeled as angry or emotional, obtaining top managerial positions doesn’t stop the double dilemma of racial and gender pay gaps. #theexodusway #exodusconsultinggroup #leadership #leader #empowerment #management #diversity #equity #inclusion #dei #diversitytraining

"My advice to [B]lack women is to share your story highlighting specific behaviors and actions needed to create a truly inclusive culture. Advocate for talent management, leadership development, and succession planning processes and resources that address the unique needs of multicultural women. Call out and address the unspoken norms and cultural nuances that pressure [B]lack women to be "less [B]lack" in order to succeed due to erroneous stereotypes, bias, and prejudice. And debunk the fallacy that the gender experience is universal by exposing complexities of intersectionality as a [B]lack woman. While it's important that [B]lack women use their voices to educate others in how to demonstrate a high level of emotional and cultural intelligence when interacting with people unlike themselves, it's equally important that people in the majority proactively build their own awareness and education." —La'Wana Harris, inclusion coach and founder of La'Wana Harris, Inc.  https://lnkd.in/eexC3rCw