Lola Bakare’s Post

Ladies! Let’s all work at avoiding getting caught in the gratitude trap. This trap undermines our value and our effectiveness. Here are some alternatives to reframe what we are so used to saying. I’d love to hear other reframes that work for you! The gratitude trap (noun): 1. The overly accommodating behavior, chronic apologizing, and meekness that so often feels required to the workplace as a woman. 2. An obstacle that undermines a leader’s value and effectiveness. #GratitudeTrap #KnowYourValue #WomenInBusiness #WomenLeaders

Small changes in language make a huge impact. Be clear with words… and intentions. #womenleaders #success #professionaldevelopment #leadershipdevelopment

This advice about the "gratitude trap" is spot-on. More generally, many of us overuse qualifying words like "I think" or "I feel that..." The second tip in a blog post I shared offers some additional before-and-after examples: https://lnkd.in/eWjhhHix Which other qualifying words do you think should be removed or replaced? #BusinessWriting #WomeninSTEM #WritinginSTEM."

✨ Why do many DEI initiatives falter? The key often lies in understanding the difference between diversity, inclusion, and belonging—and prioritizing them in that order. But what do these terms really mean? 🌍 Diversity: It's about being invited to the party. 🗣 Inclusion: It's about being asked to dance. 💖 Belonging: It's about dancing like no one's watching. Liz Fosslein and Molly Duff nailed it with this analogy. Yet, translating this into the workplace is anything but simple. It's not just about having diverse individuals on your team; it's about amplifying their voices and ensuring they're truly heard. 🌀 That's where Appreciative Inquiry changed the game for me. It's a powerful approach that moves beyond traditional methods to promote real dialogue, uncover valuable insights, and foster a culture where every voice matters. 🚀 Imagine harnessing the full potential of your team by creating an environment that not only invites more voices to the table but also ensures they're heard and their ideas are put into action. That's when you achieve true engagement and belonging. 🔍 Interested in how Appreciative Inquiry can revolutionize your approach to Diversity, equity, and inclusion? Want to make a meaningful (and lasting) change in this area? Slide into my DMs. Let’s discuss how AiMS can make a meaningful difference in your organization! #DEI #Leadership #Inclusion #Belonging #AppreciativeInquiry #AiMS #Engagement #Diversity

"Inclusion Begins Within: Embrace Change Without Losing Yourself" It Starts Within You 💡 Inclusion isn't just a buzzword we throw around. It’s something deeply personal that begins with each of us. It’s in how we show up, how we treat others, and how we create spaces where everyone feels they belong. 🌍💫 Throughout my career in HR Consulting and Strategic People Management, I’ve realized that embracing inclusion doesn’t mean we change who we are—it means accepting change around us without compromising our values or authenticity. 🙌✨ 💡 Here’s what I’ve learned: 1️⃣ Be Open, But Stay True: Inclusion invites you to be open-minded and receptive, but it doesn’t ask you to lose sight of who you are. Embrace the perspectives of others, but don’t lose your own voice in the process. 2️⃣ Champion Growth, Not Perfection: Change is constant and inevitable. It’s okay not to have all the answers! What’s important is staying committed to growth and learning—while still honoring your principles. 3️⃣ Lead by Example: Inclusion doesn’t start with an initiative or a policy. It starts with how we treat others every day. It starts with you. 💪 🔄 What about you? How do you stay true to yourself while embracing change and inclusion? What’s one step you’re taking to make your environment more inclusive? Let’s have an authentic conversation in the comments! 👇💬 #Inclusion #Leadership #Growth #Authenticity #DiversityAndInclusion #LeadershipDevelopment #PersonalGrowth #WorkplaceCulture #ChangeManagement #ProfessionalDevelopment #EmployeeExperience #HRCommunity #InclusiveLeadership #AuthenticLeadership #LeadershipMatters #CareerGrowth #PeopleFirst

🚫 𝐒𝐭𝐨𝐩 𝐭𝐚𝐥𝐤𝐢𝐧𝐠 𝐚𝐛𝐨𝐮𝐭 𝐝𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 ... ... 𝐢𝐟 𝐲𝐨𝐮 𝐚𝐫𝐞 𝐧𝐨𝐭 𝐚𝐥𝐬𝐨 𝐠𝐨𝐢𝐧𝐠 𝐭𝐨 𝐭𝐚𝐥𝐤 𝐚𝐛𝐨𝐮𝐭 𝐢𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧! 🤝 Diversity is great—it gives us many new perspectives on the world and challenges the way we work and think, but 𝐎𝐍𝐋𝐘 if we invite it in. You might have a diverse workforce—different genders, races, and backgrounds—but if people don’t feel heard or valued, it’s not true diversity. 💡𝐇𝐞𝐫𝐞 𝐚𝐫𝐞 𝟑 𝐬𝐭𝐞𝐩𝐬 𝐭𝐨 𝐜𝐫𝐞𝐚𝐭𝐢𝐧𝐠 𝐫𝐞𝐚𝐥 𝐢𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧: 𝟏. 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝 𝐮𝐧𝐜𝐨𝐧𝐬𝐜𝐢𝐨𝐮𝐬 𝐛𝐢𝐚𝐬 Are you aware of how your decision-making and thinking is influenced? 𝟐. 𝐌𝐚𝐤𝐞 𝐬𝐮𝐫𝐞 𝐞𝐯𝐞𝐫𝐲𝐨𝐧𝐞 𝐢𝐬 𝐢𝐧𝐯𝐢𝐭𝐞𝐝 Not just to the company Christmas party, but also to speak when you are in meetings, discussing strategic initiatives, or during regular conversations! 𝟑. 𝐄𝐱𝐚𝐦𝐢𝐧𝐞 𝐲𝐨𝐮𝐫 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧 𝐟𝐨𝐫 𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐚𝐥 𝐫𝐨𝐚𝐝𝐛𝐥𝐨𝐜𝐤𝐬 Are there processes and structures that favor some and hinders others? If diversity isn’t nurtured, it’s just diversity-washing, and leads to a decreases in well-being without adding the all the benefits. ❓𝐖𝐡𝐚𝐭 𝐝𝐨 𝐲𝐨𝐮 𝐬𝐞𝐞 𝐚𝐬 𝐭𝐡𝐞 𝐬𝐢𝐧𝐠𝐥𝐞 𝐛𝐢𝐠𝐠𝐞𝐬𝐭 𝐡𝐢𝐧𝐝𝐫𝐚𝐧𝐜𝐞 𝐟𝐨𝐫 𝐢𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧? 𝐋𝐞𝐭’𝐬 𝐝𝐢𝐬𝐜𝐮𝐬𝐬 𝐢𝐧 𝐭𝐡𝐞 𝐜𝐨𝐦𝐦𝐞𝐧𝐭𝐬! #DEI #Diversity #Inclusion #Leadership

New week, same reality! ✨ Diversity is a Reality, Inclusion is a Choice ✨ Diversity is all around us—it’s the undeniable truth of the world we live in. We come from different backgrounds, cultures, and experiences, and that's what makes us vibrant. But diversity alone isn't enough. Inclusion? That's where choice comes in. It's about deciding to create spaces where everyone feels seen, heard, and valued. It’s about intentionally inviting people in, recognizing their differences, and celebrating what makes them unique. Diversity may happen by chance, but inclusion? That’s an action we choose every single day. Let's not just acknowledge our differences, let’s actively embrace them. #DiversityIsReality #InclusionIsChoice #JoyfulInclusion #SameButDifferent #DEI #Leadership #DiversityAndInclusion"

🌍 In a world where inclusivity is more important than ever, DEI (Diversity, Equity, and Inclusion) leaders face unique challenges. As we make progress toward diverse workplaces, a new hurdle emerges: "Diversity Fatigue." But what exactly is Diversity Fatigue? 🤔 It's the feeling of exhaustion, isolation, and frustration that many DEI professionals, especially those from marginalized communities, experience while striving to create inclusive spaces. Imagine trying to balance a cohesive work environment while advocating for BIPOC and marginalized people—it's no easy task. 💡 Did you know? 82% of Chief Diversity Officers identify as white. This raises critical questions about representation and inclusivity in leadership roles within DEI efforts. Without prioritizing BIPOC leaders as catalysts for change, we risk regressing the progress we've made. The lack of diverse leadership can inadvertently perpetuate harmful behaviors and stall community progress. 🔑 Overcoming Non-Diverse Patterns: - Empower diverse employee voices through forums and ERGs. - Energize the movement by celebrating milestones and keeping strategies fresh. - Commit to DEI, even when it’s uncomfortable, and ensure ongoing education for non-POC leaders. To truly be in community with one another, we must work as a team. It took collective energy to ignite change during pivotal social justice moments—are you ready to do the same? 🚀 Read the full article to learn more about Diversity Fatigue and how we can overcome it. https://lnkd.in/edSfVQDa #DiversityFatigue #InclusionMatters #WorkplaceDiversity #BIPOCLeaders #DEI #Leadership #Inclusion #ChangeMakers

Diversity Equity and Inclusion Monthly Conversation   April 10th from 8am to 9am PST https://lnkd.in/g2ExuSZx Finding success happens when you decide to move forward, act, and push through any obstacles in your way. Success isn't just about dreaming and hoping; it's about making a conscious choice to pursue your goals with determination and perseverance. What makes people accept a new idea and make it a reality is their ability to envision the potential benefits and outcomes.  When presented with a new idea, people are more likely to embrace it and act if they can see how it will improve their lives, solve a problem, or fulfill a need. This is where compelling storytelling and persuasive communication play a crucial role, as they have the power to inspire belief and ignite the passion needed to transform an idea into a reality. Tapping into people's emotions, desires, and aspirations can influence them to take a leap of faith and turn a new idea into a tangible manifestation. When you commit to overcoming challenges and embracing change, you open yourself up to a world of opportunities and possibilities. "If it's endurable, then endure it.  Stop complaining." -- Marcus Aurelius

🌟 Inclusive Insights: Rachel Williams on Accountability in DEI Work 🌟 This Diversity Month, Diversiology.IO #InclusiveInsights series continues to shed light on the challenging aspects of diversity, equity, and inclusion efforts. Today, we feature a compelling insight from Rachel Williams, who discusses the nuanced dynamics of accountability within DEI work: "I personally have had to release the need to be liked. Accountability feels like oppression to people who have never had it. And you will suddenly find yourself being oppressed and being the oppressor if you will, and that is a tough bridge to straddle. So I would say, if you really want to do this work, you're going to have to release the need to being liked." Rachel's words illuminate the complex emotional terrain of enforcing accountability, especially in spaces where it may be perceived as an undue burden by those unaccustomed to it. Her advice underscores the need for resilience and the willingness to forego popularity in pursuit of meaningful change. 📌 Join the Discussion: How does your organization handle the challenges of accountability in promoting DEI? What measures have you found effective in navigating the balance between maintaining accountability and fostering a positive organizational culture? #DiversityMonth #InclusiveInsights #DEIAccountability #WorkplaceCulture