Stephanie Ranno’s Post

✨ Now Booking Speaking Engagements for Black History Month & Women’s History Month 2025! ✨ With nearly 30 years of experience in staffing, coaching, and workforce transformation, I bring a unique perspective on the labor market, workplace trends, and the future of work. As a business owner for 19 years, I’ve witnessed firsthand the shifts in markets, the evolution of talent dynamics, and the growing role of automation in reshaping our workplaces. Whether reflecting on historical labor trends or exploring forward-thinking strategies, I am passionate about empowering organizations to build inclusive, thriving, and future-ready workforces. Topics I cover include: ✅ The Evolution of the Labor Force: Past, Present & Future ✅ Navigating Workforce Transformation in the Age of Automation ✅ Inclusion, Empowerment, and Equity in the Workplace ✅ Building Resilient, High-Performing Teams ✅ Leadership and Culture Shifts That Drive Success If you’re organizing panels, workshops, or programming for your company, ERGs, or events, I would love to contribute to these critical conversations. Let’s partner to inspire, empower, and build together. 📩 DM me or email me to discuss opportunities. Let’s make an impact! #BlackHistoryMonth #WomensHistoryMonth #WorkforceTransformation #FutureOfWork #Leadership #Inclusion #SpeakingEngagements #WorkplaceInnovation

If we haven’t crossed paths yet, here is a big virtual wave from me. 👋🏿 I’m Audrey Pantelis. That’s my smiley face in the picture! Fresh off a delightful little holiday, I'm buzzing with energy and am excited to dive back into the world of diversity, equity, and inclusion—my passion and calling. A BIT ABOUT MY JOURNEY: Not a straight or easy path, that's for sure! As a black woman navigating the top tiers of educational leadership, I found my experiences—both bitter and sweet—twisting through deep challenges that reshaped my purpose and firing up a mission in me to champion change. MY MISSION Elevation Coaching and Consulting sprang from my own need for a space where equity was not just preached but practised. Where diversity isn't just seen but celebrated. And where inclusion means actions, not just intentions. I’m here to share, support, and empower. Whether you're already a school leader or stepping into the arena, I’m here to help you sculpt a legacy of inclusivity and integrity in your schools. Let’s craft strategies that don’t just tick boxes but truly make boxes obsolete. If you're curious about elevating your setting, drop a 'hello' in the comments, or follow me to get notified of practical ideas on all things DE&I. Let’s make the change we wish to see! #LeadershipInSchools #InclusionInAction #SchoolLeader #DiversityMatters #InclusionInEducation #DiversityEquityInclusionBelonging

Allow me to re-introduce myself 👋🏾! My name is Geronda Wollack-Spiller, and I hope you're ready because here...we....go 🏎️. ⏲ For as long as I can remember, I've become too familiar with being the "only." The only black person in my class, the only black woman who played trumpet in a band or who was on a team. The only lesbian on a team or who played soccer. The only black woman who was runner-up for prom queen, who was a lifeguard or on a team at work. Or the only woman who played on a men's American football team. 😬 When I joined the workplace, this familiar experience wasn't new to me. Representation was low, and the company's leadership wasn't held accountable. There also wasn't a clear understanding of the true meaning of diversity, equity, and inclusion, and the whole company wasn't aligned. 😬 Trust was skewed because not all stakeholders had the same feelings of trust across the organization. However, leadership and others felt like the company was doing fine with DEI. 🤔 After talking with thousands of people across different identities over the past 5 years, a similar trend emerged. They didn't feel understood, accepted, or set up to succeed. What's even more intriguing is their managers' sense of fear, discomfort, or unfamiliarity. 🤔 This led me to grow as a DEI practitioner and change how I support organizations. How I got organizations to align on the definitions of diversity, equity, and inclusion. How organizations while well intentioned had to shift from intent to outcomes and no longer hide behind just hiring targets or solely increase in representation at the leadership level to name a few. 💡 This then fueled my mission to shift how I do diversity, equity and inclusion right and move from empowerment to outcomes and actions. Not only through a data-driven approach but through equity and historical context. 🎉 So now, for the past 5+ years, I've been Consulting for the business I founded, Courageously Inclusive Leadership LLC, where I help leaders and organizations ask the right questions early and reflect on what keeps them from outcomes-based DEI. So, who's with me? #2024goals #leadership #inclusionmatters #breakthesystems #reflect #bethechange #inclusiveleadership #equity #outcomesbased

Is DEI Dead in Texas? Yesterday, I had the privilege of attending the African American Executive Networking Forum, where the topic was a pressing one. Particularly for someone like me who is concerned with inclusivity and multicultural marketing. During the discussions, DEI leaders shared a compelling perspective. They highlighted that while the enthusiasm for diversity, equity, and inclusion initiatives has waned since the peak post-George Floyd era—when companies reported a 60% increase in DEI efforts—there remains optimism for its evolution. DEI is not going away; it’s simply transforming to align more closely with business needs and demonstrating its impact on the bottom line. I was inspired by the impressive business leaders and executives I met and look forward to building meaningful relationships with them. As I chart my course to align my personal values with my career and philanthropy, these connections are invaluable. Let’s continue the conversation: How are you adapting your DEI initiatives in your organization? Share your thoughts and let’s learn from each other.

Welcome, November—Chapter 11 of 12. As we enter the final stretch of the year, it’s a perfect time to reflect on how we’re shaping the spaces we occupy. DEI has taken on many interpretations, with some even seeing it as a source of division. What once meant Diversity, Equity, and Inclusion has, in some cases, turned into “Didn’t Earn It” when referring to minorities—missing the true purpose of DEI. At Purple Sheep Consulting, we believe DEI should always be inclusive, empowering, and dynamic. This is why we’ve redefined our approach as Dialogue, Empathy, and Impact. These words represent a commitment to unlocking potential and inspiring excellence. When diverse groups come together, we create room for dreamers to thrive and make meaningful change. As Dr. RD Harris says: "DEI isn’t just three words; it’s a way of life. Through Dialogue, Empathy, and Impact, we create spaces where voices matter, dreams grow, and real change happens." Here’s to a November filled with connection and impact! Discover more about our Purple Sheep Impact: Purple Sheep Impact (https://lnkd.in/eNKKgRPJ) #WelcomeNovember #DialogueEmpathyImpact #InclusiveEmpoweringDynamic #PurpleSheepImpact #DreamersOfExcellence #Leadership #DrRDHarris

Welcome, November—Chapter 11 of 12. As we enter the final stretch of the year, it’s a perfect time to reflect on how we’re shaping the spaces we occupy. DEI has taken on many interpretations, with some even seeing it as a source of division. What once meant Diversity, Equity, and Inclusion has, in some cases, turned into “Didn’t Earn It” when referring to minorities—missing the true purpose of DEI. At Purple Sheep Consulting, we believe DEI should always be inclusive, empowering, and dynamic. This is why we’ve redefined our approach as Dialogue, Empathy, and Impact. These words represent a commitment to unlocking potential and inspiring excellence. When diverse groups come together, we create room for dreamers to thrive and make meaningful change. As Dr. RD Harris says: "DEI isn’t just three words; it’s a way of life. Through Dialogue, Empathy, and Impact, we create spaces where voices matter, dreams grow, and real change happens." Here’s to a November filled with connection and impact! Discover more about our Purple Sheep Impact: Purple Sheep Impact (https://lnkd.in/e3dnpseZ) #WelcomeNovember #DialogueEmpathyImpact #InclusiveEmpoweringDynamic #PurpleSheepImpact #DreamersOfExcellence #Leadership #DrRDHarris

The DEI bubble has burst so you need your own credibility to get things done. If you have no buy in from leadership. It’s because they don’t believe in you. People need a clear vision of an inclusive workplace. Not because others are doing it. - Lots of people are going to slow down. Not because it’s popular online. - It’s becoming increasingly unpopular. Not because of the business case. - Less people buy into these generic arguments. Outrage and insults really doesn't work. Instead. → Position yourself as a credible advisor. - Show why inclusion is important in your workplace. - Let them understand that you have shared goals. - Explain the process in a way they can understand. Do this and everyone will openly support what you do. Want to learn more? I’m going to break this down in more detail over the next few weeks. Follow me so you don’t miss a thing.

Excited to share that I had the privilege of participating in the #4thWomenConference organized by CLEON Conferences & Communications! I was honored to be part of the Boardroom panel, moderated by Elena Papadonikolaki where we delved into enhancing inclusive workplaces and combating biases. It was an inspiring experience to exchange ideas and strategies with such a passionate and knowledgeable professionals, including JENNIE KAMARADOU Ioanna Vogdani and Eugenia Melea Key Takeaways ✅: - Promote Diverse Leadership: Encouraging diverse representation in leadership roles is crucial for fostering an inclusive culture. - Bias Awareness Training: Implementing regular training sessions to help employees recognize and address their unconscious biases. - Mentorship Programs: Establishing mentorship and sponsorship programs to support the growth and development of underrepresented groups. Inclusive Policies: Developing and enforcing policies that promote equity and inclusion in the workplace. - Open Dialogue: Creating safe spaces for open and honest conversations about diversity and inclusion. Together, we can create more equitable and inclusive environments for everyone! 💪✨ #WomenInLeadership #InclusiveWorkplace #DiversityAndInclusion #CleonConference #BreakingBias Diana Markaki - Bartholdi Maria Kanelaki Sofia Stathi

"The only person you are destined to become is the person you decide to be.” - Ralph Waldo Emerson. We can all agree that this is a lesson we have learnt in the last couple of weeks as a nation. Gen-Z made us realize we have the power as a people to decide who we become as a people and as a nation. Lessons we have learnt; 🎯 These young voices advocating for change are a powerful reminder of the importance of civic engagement 🎯Effective leadership requires listening to and empowering the next generation's voices 🎯We need to value and celebrate our differences rather than merely tolerating them 🎯 The importance of integrity and building trust through openness. As we learn from Gen-Z's drive for progressive values and balanced well-being, we are inspired to create a future that values sustainability, equity, and connectedness. Embracing these lessons will empower us to navigate current challenges and build a foundation for a more just and resilient world. Happy Friday!