Tess Foy’s Post

𝗜 𝗗𝗼𝗻’𝘁 𝗪𝗮𝗻𝘁 𝘁𝗼 𝗯𝗲 𝘁𝗵𝗲 𝗢𝗻𝗹𝘆 𝗢𝗻𝗲 𝗔𝗻𝘆𝗺𝗼𝗿𝗲. 𝗛𝗲𝗿𝗲’𝘀 𝗪𝗵𝘆! I’m excited to share my latest article, "I Don’t Want to be the Only One Anymore. Here’s Why.", published by Executive Support Media for Executive Support Professionals. In this piece, I delve into my personal journey of often being the only Black person in professional settings and highlight the broader importance of diversity and inclusion within the executive support community. Our professional associations and communities should be spaces where every individual feels valued, respected, and included. One of the key highlights is a set of actionable steps proposing a Diversity Code of Respect for Executive Support Professionals to foster inclusive behaviors and support diverse representation. Inclusion is not just a buzzword; it's a necessity for innovation, engagement, and growth. As executive support professionals, we have a unique role in driving this change within our workplaces and associations. Read the full article here: https://lnkd.in/dTA_fsWc Let’s commit to being agents of change, advocating for diversity, and championing inclusion in our professional communities. The time for action is now! With thanks to Bonnie Low-Kramen for her contribution in helping me craft the message. #DiversityAndInclusion #ExecutiveSupportProfessionals #ProfessionalDevelopment #Leadership #DEIB #InclusionMatters #ChangeAgents

Highly recommended read! 📖 Julia Schmidt shares insightful perspective and recommendations on Diversity, Equity, Inclusion & Belonging in this Executive Support Media article.

What does a supportive environment look like for Black professionals? It starts with acknowledging that although there are more conversations around racism and anti-racism, the effects still impact Black employees in the workplace. 💼 From inequities in opportunity and pay, to the "emotional tax" we discussed last week, Black professionals need employers and organizations that are willing to listen to their unique needs and engage in initiatives that better the work environment for everyone. 🙌 Here are some insights and suggestions to think about when fostering a more supportive environment for Black professionals: ⬇️ - Let go of the ‘colorblind’ myth - Hire equity-minded Black professionals for leadership positions - Respect and value Black professionals across the board - Extend anti-racist values to your partnerships and affiliations - Find the gaps within your organization and take action While these tips can help transform the workspace into a more inclusive and equitable place, it only scratches the surface. Dive deeper into this topic at our February 6 webinar "Reflections on Racism and Transforming the Black Employee Experience" at 12 pm EST. Register for free today at https://hubs.li/Q02ht_lC0! 🔗✨ While you're there, you can also read the full blog post "Creating a More Supportive Environment for Black Professionals" at https://hubs.li/Q02htPPw0. 💡 [Alt Description is located in the comments.] #Webinar #Webinars #BlackProfessionals #Inequity #Racism #AntiRacism #Inclusivity #Inclusion #InclusiveWorkplaces #WorkplaceInclusion #WorkplaceEquality #DEI #SGO #WorkplaceEquity #DiversityandInclusion #DiversityEquityInclusion #SheGeeksOut

Today is Juneteenth, and as we continue to work towards building a more diverse, equitable, and inclusive workplaces, it's crucial for organizations to take tangible steps to support their Black team members. Here are five ways companies can create a more supportive environment: 🎧 Listen and learn: Create safe spaces for Black employees to share their experiences, concerns, and ideas. Actively listen to their perspectives and use their insights to drive meaningful change within the organization. 🤝 Provide mentorship and sponsorship: Implement mentorship programs that pair Black employees with experienced leaders who can provide guidance, support, and career advancement opportunities. Encourage senior leaders to sponsor Black talent and advocate for their growth within the company. 📚 Invest in professional development: Offer targeted training, workshops, and resources that address the unique challenges faced by Black professionals in the workplace. Support career growth by providing access to conferences, networking events, and skill-building opportunities. 🛠️ Address systemic barriers: Conduct a thorough review of your organization's policies, practices, and systems to identify and eliminate any barriers that may disproportionately impact Black employees. This includes examining hiring processes, performance evaluations, and promotion criteria to ensure fairness and equity. ✊ Foster allyship and accountability: Encourage all employees to become active allies in the fight against racism and discrimination. Provide allyship training and resources, and hold everyone accountable for creating a respectful and inclusive work environment. It's time for companies to move beyond words and take concrete actions to drive lasting change. Let's celebrate, remember, and continue the fight for equality and justice for all. #BlackLivesMatter #EquitableWorkplace #AllyshipInAction #SupportBlackEmployees

How can businesses and colleagues be effective allies to Black employees year-round? #BlackHistoryMonth #LinkedInNewsUKBusinesses Businesses and colleagues can be incredible allies to Black employees all year round—it’s not just about October! Here’s how to make a real impact: 1. Create Authentic Spaces: Go beyond policies that merely check boxes. Foster an environment where Black employees feel safe to be their true selves! For example, host regular "open mic" sessions where employees can share their experiences and celebrate their identities. This not only creates a sense of belonging but also encourages authentic expression and connection. 2. Move Beyond Tokenism: Engagement with Black colleagues should be meaningful, not superficial. They shouldn’t be your only connection to the Black community—build genuine relationships! For instance, establish mentorship programs that pair Black employees with leaders who can advocate for their growth and development. This builds trust and fosters deeper, lasting connections. 3. Lead by Example: Change starts at the top! If some staff members are allowed to be offensive or derogatory, it undermines all efforts for inclusivity. Implement clear accountability measures, such as diversity training for all leaders, and conduct regular check-ins to ensure inclusive practices are being upheld. Celebrate leaders who champion diversity and actively address those who don’t! 4. Stop Using Black Employees: It’s time to stop calling on Black employees only to meet diversity quotas or to gain access to their communities. This practice diminishes their contributions and sidelines their voices. Ensure that they receive recognition for their work and are invited to the decision-making tables. Empower them to lead initiatives rather than just be seen as resources. By embracing these actions, we can make a lasting difference and support our Black colleagues every single day of the year! Let’s commit to creating a workplace where everyone can thrive! Together, we can build a truly inclusive environment!

Last week was a tough one… As more organizations scale back on or engage in more performative well-being and diversity, equity and inclusion initiatives. I’ve spoken to Black leaders who are facing: ❌ Inquetabile treatment and micro aggressions at work ❌ Their organizations catering to white fragility instead of addressing the systemic issues ❌ Making the choice between continuing to work in a toxic work environment or taking a stress leave ❌ Being told their ideas don’t matter and minimizing their expertise Workplace trauma is something most Black professionals continue to face in the workplace yet it’s rarely addressed. The impact of scaling back on well-being and diversity, equity and inclusion initiatives is starting to show. What have you seen in the workplace?

How can businesses and colleagues be influential allies to Black employees year-round? As Black History Month highlights critical conversations, let’s talk about what it means to sustain this commitment year-round. Allyship isn’t a box to tick in October; it’s an ongoing journey. So, how can businesses genuinely support Black employees every day, not just during this one month? Here’s how to move from “intention” to “impact.” 1. Commit to Understanding: Connect with Local Communities Allyship is more than awareness; it’s action. Build connections with local community groups and invite them to share insights about their challenges and perspectives. These conversations deepen understanding and foster empathy, helping to transform workplace culture from the inside out. 2. Make Listening Part of Your Business DNA Don’t wait for a crisis to check-in. In the wake of George Floyd’s death, many organisations stepped up check-ins with Black employees, but that urgency has faded. Build regular, structured listening into your systems so these check-ins are ongoing and genuinely impactful. It’s about creating safe spaces that add value for employees and the business. 3. Invest in Representation: From Recruitment to Leadership Diversity starts long before someone joins the team. In recruitment, let candidates see your commitment to diversity and inclusion through partnerships with associations, equality charter marks, and directories that spotlight inclusive employers. Once they’re on board, train managers to embed these values at every level, making representation a lived reality, not just an idea. 4. Prioritise Well-Being with Culturally Relevant Support Mental health support is essential, but culturally relevant resources make a world of difference. Partner with providers who understand cultural nuances, offering support that aligns with diverse backgrounds and experiences. Well-being should be a standard, not an exception, for all employees to feel fully valued and supported. Building a true culture of allyship is a marathon, but the impact – a workplace where everyone feels seen, valued, and supported – is worth every step. How is your organisation making allyship sustainable? Let’s keep this conversation alive and turn insights into real change every day of the year. #BlackHistoryMonth #LinkedInNewsUK

How can businesses and colleagues be effective allies to Black employees year-round? Embracing Diversity Beyond Celebration In our workplaces, celebrating cultural diversity through events and color-coded themes is a start, but true inclusivity goes far beyond scheduled celebrations. It's about sustaining meaningful support and respect for each individual’s unique identity, experiences, and contributions throughout the year. So, how can businesses and colleagues become effective allies to Black employees consistently? 1. Continuous Learning and Education Encourage ongoing education about Black history, culture, and systemic challenges. Share resources, host workshops, and create open spaces for learning. 2. Open Dialogues and Listening Foster an environment where Black employees feel safe to speak about their experiences. Actively listen and validate their voices without defensiveness. 3. Mentorship and Sponsorship Support Black employees through mentorship programs, helping them gain visibility and opportunities for career advancement. 4. Diverse Leadership Strive for diversity in leadership roles. Representation matters at all levels, and diverse perspectives in decision-making drive innovation and equity. 5. Systematic Policy Review Regularly review company policies to ensure they promote equality and actively dismantle any biases that exist within the organizational structure. 6. Celebrating Individual Strengths Recognise and appreciate the unique talents and strengths each employee brings, fostering a culture of empowerment and respect. By embedding these practices into our daily operations and culture, we move beyond surface-level celebrations and commit to a truly inclusive environment where everyone feels valued and seen. Together, let’s champion diversity through actions, not just words. #BlackHistoryMonth #LinkedInNewsUK

We are less than a week away from "THE BUILDING BLOCKS OF BLACK INCLUSION AT WORK" event, next Thursday! Join Eunice Kajoba, MBA, MBA (lead facilitator) for this unique offering scheduled for Thursday, April 4th, from 9:30-12:30pm (PT) and hear from Pasima Sule (special guest) on recruiting Black talent. You, senior leaders, or managers within your organization are welcome to attend this program. We anticipate this program filling quickly, with the program fully funded by the Workplace Opportunities: Removing Barriers to Equity (WORBE) project, supporting employers subject to the Employment Equity Act in their efforts to improve designated group representation in areas of low representation through partnerships and industry-tailored strategies. By the end of this workshop you will learn how to: -Identify and address some of the most common challenges faced by --Black professionals at work in terms of microaggressions, stereotypes and tokenism. -Develop a greater understanding of the structural and personal impact of power and your role in uplifting and supporting Black talent through mentorship, sponsorship and active allyship. -Better advocate for change to processes and systemic barriers faced by Black professionals within the employee life-cycle of your organization including barriers faced in the hiring, retention and promotion of Black talent. Please feel free to contact Kathy Gibson if you have any questions or would like more information. This project is funded by the Government of Canada's Workplace Opportunities: Removing Barriers to Equity (WORBE) Program. ➡ REGISTER HERE: https://lnkd.in/gmC8edRY #TapNetwork #GovernmentOfCanada #Inclusion #InclusionAtWork

As we celebrate #BlackHistoryMonth, it’s crucial to recognize the tools at our disposal for fostering a more inclusive and empowering corporate environment. Employee Resource Groups (ERGs) or professional associations stand out as powerful platforms for Black professionals seeking community support, professional development, and advocacy opportunities. Kimberly Lowe-Williams 🌱 Community Support: ERGs offer a unique sense of belonging, connecting you with peers who share similar backgrounds and experiences. 🚀 Professional Development: These groups are not just social; they’re a hub for mentorship, learning, and growth, paving the way for career advancement. ✊ Advocacy Platform: ERGs give us a voice to champion diversity, equity, and inclusion within our organizations, advocating for meaningful change. 🌟 Meaningful Change: Your participation can drive impactful organizational transformations, contributing to a more inclusive workplace culture. 📈 Personal Growth: Engaging with an ERG enhances self-awareness and promotes career progression, helping you to navigate your path with confidence. Let’s leverage ERGs to build healthier, more balanced careers and workplaces. Join a local or company ERG today and be a part of the change you wish to see. #HealthyCareersWednesday #careerdevelopment #MentorMeWithKimberly #diversityandinclusion #professionalgrowth #empowerment