Warner Bros. Discovery’s Post

Every business is part of at least one community. Every business has an impact on and is impacted by those communities. This is one of many reasons why civic engagement is a critical leadership competency. At WeTheChange, we're dedicating a large portion of our advocacy efforts to strengthening democracy. This looks like: 🖥 A five-part virtual learning series on the role of business in democracy (free to ALL women and non-binary leaders of B Corps and purpose-driven businesses. 📚 Sharing resources to promote civic engagement. 📬 A non-partisan get-out-the-vote postcard campaign. Learn more about our advocacy efforts here: https://lnkd.in/gwEH-qKT Join us as a member if you want to get even more engaged: https://lnkd.in/gdhpKJ9V

To create a truly inclusive industry, it is essential to ensure that disabled voices are heard at all levels – from production to executive leadership.

This post is such a great reminder that even with exceptional work and great intentions DEI conversations do not go productively automatically. Have your teams ever had formal training on how to have DEI conversations? With boundaries, structure, etc.? Developing your team's Equity Fluency (skill in engaging in DEI work), is key to productive DEI conversations. When we are asked to develop or deliver training plans for organizations we follow our Equity Fluency skill building system for this very reason. Bringing in experts brings up conversation. Be careful about hosting un-facilitated DEI conversations on teams until the teams have been trained how to structure and have those conversations together. ---------------------------------------- learn more at iicfirm.com DEI Training Plans | Equity Fluency Skill Building | E-Learning | Facilitation

Join Building Movement Project and Bri Carpenter, our amazing Director of Employee Experience and Culture, for this upcoming webinar on why DEI still matters!

My story on the presentation that Candee and John discuss in this episode is here: https://lnkd.in/gnJbnxfq #DEAMcon24

Responsibility to not only lead, but elevate By Andre Arbelaez On behalf of the HC3-Hispanic C-Suite Corporate Council , I congratulate every man and woman on the Latino Leaders Magazine list to acknowledge the incredible accomplishment as leaders, not only in their company, not only in their industry, but as leaders in Corporate America. We are leaders that happen to be of Hispanic Heritage. It is our professional and social responsibility to not only lead, but create a pathway for others in our companies, our organizations, and our community.  That objective should be clear to every executive on the list as we celebrate them, we must also be accountable as it eventually leads a pathway for our children, our legacy, our future. The Hispanic C-Suite Corporate Council (HC3) is the premier organization for Hispanic Leaders in Corporate America. Our mission via the Push Up Pull Up theme is to increase the number of successful Hispanic executives by delivering value to their development, leadership, and philanthropic endeavors thereby strengthening their companies, organizations, and communities.  Our mantra “Advocacy, Accountability, Appreciation” will help elevate executives, ensure they value their identity, and recognize their greatness. As of 2023, the Hispanic community has 20 Fortune 500 Hispanic CEO’s, and our goal is to assist in the elevation of the total to match our national population percentage, which is now at a targeted 100 CEO’s. The HC3 partnership with Latino Leaders Magazine is an important element and one of many partnerships to make our community even more strong, have a more powerful voice, and have many more earned seats at the table.  Let’s celebrate our duality of being 100% American and 100% Hispanic. Congratulations Again, Andre Arbelaez President and CEO Hispanic C-Suite Corporate Council www.hc3global.com Read our complete C-Suite 2023 List here: https://lnkd.in/guKaziPc #LatinoLeadersMagazine #LatinoLeaders #CSuite #HC3 #AndreArbelaez #CEO #President #HispanicCSuiteCorporateCouncil #Fortune500 #CorporateAmerica #Community #Advocacy #Accountability #Appreciation

“Black women are promoted into leadership positions and then given the near-impossible task of fixing a broken culture or turning around an insolvent organization, all while incurring the added labor and toll of acting as representatives for one or many systemically marginalized identities and populations.” See what else Cicley Gay has to say in the article, “There Is Nothing Uncomplicated about Being a Black Woman Leader.” Read the full article from our 2024 Spring Magazine at Nonprofit Quarterly ————————————- #socialjustice #justice #racialjustice #nonprofits #philanthropy #leadership #leaders #Blackwomen #Blackleaders #Activism #BLM #blacklivesmatter #racialequity #racialjusticenow #BLMmovement #reparations #reparationsnow #blackleadersmatter #blackleadership #BIPOC #Blackfutures #Blackfuture #womenofcolor

A very insightful and relatable perspective. The load is quite heavy.

Unique forward perspectives. Only from the best :)

In her LA Times piece, English numerates some questions for those who employ DEI individuals to assess how far they have actually come: What purpose do these roles serve in your organization? To whom do these roles report? What authority are these leaders given to make decisions that directly impact the business? How are they and their teams being funded? Who is tasked with coming up with solutions? Who is responsible for implementing solutions? How is the accountability for achieving these solutions shared across leadership? How are you taking the weight of this work off the shoulders of a select few? How is success being measured? How are you ensuring that individuals in these positions are given the grace and gratitude to try, fail and try again?