4 Tips For Addressing Racism During These Tense And Trying Times
Dr. Nika White • June 10, 2020
Right now, the world is experiencing a tough, emotional, and taxing time—especially for Black people.
Many people don’t realize that doing the work of Diversity, Equity, and Inclusion every day is already very emotionally taxing and that discomfort and pain is only growing with the recent murders and international protests.
So many businesses, organizations, and leaders are frantically reaching out to seek help navigating the race crisis. These requests include critiquing their statements and communication strategies concerning #BlackLivesMatter and racial injustice—all compounded by the looming effects of COVID.
It makes work and life exhausting.
With the national protests over systemic racial injustices, the murders of George Floyd, Breona Taylor, Ahmaud Arbery, and so many other Black Americans, the United States is activating, responding, and expressing their anger in a myriad of ways.
In regards to DEI, I know there is intense historical trauma and emotional weight that goes along with the work I do. And I believe there is also extreme value to this work.
To start off, I’m making a request: please have some extra grace and hold space for your Black friends and coworkers who have been fighting this fight for a long time. Even though we are grateful for support, this burden is heavy.
For this post, I want to share some tips, thoughts, and resources on how non-Black leaders, can be an ally and advocate during these difficult times. And I want to share how you can better understand what is going on with the Black community.
What are the right words?
First off, the right words about this situation don’t exist. The situation, which has been going on far too long, is traumatic, trying, and difficult.
What’s disheartening is that it’s hard to separate political issues now, because it’s exasperating. Our current leadership is not supporting or encouraging major efforts of unity. This is creating greater challenges in business and society.
I would love for us to take this out of the political situation and make it just about humanity.
Although what’s going on right now seems like it has everything to do with the murder of George Floyd, it actually has everything to do with the past 400 years of institutionalized racism in the United States.
George’s life was extremely important, and what happened to him is so tragic, but this current situation is just a byproduct of a longer, more complex history.
The best thing I know to do during these times is to share a small bit of insight and direct people to key resources that can help them understand better the lived experiences of Black people.
Here are four things people can do to get a better grasp of the current situation:
1. Educate Yourself
2. Speak Out About The Facts You Learn
3. Sit With Your Discomfort
4. Take Action
EDUCATE YOURSELF:
Right now, a lot of Black people are not in a position, emotionally, to help educate White people about the topic of racism, protest, riot, and reform. That in and of itself exacerbates the emotionally taxing ordeal.
There exists an already pent up frustration that we as Blacks have to constantly explain why we need to protect our freedoms, our lives, and demand equality and equity.
So when people come to us for education (even if they are 100% well-meaning) it can be taxing and tiring. When the conversation is broached, it needs to be handled with a heightened level of sensitivity that allows the person you’re trying to assist knowledge from to have space.
For those who don’t know what to say, try this:
“I don’t have all the answers but I am committed to being a voice for the unheard.”
This is important because it is unassuming and does not place the full burden of responsibility on the person you are seeking direction from.
Say those words—and we can figure out the rest together.
This is an excellent opportunity to explore your own self-education on the subject. It’s incredible that within a week of the protests, some top books like “White Fragility” by Robin DeAngelo and “How To Be an Anti-Racist” by Ibram X. Kendi are already sold out and backordered across the internet.
Besides the most popular books, there are still hundreds of other resources. Anti-racist resources abound.
If people aren’t willing to go the extra mile to learn for themselves, they are using that as a crutch and an excuse. I have seen posts where people have shared tons of articles and books. There are already many thought leaders directly in this space who produce rich content routinely. It’s easy to seek out and begin to learn.
To make it even easier—here is a thorough variety of resources from Books to Documentaries to Podcasts, Articles, and more.
SPEAK OUT ABOUT THE FACTS YOU LEARN
Two famous MLK quotes are:
“Our lives begin to end the day we become silent about things that matter.”
“In the end, we will remember not the words of our enemies, but the silence of our friends.”
To be silent right now is not an option. Silence means complicity in the institutions that have created disenfranchisement, and frankly death, for minorities.
Say something about this situation, but be thoughtful in how you are engaging people. You need to be aware of the burden that POC experience, even when trying to educate and support those who want to educate and support. It can create even more oppression and suffering by having to explain why we are so angry, hurt, and scared for our lives.
Here’s an example of a positive way to speak out or reach out.
I have a former client and colleague, who is a White man, and he sent me a note saying:
“I acknowledge my privilege and I acknowledge the path forward can not remain the status quo. What can I do—that you can’t do or don’t wish to do—to protect your peace that would be useful?”
This brought me to tears. It was a thoughtful, considerate, and caring message that made me feel seen and valued, showed support and solidarity, and provided opportunity for him to learn and act.
It was recognition that from his perspective, “Hey, this is on me as the person of privilege, but I don’t want to just go do anything. I want to stand in solidarity and support and I don’t want to be silent. So let me take that burden off of you.”
That meant a lot. I would encourage others who are well-meaning to reach out to those you wish to support with similar messaging.
There is so much hatred and anger out there. Right now, there may be many Black people who are coming out categorizing all White people as bad or racist, coming from a place of anger and hurt.
For me, this client and colleague’s message highlighted that even as emotional as I am about what’s happening to my people, I can never let any person make me forget about the good in people. I know those people exist. Even in my exhaustion, I remain hopeful in the goodness of good people.
So, if you want to say something, you need to carry a part of that burden. Speak out and learn on your own so you don’t have Black people even more oppressed by having to explain the so called extreme measures being perceived as unruly and downright intolerable.
Yes, acknowledgement of racism is uncomfortable. Riots and violence are uncomfortable—but racism is also uncomfortable. It’s hard for people to not understand how someone could be led to certain measures of what’s perceived as extreme because they’ve been privileged from being shielded to ever having to think about those things.
So, as you learn, and feel more discomfort, share this with your non-Black friends. Share that list of resources and speak up and start to spread the awareness and education of this situation.
SIT WITH YOUR DISCOMFORT
Perhaps the trickiest part of my advice is for you to sit with your level of pain and discomfort for a while.
This pain needs to permeate. This pain and discomfort is probably the closest a non-Black person can get in order to experience the pain that Black people have always experienced.
Don’t try to rush to a fast solution. Sometimes the inner sensation of moving past to a fast solution is that we’re hearing, “I want to stop feeling guilty. I want to stop feeling shame.”
I believe those feelings can be powerful to move people toward a more intentional, thoughtful, and productive behavior and mindset.
So, I do think this discomfort is what we need. We need everyone feeling this. Change often comes from discomfort.
Today, I spent my day reading supportive posts and messages from White friends who want to support. Rather than respond, I’ve been asking my friends to respect my time to sit with this and experience it. And then I can direct them to resources.
Don’t try to escape this too quickly. Be willing to sit with this for a moment. Hopefully this pain and discomfort can help create a shift and change.
TAKE ACTION
This can often be the most difficult step. But it is the most important. It can be hard enough for many people to sit with discomfort, educate, and learn about the system of institutionalized racism and the disenfranchisement of Black people.
But taking action is an even larger step. And you must do it.
It is one thing to speak out and denounce racism, along with the recent unjust acts that have occurred. It is another thing to speak about advocating for Black and Brown lives if your organization does not have the optics in place for society to see that you do in fact value Black and Brown people. This can be seen in regards to your actions in hiring, leadership, and company communication.
What does taking action look like—especially in a DEI scenario?
• Hire and have Black people on your leadership team, in senior positions, on your board
• Pay Black people the same wages
• Promote Black people
• Listen to Black people
• Value Black people
• Vote and promote for a more just and equitable policies
• Ensure cultural competency in your business and organization
We need to speak up more and act more. We need to realize that anytime a voice speaks up, no matter the voice, it is slowly chipping away the power that has been attached to structural racism.
Organizations can try to dance around racial injustices by putting it in the context of DEI. But you can not truly celebrate DEI if you are denying the disparities exist, if you are denying the injustices that happen every day.
What are we doing to impact children and those who are in our sphere of influence? How can we raise a generation that is more thoughtful about antiracism?
A lot of people like to turn a naked eye to our history and think it’s “over and done with” and ask, why can’t we just move forward? This current scenario in our country is why we can’t. It’s systematic, deeply entrenched, and ingrained in culture. And only through education and action can this change.
I think it’s time for us as citizens to call out those organizations who are just producing to “jump on the bandwagon” and not ringing true. And it’s time for us to support Blacks in the business and political world and make sure our actions align with our integrity.
Looking To The Future
I’ve always tried to be a DEI practitioner who is very objective. I would never want someone to look at my work and see it as pushing one main agenda.
For me, the one main agenda is humanity. I’ve seen some people comment on playing the race card and try to bring up a long history of systemic racism and I think that’s just a threat. A threat to make people silent.
There’s no denying that what’s happening now is that our race relations have not gotten to a place where they should be.
I want people to stop dismissing our pain and our experience as people of color—to expect someone to remain calm under these circumstances is a direct reflection of privilege.
Honestly, I’m exhausted from debating people. There are things I could’ve shared here that I’m tired of sharing. I’m tired of justifying my thoughts.
It requires too much emotional toll on the oppressed person.
We are in a global pandemic and you have people protesting to fight for their lives because they see that systemic racism and murder of Black lives as a bigger threat.
When people are more concerned about Black lives than distancing because of the pandemic… they are doing it because they realize the stakes are HIGH for us right now.
With all that said, I do think we can make a change. We can still move forward. If non-Blacks can take some of these steps I’ve shared, I think it will continue to chip at structural racism and move the needle toward a more just and equitable world.
So, what are you doing to educate yourself, sit with the situation, and take action in these times?
The latest episode of the Intentional Conversations podcast featured a robust dialogue between Dr. Nika White and Dr. Ingrid Waldron , offering profound insights into community engagement, mental health, and the pervasive issue of systemic racism. Dr. White set the stage by introducing Dr. Waldron, highlighting her extensive research on mental health within Black communities and her vital work in environmental justice. The conversation also thoughtfully acknowledged important national observances like Pride Month and Juneteenth. Dr. Ingrid Waldron's Journey: From Personal Struggle to Academic Insight Dr. Waldron's narrative was a cornerstone of the discussion. She shared her diverse life experiences, moving across various locations in Canada, pursuing her master's degree in London, and even interning with the World Health Organization. A significant turning point in her journey was confronting systemic racism as a Black woman in Canada. This firsthand experience propelled her to delve deeper into the broader impacts of anti-Black racism on mental health, ultimately leading to her impactful research on racial trauma and its implications for well-being. Her academic pursuits became a direct extension of her lived experiences. Unpacking the Challenges: Systemic Racism and Mental Health for Black Women The conversation naturally transitioned to the complex challenges of addressing systemic racism and mental health, particularly for Black women. Dr. Waldron highlighted her significant contributions, including the Sisterhood Initiative , a program designed to provide essential health services for Black women. Both speakers observed a growing, albeit still evolving, awareness of mental health issues within the Black community. They stressed the critical importance of acknowledging the unique experiences of Black individuals, especially within the context of Diversity, Equity, and Inclusion (DEI) initiatives. Dr. Waldron voiced concerns about the diminishing focus on DEI efforts in Canada, specifically noting a decline in hiring Black professors. Dr. White, in turn, emphasized the crucial need to address the specific nature of anti-Black racism, ensuring it isn't diluted within broader DEI discussions. The Racialization of Psychiatric Diagnosis and Barriers to Care A particularly illuminating part of the discussion involved the intersection of racial and gender biases in psychiatric diagnoses. Dr. Waldron explained how these biases can lead to misdiagnoses among Black individuals, citing statistics that show Black men are often overdiagnosed with schizophrenia. In contrast, Black women are frequently underdiagnosed with depression. These disparities are usually influenced by societal stereotypes that shape how mental health professionals perceive Black individuals. The complexities of help-seeking behaviors within the Black community were also a key topic, underscoring the urgent need for culturally competent mental health resources. Both Dr. Waldron and Dr. White shared personal anecdotes illustrating how the perception of Black people as inherently "strong" can inadvertently lead to them being seen as less deserving of care and empathy, with significant implications for health outcomes. Community-Based Research and the Fight Against Environmental Racism Dr. Waldron's unwavering commitment to community-based research and her groundbreaking work on environmental racism were powerfully highlighted. She discussed how her approach involves building authentic relationships with impacted communities, prioritizing their needs and perspectives in her research, and connecting them with journalists to amplify their stories. Her book, "There's Something in the Water," which delves into environmental racism, gained widespread recognition, even being adapted into a Netflix documentary. This film premiered at the Toronto International Film Festival, igniting global conversations and significantly enhancing advocacy efforts by raising awareness among a broader audience. Breaking the Stigma: Seeking Help as a Strength The discussion concluded with a vital focus on the enduring stigma surrounding mental health in the Black community. Dr. Waldron noted the prevailing belief that seeking help indicates weakness, which she actively challenged. She urged individuals to recognize that therapy can be profoundly beneficial for various reasons, including personal growth and understanding behavioral patterns. Dr. Waldron powerfully reassured listeners that seeking help is, in fact, a sign of strength , particularly for those grappling with mental health challenges. This episode of Intentional Conversations served as a compelling call to action, emphasizing the interconnectedness of community well-being, mental health, and the ongoing fight against systemic racism. Intentional Conversations is a weekly podcast by Nika White Consulting that intersects diversity, equity, and inclusion dialogue with leadership and business. Click here to register to attend the live sessions each Friday from 11 a.m. to 12 noon EST. You may also search archives to view replays of past episodes, or you can listen to the Intentional Conversations Podcast on your favorite platform.
At Nika White Consulting, we believe in the transformative power of organizational culture. It's the invisible force that shapes how we work, connect, and grow. A cornerstone of a truly vibrant culture is storytelling, fostering connection, empathy, and a shared sense of purpose. We've seen firsthand how embedding a storytelling culture can unlock deeper employee engagement, enhance collaboration, and strengthen alignment with mission and values. One powerful example is the Reinvestment Fund Women of Color (WOC) Professionals Cohort. This learning experience wasn't just a series of meetings but a living, breathing community of practice built on the foundation of shared narratives. Building a Community of Practice, One Story at a Time The purpose of this WOC cohort was multifaceted: to provide professional development, build foundational relationships through a safe community, and create lasting cultural improvements. Meeting monthly, the cohort delved into topics to enhance professional and personal development. But the true magic happened in how they built bonds: Truth: Members shared their personal and professional experiences, creating a space of authenticity and understanding. This aligns directly with how storytelling can enhance employee engagement by fostering a sense of belonging and shared purpose. Vulnerability: Participants openly discussed opportunities and barriers, offering advice and support. This vulnerability, modeled by leaders and encouraged through storytelling, is crucial for building trust across diverse groups. Our "The Power Skill: Storytelling for Connection, Inclusion, and Change" learning path specifically aims to upskill leaders in using storytelling to model vulnerability and psychological safety. Context to Complexity: By sharing their various and overlapping identities as Women of Color, the cohort brought rich context to complex issues. Providing a platform for diverse voices to share their stories directly drives inclusion and representation, promoting equity and cross-cultural understanding. Our learning path module, "Cultural Sensitivity and Inclusion Through Storytelling," dives into how to share stories that resonate with diverse audiences. From Shared Narratives to Collective Impact Through these deeply personal and professional storytelling exchanges, the WoC cohort collectively cultivated a powerful culture: Community: They fostered an environment where sharing struggles and triumphs was accepted and encouraged. This demonstrates how stories build trust and create meaningful relationships within teams and across organizations. Allyship: By creating a culture where marginalized groups were actively advanced, they exemplified the power of shared narratives in fostering empathy and understanding in challenging situations. Storytelling can bridge gaps and promote cross-cultural understanding. Sponsorship: Advocating for each other became a natural extension of their shared understanding and connection. This embodies how storytelling can inspire and motivate, strengthening internal and external perceptions of an organization's values. Nika White Consulting: Your Partner in Cultivating a Storytelling Culture At Nika White Consulting, we offer a structured approach to embedding storytelling within your organization, ensuring it becomes an integral part of your DNA. Our "STORY" approach guides organizations through this process: S - Set the Stage: We help you define a clear vision for why storytelling is critical to your organization's mission, values, and culture and secure leadership buy-in. T - Train and Empower: We provide comprehensive Storytelling Workshops and a "Learning Path Series" designed to equip your employees and leaders with the skills to craft and share impactful stories, fostering connection, inclusion, and change. This includes developing essential skills like authenticity, empathy, and clarity. We also facilitate Storytelling Circles as powerful practice tools. O - Operationalize Storytelling: We guide you in integrating storytelling into everyday processes like recruitment, onboarding, and team meetings. We also help you develop toolkits and leverage technology to collect and share stories. R - Recognize and Reinforce: We help you celebrate impactful stories and incentivize participation to sustain momentum. Y - Yield Results and Reflect: We work with you to measure your storytelling initiatives' impact using quantitative and qualitative metrics to ensure alignment with your objectives. We also offer various tools and resources, including a customizable Storytelling Toolkit with templates and prompts, a Digital Story Hub for collecting and sharing narratives, and ongoing Workshops and Webinars. As the Reinvestment Fund WOC cohort demonstrated, when organizations intentionally cultivate a storytelling culture, they don't just improve communication; they build stronger communities, foster more profound understanding, and drive lasting positive change. Let Nika White Consulting help you unlock the power of storytelling within your organization.
On the Intentional Conversation Vodcast, Dr. Nika White recently hosted Hady Mendez , a New York-based bestselling author, Latina speaker, and ERG coach, to discuss her inspiring journey and invaluable insights for underestimated professionals. Mendez, the founder and CEO of Boldly Speaking LLC, a company dedicated to transforming the professional experiences of underestimated professionals, shared her unique perspective shaped by over 25 years of diverse career experiences. Mendez's career journey is nothing short of remarkable. She has served as head of equality for a major tech firm, held various customer-facing roles in high-tech and financial services, and advised across numerous Employee Resource Groups (ERGs). Beyond the corporate world, Mendez dedicated two years to working internationally with incarcerated and formerly incarcerated women and served as community school director at an elementary school in the South Bronx. Her essays have been featured in Business Insider and Hashtag We All Grow Latina, and her thought leadership has been leveraged by organizations such as Lean in Latinas and Power to Fly. The Human Element: Leading with Empathy and Empowerment When asked how her diverse experiences shape her approach to leadership, particularly in guiding others through identity-driven challenges in corporate spaces, Mendez emphasized the importance of recognizing the "human beings" behind the professional roles. Her work in prisons and schools was a powerful reminder that individuals have unique needs and struggles. "I try to understand what they need and how I can show up for them, how I can support them, how I can provide value, how I can be a listener to them," Mendez explained. She subscribes to a "Ministry of Presence," prioritizing active listening and understanding. Furthermore, Mendez is a firm believer in empowerment. Referencing the adage, "Give a person a fish, and they'll eat for a day; teach a person to fish, and they'll eat for a lifetime," she highlighted her philosophy of equipping individuals with the skills to advocate for themselves. "I'm not one of those people who just want to do the thing for you," she stated, recalling her work with school families where the temptation to fix problems simply was strong. Instead, she focused on teaching them how to solve problems and advocate for themselves, ensuring lasting impact. Navigating Challenges: Confidence, Sponsorship, and Limiting Beliefs Mendez shed light on common challenges faced by underestimated professionals striving for career advancement. She identified a lack of confidence, often stemming from societal narratives that tell individuals they are "too much or not enough." Examples include being told they are "too loud," their "lipstick's too bright," or lacking "executive presence." These false narratives, Mendez noted, can lead to internalized limiting beliefs. Another significant challenge is the scarcity of mentors and sponsors who can champion and advocate for underestimated professionals, especially as they navigate more senior roles. While acknowledging that qualifications are rarely the issue – "There would be nothing about the color of my skin or where my parents were born that would make me more or less qualified to do a job" – Mendez pointed out that many lack exposure to the political nuances of rising in the corporate world. She shared her experience of not learning self-advocacy at home, a skill she had to develop later in life. Finally, Mendez emphasized the impact of limiting beliefs, such as the idea that one shouldn't question a senior leader or push back on decisions for fear of being unlikable. She recounted instances where she was the "only one" to challenge an inequitable idea and found colleagues privately agreeing with her later. She added that the belief in a hierarchical "turn" for promotions can also hinder progress. Allies in Action: Practical Ways to Support Underestimated Professionals Mendez offered concrete ways for allies, managers, and senior leaders to support underestimated professionals: Give credit where credit is due: "Take time to give us our flowers," Mendez urged, emphasizing the importance of acknowledging accomplishments and positive contributions. She highlighted the value of appreciating diverse perspectives and challenging the status quo. Amplify ideas: When an underestimated professional's idea is overlooked or represented by someone else, allies should speak up. "Say like, 'I think that's what Hady said. I'm pretty sure that's what Hady said before,'" Mendez suggested. This simple act can ensure proper recognition and credit. Demand inclusive decision-making: If you notice key voices are missing from a decision-making meeting, speak up. "You can be the one to say, 'I don't think everyone's here... We're missing voices here. We want all the voices,'" Mendez advised. The Power of ERGs: Building Community and Psychological Safety Despite external noise, Mendez affirmed that ERGs are "thriving right now." She receives numerous inquiries and invitations to speak at ERG events, and many companies are launching or re-launching these groups. She acknowledged the issue of psychological safety, especially when individuals from outside the community join ERGs, and offered a best practice. Regardless of their identity, every new member should inquire about what they hope to gain and what they intend to contribute. This intentional conversation helps foster a sense of community and ensures everyone's intentions are understood. Mendez also suggested creating programming centered explicitly around the ERG's identity and offering additional learning and ally involvement programs. She noted the growing popularity of multi-generational ERGs, which provide a space for everyone and are often populated by assertive Gen Z and millennial professionals eager to learn and grow. Unpacking Limiting Beliefs and Embracing Self-Advocacy Identifying limiting beliefs often requires self-awareness and, at times, the support of a professional such as a career coach or therapist. Mendez described a process of "peeling back the onion," asking "why," and "say more" to uncover the root of these beliefs. She shared how her career coach challenged her self-perceptions, leading to the realization that many of her perceived barriers were not real. By documenting one's strengths and qualifications, individuals can shift from beliefs of scarcity to beliefs of abundance. This newfound clarity empowers individuals to vocalize their aspirations. After overcoming her limiting beliefs, Mendez shared how she confidently told her manager, "This is what I want. I want to get promoted in a year." For leaders, Mendez stressed the importance of specific and actionable feedback. Generic statements like "you're not ready" are unhelpful and reinforce self-doubt. Instead, leaders should clearly identify areas for improvement and provide concrete steps and resources to help individuals develop. A Call to Action: Be Unapologetically You Mendez's upcoming book, launching on September 15th, the first day of Hispanic Heritage Month, is written for Latinas and other women of color. It's a guide to stepping into one's power, finding one's voice, and being a positive disruptor in the workplace. The book, filled with personal stories and lessons learned, aims to empower readers to advocate for themselves earlier in their careers and achieve their full potential. Mendez's ultimate message for underestimated professionals is to be unapologetically who you are. "Show up fully and authentically. Trust yourself and your instincts. Lean into your superpowers," she urged. Our diverse lived experiences, she emphasized, are superpowers that allow us to see the world differently. She encouraged individuals to be brave, bold, and unafraid to shine their light and "play big." Mendez acknowledged the courage required to be authentic, especially when challenging the status quo. Her journey, marked by a commitment to creating new paths for others, underscores her belief that "it's not me, it's us." By walking through doors and bringing others along, Mendez exemplifies the power of collective advancement for underestimated communities. Intentional Conversations is a weekly podcast by Nika White Consulting that intersects diversity, equity, and inclusion dialogue with leadership and business. Click here to register to attend the live sessions each Friday from 11 a.m. to 12 noon EST. You may also search archives to view replays of past episodes, or you can listen to the Intentional Conversations Podcast on your favorite platform.
The digital air crackled with anticipation as Dr. Nika White warmly welcomed participants from across the globe to another insightful episode of Intentional Conversations. This time, she was joined by the dynamic Elise Ahenkorah , an award-winning belonging strategist and change management leader, whose very presence promised a rich and nuanced discussion. As Elise shared her background as a first-generation Canadian with Ghanaian roots, it became clear this wouldn't be just another surface-level chat about diversity, equity, and inclusion (DEI). This was a journey into the intentionality behind creating truly equitable and inclusive spaces. Elise's path into DEI was particularly compelling. Originally setting her sights on human rights law, her focus shifted from reacting to discrimination to proactively preventing it within the workplace. This foundational desire to build inclusive environments from the ground up set the tone for a conversation brimming with strategic foresight. Navigating the Global Landscape of DEI The conversation quickly delved into the complexities of crafting and implementing global DEI strategies. Elise astutely highlighted the critical need for organizations to be acutely aware of cultural nuances and diverse legal frameworks across different regions. She offered a thought-provoking perspective, contrasting the progress she's observed in Canada and Europe with what she perceives as a regression in the United States. This global lens underscored the fact that DEI isn't a one-size-fits-all endeavor. Elise emphasized the indispensable collaboration required for successful DEI implementation. She painted a picture of legal teams, executive leadership, DEI professionals, and communications experts working in concert. This synergy is crucial not only for navigating legal complexities and securing buy-in but also for effectively communicating the value and impact of DEI initiatives. Her academic grounding in law and international relations has clearly equipped her with a powerful toolkit to navigate these intricate landscapes, mitigating risks while fostering genuine inclusion. Measuring What Matters: The Evidence-Based Approach to Belonging Moving beyond broad strategies, the discussion focused on the crucial aspect of measuring belonging within the workplace. Elise championed an evidence-based approach, advocating for the use of tools like the "belonging pulse assessment" in conjunction with qualitative data gathered through listening sessions. This dual approach provides a more holistic understanding of the employee experience. Crucially, both Elise and Dr. White emphasized that these assessments shouldn't be viewed with apprehension. Instead, they should be embraced as valuable opportunities to identify both strengths and areas ripe for growth. Dr. White astutely pointed out that data allows organizations to acknowledge their progress and establish realistic, achievable goals for continued improvement. From Surface-Level to Systemic Change: Strategic DEI Integration The conversation then shifted to the critical transition from performative DEI activities to deep-rooted systemic change. Elise and Dr. White underscored the power of focus, urging organizations to prioritize a few key initiatives and execute them exceptionally well, rather than spreading themselves thin across numerous superficial efforts. Elise offered compelling examples of how DEI can be seamlessly integrated into business operations. The concept of sensory-friendly hours at a food retailer and the use of AI software in pharmacies are tangible illustrations of how inclusive considerations can enhance customer experience and operational efficiency. Dr. White added a pertinent observation about organizations potentially dissolving formal DEI departments, suggesting that the work must then become embedded within core values and daily operations to maintain momentum. The Linchpin of Leadership: Aligning DEI with Strategic Goals Elise passionately articulated the vital importance of aligning DEI efforts with overarching strategic business objectives. This alignment is not just about ticking boxes; it's about ensuring the long-term viability and impact of inclusion initiatives. She stressed the foundational role of trust, particularly during times of crisis, advocating for its integration into leadership development and core organizational values. Her advice to leaders was clear: prioritize transparency, foster open communication, and provide tangible resources to support team members through periods of uncertainty. She also shone a light on the often-unsung heroes of change – middle managers – recognizing their crucial role in translating executive messages and providing on-the-ground support to their teams. Navigating the Currents of Change: Equity and Inclusion as a Change Management Imperative Drawing on her expertise in change management, Elise framed the implementation of equity and inclusion strategies through this critical lens. She highlighted the necessity of a structured approach, beginning with a thorough assessment of the organization's current state, followed by securing genuine buy-in from both executive leadership and middle management. This structured approach ensures that DEI initiatives are not perceived as add-ons but are strategically woven into the fabric of the business. Elise also touched upon the evolving role of technology, specifically the integration of AI in advancing inclusion. From mitigating bias in talent acquisition to delivering personalized leadership development, AI offers powerful tools for creating more equitable systems. She concluded by noting a significant trend towards systems-driven inclusion work, emphasizing measurable results and sustained investments, drawing a compelling contrast between the successes of Costco and the recent challenges faced by Target. This intentional conversation between Dr. Nika White and Elise Ahenkorah was far more than just a discussion; it was a masterclass in strategic, thoughtful, and impactful DEI. It underscored the importance of moving beyond rhetoric and embracing evidence-based practices, systemic integration, and unwavering leadership commitment to build truly inclusive and thriving workplaces for all. The journey into diversity and inclusion, as illuminated by these two insightful leaders, is an ongoing one, demanding intentionality, empathy, and a relentless pursuit of equity. Intentional Conversations is a weekly podcast by Nika White Consulting that intersects diversity, equity, and inclusion dialogue with leadership and business. Click here to register to attend the live sessions each Friday from 11 a.m. to 12 noon EST. You may also search archives to view replays of past episodes, or you can listen to the Intentional Conversations Podcast on your favorite platform.
Dr. Nika White recently hosted an insightful "intentional conversation" with a remarkable leader , Kelley Cornish . As the President and CEO of the TD Jakes Foundation (TDJF), Kelley brings nearly four decades of workforce experience and a passion for empowering communities with limited resources. Her journey to the foundation, a story she admitted she "would not have written" herself, is a testament to the power of connection and unexpected callings. Before stepping into her role at TDJF, Kelley held significant leadership positions, including Executive Vice President and Chief Administrative Officer at Wells Fargo and Global Head of Diversity and Inclusion at TD Bank. Her impressive track record, marked by accolades like being named a Woman of Influence by Success Magazine, speaks volumes about her impact. Yet, it was a personal connection through her church in South Carolina that paved the way for her current purposeful endeavor. In a fascinating twist, Kelley initially facilitated a partnership between Wells Fargo and the TD Jakes organization, a move she saw as a significant legacy-building moment. Retirement was on the horizon until a call from Mr. Jakes himself led her down an entirely different path – to lead his foundation. This unexpected transition placed her at the helm of an organization focused on financial inclusion, educational access, workforce readiness, and community transformation – a role she now embraces with profound purpose. Beyond the Pulpit: Understanding the TD Jakes Foundation Kelley illuminated the TD Jakes Group's multifaceted nature, emphasizing that the Foundation is just one of its vital pillars. Beyond the well-known Potter's House, there's T.D. Jakes Real Estate, focused on building thriving mixed-income communities, and T.D. Jakes Enterprises, encompassing his bestselling books, movies, podcasts, and entrepreneurial ventures. The Foundation, born from Bishop Jakes' vision of a world where every community thrives, operates as a public 501c3 entity. Kelley astutely pointed out that their partnerships with corporations are rooted in this shared vision, transcending religious or political affiliations. The "secret sauce," as she called it, lies in the ability for partners to contribute to a broad, impactful vision that extends far beyond the church walls. The Imperative of Intentional Reset The conversation then shifted to a deeply personal and universally relevant topic: the need for intentional reset. Kelley, reflecting on her own experiences navigating the demands of a high-powered career, spoke candidly about hitting "walls" and the importance of pausing to recalibrate. A pivotal moment arrived when her current leader at the Foundation recognized her need for a break and urged her to "go and deal with whatever you're feeling" and return at 100%. This led to a month-long intentional retreat, a period she described as crucial for regaining clarity and recognizing the extent of her exhaustion. This experience underscored the importance of proactive self-care and the transformative power of unplugging. Dr. White echoed this sentiment, sharing her own triggers for recognizing the need to pause, such as shortened patience and feeling overwhelmed by external voices. Both leaders emphasized that burnout doesn't always manifest as complete incapacitation but can subtly erode focus, decision-making, and interpersonal interactions. Chasing Purpose Over Position A powerful theme that emerged was the shift from chasing position to pursuing purpose. Kelley, reflecting on her own career trajectory, acknowledged the allure of financial success in the corporate world. However, she emphasized that at this stage of her life, the intrinsic value of purposeful work takes precedence. This sentiment resonates with a growing desire across generations to engage in meaningful work that contributes to a greater good. Kelley highlighted the tangible impact of the TD Jakes Foundation's work, from empowering underserved youth through STEAM and STEM programs to the remarkable success of the Texas Offenders Re-entry Initiative, which boasts significantly lower recidivism rates. This direct connection to transformative change fuels her passion and underscores the importance of their mission. Life and Leadership Unplugged: Sharing the Journey Inspired by her experience and recognizing a universal need among leaders, Kelley launched the "Life and Leadership Unplugged" podcast. This platform serves as a space for leaders to share their burnout experiences and strategies for intentional reset. The podcast has resonated deeply, revealing that many leaders are either actively practicing self-care or are unsure where to begin. Through candid conversations with diverse leaders, the podcast explores various approaches to unplugging, from adventurous hobbies to quiet moments of reflection. A recent episode focused on mental health and the courage to embrace one's greater purpose, profoundly impacting listeners. Kelley's personal Instagram account (@KelleyCornish) also provides leadership insights and reflections on the importance of resetting. A Powerful Call to Action The intentional conversation between Dr. Nika White and Kelley Cornish served as a powerful reminder of the importance of aligning our work with purpose, recognizing the signs of burnout, and prioritizing intentional reset. Kelley's journey, from the corporate world to leading a transformative foundation, underscores the profound impact of following a calling that extends beyond personal gain. Her vulnerability in sharing her own experiences and the wisdom gleaned from them offers invaluable lessons for leaders and individuals alike, urging us to listen to our inner cues and embrace the necessity of unplugging to thrive in the long run. Intentional Conversations is a weekly podcast by Nika White Consulting that intersects diversity, equity, and inclusion dialogue with leadership and business. Click here to register to attend the live sessions each Friday from 11 a.m. to 12 noon EST. You may also search archives to view replays of past episodes, or you can listen to the Intentional Conversations Podcast on your favorite platform.
In a compelling conversation between Dr. Nika White and Shari Dunn , CEO of ITBOMB and author of Qualified: How Competency Checking and Race Collide at Work, a crucial dialogue unfolded, shedding light on the systemic barriers hindering equity and inclusion in the workplace. Dunn's multifaceted career, spanning law, journalism, executive leadership, and academia, provides a rich lens through which she examines these complex issues. Dr. White initiated the conversation by inquiring how Dunn's diverse professional background shapes her approach to equity and inclusion. Dunn eloquently responded, drawing on a Maya Angelou quote about the value of the journey. She highlighted how her experiences as an attorney, journalist, and educator bring depth and a multidimensional perspective to her consulting work, emphasizing the importance of understanding boundaries and adult learning principles in fostering meaningful change. The discussion then pivoted to Dunn's book, Qualified, and the intriguing intersection of competency checking and race at work. Dr. White, as a woman of color, immediately recognized the significance of this connection. Dunn explained that her motivation for writing the book stemmed from hearing consistent narratives from Black women and other women of color across various industries about the barriers they faced. These experiences, she noted, indicated a systemic issue rather than isolated incidents. Dunn powerfully stated, "The very first line of the book is that Black women are the canary in the workplace coal mine. And they have been signalling for years that something is devastatingly worse." She argued that the inhospitable conditions faced by Black women ultimately create inhospitable environments for other minoritized groups as well. Her hope for readers is to gain a deep and concrete understanding of the what, the why, the how, and crucially, what to do about these issues. Dr. White then prompted Dunn to define "competency checking." Dunn explained that it manifests primarily in three ways: the assumption of Black intellectual inferiority (rooted in historical context), the fear of Black leadership and authority (an "autoimmune level rejection"), and the constant quizzing and need for confirmation of knowledge. In essence, competency checking requires Black individuals, other people of color, and women to prove their knowledge at a higher and harder standard to secure, maintain, and advance in their careers. Challenging the common misconception that the lack of Black representation in certain jobs is due to a lack of qualification or pipeline issues, Dunn presented a crucial counterpoint. She cited data indicating that Black individuals tend to have more education yet are often underemployed, meaning they are in jobs that do not align with their qualifications. This disparity highlights how competency checking acts as a barrier, preventing qualified individuals from progressing. Dunn emphasized that understanding the mechanisms of competency checking is vital for developing practical solutions, like dissecting loan discrimination or redlining to address housing inequality. The conversation also delved into the phenomenon of imposter syndrome. Dunn offered a compelling reinterpretation, arguing that it is often a misidentification of the impact of systemic inequity. Drawing on the original research on impostor syndrome, which focused on upper-middle-class white women during a period of significant societal change, Dunn suggested that the feelings of insecurity are often a direct result of being in spaces where one is underrepresented and facing systemic biases like competency checking. She powerfully stated, "You have to figure out if the call is coming from inside the house or outside the house? And in the case of competency checking, it's coming from outside the house." By reframing these feelings as a response to external systemic issues rather than internal deficiencies, Dunn advocates for systemic change rather than solely focusing on individual self-talk. The discussion then shifted to the broader societal backlash against diversity, equity, and inclusion initiatives, using the situation at Harvard University as a case study. Dunn critiqued the institution's initial response to attacks, suggesting that any concession, even the subtle renaming of a DEI center, emboldens those who oppose a just and equitable society. She argued for a firm stance against attempts to outlaw the language of diversity and equity, emphasizing that these efforts ultimately aim to dismantle any initiative supporting marginalized groups. While acknowledging Harvard's eventual pushback against executive overreach, Dunn underscored the complexity of the situation and the need for unwavering commitment to these principles. Reflecting on how to equip young people to navigate competency checking, Dunn stressed the importance of historical grounding. Understanding that these biases are rooted in historical narratives, she believes, can help young people avoid internalizing these challenges as personal failings. She encouraged them to prepare themselves, build alliances across differences, and constructively call out instances of bias they witness. In closing, the conversation touched upon the critical role of messaging and storytelling in advancing equity. Dunn emphasized the need for clarity and descriptive language that illuminates the complexities of intersectionality without relying solely on jargon. Drawing inspiration from James Baldwin's powerful and concise articulation of the Black American experience, Dunn underscored the importance of communication that resonates deeply and leaves no room for denial. This insightful dialogue between Dr. Nika White and Shari Dunn offers a vital framework for understanding the insidious nature of competency checking and its profound impact on individuals and organizations. By naming this phenomenon and dissecting its mechanisms, Dunn provides a crucial step towards dismantling systemic barriers and fostering truly equitable and inclusive workplaces. Intentional Conversations is a weekly podcast by Nika White Consulting that intersects diversity, equity, and inclusion dialogue with leadership and business. Click here to register to attend the live sessions each Friday from 11 a.m. to 12 noon EST. You may also search archives to view replays of past episodes, or you can listen to the Intentional Conversations Podcast on your favorite platform.
In today’s fast-paced and increasingly complex work environments, the need for agile, inclusive, and collaborative learning models has never been greater. Traditional training and development programs often fall short in addressing the dynamic and diverse needs of modern leaders and teams. At Nika White Consulting, we see Communities of Practice (CoPs) as a transformative strategy to foster sustainable learning, leadership development, and cultural change. A Community of Practice is more than just a group of people with shared interests—it is an intentional space where individuals come together to learn from one another, build collective capacity, and co-create solutions. It’s grounded in the idea that learning is social and that sustained engagement through dialogue, storytelling, and real-time application creates deeper, more enduring growth than one-size-fits-all instruction. Redefining Learning and Development through CoPs At NWC, our approach to Learning & Development leverages CoPs as a powerful model to activate organizational learning ecosystems. We help our clients move from passive content consumption to active knowledge co-creation. Whether focused on inclusive leadership, cultural intelligence, change management, or equity-centered innovation, our CoPs are designed to: Facilitate deeper learning by encouraging peer-to-peer knowledge exchange and the co-construction of meaning around real-world challenges. Build leadership pipelines by cultivating environments where emerging and established leaders alike can practice new skills, test ideas, and receive feedback in a supportive community. Encourage innovation and problem-solving by breaking down silos and enabling cross-functional collaboration grounded in trust and psychological safety. Promote continuous improvement through iterative learning cycles, reflection, and shared accountability. Unlike traditional training programs that often have a fixed end point, CoPs offer an ongoing, evolving structure that adapts to the needs of its members over time—making them ideal for navigating complexity and fostering inclusive, equitable workplace cultures. Storytelling as a Catalyst for Connection and Growth Central to our CoP model is the power of storytelling. We believe that sharing lived experiences humanizes learning, builds empathy, and accelerates behavior change. When participants exchange personal stories of leadership wins, missteps, or breakthroughs in applying DEI principles, it fosters trust and encourages collective reflection. In our CoPs, stories are not just anecdotes—they are strategic assets. They spark dialogue, shape organizational narratives, and help learners connect abstract concepts to lived experience. This practice supports adult learning principles while helping organizations capture informal knowledge that often goes untapped. Our Distinct Approach at Nika White Consulting Nika White Consulting partners with organizations to design and facilitate Communities of Practice that are intentional, inclusive, and aligned with strategic goals. Our offerings include: CoP design and facilitation tailored to learning objectives across leadership, equity, and organizational development focus areas. Capacity-building for internal CoP leadership so organizations can sustain learning momentum beyond our engagement. Integration of storytelling frameworks to enrich learning, foster connection, and surface innovative ideas. Measurement and evaluation to assess impact and continuously improve the community’s effectiveness. Our CoPs are not “one more meeting”—they are dynamic environments where insight leads to action, and where leaders grow not in isolation, but in community. Building the Future of Learning Together As organizations strive to remain competitive and human-centered, investing in Communities of Practice is not just smart—it’s essential. The future of Learning & Development lies in creating spaces where diverse voices are heard, wisdom is shared, and leadership is practiced collaboratively. At Nika White Consulting, we are proud to lead the way in helping organizations adopt this transformative model. Through CoPs, we cultivate environments where leaders are developed, cultures are strengthened, and learning is a shared, ongoing journey.
Finding solid ground can seem like a constant quest in a world that often feels unpredictable. Recently, a powerful conversation unfolded between Dr. Nika Whit e and Jil Littlejohn Bostick , offering insightful perspectives on navigating uncertainty with resilience, embracing joy, and leading with purpose. Their discussion, rich with personal experiences and professional wisdom, illuminated pathways for individuals and organizations to thrive, even amidst the shifting sands of change. The Unwavering Foundation: Culture and Values Jil Bostick, sharing her experiences at Winnebago Industries, underscored the vital role a strong organizational foundation plays in weathering storms. She emphasized the company's unwavering support and the significance of cultural consistency. In times of uncertainty, a clear set of core values – in Winnebago's case, "doing the right thing, putting people first, and being the best" – acts as a compass, guiding decisions and fostering a sense of stability. Dr. White echoed this sentiment, highlighting the critical need for conscious leadership and a human-centered approach in business. She stressed the importance of aligning core values not just with stated missions but with the very fabric of the organization's actions and language. This alignment fosters trust and provides a sense of security, empowering individuals to navigate challenges more confidently. Beyond the Familiar: Embracing New Passions and Healing in Nature Jil's journey took an inspiring turn as she recounted her newfound passion for the outdoors. From initial unfamiliarity to transformative RV camping experiences, she discovered nature's profound healing and stress-reducing power. Her connection with organizations like Black Folks Camp 2 and Outdoor Afro speaks to her commitment to making these restorative experiences accessible to diverse communities. This personal anecdote beautifully illustrates how embracing new avenues, even seemingly outside our comfort zones, can be a powerful source of joy and resilience. Her heartfelt desire to create opportunities for swimming lessons, inspired by her mother's unfulfilled wish, further underscores the deeply personal motivations that can drive us. Corporate Responsibility: A Business Imperative, Not an Afterthought The conversation then shifted to the crucial role of corporate responsibility in today's business landscape. Jil's journey into this challenging yet rewarding area at Winnebago Industries highlights a significant evolution: corporate responsibility is no longer a mere compliance exercise but a strategic imperative. It's about understanding the impact on all stakeholders – employees, customers, and investors – and recognizing the intrinsic link between business success and social good. Dr. White powerfully affirmed this, emphasizing that in our interconnected world, doing good is not just "nice to have" but essential for long-term sustainability and success. Navigating Personal and Professional Landscapes: The Power of Vulnerability and Support Dr. White and Jil also bravely delved into their personal and professional challenges. Jil's journey as a first-generation college student, her experiences with infertility, and the constant balancing act of work and personal life resonated deeply. Her vulnerability in sharing these experiences underscored the importance of work-life integration and the need for organizations to acknowledge and support the holistic well-being of their employees. Her advocacy for fertility and adoption benefits further emphasizes the role businesses can play in fostering a genuinely supportive environment. The importance of having a "good therapist" was also a powerful reminder that seeking support is a sign of strength, not weakness. The Journey Within: Self-Care and the Power of Connection Jil's weight-loss journey and her upcoming bodybuilding competition were a powerful testament to the importance of self-care and pursuing personal goals. Her emphasis on having a supportive partner who champions her ambitions highlights the crucial role of positive relationships in our lives. Her plans for the next decade, focusing on impactful work and intentional rest, offer a valuable lesson in prioritizing contribution and rejuvenation. Jil's direct challenge to the misconception that one person's misfortune benefits others – asserting that "people are better together" – speaks to a fundamental truth about human connection and the power of collective well-being. Her experience caring for aging parents further underscores the need for psychological safety and trust in work environments, allowing us to show up authentically, even with the weight of personal responsibilities. Key Takeaways: Cultivating Resilience and Joy The intentional conversation between Dr. Nika White and Jil Bostick offered a wealth of wisdom for navigating uncertain times. Their insights converge on several key principles: Anchor in Values: A strong, consistently lived set of core values provides a stable foundation during turbulent times. Embrace Growth: Stepping outside familiar paths and exploring new passions can unlock unexpected joy and resilience. Lead with Humanity: Conscious leadership that prioritizes people and aligns actions with values fosters trust and stability. Integrate Responsibility: Corporate responsibility is not separate from business success; it is a fundamental driver. Embrace Vulnerability: Sharing challenges and seeking support are crucial for navigating personal and professional landscapes. Prioritize Self-Care: Investing in our well-being is not selfish; it is essential for sustained impact and joy. Foster Connection: Recognizing our interconnectedness and building supportive relationships strengthens us all. Ultimately, the conversation between Dr. White and Jil Bostick is a powerful reminder that even amidst uncertainty, we can cultivate resilience, embrace joy, and lead with purpose, both in our personal lives and within our organizations. By focusing on strong foundations, embracing new possibilities, and prioritizing human connection, we can navigate the shifting tides with greater strength and find our footing on solid ground. Intentional Conversations is a weekly podcast by Nika White Consulting that intersects diversity, equity, and inclusion dialogue with leadership and business. Click here to register to attend the live sessions each Friday from 11 a.m. to 12 noon EST. You may also search archives to view replays of past episodes, or you can listen to the Intentional Conversations Podcast on your favorite platform.
In a recent Intentional Conversation with Dr. Nika White, Amri B. Johnson , a social capitalist, epidemiologist, entrepreneur, and inclusion strategist, shared his perspectives on the current state of diversity, equity, and inclusion (DEI) work and introduced his Emergent Inclusion Framework. Amri's Unique Perspective Amri, with over 20 years of experience, brings a unique blend of spiritual development and business acumen to his work. He emphasizes that his approach is rooted in virtues that guide his actions, fostering genuine human connection. He admits he has felt anxiety in the current work environment, something new to his experience, and stresses that in times of chaos, action is paramount. The Current Landscape of DEI Amri acknowledges the "pandemonium chaos" that many are experiencing in their careers. He highlights the importance of moving beyond mere talk and focusing on tangible actions that produce results. He uses the analogy of being in a tornado: you can't calm it, but you can seek shelter by leaning into the problem and controlling what you can. DEI in Switzerland and Beyond Amri, residing in Switzerland, observes that the focus there has historically been on gender, particularly women, and disability. He emphasizes his work on building inclusive systems that enable everyone to thrive, regardless of their identity. His personal experience with his niece's near-fatal car crash and subsequent disability has deepened his understanding and advocacy in this area. The Emergent Inclusion Framework Amri introduced his Emergent Inclusion Framework, an approach designed to build skills and capabilities that allow organizations to "bounce higher from stressors," becoming anti-fragile. Key aspects of the framework include: Anti-fragility: Building capacity to get stronger through challenges. Principles and Paradigms: Establishing guiding principles and paradigms that promote inclusion for everyone, not just specific groups. Pathways: Creating clear pathways to achieve desired outcomes. Skills and Capabilities: Developing skills to navigate differences and build connectivity. Focus on “We”: We must move from a “us vs. them” mentality to a “we” mentality. Honesty and Reflection: Encouraging honest self-assessment and reflection on the effectiveness of current practices. Systems over Symptoms: Addressing systemic issues rather than just surface-level problems. Context over Content: Prioritizing the context in which DEI work is done. Common Humanity: Centering the work on shared human experiences. Cultural Intelligence: Understanding and navigating cultural differences. Key Takeaways Action is crucial in times of chaos. Inclusion should benefit everyone, not just specific groups. Honest self-reflection is essential for progress. Building anti-fragile systems is key to navigating challenges. Focus on the common humanity in all people. Amri's framework offers a practical and insightful approach to building inclusive organizations, emphasizing action, honesty, and a focus on collective well-being. Intentional Conversations is a weekly podcast by Nika White Consulting that intersects diversity, equity, and inclusion dialogue with leadership and business. Click here to register to attend the live sessions each Friday from 11 a.m. to 12 noon EST. You may also search archives to view replays of past episodes, or you can listen to the Intentional Conversations Podcast on your favorite platform.
In a recent Intentional Conversation Vodcast, Dr. Nika White sat down with the remarkable Dr. Kimberly Young McLear, a retired Senior US Coast Guard officer and the founder of Humanity Amplified. A powerful dialogue about self-discovery, the power of invitations, and the courage to challenge systemic issues unfolded. A Passion for Cars and a Diverse Career Dr. McLear, or Kim as she prefers, immediately captivated listeners with her love for a 1970s American muscle car, a passion she's held for nearly two decades. This anecdote served as a perfect introduction to her multifaceted personality. Kim's background is as diverse as it is impressive, spanning cybersecurity, academia, civil rights policy, and crisis response. She's also an internationally recognized whistleblower, a testament to her unwavering commitment to justice. Dr. White, intrigued by Kim's unique career path, delved into her journey, exploring her time in the Coast Guard and her current influential roles. The Journey of Self-Discovery Kim shared her journey of self-discovery, highlighting her naturally curious and adventurous spirit. Shaped by a military upbringing and international exposure, her interests in art and engineering led her to pursue a PhD in systems engineering. The Coast Guard provided a culture that resonated with her desire for action and exploration. The Power of Invitations and Intentionality The conversation then shifted to the power of invitations and the importance of intentionality. Kim's draw to public service stemmed from her family's education and public service background. She emphasized how art and creativity served as her lens, fuelling her later whistleblowing efforts. Dr. White praised Kim's ability to navigate diverse environments, attributing it to her innate curiosity and her mother's encouragement of varied pursuits. Kim stressed the sacredness of genuine invitations, explaining how they can lead to co-creation and abundance. This focus on intentionality became a recurring theme throughout their discussion. Facing Fears and Whistleblowing Kim openly shared her fears, including her inability to swim and her fear of the ocean, alongside her 20-year Coast Guard service, where she spent 10 years as a whistleblower. She emphasized her commitment to pushing beyond her comfort zone and embracing new experiences. The conversation then turned to her experiences as an internationally recognized whistleblower. Kim detailed the bullying and harassment she faced in academic and professional settings, particularly within the military. A personal conflict with her department head escalated, involving higher-ranking officials and culminating in a substantiated whistleblower complaint. Kim's decision to stay and fight against the toxic culture was driven by her creativity and ingenuity. She exposed systemic gaps in integrity and mobilized a movement called "Riding the Ship" to advocate for accountability and support for those harmed. Cultivating Love in Difficult Times Dr. Kim emphasized the importance of cultivating spaces of love and finding trusted relationships during challenging times. She asserted that intentional actions and strategies stem from love, not toxic environments. She shared how she strategically used her skills, reputation, and permanent teaching position to protect herself while exposing issues within the Coast Guard. She encouraged others to use their talents and reputation as a safety strategy and to build community support when facing similar situations. A Call to Action Kim's message to those feeling disillusioned within the federal government was clear: find your village, use your voice (even in silence), document, and observe the changes around you. She underscored the power of individual voices and the necessity of community support. Dr. Nika White and Dr. Kim McLear's conversation was a testament to the power of intentionality and courage and the importance of cultivating spaces of love. Kim's journey, from her love of muscle cars to her courageous whistleblowing, inspires us all. Intentional Conversations is a weekly podcast by Nika White Consulting that intersects diversity, equity, and inclusion dialogue with leadership and business. Click here to register to attend the live sessions each Friday from 11 a.m. to 12 noon EST. You may also search archives to view replays of past episodes, or you can listen to the Intentional Conversations Podcast on your favorite platform.
