Nika White Consulting

The Cost of Being the Calm One-When Composure Becomes Your Default Role

Mon, 27 Apr 2026 16:01:41 GMT

Some leaders become known as “the calm one.”

The one who steadies the room.
Who doesn’t react.
Who absorbs tension without showing it.

It’s a valuable presence.

But over time, it can quietly become a role you feel responsible to maintain.

Not because it’s always needed.
But because it’s expected.

Earlier in The Human Shift, The Shift from Bracing to Grounding , we explored how leaders often move into bracing without realizing it. Being “the calm one” can sometimes be a more refined version of the same pattern—holding steady externally while managing pressure internally.

A Reframe
Calm is not a performance.
It is a state that requires support.

One Simple Practice
Notice one moment today where you feel responsible for stabilizing others.

Instead of immediately holding that role, pause and ask:
“Is steadiness needed here—or am I used to providing it?”

Question to Consider
Where has your composure become something you feel you must maintain rather than something you can access?

What This Looks Like In Practice
Many leaders I work with don’t struggle with composure—they struggle with the cost of sustaining it alone. When shared steadiness becomes possible, leadership begins to feel lighter.

In the shift,
Dr. Nika White

P.S. Where in your leadership do you feel most responsible for “holding the room”?

Sustainable Authority - Authority That Doesn’t Rely On Intensity

Mon, 20 Apr 2026 21:39:20 GMT

Some leaders repeat directions often.
Others rarely need to.

The difference is not position.
It is trust in their steadiness.

Authority rooted in pressure requires monitoring. Authority rooted in presence requires less reinforcement.

This connects back to grounding, in The Human Shift, The Body Knows Before the Mind Does. When leaders are regulated, direction travels clearly without amplification.

Reframe
Authority is not measured by force.
It is measured by reliability.

One Grounded Practice
Before giving direction, slow your speaking pace by 10%.

Then deliver the message once, clearly and calmly.

Consistency communicates confidence more than volume does.

Closing Reflection
Do people follow your direction because they understand — or because they feel urgency?

Contextual Depth Signal
Leaders who cultivate a steady presence often find they need fewer reminders, corrections, and escalations. Regulation reduces management load.

In the shift,
Dr. Nika White

P.S. When you give direction, what do you think your team experiences — clarity or pressure?

The Leadership Aftermath - What People Carry After Interactions Shapes Culture More Than The Interaction Itself

Mon, 13 Apr 2026 14:03:18 GMT

Leaders often focus on how meetings go.

But the greater influence is what happens afterward.

What people replay during their commute.
What they describe at dinner.
What they anticipate the next morning.

Leadership is remembered less for exact wording and more for internal experience.

Earlier, in The Human Shift, Culture Is What People Carry Home, we discussed how the emotional residue of leadership interactions shapes engagement more than policies do.

Reframe
Leadership influence continues after the conversation ends.

One Grounded Practice
After a meeting, pause for one minute and ask:

“If I were in that conversation as a participant, how would I feel right now?”

Not how you intended.
How it likely landed.

Closing Reflection
What emotional tone do your interactions leave behind?

Contextual Depth Signal
Organizations often attempt culture change through communication strategies, but emotional experience — not mes saging — is what employees actually carry.

In the shift,
Dr. Nika White

P.S. After a typical meeting with you, what do you think people feel most — clarity, pressure, or steadiness?

When Teams Stop Telling You Things - Silence is a Cultural Signal

Mon, 06 Apr 2026 13:12:57 GMT

Leaders often believe transparency exists because information is available.

But culture is revealed by what people choose to share — not what they’re allowed to share.

When teams withhold concerns, it rarely begins with fear. It begins with small experiences:

Ideas redirected quickly
Mistakes met with visible tension
Questions answered defensively

Over time, people learn which conversations require self-protection.

Earlier, in The Human Shift, Culture Is What People Carry Home, we explored culture as what people absorb. Silence is one of the clearest indicators of that absorption.

Reframe
Candor depends less on policies and more on predictability of response.

One Grounded Practice
In your next meeting, when someone raises a concern, respond first with:

“Tell me more.”

Do not correct immediately.
Do not solve immediately.

Signal curiosity before direction.

Closing Reflection
What information seems to reach you last?

Contextual Depth Signal
Many culture initiatives fail not because values are unclear, but because reactions teach people which truths are welcome.

In the shift,
Dr. Nika White

P.S. If someone on your team hesitates before speaking, what do you think they’re predicting?

Decisions Made Too Quickly - Speed Often Relieves Discomfort More Than It Improves Direction

Mon, 30 Mar 2026 15:59:17 GMT

Not all fast decisions are strategic.

Some are relief.

Ambiguity produces tension. A quick decision restores certainty — even if it doesn’t improve outcomes. Leaders often experience resolution as progress.

But clarity and certainty are not the same.

Earlier in The Human Shift, The Stories We Tell Under Pressure , grounding was described as remaining present under pressure. Many leadership decisions improve when leaders stay with uncertainty slightly longer than feels comfortable.

Reframe
A quick decision reduces discomfort.
A clear decision reduces rework.

One Grounded Practice
When faced with a non-urgent decision, ask:

“What additional information might emerge if I waited 24 hours?”

Then actually wait.

Not to avoid responsibility.

To allow discernment to complete.

Closing Reflection
Where in your work might patience increase effectiveness?

Contextual Depth Signal
In advisory settings, leaders often discover that many operational “fires” were created by premature decisions rather than delayed ones.

In the shift,
Dr. Nika White

P.S. Which decision right now feels pressing — and what would happen if you gave it one more day?

The Hidden Work of Leaders - Emotional regulation is effort, not personality

Mon, 23 Mar 2026 21:49:02 GMT

Many leadership expectations are never written in a role description.

Holding tension in meetings.
Staying steady when others escalate.
Containing uncertainty without amplifying it.

We often call these “soft skills.”
They are not soft.

They are regulatory labor.

When leaders manage emotional intensity, they stabilize the environment for others. Yet because this effort is invisible, leaders often interpret their fatigue as inadequacy rather than expenditure.

Earlier, in The Human Shift, Culture Is What People Carry Home , we discussed that regulation is one of the primary ways leaders influence what others carry.

Reframe
Composure is not effortless.
It is energy being used on behalf of the group.

One Grounded Practice
At the end of the workday, ask yourself:

“Where did I hold the emotional center for others today?”

Then intentionally do one small action that returns attention to yourself — a walk, silence, or stepping outside for two minutes.

Regulation requires recovery.

Closing Reflection
Where have you been calling leadership strain a personal weakness instead of a leadership function?

Contextual Depth Signal
In executive work, many leaders don’t need more resilience training. They need permission to recognize that stabilizing others uses real capacity — and to pace themselves accordingly.

In the shift,
Dr. Nika White

P.S. What part of your leadership today required the most emotional steadiness?

Read more from The Human Shift on Substack , where I share long-form essays on leadership, culture, and how we work and live.

[NW

Feedback and the Nervous System - Why Some Conversations Lead To Growth And Others Lead To Silence

Mon, 16 Mar 2026 17:46:21 GMT

Two leaders can say the same words and produce entirely different outcomes.

One conversation invites reflection.
Another produces compliance.
A third produces quiet withdrawal.

The difference is rarely the phrasing.
It is the state of the person delivering it.

Before a listener processes meaning, their body processes safety. If tension, urgency, or frustration is present, the nervous system prioritizes protection over learning. The person may nod, agree, or apologize—but understanding has not actually occurred.

Earlier in The Human Shift, The Body Knows Before the Mind Does , we explored how the body registers experience before the mind interprets it. Feedback follows that same sequence. Presence communicates before language does.

Reframe
Feedback is received through regulation before it is received through reasoning.

One Grounded Practice
Before offering feedback, take 30 seconds to orient yourself to the environment:

Look around the room.
Name three neutral objects you can see.
Slow your exhale once.

Then begin the conversation.

Grounded delivery increases learning far more than refined wording.

Closing Reflection
What state are others experiencing when they receive guidance from you?

Contextual Depth Signal
In leadership coaching, feedback rarely fails because leaders lack clarity. It fails because the emotional tone of the interaction determines whether the brain processes information or threat.

In the shift,
Dr. Nika White

P.S. Think about your last feedback conversation — how regulated did you feel before it started?

Competence and Control - When Capability Quietly Becomes Over-Management

Mon, 09 Mar 2026 12:46:14 GMT

High-capacity leaders often step in before others struggle.

They refine the message.
They fix the slide.
They solve the problem before it fully forms.

The intention is almost always supportive.

But the impact accumulates differently.

When leaders consistently intervene early, teams stop developing judgment. Initiative declines. And the leader’s workload increases—not because the team lacks ability, but because the team lacks ownership.

Control rarely announces itself as control.
It appears helpful.

Earlier in The Human Shift, Capacity Is Not Infinite , we discussed capacity as information. Control is often a response to leaders sensing the system might falter and unconsciously compensating.

The leader becomes the stabilizer.

And stabilizers eventually become exhausted.

Reframe
Support strengthens capability.
Preemption weakens it.

One Grounded Practice
The next time a team member brings you a solvable problem, pause before offering a solution and ask:
“What options are you considering?”

Then wait.

Do not refine immediately.
Do not redirect quickly.

Allow their thinking to complete before yours begins.

Leadership capacity grows when others experience themselves as capable.

Closing Reflection
Where might your helpfulness be preventing someone else’s development?

Contextual Depth Signal
In organizational advisory work, many leadership bottlenecks are not skill issues but ownership issues. When leaders shift from solving to supporting thinking, both performance and energy improve.

In the shift,
Dr. Nika White

P.S. Where do you feel most necessary right now—and is it because of structure or habit?

The Cost of Constant Readiness - Why Urgency Quietly Reshapes Leadership Judgment

Mon, 02 Mar 2026 12:00:58 GMT

Many leaders live in a state of readiness they no longer notice.

They check messages before standing up in the morning.
They anticipate disagreement before a conversation begins.
They prepare responses before anyone finishes speaking.

At first, this feels like responsibility. Over time, it becomes physiology.

The body learns to expect interruption, so it stops settling. Attention shortens. Everything begins to feel slightly time-sensitive—even when it isn’t.

This isn’t only about workload.
It’s about nervous system posture.

Earlier in The Human Shift, The Shift from Bracing to Grounding , we explored bracing—the body preparing to endure pressure. Constant readiness is a quieter version of the same pattern. Leaders aren’t reacting to the present demand. They’re reacting to a predicted one.

And prediction changes perception.
When leaders remain perpetually ready, they begin interpreting more situations as urgent than they actually are. Conversations compress. Listening becomes strategic instead of receptive. Discernment narrows.

Reframe
Urgency is not always information.
Sometimes it is anticipation that the body hasn’t updated yet.

One Grounded Practice
Today, before responding to a non-emergency message or request, pause for one full breath cycle.

Not to delay action.
To confirm necessity.

Notice:
• Did the situation actually require speed?
• Or did your body simply expect it?

Grounding begins by distinguishing immediacy from importance.

Closing Reflection
Where in your leadership are you responding to expectation rather than reality?

Contextual Depth Signal
In my coaching work, leaders often discover their decision fatigue is less about volume and more about constant readiness. When urgency is recalibrated, clarity returns quickly—without reducing responsibility.

In the shift,
Dr. Nika White

P.S. What in your work currently feels urgent—and what might simply be asking for your presence?

Inclusion Isn’t Exhausting — Disconnection Is

Tue, 24 Feb 2026 13:48:33 GMT

Inclusion Isn’t Exhausting—Disconnection Is:

Why fatigue around inclusion often signals something deeper than disagreement

When people say they’re tired of inclusion work, they are rarely describing values.

They are describing an experience.

Often it sounds like resistance on the surface. But beneath it, something more specific is happening:

Disconnection from meaning.
From impact.
From each other.
Sometimes from themselves.

Inclusion becomes exhausting when it is treated as an initiative rather than an environment. When language expands but daily experience doesn’t change. When expectations increase faster than people’s capacity to understand or embody them.

The effort then feels performative instead of relational.

Earlier in The Human Shift, Culture Is What People Carry Home We explored how inclusion fatigue often emerges when people cannot locate inclusion in lived interactions—only in messaging. Without experience, even well-intended work begins to feel like compliance.

The fatigue isn’t coming from caring too much.
It’s coming from not knowing where caring actually lands.

Reframe
Fatigue is not a failure of values.
It is a signal of misalignment.

And misalignment does not ask for abandonment.
It asks for reconnection.

One Grounded Practice
Instead of asking, “How do we do inclusion better?” ask:

“Where are people most disconnected right now?”

Listen specifically for:

moments people feel unseen
moments people feel cautious speaking
moments effort does not match impact

This shifts the conversation from strategy to experience—and experience is where inclusion either exists or does not.

Closing Reflection
If inclusion were measured by everyday interactions instead of organizational intention, what would you notice first?

Contextual Depth Signal
In my equity and leadership advisory work, organizations often regain momentum not by adding new initiatives but by reconnecting daily behavior with stated purpose. When inclusion becomes experiential rather than instructional, energy returns quickly.

In the shift,
Dr. Nika White

P.S. Where in your environment right now does inclusion feel most like a requirement—and where does it feel like belonging?

The Stories We Tell Under Pressure

Mon, 16 Feb 2026 20:58:20 GMT

Under pressure, leaders tell stories quickly.

About intent.
About risk.
About who can be trusted.

About what’s possible.

These stories shape behavior long before policies or plans do.

Often, they go unexamined solidifying into assumptions that guide decisions and culture quietly.

Reframe

Stories don’t just explain reality.
They create it.

Especially in moments of uncertainty.

One Grounded Practice

The next time tension rises, ask:

“What story am I telling myself right now—and what story might someone else be telling?”

This question opens space for curiosity instead of certainty.

Closing Reflection

What story is guiding your leadership right now—and does it still serve?

Contextual Depth Signal

Working with leadership narratives (especially under pressure) is a core part of my coaching and facilitation work. When stories shift, behavior often follows.

In the shift,

Dr. Nika White

Accountability Without Shame

Mon, 09 Feb 2026 13:59:24 GMT

Many leaders associate accountability with discomfort—and assume that discomfort is necessary for change.

But there’s a difference between discomfort that leads to growth and shame that leads to withdrawal.

Shame narrows attention. It triggers defensiveness. It interrupts learning. And yet, many accountability practices rely on it—often unintentionally.

True accountability doesn’t require humiliation or fear. It requires clarity, dignity, and repair.

Reframe

Accountability is not about control.

It’s about alignment.

And alignment happens best when people feel safe enough to stay present.

One Grounded Practice

Before offering feedback, pause and ask:

“Is my goal correction, or connection that allows correction to land?”

This shift often changes:

Tone
Timing
Impact

Accountability rooted in dignity sustains trust rather than eroding it.

Closing Reflection

Where might accountability become more effective if shame were removed from the equation?

Contextual Depth Signal

This distinction is foundational in how I support leaders navigating performance and culture. Accountability without shame strengthens trust and resilience—especially in moments that matter most.

In the shift,

Dr. Nika White

Culture Is What People Carry Home

Mon, 02 Feb 2026 17:36:06 GMT

Culture doesn’t end when the meeting does.

It lingers in the body long after the workday is over showing up in dinner conversations, sleep patterns, patience levels, and the quiet exhaustion people struggle to name.

We often talk about culture in abstract terms: values, engagement, and belonging. But culture is experienced somatically. It’s how it feels to speak up. How it feels to make a mistake. How it feels to be seen—or overlooked.

When work consistently requires people to brace, perform, or self-monitor, the cost doesn’t stay at work. It travels home with them.

Reframe

Culture is not what organizations intend.
It’s what people absorb.

And what people absorb shapes how they show up everywhere else.

One Grounded Practice

Ask yourself:

“How do people likely feel at the end of a typical workday with me?”

Not how you hope they feel.
Not what the values statement says.
What their nervous system might carry.

This question alone can shift how leaders present themselves in small but meaningful ways.

Closing Reflection

What might change if culture was measured by what people carry home, not what’s written on the wall?

Contextual Depth Signal

This lens (culture as lived experience) is central to my work with organizations. When leaders begin here, culture change becomes less performative and far more honest.

In the shift,

Dr. Nika White

The Body Knows Before the Mind Does

Mon, 26 Jan 2026 21:21:04 GMT

Before leaders articulate misalignment, the body often registers it first.

Sleep disruptions.
Tightness before meetings.
A low-grade fatigue that doesn’t resolve with rest.

These are not failures of resilience. They are signals of adaptation.

The nervous system is constantly scanning for safety, threat, and load. When demands exceed capacity, the body adjusts—sometimes through tension, sometimes through withdrawal, sometimes through control.

Leadership cultures that reward composure often train people to override these signals. But ignoring the body doesn’t eliminate its intelligence. It just delays the cost.

Reframe
The body is not an obstacle to leadership.
It’s an early warning system.

Leaders who learn to listen sooner tend to retain more choices later.

One Grounded Practice
Once a day, pause and ask:
“What sensation is most present in my body right now?”

No analysis. No fixing.

Just notice.

This simple practice builds the muscle of attunement, allowing leaders to respond to strain before it hardens into burnout or reactivity.

Closing Reflection
What has your body been signaling that your mind has been negotiating with?

Contextual Depth Signal
This work (helping leaders recognize and respond to bodily signals) is central to how I support sustainable leadership. When leaders trust this form of intelligence, decision-making becomes clearer and cultures become more humane.

In the shift,
Dr. Nika White

Capacity Is Not Infinite

Tue, 20 Jan 2026 13:59:01 GMT

High-capacity leaders are often rewarded for stretching.

Carrying more responsibility.
Absorbing more tension.
Operating as the stabilizer when systems feel strained.

Over time, this becomes identity: I ’m the one who can handle it.

But capacity is not limitless and treating it as such eventually erodes judgment, creativity, and relational presence.
Honoring capacity is not about doing less; it's about doing more. It’s about leading sustainably.

When leaders ignore capacity signals, they don’t just risk burnout; they lose access to discernment. Decisions become reactive. Boundaries blur. The work begins to feel heavier than it should.

Reframe
Capacity is not a measure of worth.
It’s information.

And leaders who listen to it lead longer and better.

One Grounded Practice
This week, experiment with this question:

“If I were stewarding my capacity—not spending it—what would change here?”

Notice:
• Where you’re saying yes by default
• Where rest is postponed rather than planned
• Where responsibility has quietly become self-abandonment

Stewardship is a leadership practice, not a personal failure.

Closing Reflection
What is your capacity asking of you right now?

Contextual Depth Signal
In my leadership programs and advisory work, capacity stewardship is treated as a strategic skill—not a personal preference. Leaders who learn to work with capacity create more resilient teams and more humane outcomes.

In the shift,
Dr. Nika White

The Shift from Bracing to Grounding

Mon, 12 Jan 2026 19:17:38 GMT

Bracing is one of the most common and least discussed leadership patterns I see.

It shows up quietly:

A tightening in the chest before a meeting...
A subtle urgency in decision-making...
A readiness to withstand rather than to engage...

Most leaders don’t recognize bracing as something they’re doing. They experience it as who they need to be in order to perform. Bracing becomes synonymous with responsibility, strength, and composure.

And yet, bracing is not a leadership trait.
It’s a nervous system response.

Bracing is what happens when the body senses pressure and prepares to endure it. It’s adaptive. Intelligent. Protective. Especially for leaders who operate in high-stakes environments where mistakes feel costly and steadiness is expected.

The problem isn’t bracing itself.
The problem is living there.

Grounding is the shift that allows leaders to remain connected to themselves while meeting the moment. It doesn’t reduce standards or urgency. It changes how those standards are held.

When leaders are grounded:

Authority feels embodied, not force
Decisions include more discernment and less reactivity
Others experience safety without the leader having to perform calm

Reframe

Bracing narrows leadership capacity.
Grounding expands it.

This isn’t about eliminating stress. It’s about not allowing stress to hijack presence.

One Grounded Practice

This week, notice when you brace—not why.

Pay attention to:

The moment just before a difficult interaction
The impulse to speed up or tighten control
Physical cues like shallow breath or jaw tension

Instead of correcting it, try this:

Place one hand on your body (chest, stomach, or thigh) and slow your exhale by two counts.

That’s it.

Grounding often begins with the body, not the mind.

Closing Reflection

Where might grounding serve you better than bracing right now?

Contextual Depth Signal

This shift—from bracing to grounding—is foundational in my coaching and leadership work. It’s where leaders begin learning how to stay present and authoritative under real pressure, rather than relying on endurance alone.

In the shift,
Dr. Nika White

The Human Shift: Humanizing how we work and live, one intentional shift at a time.

Tue, 06 Jan 2026 19:52:43 GMT

Introductory Issue: A New Chapter
(Formerly Inclusion Insider)

For several years, Inclusion Insider held space for conversations that needed to happen—about equity, access, belonging, and accountability at work.

That work mattered. 

And the world kept moving.

What I’ve observed—across boardrooms, leadership teams, workplaces, and communities—is that the challenges leaders are facing now require more than language, policies, or frameworks alone. They require presence. Regulation. Discernment. A deeper understanding of what it means to remain human amidst accelerating change and frequent disruption.

The Human Shift reflects the work I’m committed to now.

This is not a departure from inclusion. It is an evolution of it.

What This Shift Is About
We are living through an era of relentless technological acceleration, heightened expectations, increased pace, and mounting pressure. Strategy is abundant. Information is endless. What’s often missing is the capacity to move through change without bracing, numbing, or losing ourselves.

The Human Shift exists to slow the moment just enough to ask better questions.

Here, we explore:

Leadership through the nervous system
Culture through lived experience, not slogans
Storytelling as a force for meaning, trust, and change
The future of work through a human—not extractive—lens

This is a space for sense-making, not soundbites. 

For integration, not urgency. 

For intentional shifts that actually endure.

The Human Shift: A Manifesto
We are not short on ambition. 

We are short on regulation.

We are not lacking tools. 

We are lacking the capacity to use them wisely under pressure.

The Human Shift is for leaders who understand that performance without presence is unsustainable. That culture without connection is brittle. That progress without humanity costs more than it gives.

Here, emotional regulation is treated as leadership capacity. Storytelling is treated as infrastructure. Humanity is treated as a strategic advantage—not a soft add-on.

This work honors the truth that the future will not be shaped by those who move the fastest.

It will be shaped by those who can remain human while everything moves.

That is the shift.

What to Expect Here
Each issue will offer:

A grounded reflection on leadership, culture, or change
Insight rooted in lived experience, not performance
Language for what many feel but haven’t named
Space to reflect—without pressure to “fix” or optimize

Some weeks will feel reflective. Others will feel challenging. All are intended to support intentional movement rather than reactive motion.

A Closing Reflection
If you’ve felt the tension between who you’re expected to be and who you actually are at work… If you’ve sensed that the next level of leadership requires less force and more presence… If you’re curious about what becomes possible when we stop bracing and start grounding—

You’re in the right place.

This shift doesn’t happen all at once. It happens one intentional shift at a time.

In the shift, 

Dr. Nika White

When the Holidays Feel Heavy: Reclaiming Your Nervous System in a Season of Burnout

Mon, 29 Dec 2025 15:09:07 GMT

The holidays are often marketed as a time of joy, connection, and celebration.

But for many women—especially Black women—this season can feel emotionally demanding, overstimulating, and quietly exhausting.

Between workplace pressure, family expectations, financial stress, and the unspoken responsibility to “hold it all together,” the nervous system rarely gets a moment to rest. What we often call holiday stress is actually something deeper: emotional fatigue, chronic activation, and burnout layered on top of an already full year.

At Nika White + Company, we believe the holidays don’t have to drain you. They can become a season of intentional softness, regulation, and repair.

Why Holiday Stress Hits the Nervous System So Hard

Burnout doesn’t start in December, but it often shows up more loudly then.

As explored in our Boundless™ Holiday Nervous System Glow-Up guide , the end of the year intensifies triggers already present throughout the year: over-giving, people-pleasing, emotional labor, and survival-mode leadership . When the nervous system stays activated for too long, the body and mind respond with irritability, exhaustion, brain fog, and emotional shutdown.

This isn’t weakness.

It’s biology.

The nervous system is designed to protect us, but it also needs signals of safety, rest, and regulation to function well.

Burnout Is Not a Personal Failure—It’s a Signal

One of the most harmful myths about burnout is that it’s an individual problem. In reality, burnout is often a response to prolonged pressure without adequate support, boundaries, or recovery.

During the holidays, this can show up as:

Feeling resentful while still saying “yes”
Guilt around resting or spending less
Emotional overload in family spaces
The pressure to be the “strong one” at work and at home

Our work reminds women that strength does not require self-abandonment. Regulation is not indulgent—it’s essential.

Micro-Practices That Create Real Relief

Sustainable healing doesn’t require a retreat or a complete lifestyle overhaul. Often, it starts with small, intentional nervous system practices that signal safety and choice.

From the Boundless™ Holiday Nervous System Glow-Up Guide , a few foundational practices include:

Boundary scripts that protect your energy without explanation
Leaving early as an act of emotional self-respect
Joy-first mornings, even if they last only seven minutes
Embodied “no” check-ins, trusting the body’s cues before the mind overexplains
Return-to-self breathing, grounding the body when overwhelm rises

These practices aren’t about perfection. They’re about permission—permission to choose yourself without apology.

This Is What a “Soft Season” Really Means

Softness is often misunderstood as weakness. In reality, softness is a regulated nervous system, clear boundaries, and leadership that doesn’t cost you your health.

A soft season means:

Releasing the need to perform wellness
Letting rest be restorative, not earned
Choosing aligned generosity instead of guilt-driven overgiving
Allowing joy without shrinking yourself to make others comfortable

As our guide affirms: Softness is power. Regulation is liberation.

How Nika White + Company Supports Healing Beyond the Holidays

At NWC, we don’t just talk about burnout; we help individuals, leaders, and organizations address it at the nervous-system level.

Through keynote experiences, coaching, and the Boundless™ ecosystem, we support:

Burnout recovery and emotional regulation
Sustainable leadership and workplace well-being
Identity-safe spaces for Black women to rest, heal, and lead differently
Long-term nervous system resilience, not just seasonal coping

The holidays are often the moment people realize something needs to change. We help ensure that change lasts well into the new year.

If this season has left you tired instead of fulfilled, overwhelmed instead of grounded, consider this your invitation to do things differently.

This can be your soft season.

And you don’t have to navigate it alone.

Leadership Behaviors During High-Stress Seasons: Why Emotional Regulation Matters More Than Ever

Mon, 29 Dec 2025 14:41:11 GMT

High-stress seasons are inevitable. End-of-year deadlines, staffing shortages, organizational change, economic pressure — at some point, every team enters a “crunch time.” What separates great leaders from overwhelmed ones isn’t the absence of stress, but how they respond to it.

In moments of pressure, teams don’t just look to leaders for direction — they look to them for regulation. Your nervous system becomes the reference point for everyone else.

Stress Is Contagious — So Is Calm

When stress is high, emotional states spread quickly. A reactive email, a tense meeting, or a visibly overwhelmed leader can ripple through an entire organization. On the flip side, a grounded, regulated leader can stabilize a team even when circumstances are challenging.

Great leaders understand this:
How they show up emotionally matters just as much as what they say or do.

Emotional regulation isn’t about suppressing feelings or pretending everything is fine. It’s about recognizing internal stress responses and choosing intentional, values-aligned behaviors — especially when pressure is high.

What Emotionally Regulated Leadership Looks Like During Crunch Time

During high-demand periods, strong leaders consistently demonstrate a few key behaviors:

They pause before reacting
Instead of responding impulsively, regulated leaders take a breath, assess the situation, and respond thoughtfully. This creates psychological safety and prevents unnecessary escalation.
They communicate with clarity and calm
Stress often leads to rushed, unclear, or emotionally charged communication. Great leaders slow down, set clear expectations, and speak in ways that reduce confusion rather than amplify it.
They normalize stress without normalizing burnout
Acknowledging that things are hard builds trust — but regulated leaders also model boundaries, encourage rest, and avoid glorifying exhaustion as a measure of commitment.
They stay connected to their values
Pressure can pull leaders into fear-based decision-making. Emotionally regulated leaders stay anchored in their values, even when outcomes feel uncertain.
They support the nervous systems of their teams
This might look like flexibility, realistic timelines, space for check-ins, or simply consistent leadership presence. These small actions signal safety and stability.

Why Emotional Regulation Is a Leadership Skill — Not a Personality Trait

Many leaders believe emotional regulation is something you either have or you don’t. In reality, it’s a skill that can be learned, strengthened, and practiced.

When leaders develop emotional regulation:

Decision-making improves
Conflict decreases
Trust increases
Burnout risk lowers
Teams feel safer, more engaged, and more resilient

Especially during high-stress seasons, this skill becomes essential — not optional.

How Nika White + Company Supports Leaders During High-Stress Seasons

At Nika White + Company, we help leaders and organizations move beyond survival mode. Our work focuses on building emotional intelligence, nervous system awareness, and sustainable leadership practices that support both performance and well-being.

Through workshops, coaching, and strategic consulting, we help leaders:

Recognize stress patterns before they escalate
Build emotional regulation skills that last beyond “crunch time”
Lead with clarity, compassion, and confidence — even under pressure
Create healthier, more resilient team cultures

High-stress seasons don’t have to result in burnout, disengagement, or breakdowns. With the right support, they can become moments of growth, trust-building, and stronger leadership.

Because how you lead during the hardest moments is what your team will remember most.

Emotional Regulation Is a Leadership Technology

Thu, 06 Nov 2025 14:55:46 GMT

We live in a world that celebrates intelligence, speed, and efficiency.

We build faster networks, smarter systems, and automated decisions.

But in our obsession with external technology, we’ve overlooked the most powerful internal one—emotional regulation.

The Moment the Room Lost Its Pulse

A few years ago, I was facilitating a meeting with a leadership team in crisis.

Tension was thick enough to cut. Voices sharpened, postures stiffened, and eyes darted around like searchlights.

As I stood there, I could feel my own nervous system starting to match the room’s anxiety. My pulse quickened. My mind began preparing counterarguments and fixes. The energy was contagious.

But then, instinctively, I did something different. I paused.

I took a slow, grounded breath. I steadied my tone. I didn’t try to control the room—I regulated myself.

Within moments, something shifted. The energy began to soften. The volume dropped. People started breathing again.

That day, I realized something profound:

The most powerful person in the room isn’t the one who speaks the loudest—it’s the one whose nervous system is the most steady.

We’ve Been Measuring the Wrong Technology

We tend to think of leadership as a cognitive exercise—a matter of decisions, strategy, and intellect. But if you strip away the titles and spreadsheets, leadership is fundamentally emotional. It’s a continuous exchange of energy between people.

Every organization runs on an invisible emotional code. Leaders write this code daily—through their tone, their presence, and their ability to remain calm under pressure.

When that code is corrupted by reactivity, fear, or ego, systems break down.

When it’s stable, clear, and compassionate, systems thrive.

So let’s call it what it is:

Emotional regulation isn’t self-help. It’s system design.

The Science of Stability

Neuroscience tells us that when we regulate our emotions, the prefrontal cortex—the part of the brain responsible for empathy, creativity, and decision-making—stays active. When we don’t, the amygdala hijacks us, sending us into fight, flight, or freeze.

Organizational psychology backs this up. Studies from Harvard and MIT indicate that emotionally stable leadership is associated with up to 40% higher team resilience and performance.

And emotional contagion theory explains why: emotions spread faster than information.

A dysregulated leader transmits anxiety.

A regulated leader transmits calm.

This is why I developed The Emotional Power Trifecta™: Regulation → Resilience → Authority.

Regulation is your ability to stabilize your emotional state in real time.
Resilience is how quickly you recover from disruption.
Authority is the grounded confidence that follows—leadership that commands respect without demanding control.

When practiced intentionally, this trifecta becomes a leadership technology that can be taught, measured, and scaled.

The Ripple Effect of Regulation

At one of my client organizations—a large manufacturing company—a senior leader was navigating a period of restructuring and layoffs. Morale was low. Fear was high.

Instead of reacting from that fear, she began each meeting with a minute of silence. No slides. No pep talks. Just a pause to breathe.

That single act of co-regulation changed everything.

Her team reported feeling calmer. Turnover dropped.

When asked why they stayed, team members gave the same answer:

“Because she made the uncertainty feel safe.”

She didn’t fix the external conditions.

She stabilized the emotional climate.

That’s the kind of leadership our systems are starved for.

Perspective Begins in the Body

Perspective isn’t just a mental exercise—it’s a physiological one.

Before we can understand another person’s experience, our nervous system has to feel safe enough to listen.

When leaders are dysregulated—when they lead from reactivity, anger, or fear—they literally lose access to empathy. But when they’re grounded, they expand their field of perception. They can hold tension and difference without collapsing.

This is the hidden dimension of emotional intelligence. It’s not just about thinking differently—it’s about feeling safely enough to think clearly.

What if we stopped defining leadership by intellect and started defining it by nervous system capacity?

Because every breakthrough in innovation, equity, and trust begins the same way—with a regulated body, ready to see the world from more than one perspective.

The Emotional Epidemic

Let’s be honest: we are living in an emotionally contagious era.

Burnout is rampant. Division is rising.

We scroll through fear and outrage and call it connection.

Our collective dysregulation has become the background noise of modern life.

If emotional chaos spreads faster than truth, then emotional regulation becomes an act of resistance—a radical form of leadership.

Because regulation isn’t just personal—it’s contagious too.

When one person steadies, others mirror that state.

And slowly, systems heal from the inside out.

Power, Rewired

The future of leadership won’t be defined by who talks the most or works the hardest.

It will be defined by who can stay calm enough to think clearly, listen deeply, and hold complexity without collapsing.

When women lead with emotional authority, we don’t make power softer—we make it smarter.

We make it safe.

Because emotional regulation is not self-care—it’s system care.

It’s the antidote to burnout, bias, and disconnection.

It’s how we humanize power.

So the question isn’t: Can we regulate?

It’s: What becomes possible when we do?

When we master our emotions, we don’t just change how we lead—we change what leadership feels like.

The future belongs to the emotionally regulated.

Closing Reflection

In an age obsessed with artificial intelligence, perhaps the most transformative innovation will be authentic intelligence—our capacity to stay grounded, empathetic, and coherent in the midst of chaos.

Because no algorithm can regulate emotion.

Only a human being can do that.

And when we learn how, we don’t just advance technology—we evolve it.

Emotional regulation is the future of sustainable leadership—and it’s a future we can build together.

If this message resonates with you, if you’re ready to lead from steadiness instead of stress, I invite you to connect with our Emotionally Regulated Leader Community of Practice (CoP) —a space for leaders, innovators, and changemakers who are redefining power through presence.

Together, we’re not just talking about emotional intelligence.

We’re practicing it—systemically, courageously, and in community.

A More Human Workplace: Intentional Conversations Insights from Dr. Nika White and Jenn Tardy

Wed, 24 Sep 2025 19:29:45 GMT

In a compelling Intentional Conversation Vodcast, Dr. Nika White and career success coach Jenn Tardy explored the emotional and professional hurdles people face in the workforce. The discussion, centered on the urgent need to humanize the workplace, offered profound insights on everything from personal stories to economic equity.

The Power of Personal Stories and "Lived Experience Intelligence"
Jenn Tardy, author of the new book The Equity Edge, champions a shift away from purely technical recruitment and retention practices. She and Dr. White argue for infusing personal narratives into how companies train recruiters and hiring managers.

Tardy shared the deeply personal story of her father, who, despite his skills and decades of experience, was denied promotions because he lacked a college degree. She emphasized the emotional toll of such systemic barriers, explaining that her father's struggles fuelled her commitment to equity. This "lived experience intelligence"—the unique insights gained from navigating systemic challenges—was a central theme. Both speakers agreed that these personal stories are not just anecdotes; they are invaluable assets that foster innovation and understanding within an organization.

Addressing Economic Disparities
The conversation also tackled the stark economic realities faced by Black women, noting a worrying trend of job losses for this group while white men see gains. While Tardy suggested entrepreneurship as a potential path for those who are displaced, both women were quick to clarify that it's not a complete solution. They stressed that entrepreneurship cannot fully solve the problem without also dismantling the persistent systemic barriers that create the disparity in the first place.

Dr. White provided a powerful personal example of how her family is proactively addressing this issue. She shared her practice of holding "family board meetings" to teach her children about wealth, investing, and entrepreneurship from a young age, thereby setting them up for financial success in a world where these opportunities are often denied to Black families.

Nurturing the "Nurturers" in DEI Work
Dr. White and Tardy also highlighted the critical, often invisible, work of "nurturers"—those who support and advocate for others, particularly in the DEI space. They discussed the significant emotional labor these individuals undertake and the importance of protecting their well-being. This segment served as a poignant reminder that those who champion equity also need care and support.

Their conversation was a powerful call to action, encouraging everyone to continue their DEI efforts despite current societal pushback. By valuing human connection and recognizing the unique wisdom that comes from personal stories and lived experience, we can work towards a more empathetic and equitable future for 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.

Leading with Heart: A Conversation with Dr. Nika White and Shayla N. Atkins

Tue, 16 Sep 2025 12:00:44 GMT

In a recent Intentional Conversations Vodcast, leadership expert Dr. Nika White and organizational effectiveness guru Shayla N. Atkins discussed what it truly means to be a modern leader. They explored the evolving landscape of work, the importance of genuine connection, and how we can all redefine success in a human-centered way.

Beyond the Buzzwords: The Future of Leadership Is Human

The conversation kicked off with the idea that the future of work isn't some distant concept—it's already here. With hybrid workplaces and AI becoming the norm, the skills we once called "soft" are now essential for effective leadership. Shayla referenced the World Economic Forum's report on future jobs, emphasizing that a human-centered approach prioritizes individual growth is no longer a luxury but a necessity.

Drawing from her extensive experience, Shayla noted that authentic leadership isn't about conforming to a mold; it's about aligning with your core values. This alignment isn't just a feel-good concept—it directly impacts a team's effectiveness and an individual's well-being.

Redefining Resilience: It's Not a Badge of Honor

A powerful part of the conversation was the shift in perspective on resilience. Dr. White and Shayla challenged the common, and often toxic, idea that resilience is a prize for those who can endure the most stress or work the longest hours. Instead, they redefined it as a strategic, proactive practice.

Shayla explained that true resilience involves strategic planning and proactive recovery measures. She suggested a simple but powerful tool: conducting a "stress inventory" to anticipate high-stress periods and prepare for them. She also advocated for things like rotating breaks and adjusting decision-making protocols to build a resilient workplace culture. Dr. White added to this by introducing the concept of "regenerative strength," which encourages leaders to recognize early signs of stress and prioritize rest before burnout sets in.

The Power of Vulnerability and Support

The conversation also delved into why leaders, especially women, are often reluctant to seek help. They pointed out that societal expectations often frame vulnerability as a weakness. Dr. White and Shayla argued for a fundamental shift in this mindset, stressing the importance of a culture that normalizes asking for help and fosters genuine connection among peers.

Shayla also shared insights from her book, Black Women Lead with Spice , and her SPICE framework (Savvy, Performance, Image, Communication, and Exposure). This framework helps underrepresented women navigate their careers by emphasizing skills like communication and savvy, which are crucial for translating qualifications into leadership roles.

The dialogue between Dr. White and Shayla served as a powerful reminder that modern leadership is not about managing metrics alone. It's about connecting with people, understanding their unique needs, and building a culture where authenticity and regenerative strength are valued over persistence and overwork. It’s a call to action for leaders to lead with their hearts as much as their minds.

"Soft Life Activism": A New Approach to Well-being and Work

Tue, 16 Sep 2025 11:58:02 GMT

In a recent Intentional Conversation vodcast, activist and author Lisa Hurley shared powerful insights from her new book, Space to Excel. Alongside host, Dr. Nika White, the conversation delved into the emotional complexities of publishing, the importance of authenticity, and a fresh perspective on activism. Hurley, a celebrated author known for her work on self-care for Black women, introduced her unique philosophy: "soft life activism."

The Power of Gentle Activism

Hurley's concept of "soft life activism" challenges the traditional view of activism as loud and bold. She explained that her motivation stems from the fatigue felt by Black women in the wake of the post-George Floyd movement and the constant stress of systemic racism and microaggressions. Her approach emphasizes personal well-being, community support, and rest rather than the more visible, often exhausting, forms of activism. This is a form of activism that aligns with her introverted nature, allowing her to contribute to the movement in a sustainable way.

Her philosophy is deeply rooted in her Caribbean upbringing, where community and rest were central to life. She recalled a childhood where the entire island would observe a rest day on Saturdays—a practice that greatly influenced her belief in prioritizing life over work.

Centering Joy and Self-Care

Hurley and Dr. White explored the idea of centering joy and emotional regulation as essential components of life-work integration. They argued that for Black women, navigating the current socio-economic climate requires a shift from a rigid "work-life balance" to a more fluid life-work integration where personal needs take precedence. As Hurley puts it, a "soft, centered, serene life" is one where joy and community support are non-negotiable.

Hurley also shared a personal experience from her publishing journey, where she was advised to cut meditations and affirmations from her manuscript. She firmly refused, believing these elements were crucial for readers who are stressed and overwhelmed. Dr. White supported her, highlighting the value of these practical tools for self-soothing.

Embracing Authenticity and Imperfection

The discussion concluded with a powerful message about embracing imperfection and valuing every moment. Hurley and Dr. White noted that a perceived "mastery" is often an illusion; true growth comes from continuous practice and accepting imperfections. Hurley shared how she prioritizes meaningful experiences over conventional professional obligations, such as her decision to promote her book in a way that feels authentic to her, rather than adhering to traditional book tour expectations.

Hurley left attendees with a final thought: to reflect on their personal desires, prioritize self-care, and treat themselves with love and gentleness. The session served as a powerful reminder that authenticity and well-being are the cornerstones of a truly fulfilling life, both personally and professionally.

Lead With a Story: The Power of Vulnerability and Authenticity in Leadership

Tue, 16 Sep 2025 11:56:04 GMT

In a world filled with digital noise, how can leaders cut through the clutter and truly connect with their teams? The answer, as highlighted in a recent Intentional Conversations Vodcast between Dr. Nika White and Charlotte Otter , lies in the power of storytelling, vulnerability, and intentional action.

The Art of Storytelling

We often hear that storytelling is a powerful tool, but Dr. White and Charlotte Otter explained how it's more than just a technique—it's a way to foster empathy and bridge divides. Stories remind us of our shared humanity, helping leaders connect on a deeper level. This is particularly crucial in a digital world where authentic human connection can get lost.

Otter, a former crime reporter and now a novelist and executive communications leader, knows the power of a good narrative firsthand. She emphasized that a leader's ability to share their personal journey—including the challenges and lessons learned—is a key component of building trust and inspiring change.

The Importance of Vulnerability

The idea of a perfect, stoic leader is an outdated stereotype. Dr. White and Otter both spoke passionately about how vulnerability is not a weakness but a cornerstone of effective leadership. Leaders who are willing to be open and authentic create a safe space for their teams to do the same. This doesn't mean airing all your personal issues, but rather showing your humanity and being real.

Otter shared how her past as a crime reporter taught her about the importance of being open to feedback and embracing authenticity. This is true for all leaders, especially those from diverse backgrounds who can leverage their unique experiences to enhance their leadership effectiveness.

Learning to Be a Better Leader

So, how does a leader put these ideas into practice? Otter offered valuable insights through the concepts of single-loop and double-loop learning.

Single-loop learning is when you simply fix a problem without looking at your own role in it. For example, if a project fails, a single-loop leader might blame a team member or a flawed process.
Double-loop learning is more reflective. A double-loop leader would ask, "What did I do or not do that contributed to this outcome? How can I change my behavior to improve the process next time?"

This type of reflective thinking is crucial for a culture of continuous improvement. According to Otter, this requires leaders to be intentional about their actions and align them with their core values.

Communication and Authenticity

A key takeaway from the discussion was the critical role of communication, particularly for middle managers. These individuals are often the vital link between senior leadership and employees, and they need to be empowered with strong communication skills to prevent breakdowns and enhance understanding.

Otter also challenged the stereotype that leaders must be extroverted. She argued that effective communication is not about who speaks the loudest but who communicates with intention. An authentic, vulnerable leader—whether an introvert or an extrovert—can be incredibly effective by simply being genuine and open to feedback.

In the end, it all comes back to integrity. Leaders must align their values with their actions. By telling their stories and embracing vulnerability, they can build trust, inspire their teams, and create a legacy of impactful leadership.

Growth Isn't Just External - It's Emotional.

Thu, 04 Sep 2025 17:50:35 GMT

We often hear about growth in terms of metrics: market share, revenue, team size. And while these external indicators are certainly vital, I'm here to challenge a pervasive narrative within leadership – one that often overlooks the equally, if not more, critical dimension of internal, emotional growth. As leaders, how we grow is just as important as how fast we grow.

In the fast-paced world of business, it's easy to get caught up in the relentless pursuit of "more." More clients, more projects, more profit. But what about more presence? More patience? More self-awareness? These are the hallmarks of emotionally regulated leadership, and they are, in my view, the bedrock of sustainable success.

The Overlooked Foundation: Emotional Regulation

Emotional regulation isn't about suppressing feelings; it's about understanding and managing them effectively. It's the ability to pause, reflect, and choose a thoughtful response rather than reacting impulsively. This might sound like a "soft skill," but its impact on a team and an organization is profoundly tangible.

Consider the ripple effect of a leader who is genuinely emotionally regulated:

Calmer Waters in a Storm: When challenges arise, an emotionally regulated leader doesn't panic. They provide a steady hand, inspiring confidence and clarity in their team.
Stronger, More Resilient Teams: When leaders model emotional intelligence, they foster an environment where team members feel safe to express themselves, make mistakes, and learn. This builds trust and psychological safety, crucial for innovation and problem-solving.
Improved Decision-Making: Emotions can cloud judgment. A regulated leader can step back from immediate feelings to assess situations objectively, leading to more strategic and effective decisions.
Enhanced Relationships: Both internally with your team and externally with clients and partners, emotional regulation builds stronger, more authentic connections. People gravitate towards leaders who are consistent, empathetic, and composed.
Sustainable Well-being: For the leader themselves, emotional regulation is a powerful tool against burnout. It allows for healthier processing of stress and setbacks, promoting long-term resilience and well-being.

Join the Conversation: Emotionally Regulated Leader CoP

Here in Greenville, South Carolina, and beyond, it's time we collectively elevate the conversation around what truly constitutes leadership growth. It's not just about the numbers; it's about the depth of our character, the strength of our emotional fortitude, and the positive impact we have on those around us.

If you're a leader committed to this deeper, more holistic form of growth, I invite you to connect with our Emotionally Regulated Leader Community of Practice (CoP). This is a space where we share insights, challenges, and strategies for cultivating the internal strength that powers external success. Let's champion a new era of leadership where emotional intelligence is not just valued but actively cultivated and celebrated.

Because true growth, the kind that lasts and truly transforms, is always, profoundly, emotional.

Visit www.nikawhite.com to learn more about The Emotionally Regulated Leader CoP and how to join.

Embracing Greatness: An Intentional Conversation with LaShawn Davis

Fri, 29 Aug 2025 15:09:39 GMT

In a recent episode of the Intentional Conversations Vodcast, Dr. Nika White sat down with LaShawn Davis , a culture strategist and founder of the HR Plug, for an unforgettable discussion about greatness, authenticity, and leadership. Davis, author of the book At the Pinnacle of Greatness, shared her insights into how to transform workplace practices and empower individuals to embrace their true selves.

Here are some of the biggest takeaways from the conversation.

Moving Beyond Hustle Culture

Davis argues that we need to move past the traditional hustle culture that often equates a person's worth with their job title or success. Instead, she encourages people to recognize their inherent greatness, believing that our greatest challenges often point us toward our true calling. Dr. White agreed, noting that this mindset applies to both corporate professionals and entrepreneurs alike.

The Eagle and the Crow

Emotional resilience is key to success. Davis illustrated this point using the metaphor of an eagle and a crow. The crow, a persistent scavenger, often bothers the eagle, but the eagle simply soars higher until the crow can no longer follow. Davis said we should handle our naysayers the same way, focusing on our own success and not giving attention to those who try to bring us down. Dr. White shared this sentiment, emphasizing the need to control our reactions to external negativity.

The Unplugged Experience

Davis shared insights about the Unplugged experience, which started during the COVID-19 pandemic, to help HR professionals find support and community. The event encourages attendees to look beyond their professional roles and focus on personal growth. Dr. White highlighted the value of these spaces, especially during challenging times in the workplace, and how they provide a safe place for professionals to connect and grow.

Redefining Professionalism

The conversation also tackled the topic of redefining professionalism in the workplace. Davis advocates for focusing on an individual's abilities rather than appearance. She and Dr. White stressed the importance of authenticity and personal connections in professional settings, showing how being true to yourself can lead to better outcomes.

Authentic Leadership and Self-Discovery

To round out the discussion, the two leaders discussed the importance of self-discovery and its impact on leadership. Davis shared that understanding and articulating one's own identity is crucial for authentic leadership. She also identified three leadership styles—visionary, alignment, and execution—and encouraged people to find their dominant style to clarify their purpose. Dr. White reinforced that leadership isn’t just about a title; it's about the influence you have on others.

Davis wrapped up the conversation with a powerful quote about self-acceptance, encouraging listeners to recognize their worth and not force themselves into unwelcoming situations. The conversation served as a powerful reminder to invest in yourself and be your most authentic self.

An Intentional Conversation on the Art of Networking: Building Authentic Connections in Business

Fri, 29 Aug 2025 15:06:49 GMT

In a recent episode of Intentional Conversations Vodcast, Dr. Nika White welcomed guest co-host Gisele Marcus , an accomplished speaker and executive with a Harvard MBA and extensive global experience. The episode unpacked the crucial topic of networking and building genuine, authentic relationships in the business world.

More Than a Handshake: The Power of Authentic Relationships

Gisele shared her journey, highlighting a pivotal expatriate assignment where she learned the importance of staying visible with mentors and sponsors. This led to an astonishing 11 job opportunities upon her return to the U.S. Her story underscores a key takeaway: authentic networking is about creating a two-way street. It's not just about what others can do for you, but how you can build a mutually beneficial relationship based on genuine connection, a stark contrast to the transactional approaches often seen on platforms like LinkedIn.

Dr. White connected with this idea, sharing a personal anecdote about her daughter's engagement, which came about through a family connection. Both stories serve as a powerful reminder that relationships built on trust and visibility are invaluable.

Networking in the Digital Age: Strategies for LinkedIn and Beyond

In today's hybrid world, networking extends far beyond in-person events. Gisele offered practical advice for navigating this landscape, starting with LinkedIn. She advises being intentional about your connections, always introducing yourself with context, and seeking out commonalities to make interactions more meaningful. For those with a large network, she suggests being selective and using social media strategically to expand your platform.

For introverts, networking can feel daunting, but Gisele offered valuable tips. They recommend approaching people who are alone at events, having a plan before you go, and taking breaks to recharge. Gisele also shared her own practice of offering both one-on-one and group networking options to make herself more available.

Making Networking Work for You

Both speakers shared powerful examples of networking in action. Gisele recounted a chance Zoom conversation that led to a speaking invitation at a major international conference. Dr. White shared her experience organizing a networking event called "Net Night," where she trained "connectors" to help shy attendees feel more comfortable.

They also discussed the importance of being observant and proactive. Gisele stressed the value of understanding the purpose of every meeting and being upfront about your intentions. She and Dr. White both agree that networking isn't about collecting business cards; it's about building meaningful connections that can lead to unexpected opportunities and lasting professional relationships.

Final Thoughts

Whether you're an introvert or an extrovert, in a virtual meeting or a bustling conference, the core of successful networking remains the same: it's about being authentic and building relationships. By being intentional, proactive, and genuinely interested in others, you can create a network that supports your goals and contributes to your career longevity.

Burnout by Budget: How Financial Stress Creates Emotional Fragility in Leaders & What to Do About It

Mon, 18 Aug 2025 13:46:14 GMT

In today’s dynamic business landscape, leaders face a constant barrage of challenges. While market shifts and competitive pressures are often top of mind, a less visible yet equally potent threat is silently eroding leadership capacity: financial stress. The anxiety stemming from budget constraints, cash flow concerns, and the ever-present question of financial sustainability can seep into every aspect of a leader's life, ultimately leading to emotional fragility and burnout.

The Credit Card Conundrum for Small Businesses

Adding to this financial pressure is the timely issue of credit card usage among small businesses. For years, attractive rewards programs and high credit limits have made business credit cards a seemingly convenient solution for managing expenses and even fueling growth. However, with interest rates remaining high and traditional small business loan options becoming increasingly limited, many are now facing a challenging reality. Are small businesses inadvertently ensnared by the allure of easy credit, only to be burdened by high rates and restrictive terms? This situation underscores the critical need for careful financial management and exploring alternative financing strategies to avoid the pitfalls of relying heavily on credit cards for growth.

The Cognitive Cost of Financial Strain

Financial worries do more than just keep leaders up at night. They directly impact executive function, the very cognitive skills needed for effective leadership. When preoccupied with financial survival, leaders experience diminished clarity, impaired decision-making, and a significant reduction in strategic focus. The mental bandwidth consumed by navigating financial uncertainty leaves less capacity for innovation, team development, and long-term vision.

This constant state of financial pressure often fosters a scarcity mindset, where fear and limitation dominate thinking. Leaders operating from this perspective may become risk-averse, micromanage resources, and struggle to see opportunities for growth. This contrasts sharply with an abundance mindset, which fosters creativity, resilience, and the ability to make bold, strategic moves.

The Emotional Toll: From Anxiety to Burnout

The persistent stress of financial instability takes a significant emotional toll. It can trigger anxiety, increase irritability, and erode emotional resilience. Leaders operating in this state are more susceptible to emotional outbursts, less able to empathize with their teams, and ultimately more prone to burnout. This emotional fragility not only impacts their personal well-being but also ripples through their organizations, affecting team morale and overall productivity.

Reclaiming Leadership Through Emotional Regulation

The solution lies not just in better financial management (though crucial) but in cultivating robust self-leadership skills, particularly emotional regulation and emotional resilience. Emotion regulation is the ability to understand, manage, and respond to one's emotions in a healthy, intentional way. It's about harnessing emotions, not suppressing them.

Leaders who can self-regulate effectively are better equipped to foster psychological safety, handle conflict constructively, and make sound decisions even under stress. By strengthening their emotional regulation skills, leaders can navigate financial pressures with greater stability and clarity. This ability is foundational for building trust and modeling resilience across teams and organizations.

Great leaders don’t just manage money—they manage mindset.

Introducing Our Emotional Regulation Community of Practice (ER CoP)

At Nika White Consulting, we understand the critical link between emotional well-being and effective leadership. That's why we've developed the Emotionally-Regulated Leader: A Community of Practice (CoP), a transformative learning experience designed to enhance the emotional authority, composure, and relational capacity of leaders.

Our CoP is built on three essential pillars:

Self-Awareness, Self-Management, and Social Connection. These pillars work in tandem to support sustainable leadership and organizational health. The program provides tools to increase self-awareness and self-regulation and helps leaders build their inner capacity and reduce emotional exhaustion and reactivity.

Participants in the CoP learn to pause rather than react, communicate with intention, and create psychologically safe environments where others can thrive. As one participant shared, "I don't know how I made it as far as I have without this coaching opportunity".

Your Guide to Self-Regulation

Ready to take the first step towards stronger self-leadership and emotional resilience? Join our email subscription list today and comment, “emotional resilience,” to receive our complimentary self-regulation guide. This valuable resource is packed with practical techniques you can implement immediately to start mastering your emotional responses and leading with greater clarity and calm.

Don't let financial stress erode your leadership potential. Embrace the power of emotional regulation and build a foundation for sustainable success.

Navigating the Emotional Rollercoaster: Intentional Conversations Insights from Dr. Nika White and Mikki Bey

Tue, 12 Aug 2025 19:43:52 GMT

When we think of leadership, we often picture someone who is strong, decisive, and unflappable. But what about the inner world of a leader? The feelings, the pressures, the moments of doubt and exhaustion? In a recent Intentional Conversations Vodcast, Dr. Nika White and emotional regulation coach Mikki Bey tackled this very topic, making it clear that a leader’s emotional well-being isn't a soft skill—it’s a business-critical issue.

Mikki Bey's own story is a powerful testament to this truth. As a Vice President in the pharmaceutical industry, she experienced a rapid rise to success, but it came with a heavy price. Juggling the immense pressure of her corporate role with the stress of her child's health challenges pushed her to a breaking point. Ultimately, she made the courageous decision to step away from her career to prioritize her mental health and well-being while tending carefully to her son. This personal journey led her to discover her purpose: empowering women to put their internal environment first.

The Power of Emotional Regulation in Leadership

Both Dr. White and Mikki emphasized that emotional regulation is a non-negotiable for effective leadership. Mikki shared her belief that emotions are simply energy carrying essential messages, and suppressing them can be detrimental to both the individual and their team. Leaders who are self-aware and understand their emotional triggers are better equipped to prevent burnout and create healthier, more supportive workplace cultures. This self-awareness isn't just about managing your own feelings—it’s about fostering a culture of co-regulation, where team members feel safe and supported.

So, how can leaders and individuals begin to regulate their emotions? The conversation offered several practical strategies:

"Name It to Tame It": Mikki introduced this simple but effective technique. By simply acknowledging and naming a strong emotion, you can begin to lessen its power over you.
Journaling for Self-Expression: Journaling was highlighted as a powerful tool for processing feelings without the pressure of having to present a perfect version of yourself.
Distinguishing Between Threat and Discomfort: Dr. White offered a key insight, encouraging people to pause and ask themselves: "Am I truly in danger, or am I just uncomfortable?" This distinction is crucial for managing emotional responses and preventing overreactions.
The Importance of Community: High achievers often isolate themselves, especially when facing challenges. Mikki stressed that finding a supportive community is essential for emotional safety and co-regulation, helping people move through their struggles with the support of others.

Coaching, Therapy, and Embodiment

Mikki also clarified the distinction between her role as a coach and that of a therapist. She explained that while therapy often addresses past traumas and mental health, her coaching is focused on optimizing one's present self and future outcomes. She also noted that coaching and therapy are often complementary, with many of her clients engaging in both practices.

The conversation also addressed the transformative power of embodiment—the process of stripping away old programming, consciously choosing the person you want to become, and living in the belief that you are that person. Mikki shared how she lost 110 pounds by identifying as a healthy woman, which in turn led to healthier choices and behaviors. This powerful example underscores the idea that by narrating a new story and acting as if your desired identity is already real, you can begin to transform your life.

Ultimately, the conversation between Dr. White and Mikki Bey served as a vital reminder that our emotional world is not separate from our professional one. By prioritizing emotional well-being, leaders can not only create a more fulfilling life for themselves but also build more productive, resilient, and compassionate teams.

What strategies have you found effective in managing your own emotional well-being?

Beyond the Job Description: An Intentional Conversation on Belonging, Vulnerability, and Leadership with Dr. Roz Cohen

Fri, 08 Aug 2025 19:08:37 GMT

Recently, Dr. Nika White and Dr. Roz Cohen had a conversation that explored what it truly takes to build an engaging, inclusive, and thriving workplace. Their discussion went beyond surface-level solutions, diving into the core elements that create a sense of belonging and drive organizational success.

The Journey to People-First Leadership

Dr. Roz Cohen's path to becoming a chief people officer is a testament to the idea that a career isn't always a straight line. She began with aspirations of becoming a doctor, but a difficult organic chemistry class led her to pivot to psychology. Her experience as a resident advisor sparked a passion for student affairs, and she eventually transitioned into finance—a field in which she had no prior experience. This diverse background, which includes earning a Ph.D., has given her a unique perspective on the importance of human-centered leadership.

The "Engagement Trifecta": Thinking, Feeling, and Belonging

One of the key concepts they explored was the engagement trifecta, which Dr. Cohen broke down into three crucial components: thinking, feeling, and belonging. While many organizations focus on the feeling of inclusivity, they often overlook the intellectual engagement aspect. Dr. Cohen emphasized that to truly engage employees, companies must critically evaluate job roles to ensure they are intellectually stimulating. This means moving beyond a simple checklist of tasks and considering how each role can provide a sense of purpose and intellectual challenge.

Shared Accountability for Belonging

The conversation also highlighted the critical role of shared accountability in creating a workplace where everyone belongs. Dr. White noted that fostering a culture of respect and inclusion isn't just the responsibility of leadership—it's a shared effort. Dr. Cohen agreed, pointing out that organizations often fail to involve employees in this process. Both leaders agreed that direct conversations about individual needs and providing recognition are essential for building a supportive and connected workplace culture.

The Power of Vulnerability in Leadership

Both Dr. White and Dr. Cohen stressed the importance of vulnerability in leadership, contrasting it with traditional authoritative styles. Dr. Cohen shared her practice of being open about what she knows and what she doesn't know, which fosters genuine dialogue and builds trust. She recounted a compelling story from an interview at Bank of America Securities. When asked a question she didn't understand, she chose to be honest and ask for clarification instead of faking it. Her honesty impressed the interviewer and underscored the power of authentic vulnerability.

The conversation also touched on the need for organizations to rethink promotion criteria. They argued that leaders should be promoted based on their ability to manage and lead effectively, not just their technical skills. By promoting individuals who are willing to be vulnerable and who prioritize psychological safety, organizations can create environments where employees feel comfortable expressing challenges and are more productive.

Beyond Culture Fit: Embracing Cultural Add

Finally, the discussion delved into the potential biases of "culture fit." Dr. White pointed out that this concept can often favor those who conform to the dominant culture, hindering diversity. Dr. Cohen suggested a more effective approach: defining culture not by personal preferences but by behaviors that align with organizational values. They advocated for a shift toward "cultural add," a concept that values and celebrates diverse perspectives, ensuring that the organization is not just a reflection of itself but a richer, more dynamic collection of people and ideas.

Ultimately, this conversation was a powerful reminder that building a great workplace requires intentional effort, open communication, and a commitment from both leaders and employees to create a culture where everyone feels they belong and can thrive.

The Enduring Power of Storytelling: Lessons from Ghana and Beyond

Tue, 05 Aug 2025 17:35:07 GMT

In a world saturated with data and an ever-increasing pace of change, the ancient art of storytelling has re-emerged as a crucial "power skill" for connection, inclusion, and influential impact. More than just entertainment, stories have the profound ability to shape perceptions, evoke emotions, and inspire action. My recent travels with my family to Ghana deeply underscored this truth, transforming abstract historical facts into a lived, palpable experience that I believe is vital for us all to acknowledge and learn from.

Echoes of History: Assin Manso Slave River

Our journey took us to the Assin Manso Slave River, a place where history echoes with unimaginable pain, resilience, and remembrance. Standing on those riverbanks, I felt the weight of generations who were forcibly taken from their homeland, many having their last bath in this river before being led to the coast and across the Atlantic. We journeyed the same path as our ancestors and did so with bare feet to honor and pay respects to their journey and strength. We touched the same water in which many of them took their last baths prior to being forced to cross the Atlantic. It was a deeply sobering experience, yet also a sacred moment of connection: honoring those who endured, those who were lost, and the unbreakable spirit that lives on through us. Traveling as a family made it even more meaningful. Together, we reflected not only on the brutality of the past but also on the power of remembering, acknowledging, and carrying forward those stories.

Through the Door of No Return: Cape Coast Castle

Further along our journey, we visited Cape Coast Castle, one of the most profound and haunting experiences of the trip. Walking through dark, narrow dungeons, where thousands of enslaved Africans were held before being forced onto ships, was beyond words. Standing before "the Door of No Return," we felt the weight of generational trauma, loss, and the resilience it took for our ancestors to survive. It wasn't just history but a sacred moment of remembrance and acknowledgment—a space where grief, reflection, and ancestral pride come together. Leaving through what's now "the Door of Return," we honored those who could not return and reaffirmed our responsibility to carry their stories, strength, and legacy forward. This visit left an indelible mark on our hearts, a reminder that remembering is an act of love and telling these stories is an act of liberation.

Storytelling as a Catalyst for DEI

This personal journey powerfully illustrates why storytelling is so critical, especially in the context of diversity, equity, and inclusion (DEI). History, as often taught, can be a selective narrative, frequently marginalizing the experiences of communities like those of enslaved Africans and Indigenous peoples whose contributions were instrumental yet often overlooked or romanticized. Storytelling offers a potent antidote to this historical injustice, allowing marginalized voices to be heard and their contributions recognized. By centering these stories, we can challenge dominant narratives and foster empathy, breaking down harmful stereotypes and promoting cultural understanding.

Stories uniquely humanize experiences, allowing individuals to reveal vulnerabilities, triumphs, and challenges, thereby creating deeper connections with others. When employees share their stories, it fosters empathy, breaks down stereotypes, and dismantles barriers, bridging different cultures, backgrounds, and perspectives. By amplifying marginalized voices, organizations can create a more inclusive narrative and challenge biases.

The Strategic Advantage of Storytelling in Organizations

Beyond individual connections, storytelling is a strategic advantage for organizations. It can transform complex ideas into compelling narratives, drive engagement, and influence decision-making. For instance, weaving narratives around data makes complex information more accessible and engaging, with 92% of business leaders and data professionals attesting to its effectiveness.

The transformative power of storytelling extends to various facets of an organization:

Enhanced Communication: Clear and concise storytelling improves both internal and external communication.
Increased Engagement: Stories captivate audiences, fostering deeper connections and better retention of information.
Improved Decision-Making: Data-driven narratives can inform strategic choices.
Stronger Brand Identity: Consistent storytelling strengthens brand identity and reputation.
Increased Innovation: Stories inspire creativity and spark new ideas.
Human Resources Innovation: Storytelling can improve employee engagement, onboarding, and performance review. It also plays a significant role in talent attraction and retention by highlighting a company's unique culture and values.

Cultivating a Storytelling Culture

Cultivating a storytelling culture requires intentional investment, including leadership buy-in and targeted training. Leaders must champion storytelling as a core competency, model behavior by actively using stories in their communications, and integrate stories into leadership decision processes. Training employees in core storytelling skills, data storytelling, visual storytelling, and cultural sensitivity is also crucial.

A Legacy of Stories

My family's journey to Ghana was a powerful reminder that some stories are not just narratives; they are living legacies that demand to be remembered and shared. By embracing storytelling, we can build bridges of understanding, foster deeper connections, and drive meaningful change within our organizations and communities. It's about recognizing the power in every individual's experience and using those narratives to create a more inclusive, equitable, and human-centered world.

Thriving Together: An Intentional Conversation Reunion Episode on Wellness, Community, and Breaking Up with Busyness

Tue, 05 Aug 2025 17:29:28 GMT

In a recent insightful Intentional Conversations Vodcast, Dr. Nika White brought together an inspiring panel of guest co-hosts: Dr. Venessa Perry , Dawn Christian , and Chelsea Williams . This intentional conversation delved beyond professional accolades, focusing on the deeply personal journeys and shared experiences that shape their impactful work. The discussion powerfully underscored the critical role of wellness, self-care, and robust community support, especially for Black women entrepreneurs navigating the complexities of business and life.

More Than Just Business: Personal Journeys and Wellness

The vodcast kicked off with warm introductions, setting a tone of genuine connection. Chelsea Williams enthusiastically shared her personal commitment to fitness, celebrating milestones like completing her first 10K and training for a half-marathon. Dr. Nika applauded Chelsea’s drive, emphasizing that wellness and self-care aren't luxuries but necessities for busy women leaders. Dr. Nika herself highlighted her investment in a walking pad, a testament to integrating physical activity even amidst demanding schedules.

This segment beautifully illustrated that true leadership extends beyond the boardroom; it's rooted in nurturing one's whole self.

Navigating Challenges and Embracing Regenerative Strength

The conversation then shifted to the unique challenges faced by Black women entrepreneurs. Chelsea bravely discussed the emotional weight that can accompany economic pressures, underscoring the vital need for self-care and strong support systems. She emphasized the importance of intentionally unplugging to recharge and plan for the future.

Dawn Christian introduced three powerful concepts: rest, resilience, and resistance. She redefined resilience, explaining it's not about enduring alone but about harnessing community support and knowing when to let go. Dr. Nika resonated deeply with this, introducing the idea of regenerative strength – a well-being-first approach to resilience that encourages self-reflection on what truly serves or depletes one's energy. Dr. Venessa Perry echoed this sentiment, highlighting her focus on supporting Black women through community and well-being initiatives, including transformative retreats.

Breaking Up with Busyness: Finding Purpose Beyond Productivity

A highlight of the discussion was Dawn Christian’s powerful message from her TEDx talk, "Breaking Up with Busyness." Dawn candidly shared her realization of being in a "relationship" with busyness, often mistaking it for purpose. She passionately advocates for understanding busyness's impact on personal well-being and introduced "The Living Room," a service designed to offer busy professionals brief, impactful moments of clarity and support. This resonated deeply with Dr. Nika, who affirmed the crucial role of prioritizing self-care in leadership.

Purposeful Leadership and the Power of Connection

Chelsea Williams also illuminated her organization's evolution, emphasizing the significance of joy and purpose in forming partnerships. Her team is dedicated to developing leaders at all levels and enhancing team dynamics, and they are now extending their focus to support small businesses and nonprofits.

The conversation culminated in a powerful discussion on the importance of community and connection for business growth. Dr. Nika highlighted the privilege of business ownership and the need for selective opportunities, particularly in challenging economic times. Dr. Venessa shared her intentional approach to networking, emphasizing the invaluable support and opportunities gained from engaging with organizations like the Greater Washington Black Chamber of Commerce.

Dawn Christian elaborated on the value of genuine connections, sharing how her involvement in various organizations has significantly contributed to her growth as a business owner. She powerfully reiterated the importance of resilience – embracing both triumphs and setbacks as part of the journey.

This vodcast served as a powerful reminder that while professional achievements are important, it's our personal well-being, our intentional connections, and our willingness to challenge societal norms around productivity that truly fuel sustainable success and joy.

Escaping the "Busyness Trap": An Intentional Conversation with Peggy Sullivan

Tue, 05 Aug 2025 17:25:44 GMT

In a world that often glorifies being constantly on the go, the recent conversation between Dr. Nika White and Peggy Sullivan, a "busyness addict in recovery," offered a refreshing and much-needed perspective on prioritizing well-being, fostering genuine connection, and redefining productivity. Their intentional dialogue, brimming with personal anecdotes and actionable strategies, illuminated the path to a more fulfilling and less frantic existence.

From Hectic to Holistic: Peggy Sullivan's Journey

Peggy Sullivan, author of "Beyond Busyness," openly shared her transformative journey from a life consumed by corporate America's relentless pace to one focused on fulfillment. Her "wake-up calls" were stark: a stress-induced heart attack and a relationship breakdown due to neglect. These pivotal moments forced her to confront the illusion that busyness equates to productivity or happiness. Dr. White applauded Peggy's recovery and emphasized the critical need for proactive measures to avoid such breaking points, highlighting the subtle signs of burnout we often overlook.

Unmasking Low-Value Activities: Reclaiming Your Time

One of the most compelling aspects of the discussion revolved around identifying and eliminating "low-value activities." Peggy shared a staggering statistic: many workers spend a third of their time in unproductive meetings. Multitasking, she asserted, is another significant drain on productivity. She advocated for a focused approach, encouraging individuals to pinpoint just one unproductive habit at a time to begin reclaiming precious hours in their week. Dr. White resonated with this, seeking further clarification on how to effectively recognize these insidious time-wasters.

A powerful example came from an entrepreneur who, overwhelmed by email volume, encouraged his team to critically evaluate the necessity of their communications. The result? A remarkable 45% reduction in emails, leading to enhanced focus and productivity. Dr. White further reinforced the simplicity of prioritizing, likening it to distinguishing between "glass and plastic balls" – some tasks are truly fragile and require immediate attention, while others can be dropped without shattering your day.

The Neuroscience of Joy: "Mojo Making" for Productivity

Beyond simply cutting out the bad, the conversation delved into the power of cultivating the good. Peggy introduced the captivating concept of "mojo making" – intentional happiness rituals designed to boost morale and, surprisingly, enhance productivity. She shared her experience implementing brief dance parties and moments of joy in the workplace, which led to significant improvements in employee metrics. Dr. White enthusiastically supported this, recognizing that even small moments of joy can profoundly impact overall mood and, consequently, productivity.

Values Management: A New Paradigm for Well-being

Moving beyond traditional time management, the speakers explored "values management," emphasizing core values such as self-care, growth, human connection, and authenticity. Peggy highlighted how these values contribute not only to personal fulfillment but also to workplace performance. Dr. White deeply connected with these ideas, underscoring the importance of energy management and the vital role of authentic human connections in fostering a thriving work environment.

Doing Less for More: The Counterintuitive Truth

Dr. White's inquiry into surprising findings from Peggy's research for "Beyond Busyness" revealed a counterintuitive truth: society's belief that "more is better" often leads to less happiness and productivity. Peggy's research indicated that being intentional and actually doing less can unlock greater fulfillment and efficiency. She challenged listeners to embrace this mindset shift, noting that many who do report gaining extra hours in their week for truly meaningful activities.

The intentional conversation between Dr. Nika White and Peggy Sullivan serves as a powerful reminder that true productivity isn't about how busy we are, but how intentional we are. By recognizing the signs of burnout, eliminating low-value activities, cultivating joy, and aligning our actions with our core values, we can escape the busyness trap and create a life that is not only productive but also deeply fulfilling.

Navigating Leadership with Self-Awareness and Emotional Mastery: An Intentional Conversation with Valarie Sandjivy

anum@nikawhite.com (Nika White) — Mon, 21 Jul 2025 12:47:06 GMT

In a recent Intentional Conversations Vodcast episode, Dr. Nika White welcomed a truly inspiring guest co-host, Valarie Sandjivy , a leadership mentor and business coach with over two decades of experience. Their discussion dove deep into the nuances of modern leadership, highlighting the critical roles of self-care, emotional mastery, and adaptability in achieving actual high performance.

A Journey of Growth and Challenging Fears

Valarie's unique approach to life and personal growth captivated listeners from the outset. With travels to over 30 countries, Valarie shared how she intentionally seeks out experiences that push her boundaries, including walking on fire and immersing herself in ice water. Dr. Nika expressed profound admiration for Valarie's commitment to personal evolution, even sharing her transformative travel experience in Ghana. This discussion set the stage for a conversation centered on embracing discomfort for growth.

From Corporate to Conscious Leadership: The Self-Care Imperative

Valarie shared her journey from the corporate world to entrepreneurship, a transition that profoundly shaped her leadership philosophy. She emphasized that effective leaders must manage complex responsibilities, guide their teams through emotional journeys, and foster growth. Dr. Nika echoed this, shedding light on the often-overlooked weight of entrepreneurship and reinforcing the absolute necessity of self-care in leadership roles.

Nurturing Your Inner World: Strategies for Well-Being

The conversation then shifted to practical strategies for personal well-being and emotional regulation. Valarie stressed the importance of nurturing the body and nervous system to manage stress effectively. She shared her experiments with silence and understanding her limits, underscoring the power of self-awareness. Dr. Nika enthusiastically agreed, highlighting the immense value of emotional regulation and the profound clarity from simply sitting in silence.

Embracing Life's Cycles: The Power of Adaptability

One of the most compelling points of the discussion was Valarie's insight into adapting to life's cycles. She emphasized that just as nature experiences seasons and daily rhythms, individuals and businesses must learn to adjust to these inherent cycles to thrive and avoid collapse, especially in an era of rapid change like the rise of AI. Valarie beautifully used the metaphor of flowers growing through concrete to illustrate the resilience and adaptability required to navigate these shifts successfully.

Beyond Emotional Intelligence: The Path to Emotional Mastery

Dr. Nika and Valarie then delved into the crucial concepts of self-leadership and emotional mastery for executive roles. Valarie explained that leaders must be acutely aware of their emotional triggers and meticulously manage their responses to maintain professionalism. She made a clear distinction, asserting that emotional mastery goes beyond mere emotional intelligence; it demands a deeper understanding and processing of one's emotions without projecting them onto others.

High Performance: Presence Over Overdoing

The discussion on emotional mastery naturally led to a deeper exploration of high performance in leadership. Dr. White highlighted that emotional regulation involves acknowledging emotions and utilizing various tools for effective management. Valarie added a crucial nuance: high performance isn't about overdoing or constant striving, often leading to burnout. Instead, it stems from being fully present in the moment.

Grounded Growth: Intentional Conversations for Transformation

As the conversation drew to a close, Dr. Nika and Valarie explored the concept of meaningful transformation for leaders and organizations in our ever-changing world. Valarie underscored the significance of staying grounded and emphasized the need for leaders to engage in intentional conversations about growth and innovation, with themselves and their teams. Valarie generously offered a free leadership assessment to further support leaders on their journey, designed around foundational pillars for effective leadership.

This "Intentional Conversation" with Valarie Sandjivy was a powerful reminder that authentic leadership extends beyond strategy and execution. It's deeply rooted in self-awareness, emotional intelligence, and the courage to engage in the intentional work of personal growth and well-being.

Securing Your Legacy: An Intentional Conversation on Estate Planning, Guardianship, and Business Succession with Robyn Hicks-Guinn

anum@nikawhite.com (Nika White) — Fri, 11 Jul 2025 16:40:20 GMT

Dr. Nika White Consulting recently hosted a powerful and poignant conversation featuring Dr. Nika White and special guest co-host Robyn Hicks-Guinn , founder of Hicks Guinn Law LLC. The discussion delved into the often uncomfortable but critically important topics of estate planning, guardianship, and business succession, offering invaluable insights for individuals and entrepreneurs alike.

A Lawyer's Journey: Empathy Born from Experience

Robyn Hicks Guinn shared her deeply personal journey into law, revealing that her motivation stemmed from her own experiences with significant loss. This foundation has shaped her empathetic approach, particularly in estate planning. Robyn is committed to making legal services accessible to everyone, predominantly low-income and minority clients. She does this through dedicated pro bono work and sliding scale fees, viewing her practice as a ministry. As an African American woman attorney, Robyn noted that clients often seek her out due to shared backgrounds, fostering a crucial sense of trust and understanding in sensitive legal matters. This highlights the importance of diversity in the legal profession in building trust across various communities.

The Unspoken Truths of Estate Planning

The conversation illuminated the emotional challenges families face when confronting estate planning. Robyn emphasized the barriers that prevent people from engaging in these essential conversations. Many misconceptions surround estate planning, and a key takeaway was the importance of initiating these discussions early. By educating clients, Robyn aims to empower them to navigate their estate planning needs effectively, ensuring their wishes are honored and their families are protected.

Charting the Future: Business Succession Planning

For entrepreneurs, the discussion shifted to the critical necessity of proactive business succession planning. Dr. Nika and Robyn outlined crucial questions business owners should consider, such as their retirement goals and who might take over the business, whether family members or trusted employees. They stressed the importance of not assuming children will want to inherit the business, and the risks associated with failing to plan. These risks can include the potential loss of business value and significant client impact. Dr. Nika even shared personal insights about her family's business dynamics, reinforcing the need for open discussions to ensure a smooth transition and safeguard family interests while maintaining business continuity.

Navigating Guardianship and Probate with Care

The emotional toll of guardianship and probate cases on families was a central theme. Robyn meticulously outlined the estate administration process and the vital role of legal documents, such as a health care power of attorney, in avoiding guardianships. The growing significance of guardianships in the context of deportation and the need for Medicaid and Medicare planning were also addressed, highlighting the evolving complexities of these legal areas. Robyn continuously stays updated on state law changes through teaching courses and community seminars, ensuring her knowledge of relevant issues is current.

Beyond the Law: Balancing Passion and Profession

A powerful discussion segment touched on the importance of personal passions in maintaining professional balance. Robyn shared how activities like triathlons, cooking, and traveling play a crucial role in managing the demands of her legal profession. Engaging in these activities helps her "reset and recharge," allowing her to better support families during difficult times better.

Taking Proactive Steps for Your Future

The session concluded with a strong encouragement for participants to seek consultations with local attorneys, reinforcing a community-oriented approach to these critical legal topics. Robyn emphasized the importance of taking proactive steps, such as seeking free consultations and attending informative seminars.

Estate planning, guardianship, and business succession aren't just legal necessities; they are acts of love and responsibility that secure your legacy and protect your loved ones. Don't wait until it's too late – start these conversations today.

For more information or to connect with Robyn Hicks Guinn, you can reach out to Hicks-Guinn Law LLC. While this blog provides general insights, it's essential to consult with a qualified attorney for advice tailored to your specific situation.

Navigating Today's Complexities: An Intentional Conversation with Dr. Carleen Carey

anum@nikawhite.com (Nika White) — Tue, 08 Jul 2025 18:25:55 GMT

Dr. Nika White recently had an insightful conversation with Dr. Carleen Carey , a distinguished educator with 15 years of experience in K-12 and higher education, specializing in diversity, equity, and inclusion. Dr. Carey, who currently teaches literature at the University of Maryland Global Campus, brought a wealth of knowledge and a unique perspective to various pressing topics. This engaging dialogue, characteristic of Dr. Nika White's flexible approach, allowed for an organic flow, exploring critical issues impacting our communities and future.

From Global Tensions to Local Realities: Addressing Pressing Issues

The conversation between Dr. White and Dr. Carey touched on significant political issues, including concerns about leadership disconnects and the implications of recent legislative changes. They expressed concerns about how international conflicts, even those far from home, directly impact everyday Americans, notably through rising gas prices. This segment underscored the interconnectedness of global events and local realities, reminding us all of the broader forces at play in our daily lives.

The Heart of Education: Challenges, Equity, and Hidden Histories

Dr. Carleen Carey's passion for education, rooted in the rich cultural heritage of Black women educators, shone brightly throughout the discussion. She reflected on her background, including her impactful role in managing the agriculture program at Baltimore City Schools, which provided hands-on learning experiences and highlighted the healing benefits of nature. Dr. Nika White engaged with Dr. Carey on the significance of emotional regulation and community support within educational settings.

The conversation deeply explored educational challenges, particularly those exposed during the sudden shift to remote learning amidst the pandemic. Dr. Carleen highlighted the significant inequities faced by students with disabilities, emphasizing the urgent need for adequate resources and comprehensive teacher training to accommodate diverse learning needs. They also discussed immigrant families' challenges adapting to the American educational system.

A fascinating aspect of the discussion involved the "Hidden Histories" initiative. Dr. Carleen shared her aim to educate individuals about underrepresented historical narratives, focusing on Native American history. Dr. Nika White praised the initiative for addressing the lack of comprehensive historical education and the need for open discussions about these crucial yet often overlooked perspectives in American history. Both speakers acknowledged the profound significance of understanding diverse perspectives for a more complete historical understanding.

The Ethical Frontier: AI, Literature, and Critical Thinking

The dialogue explored the complex ethical considerations surrounding Artificial Intelligence (AI), particularly its impact on education and employment. Dr. Carleen highlighted her research on Black girls' identity formation through literature and critiqued the reliance on AI in recruitment processes, noting its potential to create barriers for job seekers. Dr. Nika and Dr. Carleen stressed the importance of critical thinking and responsible AI use, particularly as students can often discern when AI has evaluated their work versus a human.

Literature emerged as a powerful tool for fostering equity and healing. Dr. Carleen emphasized how literature provides multiple perspectives, helping students recognize their limitations in understanding and empowering them to navigate contemporary issues. She shared experiences in teaching, particularly focusing on historical figures like Fannie Lou Hamer, to empower students in shaping their own narratives. The discussion truly underscored the role of diverse narratives in literature and education in helping students navigate a complex world.

Beyond the Professional: Personal Joys and Authentic Leadership

Beyond the weighty topics, a delightful moment of personal connection emerged as Dr. Carleen revealed her interest in collecting antique sewing machines, which she enjoys restoring and using. She highlighted the joy these machines bring her and shared her experiences of discovering them in thrift stores. Dr. Nika White expressed her appreciation for Dr. Carleen's passion, emphasizing the importance of finding joy in daily habits amidst challenging global events – a powerful reminder for us all.

The intentional conversation concluded with Dr. Nika White expressing gratitude to Dr. Carleen S. Carey for her invaluable insights. Dr. Nika also announced the launch of Dr. Carey's new LinkedIn newsletter, "Holy Leading," which aims to promote authenticity in leadership – a fitting end to a discussion rich in thoughtful reflection and forward-looking perspectives.

Intentional Conversation with Dr. Joel Pérez: Leading with Cultural Humility and Inclusivity

anum@nikawhite.com (Nika White) — Fri, 20 Jun 2025 16:03:08 GMT

In today's rapidly evolving professional landscape, effective leadership demands more than just traditional skills; it requires a deep commitment to cultural humility and inclusivity. This blog post explores key insights from a recent "Intentional Conversations" vodcast episode featuring Dr. Nika White as host and guest Dr. Joel Pérez , author of "Dear White Leader." We'll delve into their discussion on fostering belonging and psychological safety, the continuous journey of self-awareness, the power of curiosity, and the crucial business imperative of creating truly inclusive environments.

Dr. Joel Pérez: Championing Cultural Humility in Leadership.

Dr. White and Dr. Pérez unpacked the concept of cultural humility, positioning it as a critical element in modern leadership, far beyond traditional diversity approaches. Dr. Pérez defined it as fostering belonging and psychological safety within organizations. He highlighted its key characteristics, contrasting it with the more static idea of cultural competence and stressing the importance of empathy and emotional understanding for effective leadership. For Dr. Pérez, cultural humility is a continuous journey that begins with self-awareness, actively addresses power imbalances, and ultimately promotes organizational change.

The Lifelong Journey of Cultural Humility and the Power of Curiosity

Dr. Pérez shared insights from his coaching program, "Culture, Humility, Coaching," specifically designed to enhance diversity, equity, and inclusion skills among leaders. He stressed that cultural humility is not a destination but a continuous process that leaders must embody in all aspects of their lives. Dr. White powerfully reinforced the significance of curiosity in this journey, advocating for leaders to ask open-ended questions and genuinely seek understanding.

The conversation also touched upon the challenges of addressing privilege. Dr. White emphasized the importance of knowing one's audience in communication and constructively acknowledging privilege not as a source of shame but as a resource for helping others. This perspective resonated deeply with Dr. Pérez's views, showcasing a shared understanding of how privilege can be leveraged for positive impact.

Practical Strategies for Cultivating Self-Awareness and Community Support

The discussion offered practical strategies for leaders to foster self-awareness and build community support. Dr. Pérez outlined three key areas: recognizing personal biases, understanding one's own identities, and developing awareness of others. He stressed the importance of honest feedback and reflective practices in enhancing self-awareness and the crucial need for community support throughout this journey.

Dr. Pérez also highlighted the detrimental effects of poor listening habits, advocating for leaders to cultivate curiosity and deep listening skills. He recommended asking open-ended questions about decision-making processes and providing feedback in a nurturing manner. Dr. White added that aligning activities at the start of meetings can significantly enhance presence and engagement.

The Business Imperative of Belonging

Dr. White and Dr. Pérez powerfully articulated the financial benefits of creating inclusive environments. Dr. Pérez cited research demonstrating that fostering a sense of belonging can lead to substantial cost savings, particularly in talent retention. While acknowledging that some organizations may resist change, he emphasized that incremental improvements could yield significant long-term returns on investment.

The session concluded with a call to action for participants to continue engaging with the shared resources and to collaborate with others in their personal and professional growth journeys. Dr. Pérez underscored the significance of community in leadership and personal development, encouraging individuals to engage with peers and discuss his book to deepen their understanding.

What steps can you take today to cultivate cultural humility in your leadership journey?

Intentional Leadership, AI Collaboration, and the Power of Embodiment: A Conversation with Dr. Nika White and Sylvia Rohde-Liebenau

anum@nikawhite.com (Nika White) — Thu, 19 Jun 2025 12:53:38 GMT

A recent compelling dialogue featured Dr. Nika White and Sylvia Rohde-Liebenau , who joined Dr. White as a guest co-host. Their conversation, spanning continents with Sylvia calling in from Girona, Spain, near Barcelona, seamlessly explored critical themes: intentional leadership, the evolving role of AI, and the profound impact of embodiment in today's world.

Intentional Leadership and AI Collaboration:

Dr. White introduced Sylvia by highlighting her expertise in leadership and executive coaching, particularly her focus on emotional and body intelligence. Sylvia's passion for intentional leadership resonated deeply, and she articulated a coaching approach uniquely informed by her background as an artist and dancer. She emphasized the enduring importance of human qualities in an era increasingly shaped by AI and automation. This led to a discussion about responsible AI initiatives.

Artistic Leadership in Coaching:

Sylvia, based near Barcelona, shared her journey, which included a career path through international relations, finance, and HR before she found her calling in independent leadership coaching three years ago. Her unique approach infuses her lifelong passion for dance, acting, and the arts into her coaching methodology. She described how this artistic and embodied perspective brings a fresh dimension to coaching and communication. Sylvia's experience highlights the value of creative perspectives within corporate and organizational settings.

Power Sharing for Better Outcomes:

The discussion shifted to the crucial concept of power. Sylvia offered a nuanced definition, distinguishing between the illusion of power from position or control and the true capability to achieve intended outcomes. Her emphasis on sharing power as both a humane and strategically sound approach was particularly thought-provoking. Sylvia argued that clinging to power can be detrimental, weakening societies and diminishing individual potential. Recognizing that power is not the exclusive domain of any single group and actively choosing to share it can lead to more effective and equitable outcomes.

Embodiment in Leadership: Presence and Connection:

Sylvia passionately discussed the significance of embodiment in leadership. She explained that being truly present in one's body fosters greater authority, enhances emotional regulation, and deepens connection with others. She shared practical examples of how embodiment practices, such as movement and meditation, can equip leaders to respond with greater calm and clarity, especially in challenging situations. The conversation also touched upon the crucial role of emotional expression in leadership. Sylvia emphasized that vulnerability and honest communication about emotions can build trust and foster stronger relationships, without requiring leaders to overshare.

Embodiment in Leadership and DEI:

Building on the theme of embodiment, Sylvia explored its intrinsic link to diversity, equity, and inclusion (DEI). She shared examples of how coaching incorporating embodiment practices can help leaders connect with their authentic selves and embrace their unique power. The upcoming retreat in Spain, focused on practical embodiment for leadership, promises to be an invaluable opportunity for those seeking to deepen their understanding. The overarching message was clear: self-awareness, a strong sense of identity, and the ability to remain calm and present are fundamental to effective leadership and the successful implementation of DEI initiatives.

Final Thoughts:

This conversation between Dr. Nika White and Sylvia Rohde-Liebenau offered a rich tapestry of insights, connecting seemingly disparate fields like AI and art to the core principles of intentional and embodied leadership. It served as a powerful reminder that true leadership in today's complex world requires not only strategic thinking but also a deep understanding of human connection, the willingness to share power, and the ability to be fully present – in mind, body, and spirit.

A Deep Dive into Community, Mental Health, and Systemic Racism: Intentional Conversation with Dr. Ingrid Waldron

anum@nikawhite.com (Nika White) — Wed, 11 Jun 2025 15:46:09 GMT

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.

Beyond the Boardroom: How Storytelling Cultivates Thriving Communities of Practice

anum@nikawhite.com (Nika White) — Thu, 05 Jun 2025 18:20:32 GMT

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.

Boldly Speaking: How Underestimated Professionals Can Rise and Thrive

anum@nikawhite.com (Nika White) — Thu, 05 Jun 2025 17:55:06 GMT

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.

Diving Deep into Intentional Diversity and Inclusion with Dr. Nika White and Elise Ahenkorah

anum@nikawhite.com (Nika White) — Wed, 28 May 2025 17:18:00 GMT

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.

Finding Purpose Beyond the Paycheck: An Intentional Conversation with Kelley Cornish

anum@nikawhite.com (Nika White) — Wed, 14 May 2025 12:42:18 GMT

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.

Beyond the Surface: Unpacking Competency Checking and the Fight for Equity: An Intentional Conversation with Shari Dunn

anum@nikawhite.com (Nika White) — Thu, 08 May 2025 18:02:44 GMT

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.

Cultivating Connection and Growth: The Power of Community of Practice in Leadership and Learning

anum@nikawhite.com (Nika White) — Wed, 30 Apr 2025 16:25:18 GMT

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 Your Footing: Resilience, Joy, and Purpose in Uncertain Times - An Intentional Conversation with Dr. Nika White and Jil Bostick

anum@nikawhite.com (Nika White) — Wed, 30 Apr 2025 16:10:01 GMT

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.

Navigating the Chaos: An Intentional Conversation with Amri B. Johnson on Inclusion and Action

anum@nikawhite.com (Nika White) — Wed, 16 Apr 2025 15:11:50 GMT

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.

From Muscle Cars to Whistleblowing: Dr. Kim McLear's Journey of Intentionality and Courage

anum@nikawhite.com (Nika White) — Wed, 16 Apr 2025 15:08:00 GMT

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.

Beyond the Baseline: An Intentional Conversation with Dr. Nika White and Tommi Paris on Leadership, DEI, and the "Brutiful" Truth

anum@nikawhite.com (Nika White) — Thu, 03 Apr 2025 16:18:32 GMT

In a compelling and insightful conversation, Dr. Nika White recently welcomed guest co-host Tommi Paris , a seasoned Diversity, Equity, Inclusion, and Belonging (DEIB)consultant with an impressive 15 years of experience across diverse industries. Tommi, who also boasts a former NCAA Division One women's basketball referee background, immediately brought a unique and engaging perspective to the discussion. Adding a touch of personal flair, Tommi shared her passion for pickleball, encouraging everyone to try the increasingly popular sport.

However, the heart of their dialogue delved into the rich intersection of Tommi's journey in basketball and her profound work in DEIB.

From the Court to Cultivating Change: Tommi's "Brutiful" Path

Tommi eloquently traced her path from playing basketball at Furman University to the world of officiating and, ultimately, to her impactful career in DEI. A recurring theme in her narrative was the power of saying "yes" to opportunities that resonated with her identity and values. For Tommi, both officiating and DEI work are deeply personal endeavors fuelled by a commitment to fairness and creating inclusive environments.

She offered a powerful reflection on the emotional landscape of this work, using Glennon Doyle’s term "brutiful" to describe the inherent paradox of doing work you deeply care about, which can be both incredibly rewarding and, at times, profoundly challenging. This honest acknowledgment resonated deeply, highlighting the emotional labor often involved in driving meaningful change.

The conversation naturally transitioned to how Tommi's experience as an NCAA basketball referee has shaped her approach to conflict resolution in her current role as a DEIB consultant.

Navigating Chaos: Parallels Between Referees and DEI Practitioners

Tommi drew a fascinating parallel between the role of a referee and that of a DEI practitioner. She emphasized the referee's ability to absorb the inherent chaos of a basketball game and strive to create a sense of calm and order. She argued that this ability to navigate complex emotions and high-pressure situations is strikingly similar to the work of DEI professionals.

Key skills honed on the court, such as understanding underlying needs and values, validating different perspectives, and seeking closure even amidst disagreement, are directly transferable to navigating challenging conversations around diversity and inclusion. Tommi shared a personal experience of collaborating with a DEI leader who held differing viewpoints but consistently demonstrated respect and acceptance, showcasing the potential for mutual understanding even when perspectives diverged.

Building a Foundation of Trust: Psychological Safety and Growth Mindset

The discussion then explored the critical elements of fostering inclusive and productive environments. Dr. White and Tommi underscored the importance of acknowledging and respecting differences without judgment, emphasizing the leader's role in creating psychological safety. This safe space allows for risk-taking, open dialogue, and the crucial practice of navigating difficult conversations effectively. They stressed the need for leaders to be vulnerable and willing to take risks themselves to cultivate a culture of trust.

Expanding on this, they delved into the significance of cultivating a growth mindset within organizations. Shared learning, humility, and the operationalization of DEI at every level were highlighted as essential components. Tommi advocated for a shift in performance management, focusing on managing performance rather than solely output. Dr. White echoed this, emphasizing the need for upskilling leaders and establishing clear expectations and consequences for inclusive behaviors. Both agreed on the necessity for organizations to be more intentional and specific in their DEI strategies.

Addressing Status Differences and Embracing Organizational Readiness

The conversation further addressed the often-overlooked issue of status differences within organizations and their impact on inclusivity. Dr. White and Tommi stressed the importance of leaders taking risks and demonstrating vulnerability to disrupt existing power dynamics. They also highlighted the delicate balance between implementing programmatic activities and driving fundamental institutional change, particularly in industries resistant to transformation. The importance of implementing effective "level one" strategies to build buy-in and support for more impactful initiatives was also discussed.

Finally, they tackled the crucial aspect of organizational readiness for change. Understanding an organization's current state of readiness and anticipating potential resistance are paramount for successful change initiatives. They emphasized the need for ongoing conversations about readiness, not just at the outset of a significant change, but periodically to assess progress and adapt strategies as needed. The conversation concluded with a powerful call to action for leaders to commit to the principles of inclusive leadership as a driver for high performance and effective collaboration.

This intentional conversation between Dr. Nika White and Tommi Paris offered a wealth of valuable insights, blending personal experiences with expert knowledge. Tommi's unique background as a basketball player and referee brought a fresh and compelling perspective to the complexities of DEI work, reminding us that the ability to navigate chaos, foster trust, and embrace the "brutiful" truth are essential skills for leaders committed to building truly inclusive and equitable organizations.

Stronger Together: An Intentional Conversation with Diya Khanna on Community and Collaboration in DEI

anum@nikawhite.com (Nika White) — Thu, 27 Mar 2025 17:16:07 GMT

It was clear from the outset that this wasn't just another professional dialogue. The warmth and genuine connection between Dr. Nika White and Diya Khanna were palpable, setting the stage for an insightful and deeply resonant conversation. Dr. White, setting the tone, affectionately introduced Diya as "not only just a colleague, but she is a friend. She is a sister in the work," highlighting the strong rapport they share in the vital field of Diversity, Equity, and Inclusion (DEI).

Dr. White provided a compelling overview for those unfamiliar with Diya's impressive background. With 20 years of experience spanning profit, non-profit, and the tech industry, Diya is a global DEI Speaker, Facilitator, and Consultant. Her significant accomplishments include her pivotal role at Amazon, where she led CORE+ (Conversations on Race and Ethnicity), an annual internal conference that reached a staggering 1.3 million employees. Diya's expertise lies in developing DEI programs, strategies, and policies at scale, crafting global work plans for 14 employee resource groups, and leading crucial discussions on the future of work through an intersectional lens. Her mission is clear: to increase access and opportunity for individuals across a comprehensive spectrum of identities, from race and ethnicity to gender identity, accessibility, sexual orientation, and beyond, in every professional industry.

Diya, grounded in her experience as a DEI columnist for the Seattle Times, a board member of the Asian at Amazon Global Board, and her appointment to the Seattle Women's Commission in 2018, brought a wealth of knowledge and a deeply human-centered approach to the conversation. Her academic background, including a Bachelor of Journalism and a Master of Education with a focus on curriculum development, further solidifies her expertise in this space.

Stepping into the conversation, Diya immediately addressed a crucial aspect of DEI work: the importance of community and collaboration. "I'm so glad you brought this up," she began, acknowledging the various perspectives and competencies within the industry. Her core belief resonated strongly: "I believe that we all bring various competencies, various skills, various lived experiences, and we're stronger as a group and as a community."

This wasn't just a platitude; it was a foundational principle for the discussion that unfolded. Diya emphasized that the strength of the DEI movement lies not in individual brilliance but in collective effort. "Rather than looking at how well we show up individually, we'll never be able to do it all, right?" she wisely stated. Highlighting the complementary nature of their skills, she acknowledged Dr. White's exceptional ability to convey the importance of humanity, relationship building, and community across diverse audiences. "We're not in competition with each other, right? We're here collectively. So, let's uplift each other, and let's also be aware of where perhaps our weaknesses may be, and lean on each other so that we can lift together."

The conversation delved deeper into the nuances of collaboration, with Diya underscoring the value of respectful challenge in their partnership. Drawing on the concept of "safe places of discomfort," she highlighted that growth often occurs when individuals are willing to engage with differing viewpoints in an environment of trust and mutual respect.

Diya also brought her perspective as a Canadian, emphasizing how different cultural backgrounds can enrich the DEI landscape. "Another difference that you and I have as a Canadian, I bring a different lens. And what I've experienced being brought up in Canada may be different than what you've experienced being brought up in the US. An Asian woman, a Black woman, there are so many differences. So, instead of disregarding those differences, let's bring them all to the table." This call to embrace diverse perspectives and center on shared values was a powerful reminder of the inclusive nature of effective DEI work.

Key Takeaways and Next Steps:

The intentional conversation between Dr. White and Diya offered valuable insights for anyone engaged in or interested in DEI work. Here are some key takeaways and suggested next steps:

Embrace Differences as Strengths: Rather than viewing differences in opinion, communication styles, or lived experiences as obstacles, recognize them as opportunities for learning and growth.
Practice Thoughtful Inquiry: Cultivate the habit of asking questions to foster deeper dialogue and understanding across different perspectives.
Explore the VUCA/VICA Framework: Reflect on the VUCA framework (Volatility, Uncertainty, Complexity, Ambiguity) and consider reframing it as VICA (Vision, Understanding, Clarity, Agility) to navigate challenging times with a more proactive and positive mindset.
Cultivate Cultural Humility: Research and actively practice cultural humility in both personal and professional interactions. Remember that cultural humility is a lifelong process of self-reflection and learning. Take the time to look up the origins of the cultural humility framework, which was developed by two women of color in the healthcare space, to gain a deeper understanding of its context and significance.
Maintain Hope and Positive Energy: Acknowledge the challenges inherent in DEI work but consciously strive to maintain hope and positive energy to sustain long-term engagement and impact.
Champion Community and Collaboration: Recognize that DEI is a collective endeavor. Actively seek opportunities to collaborate, support, and uplift others in this work. Be mindful of creating "intentional communities of practice" where individuals can learn and grow together.
Value Diverse Communication Styles: Understand that individuals learn and communicate in different ways. Be patient and use varied approaches, such as prompts and questions, to facilitate learning and reflection.
Extend Support and Speak Up Mindfully: For women and marginalized individuals, share your perspectives and support others in speaking up, while always prioritizing your own safety and well-being.

The conversation between Dr. Nika White and Diya Khanna served as a powerful reminder that the journey towards a more diverse, equitable, and inclusive world is not a solitary one. By embracing our differences, fostering genuine collaboration, and centering on our shared humanity, we can indeed be "stronger together" in the vital work that lies ahead.

From the Hardwood to History: Dawn Staley's Uncommon Favor and the Power of Storytelling

anum@nikawhite.com (Nika White) — Thu, 20 Mar 2025 12:46:48 GMT

Photo Credit: University of South Carolina

March is a whirlwind. Women's History Month collides with the fever pitch of March Madness, creating a powerful intersection of celebration and competition. For me, and for many Gamecocks faithful, this month is synonymous with one name: Dawn Staley.

As a proud alumna of the University of South Carolina, my connection to Coach Staley runs deeper than just cheering from the stands. It’s a connection rooted in the shared experience of navigating a complex history, a history that, frankly, hasn't always been kind. South Carolina, with its legacy of leading the charge for secession and its wealth built on the backs of enslaved people, carries a heavy burden. Even today, the echoes of racism persist, a stark reminder that the fight for equality is far from over. It was only in 1963 that Henrie Monteith Treadwell and two other brave students desegregated the university, a testament to the long road we’ve traveled.

And then there's Dawn Staley.

When she arrived in Columbia, South Carolina, she didn't just coach basketball; she ignited a movement. She didn't just build a team; she built a legacy. She didn't just win championships; she shifted the very narrative of women's basketball.

Coach Staley's "uncommon favor" isn't just about winning games. It's about using her platform to amplify the voices of Black women, demand equity, and champion racial justice. She understands the power of representation and the importance of seeing yourself reflected in positions of leadership and excellence. She’s turned the Gamecocks into a powerhouse, a symbol of pride not just for the university but for the entire state, and especially for Black women who often felt unseen.

Think about the impact. Before Dawn Staley, women's basketball, while respected, didn't command the same national attention. Now, packed arenas, record-breaking viewership, and palpable excitement surround the sport. She painted a vision and told a story of excellence and possibility, and people listened. They believed.

That's the power of storytelling.

It's the power of crafting a narrative that resonates, inspires, and drives change. It's the power of connecting on an emotional level, building bridges, and fostering understanding. Businesses can leverage this power to create a more engaged, inclusive, and impactful workplace.

At Nika White Consulting, we understand storytelling's transformative potential. We've developed a comprehensive Storytelling Culture Framework, a methodology designed to embed storytelling into your organization's DNA.

Our framework focuses on:

Enhancing Employee Engagement: Using stories to build emotional connections and foster a sense of belonging.
Strengthening Organizational Identity: Crafting narratives that align with your mission and values.
Fostering Leadership and Collaboration: Equipping leaders with the skills to inspire and build trust.
Driving Inclusion and Representation: Providing a platform for diverse voices to be heard.
Supporting Change Management: Using stories to navigate transitions and ensure buy-in.

Just as Coach Staley used her platform to change the narrative of women's basketball, your organization can use storytelling to create a culture of connection, empathy, and shared purpose.

Imagine a workplace where employees feel deeply connected to their work, where diverse voices are celebrated, and where leaders inspire with authenticity. That's the power of a storytelling culture.

Let Nika White Consulting help you unlock that potential. Just as Dawn Staley has shown us the power of a compelling narrative, we can help you craft yours. Let's build a future where every voice is heard and every story matters.

Building Trust: An Intentional Conversation Regarding the Heart of Healthy and Fair Teams

anum@nikawhite.com (Nika White) — Thu, 20 Mar 2025 12:19:31 GMT

In a recent insightful conversation featuring Dr. Nika White, Paige Robnett , and Ernesto Aguilar , a powerful theme emerged: trust is the currency of change. This discussion delved into the complex journey of creating healthy and fair teams, highlighting the critical role of trust in navigating the inevitable challenges of organizational transformation and doing so by leveraging high-performing DEI Councils.

The Non-Linear Path to Change:

We often envision change as a straight line, but the reality, as the speakers emphasized, is far from linear. Organizations resistant to change display telltale signs: burnout, anxious leadership, and widespread exhaustion. Proactive cultural shifts, however, pave the way for progress.

Strategic Culture Change: A Possibility:

The goal is to be strategic about culture change. This requires a conscious effort, not a reactive approach. When organizations think strategically, their actions become more impactful, leading to meaningful outcomes.

Trust: The Through Line:

The conversation consistently returned to the importance of trust. To cultivate trust, organizations must:

Empower those with the most power: Change must be driven from the top.
Build mature trust systems: This includes transparent communication, active participation, and genuine gratitude.
Recognize and support volunteers: Whether volunteers or "volunteer-told," their efforts deserve recognition and, ideally, budgetary support.

Structure and Systems: The Foundation of Trust in DEI Councils:

Robust systems are crucial for maintaining and growing trust. This includes:

Onboarding and offboarding processes.
Succession planning.
Clear rules of engagement and community norms.
Mechanisms for navigating diverse perspectives.

DEI Councils: Canaries in the Coal Mine:

DEI councils play a vital role in signalling organizational health. However, they should not be overburdened or mistaken for HR departments. Key factors for their success include:

Clear charters: Defining purpose, responsibilities, and time commitments.
Executive leadership support: Active engagement and buy-in.
Strategic focus: Prioritizing impactful initiatives over numerous activities.
Clear communication: Setting expectations and providing regular feedback.
Proper resourcing: Mature organizations provide the required resources.
Power and Authority: DEI councils need real power to enact change.
Professional Development: upskilling team members.

Effective Communication Strategies:

Communication strategies must be developed well before council members are appointed.
Resistance often stems from a lack of clarity.
Organizations must address the "little behaviors" that hinder participation.
Recruitment strategies should reflect a commitment to DEI.

Building Relationships and Holding Space:

Creating opportunities for relationship-building through storytelling and curiosity is essential.
Genuine curiosity and active listening are vital for fostering trust.

Key Takeaways and Next Steps:

The discussion highlighted the need for organizations to:

Utilize resources like the DEI Council resource guide.
Develop clear communication strategies for DEI council roles.
Create charters for DEI councils.
Foster active executive leadership support.
Provide professional development opportunities for council members.
Focus on strategic, impactful initiatives.
Establish clear reporting structures.
Implement regular communication and feedback loops.

The Impact of Small Interactions:

Ernesto Aguilar's personal story underscored the profound impact of seemingly small interactions. Public media transformed his life, demonstrating how even brief encounters can set individuals on unexpected and fulfilling paths.

Final Thoughts:

Creating healthy and fair teams is an ongoing journey that requires commitment, strategic thinking, and trust. Organizations can cultivate cultures where everyone feels valued and empowered by prioritizing trust-building and implementing robust systems. Remember that even if the impact is not immediately visible, the work being done is still important.

Create Good: An Intentional Conversation with Naaima Khan

anum@nikawhite.com (Nika White) — Mon, 10 Mar 2025 15:37:10 GMT

Dr. Nika White recently engaged in a thought-provoking "Intentional Conversation" with Naaima Khan , a seasoned consultant and strategist dedicated to advancing racial and economic equity. Naaima, the founder of Create Good Consulting, brings over 15 years of experience to her work, focusing on equity-centered strategic advising, impact assessment, and facilitation.

The Intentionality Behind "Create Good"

Naaima's "Create Good" choice for her consulting firm's name was deeply intentional. I nitially, she considered names like "Create Justice" or "Create Bold," but ultimately settled on "good" due to its universality and the Arabic concept of "qayr."

Qayr: This concept emphasizes that good can be done in any situation, regardless of scale. Naaima believes that consistent small steps accumulate over time, leading to meaningful change.
Universality: "Good" is subjective, allowing individuals to define it according to their values. Naaima appreciates this flexibility, recognizing that her definition of good may differ from others.

Principles Rooted in Abundance, Asset-Based Thinking, and Authenticity

Naaima's work is guided by principles of abundance, asset-based thinking, and authenticity.

Abundance: In a world often driven by scarcity, Naaima chooses to operate from a place of abundance. She believes there is enough work for everyone and emphasizes supporting fellow businesses. This mindset fosters collaboration and recognizes the inherent value of each individual.
Asset-Based Thinking: Drawing from her experience in philanthropy, Naaima observed a tendency to frame community needs in negative terms. She advocates for asset-based thinking, which acknowledges challenges while highlighting the strengths, creativity, and resources within communities. This approach aims to counter dehumanization and empower communities to define their narratives.
Authenticity: Naaima also mentioned that all of these values are aspirational and that she is constantly working on them herself.

Intersecting Communities and Anti-Colonialism

Naaima's approach to equity work is deeply informed by her intersecting communities and an anti-colonial perspective.

Intersecting Communities: Rather than focusing solely on individual identities, Naaima emphasizes the importance of communities. As a Muslim woman of South Asian descent, she recognizes the influence of these communities on her worldview and work.
Anti-Colonialism: Naaima views anti-colonialism as challenging imperialism and its associated values. She critiques Eurocentric models that prioritize rugged individualism, self-interest, and competition. Instead, she advocates for collectivism, interdependence, and community well-being.
Neoliberalism: She ties the idea of colonialism to neoliberalism, saying that neoliberalism is a set of values that justify and reinforce colonial systems.

Challenging Eurocentric Models

Naaima believes it's essential to challenge Eurocentric models in equity work.

Values-Driven Approach: She encourages organizations to articulate their values and align their equity work with those values. This serves as a filter for strategic decision-making.
Power Analysis and Root Cause Analysis: She advocates for conducting power and root cause analyses filtered by values.
Accountability and Measurement: She stresses the importance of measuring indicators and results, ensuring accountability to the community.
Efficacy Argument: She points out that there is both a moral and efficacy argument for justice-oriented work. Measuring results ensures that progress is being made.

Key Takeaways:

"Create Good" emphasizes the power of consistent small steps in driving change.
Asset-based thinking and abundance mindsets are crucial for empowering communities.
Challenging Eurocentric models and embracing collectivism are essential for advancing equity.
Values alignment and accountability are key to effective equity work.

Intentional Conversations: Dismantling Inequity with Janet Stovall

anum@nikawhite.com (Nika White) — Tue, 04 Mar 2025 19:28:19 GMT

Dr. Nika White recently hosted an insightful conversation on her "Intentional Conversations" platform with Janet Stovall , a global chief diversity officer, consultant, speaker, and author. Janet's work focuses on helping businesses dismantle systemic inequities and unlock the true value of diversity. With three million views on her TED Talks and a wealth of experience, Janet shared her unique perspective on the role of businesses in driving meaningful change.

Why Business?

Janet firmly believes that businesses are uniquely positioned to dismantle systemic inequities because they're the only sector left with the power and incentive to do so. While governments struggle with bureaucracy and a lack of urgency, businesses respond to economic realities. "Money talks," Janet asserts, and when the bottom line demonstrates that DEI matters, companies act.

Uncovering the True Value of Diversity

Janet shared a powerful example of how she helped a major pharmaceutical company's African-American Business Resource Group (BRG) become more relevant and impactful. By guiding them through her "in-demand" model, she helped them identify their unique value proposition.

The Challenge: The BRG felt underutilized and wanted to contribute more meaningfully.
The Solution: Janet facilitated a process where the group analyzed the company's products (HIV drugs) and the demographics most affected (heterosexual Black women).
The Outcome: The BRG presented innovative ideas to the CEO, which were implemented and generated millions of dollars for the company. This demonstrated how leveraging unique identities can drive business success.

The Power of Inclusion

Janet's TED Talks, viewed by millions, emphasize the crucial distinction between diversity and inclusion. "Companies can mandate diversity, but they must cultivate inclusion," she states. For Janet, inclusion is about behavior, not just feelings. She advocates for defining inclusion in terms of what it allows people to contribute, particularly from their unique lived experiences.

Defining Inclusion: Janet stresses that there is no universal definition. Each organization must define inclusion relative to its own context. She uses a "Brandy Melville to Ben and Jerry's continuum" to illustrate how vastly different inclusion can look in different company cultures.
Actionable Steps: She emphasizes that inclusion is actionable through behavior. "Diversity is not a problem to solve. Diversity solves problems. Inclusion is not feeling valued. Inclusion is being able to deliver value. And equity is not fair people. Equity is fair systems.”

Navigating Public Communication on DEI

In her book, "The Conscious Communication: The Fine Art of Not Saying Stupid Shit," co-authored with Kim Clark, Janet outlines key strategies for deciding whether to communicate publicly about DEI or social justice issues. She developed a "DEPTH" model:

Deliberate: Is there a good reason for saying it?
Educated: Do you know everything you need to know about it?
Purposeful: Does it align with your values?
Tailored: Does it align with your unique abilities?
Habitual: Will you say it again?

This model helps individuals and organizations ensure their communication is thoughtful and impactful.

Evolving Perspectives

Janet's journey has been shaped by pivotal moments and a deep understanding of systemic inequities. She identifies as a "desegregationist," focusing on moving the "big rock first" and prioritizing those most harmed. Her upcoming book, "Now What?" delves into the archetypes of individuals in DEI work and how to navigate different organizational environments.

Key Takeaways:

Businesses have a critical role in dismantling systemic inequities.
Inclusion is about behavior and creating environments where everyone can contribute.
Strategic communication is essential for advancing DEI.
Understanding one's own role, and the environment they are in, are crucial to creating change.

Janet Stovall's insights provide a valuable framework for individuals and organizations committed to creating a more equitable and inclusive future.

Five Years of Intentional Conversations: A Reunion of Powerful Voices

anum@nikawhite.com (Nika White) — Tue, 04 Mar 2025 19:23:06 GMT

Five years ago, Dr. Nika White launched the Intentional Conversations podcast, a space for deep, meaningful dialogue on leadership, inclusion, and equity. To celebrate this milestone, she gathered four remarkable women for a reunion episode: Tara Jaye Frank , Deepa Purushothaman , Minda Harts , and Ritu Bhasin . Their conversation was a powerful blend of personal updates, professional insights, and reflections on the current state of advocacy and community.

Celebrating Milestones and Navigating Uncertainty

The reunion kicked off with personal updates. Tara Jaye Frank shared her excitement about finishing her new book, a project that took on unexpected dimensions. Minda Harts celebrated the news that her first book, "The Memo," is being adapted into a film, while also gearing up for the release of "Talk to Me Nice." Deepa Purushothaman acknowledged the significance of the five-year milestone and spoke candidly about the ongoing challenges in advancing women's initiatives.

Dr. Nika White then shifted the focus to the broader context, discussing the need for women of color to find balance amidst systemic barriers. Minda Harts resonated with this, acknowledging the difficulty of managing overwhelming information and the importance of setting personal boundaries. The conversation highlighted the shared experience of navigating uncertainty and the critical role of community support.

Personal Reflections and Professional Insights

Minda Harts delved into the personal impact of her work, particularly during intense periods like Black History Month. She emphasized the importance of prioritizing well-being while advocating for inclusivity. She also stressed the value of focusing on a few key initiatives to maintain mental health and effectiveness.

Deepa Purushothaman shared her experiences with burnout and the need for prioritization after significant life changes. She underscored the importance of finding joy in small moments and the critical support of community. Ritu Bhasin added that she is holding space for clients feeling psychologically unsafe, while also emphasizing the importance of anchoring joy.

Tara Jaye Frank reflected on her decade-long journey with the Waymakers Change Group, highlighting the significance of addressing emotional needs in the workplace. She expressed concerns about the current state of DEI efforts and introduced the concept of "you are before the world," emphasizing self-care and human connection.

The Power of Community and Interconnectedness

Dr. Nika White prompted Minda Harts to discuss the meaning of community, particularly in relation to her advocacy for younger women of color. Minda emphasized that community is essential and can take many forms, from books and podcasts to social media interactions. The conversation highlighted the lessons learned during the COVID-19 pandemic about the significance of community support. The importance of fostering community among young people to understand interconnectedness was also amplified.

While based in Canada, Ritu Bhasin spoke to the shared challenges faced by both nations and the need for collective action and using one's voice to advocate for justice.

Addressing Current Trends in Gender and Racial Equity

Dr. Nika White and Deepa Purushothaman addressed the setbacks in gender parity and inclusion, highlighting the impact of current societal trends. Deepa noted that many underestimate the effects of these trends and stressed the importance of collective responsibility. The conversation underscored the need for a broader understanding of community and the circles we draw around ourselves.

The women discussed the impact of current events on workplace dynamics, the role of capitalism and power dynamics, and the need for changing narratives and values in advocacy work. They emphasized the importance of embracing creativity and human connection in leadership, and the need to continue pushing for progress despite the challenges.

This reunion episode was a testament to the power of intentional conversations and the enduring impact of these five remarkable women. Their insights and experiences offer valuable guidance for anyone navigating the complexities of leadership, inclusion, and community in today's world.

Bridging the Digital Divide: An Intentional Conversation on Accessibility with Dr. Nika White and Mike Paciello

anum@nikawhite.com (Nika White) — Mon, 24 Feb 2025 22:52:46 GMT

A powerful conversation recently unfolded between Dr. Nika White and accessibility pioneer Mike Paciello . They delved into the critical importance of digital equality and the path towards a more inclusive digital landscape. Their discussion illuminated the evolution of accessibility standards, addressed common misconceptions, and explored the exciting yet potentially challenging role of AI in shaping the future of accessibility.

From Braille to Broadband: The Evolution of Accessible Publishing

Mike Paciello's journey into accessible publishing began with a focus on creating documents for the visually impaired. He shared his experiences with the National Braille Press, the development of the Gen. Code language, and the formation of the International Committee for Accessible Document Design (ICAD). This committee played a pivotal role in creating a publishing standard for electronic files, ultimately leading to the creation of the Vision Impaired Information Services Program Office and the groundbreaking release of the first fully accessible DVD and CD-ROM distribution. Dr. White acknowledged the profound impact of Paciello's work, emphasizing how these accessibility standards have broadened their reach, benefiting a diverse community far beyond those initially targeted.

Debunking Myths and Championing Inclusivity

The conversation then shifted to the broader landscape of accessibility standards. Paciello stressed that these standards benefit everyone, not just individuals with disabilities. He recounted his work with influential figures in technology and his unwavering belief in embedding accessibility within software development from the outset. Addressing common misconceptions, he emphasized that web accessibility encompasses all disability communities, not just those with visual impairments, and is often tragically overlooked in the race to release new technologies. Dr. White and Paciello underscored the need for a fundamental shift in organizational mindset, promoting a culture where accessibility is not an afterthought but a core value.

Building a Culture of Accessibility: From Leadership to Implementation

Dr. White and Paciello explored the importance of fostering inclusivity and ensuring digital equality for all. They highlighted the need for organizations to adopt an accessibility maturity model to identify gaps and refine their strategies. Paciello emphasized the critical role of leadership buy-in and support for accessibility initiatives, citing Microsoft as a prime example. Dr. White echoed this sentiment, stressing the importance of embedding accessibility into the very fabric of an organization's culture and establishing clear accountability. The potential impact of the current political climate on accessibility efforts was also discussed, raising concerns about the future of established standards.

Integrating Accessibility into the SDLC: A Proactive Approach

Paciello championed the integration of accessibility into the software development lifecycle (SDLC). He explained how this proactive approach ensures that products are not only accessible but also usable for individuals with disabilities. He emphasized the need for developers to be well-versed in accessibility guidelines, utilize appropriate developer tools, conduct thorough usability testing, and implement robust quality assurance testing. Paciello also cautioned against misleading marketing claims, advocating for truthful representations of product accessibility and a focus on genuinely enhancing the user experience. Dr. White clarified the meaning of SDLC and explored the potential impact of AI on web and software accessibility.

The Double-Edged Sword of AI: Opportunity and Bias

The conversation concluded with a discussion about the complex role of artificial intelligence in accessibility. Paciello acknowledged the potential of AI to revolutionize mobility and communication for individuals with disabilities and its application in website remediation. However, he also cautioned about the inherent challenge of bias in AI systems, which can inadvertently exclude individuals with disabilities. Drawing on his experience as co-chair of the United States Federal Access Board's TEITAC, Paciello expressed concern about potential threats to existing accessibility standards. He also shared insights into his company, AudioEye, and its initiatives, including Audio IQ, an accessibility training platform, and an AI-powered remediation system.

The conversation between Dr. White and Mike Paciello served as a powerful reminder of the ongoing journey toward digital equality. Their insights into the evolution of accessibility, the importance of inclusive design, and the complex implications of AI provide a valuable roadmap for organizations and individuals striving to create a more accessible and equitable digital world.

Beyond Buzzwords: An Intentional Conversation on Equity and Action with Dr. Nika White and Dr. Adriane Johnson-Williams

anum@nikawhite.com (Nika White) — Mon, 24 Feb 2025 22:47:17 GMT

A compelling dialogue recently transpired between Dr. Nika White and Dr. Adriane Johnson-Williams . The conversation focused on the crucial distinction between simply talking about equity and genuinely achieving it within organizations. It offered invaluable insights into prioritizing diversity, fostering inclusive decision-making, and navigating the complexities of implementing real, lasting change.

Diversity as a Driver of Decision-Making

Dr. Johnson-Williams emphasized the critical need to incorporate diverse perspectives, especially those of marginalized communities, into organizational decision-making processes. She stressed the importance of prioritizing employee well-being, particularly for those from diverse backgrounds, and creating truly equitable workplace experiences. A key takeaway was the importance of self-reflection for leaders, understanding their own limitations and biases as they guide organizational change. Dr. Johnson-Williams advocated for actively recruiting and hiring individuals with diverse backgrounds and experiences, recognizing their unique contributions to driving meaningful change. The conversation also acknowledged the inherent challenges of implementing organizational change and the necessity of senior leadership possessing the skills to create and maintain equitable workplaces. The concept of "merit" in organizational decision-making was also brought into question, prompting reflection on how it is defined and measured.

Equity in Action: More Than Just Words

Dr. Johnson-Williams powerfully articulated the difference between using the right language about equity and actually living it in business operations. She made it clear that achieving equity requires deep personal work, vulnerability, and a committed alignment toward a clear set of measurable results. Drawing from her experiences working with various companies and referencing her book, "Not Your Father's Capitalism," Dr. Johnson-Williams explored the real-world challenges of pursuing equity in a business context. She highlighted the crucial need for education and awareness to fully understand the why behind equity and the importance of acknowledging one's own sources of power and privilege. She also shared insights into her podcast, "The Equitable," which explores how equity is being implemented across various sectors and fields.

Navigating the Current Landscape: Action, Resilience, and Self-Care

The conversation concluded with a focus on practical strategies for navigating the current climate surrounding diversity, equity, and inclusion (DEI) initiatives. Key recommendations included:

Continued Exploration of Equity: Dr. Johnson-Williams will continue hosting "The Equitable" podcast series, providing a platform for exploring equity across diverse sectors and geographies.
Prioritizing Self-Care: Practitioners were encouraged to prioritize self-care and reflective practices to maintain resilience in the face of current challenges to DEI initiatives.
Focusing on Action: The emphasis was placed on concentrating on concrete actions rather than simply using the right language, aligning with others who are working towards similar goals in different ways.

Dr. White and Dr. Johnson-Williams' conversation served as a vital reminder that true equity requires more than just good intentions. It demands a commitment to action, a willingness to engage in difficult conversations, and a focus on creating lasting, systemic change. Their insights offer a valuable roadmap for organizations and individuals striving to build a more equitable and inclusive future.

Finding Community in Chaos: The Power of Shared Stories

anum@nikawhite.com (Nika White) — Wed, 12 Feb 2025 18:12:16 GMT

The news cycle spins, a whirlwind of policy changes and shifting landscapes. It's easy to feel adrift, overwhelmed by the constant influx of information. In times like these, the search for solid ground, for connection, becomes paramount. We hear a lot about "community," but what does it truly mean to be in community with others, especially when the world feels so uncertain?

This question has been weighing heavily on my mind, particularly after recent events. It brought me back to a memory, a snapshot of connection in the midst of political turmoil. Remember the debate watch party in DC? A group of women, my community, gathered with anticipation, only to be met with results none of us desired. The air was thick with disappointment, but something else emerged – a shared sense of solidarity. We were in it together.

Now, with a new administration taking office, that same group of women have reconnected. We’re not just commiserating; we’re supporting each other, navigating the changes, and finding strength in our shared experience. This, to me, is the essence of community. It's not just about shared interests or geographical proximity; it's about the willingness to show up for one another, especially when times are tough. It's about creating a space where vulnerability is welcomed and shared experiences become a source of collective strength.

This concept of community extends beyond political landscapes, weaving its way into all aspects of our lives. I'm personally looking forward to experiencing this firsthand later this month when I attend a wellness retreat with my daughter. It's an opportunity to connect with other Black women, to share stories, and to find solace and rejuvenation in a space designed for us. It's a chance to build community through shared experiences and a collective pursuit of well-being.

At Nika White Consulting, we believe in the power of storytelling to foster this very sense of belonging. Storytelling is more than just sharing narratives; it’s a powerful tool for building bridges, fostering empathy, and creating inclusive environments. Whether it’s within a workplace or a broader community, stories connect us on a human level, reminding us that we are not alone.

Think about it:

Sharing personal experiences: Creates a sense of shared identity and validates individual journeys.
Highlighting diverse voices: Ensures that every community member feels seen and valued.
Inspiring action: Motivates us to contribute to something larger than ourselves.
Bridging gaps: Fosters understanding and empathy across cultural and generational divides.

We can all play a role in building stronger communities by embracing the power of storytelling. Here are a few ways to get started:

Create spaces for sharing: Organize events or gatherings where people can share their stories.
Incorporate storytelling into training and development: Use stories to illustrate key concepts and foster deeper understanding.
Highlight employee or community stories: Share these narratives on various platforms to amplify voices and celebrate achievements.
Focus on authenticity: Share genuine stories from real people to build trust and connection.
Use multiple platforms: Leverage social media, newsletters, and other channels to reach a wider audience.

In this era of constant change and uncertainty, community is more important than ever. It's the anchor that keeps us grounded, the support system that helps us navigate challenges, and the source of strength that empowers us to create a better future. Let’s embrace the power of shared stories to build the communities we need, the communities we deserve.

Celebrating 5 Years of Community and the Future of DEI: An Intentional Conversation with Dr. Nika White and Katrina Jones

anum@nikawhite.com (Nika White) — Tue, 11 Feb 2025 15:38:53 GMT

This year, we celebrate the 5th anniversary of our Intentional Conversations Vodcast community, continuing with our weekly live event featuring Dr. Nika White and a guest co-host. Our most recent guest, Katrina Jones , was a rich conversation filled with insightful, covering a range of topics related to diversity, equity, and inclusion (DEI), from personal experiences to the evolving landscape of DEI in organizations. We're excited to share some key takeaways from this important discussion.

Katrina's Joy and Perspective:

Katrina generously shared her personal experiences, highlighting her passion for connecting with people and her joy in everyday moments, like watching her daughter play. She acknowledged the challenges of our current times but emphasized the importance of taking things one day at a time and finding personal coping strategies. Dr. White echoed this sentiment, underscoring the importance of focusing on joy, especially during difficult periods.

Building Inclusive Cultures: A Marathon, not a Sprint:

A core theme of the conversation revolved around the misconception that building an inclusive culture is a short-term project. Dr. White and Katrina emphasized that true inclusion requires a long-term commitment and a fundamental shift in organizational values and culture. Setting goals and investing for a year or two is not enough. Meaningful change happens through consistent effort and focusing on how people behave daily. Katrina shared examples of practical steps, such as ensuring accessibility in note-taking and being intentional about team activities. It's about weaving inclusivity into the fabric of the organization, not just implementing processes.

The Evolution of DEI:

The discussion also explored how DEI work has evolved in organizations. While the language and specific approaches may change over time, the core principles of DEI remain crucial for attracting and retaining top talent. Dr. White and Katrina acknowledged the current political climate's impact, which may prompt some organizations to re-evaluate their strategies and language. However, they firmly believe that DEI is not going away. It will continue to evolve, adapting to better serve all employees. Amplifying DEI work and maintaining a strategic and intentional approach are key to its continued success.

Engaging Stakeholders: A Collaborative Approach:

Dr. White highlighted the importance of engaging a broad range of stakeholders in DEI conversations, including white men, and expanding our understanding of diversity beyond race and gender. Katrina added that involving teams like HR, legal, and compliance is equally crucial. They also discussed the varying levels of public communication organizations employ regarding their DEI efforts, with some being more transparent than others. Both speakers cautioned against taking media headlines about companies pulling back from DEI work at face value, as these stories may not always represent the complete picture.

Safety Concerns for DEI Practitioners:

The conversation also addressed a critical and often overlooked aspect of DEI work: the safety of practitioners. Dr. White and Katrina shared personal experiences of being more cautious in public appearances due to safety concerns, including a recent incident involving the publication of personal information of diversity professionals. They stressed the importance of prioritizing safety, making mindful decisions about public engagement, and extending grace to others navigating similar challenges. The discussion also touched on individuals' different roles in social movements and the importance of rest to avoid burnout.

This conversation provided valuable insights into DEI's current state and future. It reinforced the importance of long-term commitment, genuine engagement, and a focus on creating truly inclusive cultures. We are grateful to Dr. White and Katrina for sharing their expertise and personal experiences with our community.

Navigating Turbulent Times With a Focus on Leadership, Community, and Equity: An Intentional Conversation with Dr. Karen Hills Pruden

anum@nikawhite.com (Nika White) — Wed, 05 Feb 2025 16:01:47 GMT

The Intentional Conversations Vodcast, hosted by the NWC Team, recently featured a powerful discussion between Dr. Nika White and Dr. Karen Hills Pruden , CEO of Pruden Global Business Solutions Consulting, tackling critical issues facing today's workforce. Every Friday from 11 am to 12 pm EST, this vodcast brings diverse voices from the DEI space and those tangential who are uplifting marginalized communities’ voices, and this conversation was no exception. The discussion centered around navigating challenging times, the importance of community, and the crucial distinction between equality and equity.

Emotional Impact and the Power of Community

The conversation began with Dr. Karen sharing her insights on recent events' emotional and mental toll, particularly the executive orders impacting federal and private employees. As a former NAACP chapter leader, she's been actively supporting her community by providing resources and encouraging individuals to thoroughly research the implications of these changes. She emphasized the importance of acknowledging the emotional impact while simultaneously seeking information and understanding available options. This resonated deeply, highlighting the need for both emotional processing and proactive strategizing during uncertain times.

Dr. Karen stressed the significance of community, not as a large group, but as a trusted network of individuals with whom one can have unfiltered, non-judgmental conversations. This safe space allows for vulnerability and honest expression of emotions, which is crucial for processing complex situations and seeking appropriate support. It's about finding your tribe, even if it's just a handful of people, who can offer a listening ear and sound advice.

Leadership in Times of Uncertainty

Dr. Nika shifted the conversation towards leadership, asking Dr. Karen for advice on how leaders can effectively support their teams during these turbulent times. Dr. Karen shared a valuable framework for navigating the workplace during challenging seasons, emphasizing the importance of continuing to "bring your A-game." She acknowledged the emotional and mental strain but stressed the need to maintain professional standards, protect one's reputation, and leverage professional equity – relationships, expertise, and reputation – now more than ever. She also emphasized the importance of seeking resources, whether through employee assistance programs or trusted advisors, to manage stress and maintain peak performance.

Intersectionality and the Future of DEI

Dr. Karen highlighted the growing recognition of intersectionality – the understanding that individuals hold multiple identities that influence their experiences and perspectives. She argued that organizations must move beyond surface-level understanding and truly know their employees, recognizing the complexities of their backgrounds and experiences. This deeper understanding is crucial for effective communication, inclusive messaging, and creating a truly equitable workplace.

Dr. Karen also pointed to the increasing role of technology, particularly AI, in gathering and analyzing workforce data for DEI programs. She emphasized the need for accountability, suggesting that DEI metrics should be tied to leadership performance goals. This shift towards data-driven DEI initiatives, coupled with a deeper understanding of intersectionality, promises to shape the future of workplace inclusion.

Equality vs. Equity: A Critical Distinction

One of the most insightful parts of the conversation focused on the difference between equality and equity. Dr. Karen eloquently explained that equality means providing the same resources to everyone, regardless of their individual needs. Equity, on the other hand, involves assessing individual needs and providing the specific resources required for each person to achieve their goals. She used a compelling analogy to illustrate this point, emphasizing that a one-size-fits-all approach simply doesn't work when it comes to creating a truly equitable workplace.

Key Takeaways

The conversation between Dr. Nika and Dr. Karen was a timely and important discussion, offering valuable insights for individuals and organizations navigating a complex and ever-changing world. The key takeaways include:

Acknowledge and address the emotional impact of current events.
Cultivate a strong support network of trusted individuals.
Maintain professional standards and leverage your professional equity.
Embrace intersectionality and understand the complexities of your workforce.
Utilize technology to drive DEI initiatives and hold leaders accountable.
Recognize the crucial difference between equality and equity.

A Conversation with Zachary Nunn, Founder & CEO of Living Corporate

anum@nikawhite.com (Nika White) — Fri, 31 Jan 2025 18:14:37 GMT

On a recent episode of the "Intentional Conversations" Vodcast, hosted by the NWC Team, we had the pleasure of speaking with Zachary Nunn , a dynamic entrepreneur and thought leader.

Zachary, a former Big Four consultant, is the founder and CEO of Living Corporate, an experience management company focused on driving healthy and fair experiences for employees and customers. His journey to founding Living Corporate was deeply personal, born from a desire to create a space where marginalized voices were heard and celebrated.

From Personal Experience to Impactful Solutions:

Zachary shared his own experiences navigating the corporate world as a Black man, highlighting the lack of representation and the challenges he faced. This personal experience fuelled his passion to create a platform that would empower others.

Living Corporate began as a podcast featuring insightful conversations with executives, activists, and thought leaders across various industries. Recognizing the immense value of these conversations, Zachary developed an AI-powered platform that transforms the podcast library into a valuable learning resource for organizations.

A Focus on Respect and Transparency:

When asked about his strategies for fostering inclusive environments, Zachary emphasized the importance of respect and transparency. He believes that these fundamental principles should guide all interactions, both within his own company and in his work with clients.

"We want to lead with respect and transparency in all things," Zachary explained. "Whether it's a project plan, a roadmap, or simply asking for clarity on an assignment, these are all part of building a respectful and inclusive work environment."

Moving Beyond DEI:

Zachary made an important distinction, stating that Living Corporate doesn't consider itself a "DEI company." Instead, they focus on driving healthy and fair experiences for all employees and customers. This broader perspective emphasizes the importance of creating a positive and equitable environment for everyone, regardless of their background.

Key Takeaways:

Personal experience can be a powerful catalyst for change. Zachary's personal journey inspired him to create a platform that empowers others.
Respect and transparency are foundational to inclusive environments. Building strong relationships requires open communication and a genuine commitment to understanding and valuing diverse perspectives.
Focus on creating positive and equitable experiences for all. Moving beyond traditional DEI frameworks allows for a more holistic approach to creating a truly inclusive and welcoming environment.

Unpacking Courageous Leadership with Jelisa Dallas: An Intentional Conversation with a DEI Perspective

anum@nikawhite.com (Nika White) — Tue, 21 Jan 2025 18:53:25 GMT

The Intentional Conversations Vodcast recently hosted Jelisa Dallas , a distinguished speaker, author, and diversity, equity, and inclusion (DEI) expert. The conversation delved into the crucial aspects of courageous leadership, fostering resilience, and cultivating an inclusive environment.

Here are some key takeaways through a DEI lens:

1. Courageous Leadership Beyond Confidence:

Dallas emphasizes that courageous leadership goes beyond mere confidence. It encompasses:

Soul Work: Understanding one's values, biases, and how they impact interactions with others.
Emotional Intelligence: Developing empathy, self-awareness, and navigating complex interpersonal dynamics.
Readiness for Change: Embracing vulnerability, adapting to new situations, and aligning beliefs with actions.

This framework highlights the importance of self-reflection and continuous growth, which are essential for leaders navigating diverse and often challenging environments.

2. The Power of Values Alignment:

Dallas underscored the significance of aligning personal values with organizational values. When values are misaligned, individuals may experience frustration, burnout, and difficulty authentically leading.

DEI Lens: This emphasizes the need for organizations to prioritize DEI values and create an environment where individuals can authentically bring their whole selves to work, regardless of their background or identity.

3. Navigating Dissonance Between Personal Values and Societal Realities:

The conversation addressed the challenges of navigating a world where personal values may not always align with societal or political realities. Dallas suggests:

Distinguishing between "truth" and "fact": Acknowledging the reality of the situation while focusing on personal truths and how to navigate within those constraints authentically.
Prioritizing self-care: Engaging in practices that promote emotional well-being and resilience, such as mindfulness, rest, and connecting with supportive communities.

This is particularly relevant in a DEI context, where individuals from marginalized groups may experience systemic barriers and discrimination.

4. The "Go Brave" Framework:

Dallas introduced her "Go Brave" framework, which emphasizes:

Growth: Continuous learning and personal development.
Optimism: Maintaining a hopeful outlook despite challenges.
Boldness: Taking risks and stepping outside of comfort zones.
Resilience: Developing the capacity to bounce back from setbacks.
Authenticity: Leading with integrity and embracing one's true self.
Victory & Virtue: Striving for excellence while upholding ethical principles.

This framework provides a practical roadmap for individuals and organizations seeking to cultivate a culture of courage, inclusivity, and positive change.

5. Courageous Giving:

Dallas emphasizes the importance of "giving courageously" – giving from a place of overflow rather than depletion. Giving courageously highlights the need for leaders to prioritize self-care and replenishment to ensure they can support others effectively.

DEI Lens: This concept is particularly relevant in DEI work, which can be emotionally demanding. Leaders must prioritize their well-being to avoid burnout and maintain the energy and compassion necessary to advocate for equity and inclusion.

6. Soul Work as a Foundation for Courageous Leadership:

Dallas's book, "Soul Work," explores the importance of self-reflection, self-awareness, and addressing internal barriers to personal and professional growth. Individuals can cultivate self-confidence and authentically lead by understanding and addressing internal obstacles such as self-sabotage.

Final Remarks:

The conversation with Jelisa Dallas provided valuable insights into the multifaceted nature of courageous leadership. Individuals and organizations can create a more inclusive and equitable world by incorporating these principles – self-awareness, emotional intelligence, values alignment, and a commitment to personal and professional growth.

The LA Fires: A Story of Devastation, Unity, and the Power of Storytelling

anum@nikawhite.com (Nika White) — Wed, 15 Jan 2025 13:08:15 GMT

The recent devastating wildfires in Los Angeles serve as a powerful reminder of our world's interconnectedness and the urgent need for collective action. This tragedy unfolded against a backdrop of climate change, highlighting the critical importance of sustainable practices and environmental responsibility.

The story of the LA fires is a multifaceted narrative. It's a tale of immense destruction, with thousands of homes lost and lives tragically impacted. It's a story of resilience, with communities coming together to support those in need. But it's also a story that raises important ethical questions.

One such question revolves around the deployment of incarcerated firefighters. While their labor provided valuable assistance in battling the flames, the ethical implications of utilizing prison labor deserve serious consideration. This situation underscores the need for a just and equitable criminal justice system that prioritizes rehabilitation and avoids exploiting individuals for profit.

Beyond the complexities of the criminal justice system, the LA fires also showcased the power of international cooperation. Firefighters from Mexico bravely crossed borders to lend a helping hand, demonstrating the importance of global solidarity in times of crisis. This act of international assistance is a powerful reminder that we are all interconnected and that collective action is crucial in addressing global challenges.

This tragedy also serves as a stark reminder of the urgent need to address climate change. The increasing frequency and intensity of wildfires are a direct consequence of rising temperatures and changing weather patterns. Moving forward, it is imperative that we prioritize sustainable practices, invest in renewable energy sources, and work towards a more environmentally conscious future.

How Storytelling Can Impact Corporate Culture

With all its complexities, the LA fires offer a powerful example of how storytelling can impact corporate culture. By sharing these narratives, we can:

Foster Empathy and Understanding: Stories can help employees connect with the human impact of global events, fostering empathy and a deeper understanding of the challenges facing our world.
Drive Action and Change: The story of the LA fires can inspire employees to act on climate change, whether through supporting environmental initiatives, advocating for sustainable practices, or engaging in community service.
Promote Diversity and Inclusion: Sharing stories of international cooperation and community resilience can highlight the importance of diversity and inclusion in addressing global challenges.

Fostering a Storytelling Culture

Nika White Consulting offers a comprehensive framework for embedding a storytelling culture within organizations. By leveraging the power of narratives, organizations can:

Enhance Employee Engagement: Create a stronger sense of community and shared purpose.
Strengthen Organizational Identity: Align employee narratives with the organization's mission and values.
Foster Leadership and Collaboration: Equip leaders with the storytelling skills to inspire and motivate their teams.
Drive Inclusion and Representation: Provide a platform for diverse voices to be heard and valued.

By implementing a storytelling culture, organizations can harness the power of narratives to create a more human-centered, empathetic, and impactful workplace.

Connect with Nika White Consulting

Want to learn more about how Nika White Consulting can help your organization embed a storytelling culture and achieve its goals? Visit our website at https://www.nikawhite.com/storytelling to explore our offerings and contact our team.

Breaking Down Barriers: An Intentional Conversation with Deaf Coach and Advocate, Kellina Powell

anum@nikawhite.com (Nika White) — Tue, 14 Jan 2025 22:17:32 GMT

On a recent Intentional Conversations Vodcast, we spoke with Kellina Powell , a deaf coach and advocate, podcast speaker, bestselling author, and passionate entrepreneur.

Kellina's inspiring journey, marked by resilience and a commitment to empowering others, offers valuable insights into the importance of inclusion and breaking down barriers for the deaf community.

Navigating the Hearing World: Challenges and Triumphs

Kellina candidly shared her experiences growing up deaf, navigating both the deaf and hearing worlds, and the unique challenges she faced as a Black woman with a disability. From facing discrimination in education and the workplace to overcoming self-doubt, Kellina's story is a testament to her strength and determination.

Key Takeaways from Kellina's Journey:

The Power of Representation: Kellina emphasized the crucial role of representation and role models in the lives of young people with disabilities. Her encounter with a deaf professor profoundly impacted her, inspiring her to become a leader and advocate for the deaf community.
Breaking Down Communication Barriers: Kellina highlighted the importance of effective communication, emphasizing the need for clear and concise language, avoiding jargon, and ensuring accessibility for people with hearing impairments. Simple gestures like facing the speaker and using clear masks can significantly improve communication.
Building Inclusive Workplaces: Kellina stressed the importance of creating inclusive workplaces that value diversity and accommodate the needs of employees with disabilities. This includes regular training on disability awareness, creating accessible work environments, and fostering a culture of respect and inclusivity.
The Importance of Mental Health: Kellina emphasized the mental health challenges faced by many individuals with disabilities and the importance of seeking support and guidance. She encouraged others to prioritize their mental well-being and seek professional help.

Kellina's Advice for Allies:

Learn and Educate Yourself: Stay informed about disability issues and seek resources and training opportunities.
Challenge Assumptions: Be mindful of your language and avoid making assumptions about people with disabilities.
Create Inclusive Spaces: Actively work to create inclusive environments in your workplace, community, and personal life.

Kellina's message is clear: everyone deserves to feel seen, heard, and valued. We can create a more equitable and just society for all by embracing inclusivity and breaking down barriers.

To learn more about Kellina Powell and her work, read her book: " Every Day I Am Just Deaf. "

Fostering Belonging and Navigating Challenges in Education: An Intentional Conversations with Valda Valbrun

anum@nikawhite.com (Nika White) — Thu, 09 Jan 2025 14:03:32 GMT

This blog post is inspired by a conversation between Dr. Nika White and Valda Valbrun on the Intentional Conversations Vodcast, focusing on diversity, equity, and inclusion (DEI) within the education system. Valda, a seasoned educator, and DEI practitioner, shared powerful insights into the challenges students of color face and offered practical strategies for creating more inclusive and supportive learning environments.

Key Takeaways from the Conversation:

The Importance of Authenticity and Representation: Valda emphasized the significance of acknowledging and valuing the diverse lived experiences of students, including their cultural backgrounds and identities. She shared her personal experience as a Haitian American woman and the importance of shaping positive narratives around people of color.
Addressing Systemic Challenges: The conversation highlighted systemic issues such as the disproportionate representation of students of color in special education and disciplinary actions, as well as opportunity gaps and inequitable access to resources.
Creating Cultures of Belonging: Valda stressed the need to move beyond simply admitting students of color into schools and actively work towards creating environments where they feel a sense of belonging. This involves acknowledging their unique identities, incorporating their experiences into the curriculum, and fostering meaningful relationships with educators.
Navigating Microaggressions and Bias: The discussion addressed the prevalence of microaggressions in schools and the importance of equipping students with the tools and language to address them effectively. Valda emphasized the need for trusted adults and reporting mechanisms to support students experiencing these situations.
The Role of Educators: Valda highlighted the crucial role of educators in creating inclusive classrooms. She encouraged teachers to embrace students' diverse backgrounds, incorporate their experiences into instruction, and foster critical thinking skills. She also advocated for providing educators with professional development and support to become culturally competent.
Pre-emptive Strategies and Reframing DEI Work: Valda discussed the importance of proactive measures to protect DEI efforts in the face of pushback and attempts to limit access to inclusive education. She suggested reframing DEI work as creating "cultures of belonging" where everyone feels valued and supported.

Concrete Examples and Statistics:

While the conversation didn't explicitly cite specific statistics, Valda mentioned the concerning statistic that students of color may experience up to 90 microaggressions per week in school. This data point highlights the urgent need to address this issue and create more inclusive environments.

To further illustrate the challenges discussed, here are some relevant statistics from reputable sources:

Discipline Disparities: According to the U.S. Department of Education Office for Civil Rights Data Collection, Black students are disproportionately suspended and expelled compared to their white peers. For example, during the 2017-18 school year, Black students represented 15% of all students but accounted for 38% of out-of-school suspensions.
Achievement Gaps: Data from the National Assessment of Educational Progress (NAEP) consistently shows achievement gaps between white students and students of color in various subjects. These gaps are often attributed to systemic inequities in access to resources and opportunities.
Special Education Disproportionality: The U.S. Department of Education also reports disproportionality in special education, with Black students being more likely to be identified as having intellectual disabilities or emotional disturbances.

Moving Forward:

The conversation between Dr. White and Valda provides valuable insights and practical strategies for advancing DEI in education. By acknowledging systemic challenges, creating cultures of belonging, and empowering students and educators, we can work towards a more equitable and inclusive education system for all.

Call to Action:

Educators: Reflect on your own practices and identify ways to create more inclusive classrooms. Seek professional development opportunities to enhance your cultural competency.
Administrators: Implement policies and practices that promote equity and address systemic disparities. Provide resources and support for educators to create inclusive learning environments.
Parents and Community Members: Advocate for equitable education policies and support initiatives that promote diversity and inclusion in schools.
Students: Speak up against microaggressions and bias. Seek support from trusted adults and utilize available reporting mechanisms.

By working together, we can create a more just and equitable education system where all students have the opportunity to thrive.

Cultivating Intentional Leadership: An Intentional Conversation with Yolanda Webb

anum@nikawhite.com (Nika White) — Thu, 09 Jan 2025 13:43:30 GMT

In a recent Intentional Conversation Vodcast, we had the privilege of hosting Yolanda Webb , a renowned philanthropist, public policy expert, and advocate for equity and inclusion. Yolanda's insightful perspectives on human behavior, social impact, and community engagement provide valuable lessons for leaders seeking to create more diverse, equitable, and inclusive environments.

Key Takeaways from the Conversation

The Power of Attention Bias: Yolanda emphasized the importance of being mindful of our attention and focusing on what truly matters. By consciously directing our attention towards positive outcomes and meaningful actions, we can overcome distractions and achieve our goals.
The Work is the Work: Despite the evolving terminology and shifting political landscapes, the fundamental work of creating equitable and inclusive societies remains constant. Leaders must stay focused on the core principles of fairness, justice, and human dignity.
The Importance of Self-Awareness and Vulnerability: True leadership requires self-awareness and the courage to embrace vulnerability. By acknowledging our limitations and seeking growth, we can become more effective leaders and inspire others.
Cultivating Purpose-Driven Cultures: Creating a purpose-driven culture involves prioritizing employees' well-being, valuing their contributions, and fostering a sense of belonging. By empowering individuals and fostering open communication, leaders can build strong and resilient teams.

Practical Tips for Intentional Leadership

Practice Mindfulness: Engage in mindfulness practices like meditation or journaling to cultivate present-moment awareness.
Embrace Vulnerability: Be open to feedback, acknowledge mistakes, and seek continuous improvement.
Foster a Culture of Inclusion: Create safe spaces for open dialogue, celebrate diversity, and empower marginalized voices.
Lead by Example: Model the behaviors and attitudes you want to see in others.
Prioritize Relationships: Build strong relationships with your team members, stakeholders, and community members.

Final Thoughts

Yolanda Webb's insights offer a powerful framework for leaders seeking to make a positive impact. By focusing on intentionality, self-awareness, and human connection, we can create a more just and equitable future.

A Powerful Intentional Conversation with Natasha Wade on DEI and Black Women's Empowerment

anum@nikawhite.com (Nika White) — Tue, 26 Nov 2024 17:41:47 GMT

In a recent episode of Intentional Conversations, Dr. Nika White had the privilege of engaging with the inspiring Natasha Wade , a renowned coach dedicated to empowering Black women. Their conversation delved deep into the complexities of diversity, equity, and inclusion, particularly highlighting Black women's unique challenges and triumphs in today's society.

The Power of Community and Self-Care

Wade emphasized the importance of community and self-care for Black women. She shared her journey of overcoming adversity and finding her purpose. By creating a safe space for Black women to dream, build, and thrive, Wade empowers them to break free from societal expectations and embrace their true potential.

Challenging the Superwoman Schema

One of the key themes of the conversation was the detrimental impact of the Superwoman schema on Black women. Wade discussed how this societal pressure to be perfect, strong, and independent can lead to burnout, stress, and mental health issues. She encouraged Black women to prioritize self-care, seek support, and challenge these harmful stereotypes.

Reimagining the Workplace

Wade also shared her vision for a liberated workplace that prioritizes diversity, equity, and inclusion. She advocates for workplaces that are empathetic and supportive and recognize the unique needs of Black women. Organizations can create environments where Black women can thrive by fostering a culture of belonging and empowerment.

Key Takeaways from the Conversation:

The power of community: Building strong connections with other Black women can provide invaluable support and encouragement.
Prioritizing self-care: Taking time for oneself is essential for mental and emotional well-being.
Challenging the Superwoman schema: Embracing vulnerability and imperfection is vital to achieving balance and fulfillment.
Reimagining the workplace: Creating inclusive and supportive work environments is crucial for the success of Black women.
By sharing her insights and experiences, Natasha Wade offers a powerful message of hope and empowerment for Black women. Her work is a testament to the transformative power of community, self-care, and intentional action.

Black Women: The Unsung Heroes, the Unseen Victims

anum@nikawhite.com (Nika White) — Mon, 18 Nov 2024 13:23:17 GMT

The weight of the world often seems to rest on the shoulders of Black women. We are expected to be strong, resilient, and always giving. But what about the toll this takes on our mental health and overall well-being?

The Double Standard

It’s a well-known adage that Black women must work twice as hard to get half as much. This systemic inequality manifests in countless ways, from workplace discrimination to healthcare disparities. The constant struggle to prove ourselves, to overcome obstacles, and to navigate a world that often undervalues us can take a significant toll.

A Personal Reflection

The recent election results were a stark reminder of the challenges we face. As a Black woman, waking up to those results was a gut punch. It felt like a personal affront, a validation of the systemic biases and prejudices that continue to hold us back.

In the days and weeks that followed, I found myself grappling with a range of emotions: anger, frustration, sadness, and a deep sense of despair. But I also knew that I couldn’t let these feelings consume me.

Finding Solace and Strength

I turned to my community to cope with the weight of these experiences. Friends and I planned a much-needed getaway to Panama City Beach, Florida. The sun, the sand, and the safety of trusted company provided a much-needed respite.

I also committed to prioritizing self-care by signing my daughter and me up for a Women of Color Self-Care Retreat in February of 2025 in Barbados. This retreat will offer a safe space for Black women to connect, heal, and recharge.

The Importance of Community and Connection

One of the most powerful tools we have is the power of community. By connecting with other Black women, we can share experiences, offer support, and build a network of allies. Here are a few ways to foster these connections:

Join Women's Organizations: Organizations like the National Council of Negro Women and Black Girls Rock! Provide opportunities for networking, mentorship, and advocacy.
Attend Conferences and Workshops: Events specifically designed for Black women offer a chance to learn, grow, and connect with like-minded individuals.
Create Support Groups: Whether online or in-person, support groups can provide a safe space to share feelings, seek advice, and celebrate achievements.

Prioritizing Self-Care

Amid our busy lives, it's essential to prioritize self-care. By caring for ourselves, we are better equipped to care for others. Here are some self-care practices to consider:

Mindfulness and Meditation: These practices can help reduce stress and promote mental clarity.
Physical Activity: Regular exercise can improve physical and mental health.
Healthy Eating: Nourishing our bodies with nutritious food can boost energy levels and well-being.
Quality Sleep: Adequate sleep is crucial for optimal cognitive function and emotional regulation.

Advocating for Change

As Black women, we are responsible for advocating for policies and practices that promote equity and justice. Here are some ways to get involved:

Vote: Our votes have the power to shape the future.
Volunteer: Give back to your community by volunteering for organizations that support Black women and girls.
Donate: Support organizations that are working to address systemic racism and inequality.
Speak Out: Use your voice to challenge injustice and discrimination.

Curated Experiences for Black Women

We must create more opportunities for connection, growth, and healing to empower Black women further. These experiences should be designed to:

Prioritize Safety: Ensure a safe and inclusive environment for all participants.
Offer Protection: Provide resources and support to help Black women navigate challenges.
Foster Community: Create opportunities for meaningful connections and shared experiences.
Promote Upskilling and Professional Development: Offer workshops, training, and mentorship programs to help Black women advance their careers.

A Call to Action

As Black women, we must continue to support one another. We must create spaces where we can share our experiences, offer empathy, and uplift each other. We must also advocate for policies that address the unique challenges we face.

By prioritizing our mental health, seeking community support, and fighting for systemic change, we can move forward stronger than ever.

The Rest Revolution: A Conversation with Amanda Miller Littlejohn

anum@nikawhite.com (Nika White) — Tue, 12 Nov 2024 15:18:15 GMT

Rest, Resilience, and Reclaiming Your Rhythm

In a world that often glorifies hustle culture and burnout, it's refreshing to have conversations that prioritize rest, renewal, and resilience. Our recent Intentional Conversations Vodcast featured a thought-provoking discussion with Amanda Miller Littlejohn , author of The Rest Revolution.

Amanda, a renowned executive coach and leadership development expert, shared valuable insights on the importance of breaking free from the relentless cycle of overworking. She emphasized the detrimental effects of machine-like productivity, urging us to embrace our humanity and prioritize self-care.

Key Takeaways from the Conversation:

The Illusion of Perfection: We often strive for unattainable perfection, a standard set by a machine-centric mindset. This relentless pursuit can lead to burnout and hinder our overall well-being.
The Power of Rest: Rest is not a luxury; it's a necessity. By taking time to recharge, we can enhance our creativity, productivity, and overall quality of life.
The Importance of Self-Awareness: Understanding our preferences, limitations, and triggers is crucial for maintaining balance and avoiding burnout.
The Impact of Systemic Issues: Societal pressures and historical trauma can contribute to burnout. Recognizing these factors can challenge them and create a more supportive environment.

How to Reclaim Your Rhythm:

Prioritize Self-Care: Make time for activities that nourish your mind, body, and soul. This could include meditation, yoga, time in nature, or reading a good book.
Set Boundaries: Establish clear boundaries between work and personal life. Learn to say no to additional commitments that may overwhelm you.
Practice Mindfulness: Pay attention to your thoughts, feelings, and physical sensations. Mindfulness can help you stay present and reduce stress.
Embrace Imperfection: Let go of the need to be perfect. Embrace mistakes as opportunities for growth and learning.
Connect with Others: Build strong relationships with supportive people who can offer encouragement and understanding.
Implementing these strategies can reclaim our rhythm, reduce stress, and live a more fulfilling life. Remember, rest is not a luxury; it's a necessity .

Bridging the Divide: An Intentional Conversation with Wade Hinton

anum@nikawhite.com (Nika White) — Wed, 06 Nov 2024 15:53:23 GMT

Intentional Conversations is a series where we dive deep into the world of Diversity, Equity, and Inclusion (DEI). This week, Dr. Nika White had the privilege of hosting Wade Hinton , a seasoned attorney, strategist, and organizational culture and leadership expert.

With his wealth of experience and insightful perspective, Wade shared his journey and offered invaluable advice on creating inclusive and innovative work environments. His passion for creating inclusive cultures and fostering innovation is evident in every word he speaks.

Key Takeaways from the Conversation:

The Power of Belonging: Wade emphasized the importance of feeling connected to a community. His decision to return to Chattanooga was driven by a desire to create a sense of belonging for himself and others.
Leadership as a Catalyst for Change: Leaders play a crucial role in shaping organizational culture. Leaders can create inclusive and equitable workplaces by setting the tone, providing support, and fostering open dialogue.
The Art of Intentional Conversation: Wade's e-book, "Bridge Building," offers practical strategies for meaningful conversations, even with those with differing viewpoints. He encourages us to approach these conversations with curiosity, empathy, and a genuine desire to understand.
The Impact of DEI on Business: Investing in DEI is not just a moral imperative; it's a strategic business decision. By creating inclusive cultures, organizations can attract and retain top talent, drive innovation, and improve overall performance.

Wade's Advice for Leaders

Acknowledge the Current Climate: Recognize the impact of external factors on employees' well-being and productivity.
Create Space for Dialogue: Encourage open and honest conversations about sensitive topics.
Leverage Organizational Values: Use values as a guiding principle for decision-making and behavior.
Prioritize Mental Health: Offer resources and support to help employees manage stress and anxiety.
Practice Active Listening: Listen attentively to employees' concerns and perspectives.

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.

Fostering Belonging and Addressing Conflict: Intentional Conversation with Rochelle Younan-Montgomery

anum@nikawhite.com (Nika White) — Wed, 06 Nov 2024 14:31:26 GMT

In this insightful Intentional Conversations Vodcast hosted by Dr. Nika White, Rochelle Younan-Montgomery , a renowned expert in creating cultures of belonging, delved into the world of Diversity, Equity, and Inclusion (DEI). We explored the challenges and opportunities in fostering genuine connection and addressing conflict in today's workplaces.

The Impact of Personal Experiences on DEI Work

Rochelle shares her personal experiences growing up in a mixed-race family and living in Minneapolis during the aftermath of George Floyd's murder. These experiences have profoundly shaped her understanding of systemic racism and the importance of creating inclusive environments. She emphasizes the significance of open and honest conversations, even when complex, to address race, equity, and belonging issues.

Building Belonging in the Workplace

Rochelle highlights the importance of trust, authenticity, and interrupting norms of exclusion to create cultures of belonging. She discusses the concept of "cultural taxation," where individuals from marginalized groups are often burdened with additional responsibilities related to DEI work. To mitigate this, she suggests strategies such as:

Recognizing and addressing cultural taxation: Identify instances where individuals are asked to do more than their job descriptions require, particularly concerning DEI work.
Providing adequate compensation and support: Ensure that individuals who take on additional DEI responsibilities are compensated fairly and receive the support needed to fulfil their roles.
Creating a culture of psychological safety: Foster an environment where employees feel safe to speak up and share their experiences without fear of retribution or judgment.

Navigating Conflict and Fostering Restorative Dialogue

Rochelle emphasizes the importance of conflict curiosity and restorative dialogue in addressing workplace conflicts. She shares practical tips for navigating difficult conversations, including:

Practicing mindfulness: Take a moment to pause and center yourself before responding to a conflict.
Using the "open the front door" framework: This framework helps you to observe, think, feel, and desire, allowing you to communicate your needs clearly and effectively.
Cultivating a spirit of generosity: Approach conflict with empathy and understanding, seeking to find common ground and build bridges.

Final Thoughts

Organizations can create more equitable and inclusive workplaces by incorporating these strategies and fostering a culture of belonging. Rochelle's insights offer valuable guidance for leaders and employees committed to advancing DEI.

Intentional Conversations Full of DEI Insights with Simma Lieberman

anum@nikawhite.com (Nika White) — Mon, 28 Oct 2024 14:31:29 GMT

In this article, we'll delve into an enlightening conversation between Dr. Nika White and Simma Lieberman , a renowned DEI expert, as part of the Intentional Conversations Vodcast. Simma's vast experience and insights offer invaluable perspectives on creating inclusive cultures and fostering meaningful dialogue around diversity, equity, and inclusion (DEI).

Simma Lieberman: A Force in DEI

Simma Lieberman, a seasoned DEI advocate, has dedicated her career to building inclusive environments where individuals can thrive. Her passion for fostering diversity and equity stems from her personal experiences growing up in the Bronx and her subsequent involvement in social justice movements.

Key Takeaways from the Conversation

The Power of Personal Stories: Simma emphasizes the importance of sharing personal narratives to bridge divides and foster empathy. By sharing their experiences, individuals can create a sense of connection and understanding.
Creating Safe Spaces: To facilitate meaningful conversations about DEI, creating a safe and non-threatening environment is essential. Simma's approach involves using humor and avoiding judgment to encourage open dialogue.
The Business Case for DEI: Simma highlights the strategic benefits of prioritizing DEI in organizations. By creating inclusive cultures, companies can attract top talent, improve employee morale, and enhance their reputation.
Individual Change is Key: While systemic changes are crucial, Simma emphasizes the importance of personal transformation. We can contribute to a more equitable society by confronting our biases and assumptions.
The Evolving Landscape of DEI: Simma discusses the evolution of DEI work from a focus on business strategy to a broader emphasis on individual and societal change.

Final Thoughts

The conversation between Dr. Nika White and Simma Lieberman offers valuable insights into the complexities of DEI work. By understanding the power of personal stories, creating safe spaces for dialogue, and recognizing the importance of individual change, we can contribute to a more inclusive and equitable future.

The Importance of Diversity, Equity, and Inclusion in Healthcare: Intentional Conversation with Carolina Barsa

anum@nikawhite.com (Nika White) — Thu, 24 Oct 2024 14:24:26 GMT

In this blog post, we'll delve into an insightful conversation between Dr. Nika White and Carolina Barsa from the Intentional Conversations Vodcast. Carolina Barsa, the co-founder and chief innovation and brand officer at FitBiomics, shares her unique perspective on diversity, equity, and inclusion (DEI) in the healthcare industry.

Key Takeaways from the Conversation

The Importance of Diversity in Leadership: Carolina emphasizes the significance of having diverse leadership teams to ensure that products and services are developed with a wide range of perspectives in mind.
Equity vs. Equality: She highlights the distinction between equity and equality, noting that equity involves providing individuals with the resources they need to succeed, while equality treats everyone equally.
The Role of Women in Innovation: Carolina discusses the contributions of women to innovation throughout history and the importance of empowering women to lead in this field.
The Power of Gut Health: She delves into the connection between gut health and overall well-being, highlighting the potential of microbiome-based solutions to address various health challenges.
The Intersection of DEI and Healthcare: Carolina discusses the disparities in healthcare access and outcomes for marginalized communities and the need for more equitable and inclusive practices in the industry.

Carolina Barsa's Journey

Carolina's personal journey as a first-generation American and her experiences navigating the professional world provide valuable insights into the challenges many individuals from diverse backgrounds face. She shares her experiences with language barriers, career exploration, and the importance of taking risks to pursue one's passions.

Final Remarks

The conversation between Nika White and Carolina Barsa offers valuable insights into the importance of diversity, equity, and inclusion in the healthcare industry. Carolina's personal experiences and professional accomplishments inspire individuals seeking to impact their communities positively.

The Power of Narrative Intelligence: A Conversation with Christina Blacken

anum@nikawhite.com (Nika White) — Thu, 24 Oct 2024 14:22:32 GMT

In today's world, where leadership is a practice, not just a title, effective communication has never been more crucial. Dr. Nika White recently sat down Christina Blacken , a storytelling expert and founder of The New Quo, on the latest episode of Intentional Conversations to delve into the power of narrative intelligence and its impact on building trust, fostering empathy and driving meaningful change.

The Narrative Undercurrent

Our personal stories shape how we interact with others and set our goals. Christina emphasizes that storytelling isn't just about sharing anecdotes; it's about harnessing the power of narrative to build bridges, connect with empathy, and create positive change.

However, it's equally important to acknowledge inaccurate narratives that can create a toxic culture. These often stem from unconscious "negative narrative making," a pattern we fall into without realizing. Christina suggests shifting from criticism to curiosity, slowing down the process, and approaching situations with a genuine desire to understand.

Leadership Through Vulnerability

Leadership is about creating a safe space for trust. Storytelling becomes your most powerful tool for achieving this. By sharing your vulnerabilities, experiences, and struggles, you demonstrate authenticity and encourage others to do the same. This fosters genuine connection and allows people to see beyond the "title" to the human being leading them.

Building a Culture of Change

Change management becomes significantly easier when leaders embrace storytelling. Clearly articulating the "why" behind the change, tying it back to company values, and using personal narratives to illustrate the positive outcomes can help everyone get on board.

Crafting Your Story Bank

Telling powerful stories requires intentionality. Christina suggests building a "story bank" based on lived experiences representing your origin story, the adversities you faced, and your successes. This allows you to choose the right story for the situation, focusing on emotional outcomes, self-awareness, empathy, and influence.

Overcoming Storytelling Obstacles

Many leaders struggle to tap into their storytelling power. Christina offers practical tips:

Be an active consumer. The media you consume shapes your internal narratives. Choose content that inspires positive storytelling techniques.
Practice makes perfect. Start by identifying your core values and building a storytelling framework around them. Recognize the values in your everyday experiences.
Embrace authenticity. Don't gloss over struggles. Genuine connection comes from sharing the whole picture.
Listen with intention. Practice "narrative transport" – putting yourself in the speaker's shoes to deepen your empathy.
Create a safe space. Psychological safety is crucial for compelling storytelling. Affirm what you hear, avoid defensiveness, and focus on building trust.

The Ripple Effect of Intentionality

Leaders can create a more positive and productive work environment by consciously applying narrative intelligence. As Christina emphasizes, slowing down the stories you assume about others and asking better questions can spark incredible changes within your team.

Ready to Leverage the Power of Narrative Intelligence?

We invite you to watch the entire conversation with Christina Blacken on the Intentional Conversations YouTube channel. Additionally, explore Christina's LinkedIn Learning course, "Nano Tips for Powerful Leadership Storytelling," for a deeper dive into this crucial leadership skill.

Remember, leadership is a journey, not a destination. Start building your story bank today and watch its positive impact on your team, your organization, and yourself.

Celebrating Hispanic Heritage Month: A Tribute to Rich Culture and Community

anum@nikawhite.com (Nika White) — Fri, 11 Oct 2024 13:03:52 GMT

October 15th marks the conclusion of this year’s Hispanic Heritage Month, a time to honor and celebrate the contributions of Hispanic and Latino Americans. As a firm committed to diversity, equity, and inclusion, Nika White Consulting is proud to recognize and appreciate the rich history and culture of the Hispanic community.

A Brief History

Hispanic Heritage Month was established in 1968 as Hispanic Heritage Week. In 1988, it was expanded to a month-long celebration. The dates were chosen to coincide with the independence days of several Latin American countries: Costa Rica, El Salvador, Guatemala, Honduras, Nicaragua (September 15 ^th ), Mexico (September 16th), and Chile (September 18th).

The Importance of Hispanic Heritage Month

This month-long observance is an opportunity to:

Acknowledge the contributions: Hispanic and Latino Americans have made significant contributions to every aspect of American society, from arts and culture to science and technology.
Celebrate diversity: Hispanic Heritage Month is a reminder of the rich diversity of the United States and the importance of embracing different cultures and perspectives.
Promote understanding: By learning about Hispanic history and culture, we can foster greater understanding and appreciation for this vibrant community.

Nika White Consulting's Commitment to the Hispanic Community

At Nika White Consulting, we believe in the power of community and the importance of supporting local organizations. We are proud to have a longstanding relationship with the SC Hispanic Alliance. This organization has been instrumental in providing resources, support, and advocacy for the Hispanic community in the Upstate region. Their efforts have helped to create a more inclusive and welcoming environment for all.

I personally have always enjoyed attending the SC Hispanic Alliance's events and supporting their initiatives. Their commitment to education, empowerment, and cultural preservation aligns perfectly with our own values at Nika White Consulting.

Diversity, Equity, and Inclusion

Celebrating Hispanic Heritage Month is not just about recognizing the past; it's also about looking towards the future. By fostering a culture of diversity, equity, and inclusion, we can create a more just and equitable society for everyone.

As we continue to navigate a rapidly changing world, it's more important than ever to embrace diversity and celebrate our differences. Hispanic Heritage Month is a powerful reminder of the richness and beauty that comes from a diverse community.

Intentional Conversations: A Conversation on Cultural Humility, Psychological Safety, and the Experiences of Black Women with Shani Dellimore Barrax

anum@nikawhite.com (Nika White) — Wed, 25 Sep 2024 12:44:36 GMT

In a recent episode of the Intentional Conversations Vodcast, host Dr. Nika White engaged in a thought-provoking discussion with DEI practitioner Shani Dellimore Barrax . The conversation delved into the complexities of creating inclusive organizational cultures and the unique challenges faced by Black women in the workplace.

Shani Dellimore Barrax: A Force for Change

Shani, a seasoned DEI practitioner with over two decades of experience, is passionate about fostering inclusive and humane cultures. As the principal of Aurora Change Agency, she works with organizations to create environments characterized by psychological safety, self-inquiry, and the freedom to innovate. Her commitment to this work stems from a deep understanding of the importance of cultural humility and her own personal journey.

The Power of Cultural Humility

Shani emphasized the distinction between cultural competence and cultural humility. While cultural competence focuses on learning about other cultures, cultural humility involves turning the mirror inward and examining one's own perspectives and biases. She stressed the importance of self-awareness and reflection in creating inclusive spaces.

Psychological Safety: A Prerequisite for Belonging

The conversation also explored the concept of psychological safety. Shani argued that a lack of psychological safety can have a profound impact on individuals, particularly Black women. She used the metaphor of "psychological Spanx" to describe the internal pressure experienced by many Black women who feel the need to conform to societal expectations and hide their true selves.

The Unique Experiences of Black Women

Shani highlighted the intersectionality of race and gender, emphasizing the unique challenges faced by Black women. She discussed the importance of creating safe spaces where Black women can share their experiences, address racial battle fatigue, and feel affirmed. The Ikoni Collective, a community for Black women, is one such space that aims to provide support and empowerment.

Key Takeaways from the Conversation:

Cultural humility is essential for creating inclusive environments.
Psychological safety is crucial for fostering belonging and well-being.
Black women face unique challenges in the workplace due to the intersection of race and gender.
Creating inclusive spaces requires intentional effort and a commitment to understanding diverse perspectives.

The conversation between Dr. Nika White and Shani Dellimore Barrax offered valuable insights into the complexities of DEI work and the importance of centering the experiences of marginalized communities. By understanding the challenges faced by Black women and the strategies for creating inclusive cultures, organizations can take significant steps towards fostering equity and belonging.

Intentional Conversations is a weekly vodcast/podcast brought to you by Nika White Consulting that intersects dialogue of diversity, equity, and inclusion with leadership and business. Click here to register to attend the live sessions each Friday, 11 am 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.

Racial Trauma in the Workplace: Manifestations and Support Strategies

anum@nikawhite.com (Nika White) — Fri, 13 Sep 2024 13:50:05 GMT

Racial trauma, the emotional and psychological harm caused by racism, is a significant issue impacting both individuals and organizations. When it manifests in the workplace, it can erode morale, productivity, and overall well-being. This blog post explores how racial trauma can show itself in professional settings and provides actionable strategies for employers to support their staff.

Understanding Racial Trauma

Rooted in historical and systemic racism, racial trauma can stem from direct experiences of discrimination, witnessing such acts, or simply living in a society where racism persists. The impact can be profound, leading to chronic stress, anxiety, depression, and even PTSD.

The case study of Black pharmacists highlights the profound impact of racial trauma on professionals. Their experiences emphasize the need to create supportive and inclusive environments, acknowledging the historical and ongoing challenges faced by people of color.

Manifestations of Racial Trauma in the Workplace

Racial trauma can manifest in a variety of ways within the workplace, including:

Psychological Symptoms: Decreased job satisfaction, absenteeism, difficulty concentrating, emotional outbursts, and withdrawal.
Behavioral Symptoms: Decreased productivity, increased errors, conflict with colleagues, and difficulty building relationships.
Physical Symptoms: Fatigue, headaches, digestive issues, and sleep disturbances.

It's important to recognize that these symptoms may vary in intensity and may not be immediately apparent.

Connecting Racial Trauma and Critical Race Theory (CRT)

CRT offers a framework for understanding how race and racism are embedded within systems and institutions. Through a CRT lens, we can see:

Systemic Racism: Racial trauma is not just individual acts, but ingrained within policies and practices that perpetuate harm.
Intersectionality: Race, class, gender, and other identities intersect, creating complex experiences of racial trauma.
Narrative and Counter-Storytelling: Centering the experiences of employees of color is crucial to creating a more equitable environment.

By applying CRT, organizations can better understand the root causes of racial trauma and develop effective solutions.

Leadership Role in Addressing Racial Trauma

Effective leadership is paramount in creating a safe and inclusive workplace. Leaders can:

Set the Tone: Clearly communicate an organization's stance against racism and discrimination.
Model Inclusive Behavior: Demonstrate respect for diverse perspectives and value differences.
Build Relationships: Invest time nurturing trust with employees from various backgrounds.
Create a Culture of Psychological Safety: Allow employees to speak up about their experiences without fear of retaliation.
Empower Employees: Create employee resource groups or appoint diversity champions.
Invest in Training: Prioritize training on unconscious bias, cultural competency, and conflict resolution.
Measure Progress: Track progress on diversity and inclusion goals and adjust strategies as needed.

Supporting Staff Experiencing Racial Trauma

Organizations can create a supportive environment through:

Culture of Inclusion: Develop diversity and inclusion policies, provide unconscious bias training, encourage open dialogue, and celebrate diversity.
Mental Health Resources: Offer employee assistance programs, cover mental health services, and normalize seeking help.
Complaint Procedures: Establish clear reporting procedures, conduct investigations, and take appropriate disciplinary action.
Employee Support Groups: Create safe spaces for employees to share experiences and support one another.
Employee Well-being: Promote work-life balance, offer wellness programs, and create opportunities for social connection.
Education and Awareness: Conduct diversity training, organize workshops, and share resources about racial trauma.
Performance Management: Implement bias-free performance evaluations, provide mentorship for underrepresented groups, and offer career development programs.
Workplace Policies: Develop and enforce anti-discrimination policies, create clear reporting procedures, and support employees who report incidents.

Conclusion

Addressing racial trauma requires a multifaceted approach. By implementing these strategies and fostering a culture of care and respect, organizations can create an environment where all employees feel valued, supported, and empowered to thrive.

Sources

Mental Health America: https://screening.mhanational.org/trauma-ptsd/
National Alliance on Mental Illness (NAMI): [nami national alliance on mental illness ON nami.org]
The Jed Foundation: https://jedfoundation.org/mental-health-resource-center/
https://www.mhanational.org/racial-trauma#:~:text=These%20stressors%20can%20come%20from,down%20through%20families%20and%20communities .
https://www.springhealth.com/blog/race-trauma-workplace-hr-foster-allyship-healing#:~:text=When%20employees%20suffer%20from%20racial,sleep%20disorders%2C%20and%20chronic%20illness .
https://jedfoundation.org/resource/racial-battle-fatigue-what-is-racial-trauma-and-its-effects-on-mental-health/
https://www.talkspace.com/blog/black-lives-matter-poc-racial-trauma-work-workplace/#:~:text=These%20micro%20and%20macroaggressions%20can,harassment%2C%20a%20lack%20of%20career
https://www.medicalnewstoday.com/articles/racial-trauma
https://www.mplsneca.org/creating-a-supportive-workplace-environment-the-role-of-leadership-in-fostering-mental-health/#:~:text=Through%20clear%20communication%2C%20leaders%20establish,serving%20as%20positive%20role%20models .
Kiles, Tyler M, et al. “White Coats, Black Lives–Racial Trauma in Black Pharmacists.” Journal of the American Pharmacists Association, Elsevier, 22 Dec. 2023, www.sciencedirect.com/science/article/abs/pii/S1544319123004260.
Critical Race Theory by Richard Delgado and Jean Stefancic
Race, Class, and Gender by Patricia Hill Collins

Intentional Conversations: A Deep Dive into DEI with Yeruwelle de Rouen

anum@nikawhite.com (Nika White) — Wed, 11 Sep 2024 20:20:52 GMT

The Intentional Conversations Vodcast, hosted by the NWC Team, fosters open and honest discussions about Diversity, Equity, and Inclusion (DEI). In a recent episode, Dr. Nika White engaged in a thought-provoking conversation with Yeruwelle de Rouen , an insightful leader with a diverse background in counseling, psychology, philosophy, critical race theory, and restorative organizational development.

A Powerful Intersection

Yeruwelle's unique perspective, shaped by her multi-ethnic upbringing, homeschooling experience, and identity as a light-skinned BIPOC cis woman, provides a rich lens through which to examine the complexities of DEI. She shared how her intersecting identities have informed her approach to equity work, emphasizing the importance of recognizing personal narratives and stories as a superpower.

Systemic Issues and Restorative Practices

The conversation delved into the systemic nature of racial oppression and the need for restorative approaches to address harm and rebuild communities. Yeruwelle highlighted the importance of creating inclusive spaces where everyone feels valued and heard. She emphasized the role of restorative practices in fostering collaboration, understanding, and healing.

Restorative Organizational Development: A Holistic Approach

Yeruwelle also discusses her work in restorative organizational development. She emphasizes creating a culture of proactive engagement, iteration, and agreement within organizations. Restorative approaches, which center on relationships, conflict resolution, and accountability, can foster a more equitable and inclusive workplace.

She explains, "Restorative justice is an indigenous process of calling people in, right? You know, it's about recognizing harm, healing, and taking accountability for that without pushing out. Because the point is to rebuild community and continue together."

Key Takeaways from the Conversation:

The Power of Personal Narratives: Our individual stories and experiences are essential to understanding DEI.
The Importance of Systemic Awareness: Recognizing the systemic nature of racial oppression is crucial for practical DEI work.
Restorative Practices for Healing and Community Building: Restorative approaches can help address harm, foster healing, and rebuild communities.
The Need for Inclusive Spaces: Creating spaces where everyone feels valued and heard is essential for promoting equity and inclusion.

The conversation between Dr. Nika White and Yeruwelle de Rouen offered valuable insights into the complexities of DEI work. By understanding the intersectionality of identity, recognizing systemic issues, and embracing restorative practices, we can create more equitable and inclusive communities.

Menopause in the Workplace: A Silent Storm

anum@nikawhite.com (Nika White) — Fri, 06 Sep 2024 13:05:41 GMT

Menopause. It's a natural biological process that every woman experiences. Yet, in the workplace, it remains a largely unspoken and misunderstood topic. It's time to change that.

For too long, women have suffered in silence as they navigate the physical, emotional, and cognitive changes of menopause. Hot flashes, mood swings, brain fog, and sleep disturbances are just a few of the challenges they may face. These symptoms can significantly impact job performance, productivity, and overall well-being.

The reality is that menopause represents a significant talent drain. Many women are forced to leave the workforce prematurely due to a lack of understanding and support from their employers. This is not only a loss for the individual but also a loss for businesses that miss out on the valuable experience and expertise of their women employees.

A Personal Journey: Navigating Perimenopause

As a 48-year-old woman, I find myself squarely in the midst of what I thought was perimenopause to learn at my recent annual physical that I’m fully in menopause. This journey has been a rollercoaster of emotions, physical changes, and self-discovery. One day, I feel like I can conquer the world; the next, it takes every ounce of energy just to sustain my exercise routine.

The fluctuations in hormones can be both physically and emotionally challenging. Hot flashes, mood swings, and brain fog have become unwelcome companions. It’s been a process of learning to listen to my body, to be patient with myself, and to find ways to manage these new symptoms.

I've come to realize that perimenopause and menopause are unique experiences for every woman. What works for one person may not work for another. It’s essential to find what strategies help you cope. Exercise, meditation, and a supportive community have been invaluable for me.

I believe extending grace and patience to us and other women navigating this stage of life is crucial. We are undergoing a significant transformation, and it’s okay not to feel perfect all the time. By sharing our experiences openly and honestly, we can create a more supportive environment for women and help reduce the stigma surrounding menopause.

Organizational Considerations

It's imperative that organizations create a supportive and inclusive environment for menopausal women. Here are some key steps to consider:

Open Communication: Encourage open dialogue about menopause, breaking down the stigma and creating a safe space for women to share their experiences.
Education and Awareness: Provide managers and employees with education and training about menopause, its symptoms, and the impact it can have on the workplace.
Flexible Work Arrangements: To accommodate the needs of menopausal employees, offer flexible work options such as remote work, flexible hours, or reduced workloads.
Access to Healthcare: Provide access to healthcare resources and support for women experiencing menopause symptoms, including mental health services.
Workplace Adjustments: To address common menopause symptoms, make physical adjustments to the workplace environment, such as improving ventilation and temperature control.

By prioritizing the needs of menopausal women, organizations can create a healthier, more productive, and inclusive workplace. It's time to break the silence and empower women to thrive during this important life stage.

Breaking Barriers: Tai Christensen on Homeownership and DEI

anum@nikawhite.com (Nika White) — Fri, 06 Sep 2024 12:52:28 GMT

Dr. Nika White had the privilege of hosting Tai Christensen , co-founder and president of Arrive Home, a trailblazer in the affordable housing space. Tai's journey is a testament to resilience, determination, and a deep-rooted commitment to dismantling barriers within the housing industry and beyond.

From Personal Struggles to a Powerful Mission

Tai’s candid sharing of her personal journey, including divorce and mental health challenges, resonated deeply. Her transformation from marathon runner to industry leader is inspiring. Through her own experiences, she developed a profound understanding of the challenges faced by marginalized communities, particularly in the realm of homeownership.

The Power of Homeownership

Tai’s emphasis on the generational wealth-building potential of homeownership is a cornerstone of her work. She highlighted the stark disparities in homeownership rates between Black and white communities, a legacy of systemic inequities. Arrive Home's mission to increase access to homeownership for responsible borrowers in underserved communities is a direct response to this crisis.

Innovative Solutions for Affordable Housing

Christensen introduced us to innovative approaches to housing, such as ADUs, tiny homes, and community development. These alternatives offer promising solutions to the housing affordability crisis while fostering a sense of community.

Rebuilding Trust in the Mortgage Industry

The conversation delved into the devastating impact of the Great Recession on Black and Latino communities. Tai stressed the importance of rebuilding trust in the mortgage industry through education, diversity, and transparency. Increasing the number of diverse professionals in the mortgage space can create a more equitable and inclusive industry.

A Call to Action

Tai’s passion for her work is infectious. Her story is a powerful reminder of the potential for individual action to create systemic change. As she eloquently stated, “One decision can deeply change the trajectory of your life, your children's lives, your grandchildren's lives, and maybe just even your great, great, great grandchildren's lives.”

What are your thoughts on Tai Christensen’s work? How can we collectively work to address the challenges faced by marginalized communities in achieving homeownership?

Intentional Conversations: Building Profitable Businesses with Dr. Nika White and Susanne Mariga

anum@nikawhite.com (Nika White) — Fri, 06 Sep 2024 12:48:15 GMT

This vodcast episode of "Intentional Conversations" featured Dr. Nika White and Susanne Mariga discussing strategies for building profitable and resilient businesses, especially for entrepreneurs of color. Mariga, a CPA and Profit First specialist, shared her experiences witnessing entrepreneurs struggle to make ends meet despite working long hours. She attributed this to traditional accounting methods that prioritize revenue over profit.

Key Points:

Legacy and Resilience: Dr. White opens the conversation by highlighting the importance of building legacies and resilient businesses, especially for marginalized communities.
Challenges Faced by Entrepreneurs: Susanne Mariga, a CPA and Profit First specialist, shares her experience witnessing entrepreneurs struggle to make ends meet despite working long hours. She attributes this to traditional accounting methods that prioritize revenue over profit.
The Flawed Traditional Equation: Mariga criticizes the equation "Revenue - Expenses = Profit" for encouraging entrepreneurs to focus on sales and drop prices, often leading to unsustainable practices.
Profit First Methodology: Mariga introduces the Profit First system, which flips the script. Instead of waiting for profit after expenses, entrepreneurs allocate a percentage of income to separate accounts for profit, owner's pay, taxes, and operating expenses. This approach encourages intentional cash management and prioritizes profitability.
Psychological and Biological Influences: Mariga highlights the psychological and biological factors that contribute to business failure. Parkinson's Law, which states that work expands to fill the time available, is used as an example. When cash is plentiful, entrepreneurs may be more likely to overspend.
Profit First Creates Scarcity: By allocating funds to specific accounts, Profit First creates a sense of scarcity for operating expenses. This encourages entrepreneurs to be more mindful of spending.
Financial Strategies for Success: Mariga emphasizes the importance of choosing the right business model, considering scalability, and seeking professional accounting advice.
Building Wealth While Minimizing Taxes: Strategies are discussed for minimizing taxes while maximizing wealth, such as maximizing 401k contributions and offering employee benefits with vesting periods.
Profit First Resources: Mariga mentions ProfitMap.co as a resource for downloading charts with suggested profit allocation percentages based on revenue category.

Overall, the conversation highlights the importance of intentional financial management for entrepreneurs, particularly the Profit First methodology. By prioritizing profit and aligning spending with business goals, entrepreneurs can build more resilient and successful businesses.

Show Your Worth: A Conversation on Intentional Leadership

anum@nikawhite.com (Nika White) — Fri, 06 Sep 2024 12:46:20 GMT

In a recent episode of Intentional Conversations, Dr. White had the privilege of speaking with Shelmina Abji , a renowned author, board member, TEDx speaker, and former IBM VP. Shelmina's journey from humble beginnings to becoming one of the highest-ranking women of color at IBM is truly inspiring.

Key Takeaways from the Conversation:

The Power of Intentional Relationships: Shelmina emphasized the importance of cultivating intentional relationships in both personal and professional life. These relationships can provide invaluable support, mentorship, and opportunities for growth.
Defining Success: Personal and Professional Alignment: She discussed the significance of defining short-term and long-term success goals aligned with personal values. This alignment ensures that professional achievements are fulfilling and meaningful.
Overcoming Imposter Syndrome: Shelmina shared her experiences with imposter syndrome and offered practical advice on how to overcome it. She stressed the importance of recognizing one's worth, stepping outside of comfort zones, and seeking support from mentors.
The Power of Intentional Growth: She highlighted the importance of intentional growth in personal and professional development. This involves stepping outside of comfort zones, seeking new challenges, and continuously learning and growing.
The Power Quotient: Shelmina introduced the concept of the "power quotient," which is the ability to intentionally choose empowering responses to disempowering stimuli. She emphasized the importance of maintaining control over one's own narrative and not allowing external factors to define one's worth.

Shelmina's Book:

For more insights into Shelmina's approach to intentional leadership, check out her book, Show Your Worth: Eight Intentional Strategies for Women to Emerge as Leaders at Work .

Breaking the Silence: A Conversation with Elaine Lin Hering

anum@nikawhite.com (Nika White) — Fri, 06 Sep 2024 12:43:58 GMT

In a recent Intentional Conversations Vodcast, we had the privilege of speaking with Elaine Lin Hering , a renowned facilitator, author, and speaker. Elaine's work focuses on building communication, collaboration, and conflict management skills in individuals and organizations. Her insights into the power of silence and its impact on leadership and diversity, equity, and inclusion (DEI) were truly enlightening.

The Power of Silence

Elaine's journey from law school to becoming a leading expert in communication was unexpected but impactful. She discovered the power of emotions in negotiation and realized that many of us have learned to suppress our voices. This led her to explore the "unlearning silence" concept and its role in personal and organizational growth.

Silence as a Barrier: Elaine highlighted how silence can create barriers to effective communication, collaboration, and innovation. It can lead to misunderstandings, resentment, and a lack of psychological safety.
The Impact of Dominant Norms: She emphasized how dominant cultural norms often silence marginalized voices. This can create a culture where people feel pressured to conform rather than contribute their unique perspectives.
Re-Cultivating Self-Awareness: Elaine stressed the importance of self-reflection and understanding one's own patterns of silence. By asking ourselves, "What do I think?" and "What do I need?" we can begin to reclaim our voices.

She emphasized that silence is a complex issue, often overlooked in discussions about leadership and DEI. While silence can be strategic and protective, it can also be oppressive and limiting. Elaine challenged us to consider the ways we've learned silence and how we might unintentionally silence others.

Creating Inclusive Spaces

To foster a more inclusive and equitable workplace, Elaine suggested the following:

Embrace Different Communication Styles: Recognize that people process information differently and adjust communication methods accordingly.
Challenge Dominant Norms: Question the status quo and create opportunities for diverse voices to be heard.
Build Psychological Safety: Create environments where people feel comfortable sharing their thoughts and perspectives without fear of judgment or reprisal.
Practice Empathy and Understanding: Seek to understand different perspectives, even when you disagree.

Conclusion

Elaine's insights on the power of silence and the importance of authentic communication provide valuable guidance for individuals and organizations seeking to create more inclusive and effective environments. Unlearning silence and embracing our voices can unlock our full potential and build stronger, more resilient communities.

Unveiling the Complexities of DEI with Daisy Auger-Dominguez

anum@nikawhite.com (Nika White) — Fri, 09 Aug 2024 19:08:20 GMT

We hosted the dynamic and insightful Daisy Auger-Domínguez in a recent Intentional Conversations Vodcast . A renowned global leader in organizational transformation, Daisy brought a wealth of experience and perspective to the conversation. We delved deep into the nuances of Diversity, Equity, and Inclusion (DEI), exploring challenges, strategies, and personal journeys.

The Impact of Media on DEI

Daisy and Dr. Nika White began by addressing the role of media in shaping public perception of DEI. They discussed how media sensationalism often overshadows the complexities of the issue. Daisy emphasized the importance of responsible journalism in accurately portraying the realities of DEI work.

Key takeaway: The media significantly influences public opinion about DEI. It's crucial to consume media critically and seek out diverse perspectives.

The Importance of Well-being in DEI Work

Both Daisy and Dr. Nika highlighted the critical role of well-being in sustaining DEI efforts. Daisy shared her personal experience of burnout and the importance of taking a sabbatical to recharge. Her upcoming book, Burnt Out to Lit Up, offers valuable insights into navigating leadership challenges while maintaining one's humanity.

Key takeaway: Prioritizing self-care is essential for DEI practitioners and advocates. Burnout is a real issue, and creating sustainable practices for well-being is vital.

Overcoming Challenges in DEI

The conversation shifted to the common pitfalls organizations face when implementing DEI initiatives. Daisy identified three key challenges:

Misunderstanding of DEI: Many organizations focus on representation without addressing the root causes of inequality.
Fear of Making Mistakes: The complexity of DEI can lead to inaction due to fear of missteps.
Fatigue and Overwhelm: The constant demands of DEI work can lead to burnout.

To overcome these challenges, Daisy emphasized the importance of a shared understanding of DEI, focusing on individual and organizational growth, and creating supportive environments.

Key takeaway: Effective DEI work requires a holistic approach that addresses systemic issues and prioritizes the well-being of employees.

Building a Foundation for DEI Success

Daisy shared her four-step framework for DEI implementation: Reflect, Vision, Act, and Persist. This approach provides a structured way to approach DEI initiatives and build resilience in the face of challenges.

Key takeaway: A systematic approach to DEI is essential for long-term success. Reflecting on organizational values, setting clear goals, taking action, and persevering through challenges are crucial.

Conclusion

Daisy Auger-Domínguez’s insights into DEI work offer valuable guidance for individuals and organizations striving for a more inclusive future. By understanding the challenges, prioritizing well-being, and implementing effective strategies, we can create workplaces and communities where everyone feels valued and respected.

"DEI Hire" as a Political Dog Whistle

anum@nikawhite.com (Nika White) — Tue, 06 Aug 2024 13:09:33 GMT

We each have discernment about what warrants our attention and what doesn’t. Often, awareness of our emotional capacity informs that decision.

When I first heard that VP Harris was referred to as a “DEI hire,” I didn’t have a visceral reaction like many others have had (including close DEI practitioner friends I’m in community with). In fact, I was more unbothered by it, and to me, that felt empowering and a way to reclaim agency.

It is crucial to approach this from a place of nuanced understanding and critical thinking.

Here’s why:

We have a choice to accept someone's interpretation as a fact or not. VP Harris being referred to as a "DEI hire" is not a fact but a way to discredit VP Harris. Perception vs reality.
It was expected. We knew the racist/misogynistic slurs were going to come out with intensity against VP Harris simply because of who she is and the skin she’s in. This inaccurate labeling of VP Harris connects to the historical context of broader issues of racism and discrimination.
We’ve heard it before. Calling VP Harris a “DEI hire” is the same as stating someone was hired because of affirmative action to claim the person is not qualified.
The comment was intended to distract, sow discord, and discredit the VP. Is it wise to give it power?

I’m not saying we should condone or refrain from speaking out against such harmful remarks, and I certainly don’t judge those who have. Giving voice to these matters is important and each person’s prerogative. I appreciate the variety of ways people have shown up in support of VP Harris that feel appropriate to them.

If we let every attack distract and anger us, are we positioning ourselves to optimize our efforts and contribute more effectively to positive change?

I’ve been interrogating this question for myself. If it’s helpful for you, lean in with me and consider this contemplative approach. During this time of reflection, I feel compelled to speak out against the recent appropriation of DEI terminology by far-right factions as a means of political dog-whistling.

The use of phrases like "DEI hire" in this context is not merely a critique of diversity initiatives but a calculated strategy to undermine the progress made in promoting inclusive and equitable workplaces. Dog whistles have long been employed in political rhetoric to covertly communicate prejudiced sentiments to a receptive audience while maintaining plausible deniability.

Historically, these coded messages have evolved from overtly racist and sexist language to more subtle and insidious forms. The current manipulation of DEI language represents a dangerous progression of this tactic.

The transformation of "DEI hire" into a dog whistle serves several harmful purposes:

Vilification of Diversity Initiatives: By framing DEI efforts as politically motivated or discriminatory, far-right rhetoric seeks to discredit the essential work of creating inclusive environments. This not only undermines the legitimacy of DEI initiatives but also sows division and resentment among employees and stakeholders.
Marginalization of Underrepresented Groups: The term "DEI hire" is often weaponized to suggest that individuals from marginalized backgrounds are undeserving of their positions, insinuating that their achievements are solely a result of affirmative action rather than merit. This rhetoric perpetuates harmful stereotypes and can lead to increased bias and discrimination in the workplace.
Erosion of Workplace Cohesion: The insinuation that DEI efforts are inherently divisive can create a toxic work environment where employees feel pitted against one another based on their identities. This can erode trust, collaboration, and overall organizational effectiveness.

The potential dangers of this rhetoric are profound. By stigmatizing DEI initiatives and those who benefit from them, we risk reversing the hard-won progress toward equality and inclusion. The groups targeted by this rhetoric, particularly people of color, women, LGBTQ+ individuals, and others from underrepresented backgrounds, may face heightened discrimination and hostility, both within and outside of the workplace.

Leaders, organizations, and allies must recognize and challenge these dog whistles. We must reaffirm our commitment to DEI principles and continue to advocate for policies and practices that promote equity and inclusion. By doing so, we can counteract the divisive rhetoric and ensure that all individuals have the opportunity to thrive in an environment that values and respects their diverse contributions.

In conclusion, the manipulation of DEI language as a political dog whistle is a troubling development that poses significant risks to the progress we have made in fostering inclusive and equitable spaces. We must remain vigilant and proactive in defending the principles of diversity, equity, and inclusion and work together to build a more just and equitable society for all.

The Power of Intentional Mentorship: A Conversation with Janice Omadeke

anum@nikawhite.com (Nika White) — Tue, 06 Aug 2024 12:57:50 GMT

In our latest Intentional Conversations episode, we had the privilege of hosting Janice Omadeke , the visionary founder of The Mentor Method. Janice shared her inspiring journey of building a platform that revolutionized mentorship and offered invaluable insights into cultivating successful careers.

The Importance of a Diverse Mentorship Network

One of the key takeaways from our conversation was the emphasis on building a diverse mentorship network. Janice introduced the concept of seven essential mentor types:

Company Insider: Navigates internal dynamics and processes.
Skill Master Mentor: Develops specific skill sets.
Money-Minded Mentor: Provides financial guidance.
Industry Mentor: Offers industry expertise and connections.
Network Mentor: Expands professional connections.
Influential Ally: Provides support and advocacy.
Peer Mentor: Offers recent experience and perspective.

By cultivating relationships with mentors from these different categories, professionals can gain a comprehensive support system to accelerate their career growth.

Self-Awareness is Key

Janice also highlighted the significance of self-awareness when seeking mentors. Understanding your values, career goals, and communication style is crucial in identifying mentors who align with your vision. It's essential to remember that your mentor should be an amplifier of your unique qualities, not someone who tries to mold you into a specific shape.

Prioritizing Mental Health and Well-being

Throughout the conversation, both Janice and Dr. Nika White emphasized the importance of prioritizing mental health and well-being. High-stress roles often require additional support, and seeking professional help, such as therapy or coaching, can be instrumental in navigating challenges.

Empowering Underrepresented Communities

Janice's journey as a Black woman founder is a testament to the power of perseverance and resilience. She encouraged listeners to support organizations like Black Women Talk Tech and One Ten , which are dedicated to empowering underrepresented communities.

We invite you to listen to the full Intentional Conversations episode for deeper insights and practical advice. By building strong mentorship networks and prioritizing self-care, you can unlock your full potential and create a fulfilling career.

Natasha Bowman on Mental Health, Workplace Culture, and the Black Experience

anum@nikawhite.com (Nika White) — Tue, 06 Aug 2024 12:51:49 GMT

In a recent episode of Intentional Conversations, Dr. Nika White delved deep into the complexities of workplace culture, mental health, and the unique challenges Black professionals face with Natasha Bowman , a renowned expert in workplace dynamics. Bowman, known as "The Workplace Doctor," shared candid insights into her career journey, mental health struggles, and the systemic barriers that often impede the progress of Black individuals in corporate America.

Natasha Bowman's Career Journey: More Than Meets the Eye

Recognized for her ability to diagnose workplace issues and provide practical solutions, Natasha Bowman is a leading voice in workplace culture and mental health. Bowman's career path, while impressive, was anything but linear. Her journey from law school to HR leadership, entrepreneurship, and academia is a testament to her resilience and determination. She candidly discussed the challenges she faced, including balancing a demanding career with motherhood and the mental health crisis she experienced in 2020. Bowman emphasized the importance of sharing her vulnerabilities to inspire others and to challenge the perception of success as a straight, upward trajectory.

Mental Health and Corporate America: A Complex Relationship

The conversation turned to the critical issue of mental health in the workplace. Bowman shared her personal experience with mental health struggles and how it impacted her identity and career. She stressed the importance of organizations prioritizing mental wellness and creating cultures where employees feel safe to share their struggles without fear of repercussions.

However, Bowman also pointed out that while there has been progress in terms of conversations around mental health, the reality for many employees is far from ideal. She emphasized the need for organizations to move beyond talk and take concrete actions to address systemic issues that contribute to mental health challenges, such as toxic work environments and discrimination.

The Intersection of Race and Mental Health

The conversation also explored the unique challenges faced by Black professionals. Bowman shared personal experiences of discrimination and the added pressure of being the "first" in many roles. She emphasized the importance of addressing systemic racism and creating inclusive workplaces where Black employees feel supported and valued. Bowman shared personal anecdotes about her challenges as a Black woman in leadership positions, including microaggressions, tokenism, and the constant need to prove herself. She emphasized the importance of prioritizing mental and physical health in the face of these challenges and encouraged listeners to set boundaries and be willing to disappoint others if necessary.

Bowman's insights into the misconceptions surrounding Black mental health were compelling. She challenged the stigma associated with seeking help and highlighted the need for culturally competent mental health professionals. Her personal experience with a mental health professional who lacked cultural understanding underscored the importance of diversity in the mental health field.

Conclusion

The conversation between Dr. Nika White and Natasha Bowman offered invaluable insights into the complexities of workplace culture, mental health, and the Black experience. Sharing personal stories and expert perspectives provided listeners with practical tools and strategies for creating more inclusive and supportive environments .

Navigating the Complexities of DEI: A Conversation with Dr. Erica Wallace

anum@nikawhite.com (Nika White) — Tue, 06 Aug 2024 12:49:18 GMT

In a recent episode of Intentional Conversations, In a recent episode of Intentional Conversations, we had the privilege of engaging in a thought-provoking discussion with Dr. Erica Wallace , a passionate educator, researcher, and DEI advocate. Dr. Wallace brought a wealth of experience and insights to the table, shedding light on the challenges faced by women of color and the importance of fostering inclusive environments.

The Superwoman Role: A Heavy Burden

One of the key themes of our conversation was the pervasive “superwoman” role often imposed on women of color. Dr. Wallace delved into the historical context of this concept, explaining how it has evolved from stereotypes to a survival mechanism. She emphasized the detrimental impact of this role on the mental, emotional, and physical well-being of women of color, highlighting the importance of recognizing and addressing this issue.

Dr. Wallace’s research on graduate women of color revealed surprising findings. While the superwoman schema was initially conceptualized with Black women in mind, her study showed that women from various racial and ethnic backgrounds experienced similar pressures. These women often felt the need to excel in academics, careers, and personal life while also carrying the weight of representing their communities.

Breaking Barriers: The Importance of Community and Support

Despite the challenges, Dr. Wallace remains optimistic about creating positive change. She shared her experience developing the Women of Worth initiative at UNC Chapel Hill, a program designed to foster community and support among women of color. This initiative highlights the power of collective action and the importance of creating spaces where women can thrive.

Key Takeaways

The superwoman role is a complex issue with far-reaching consequences for women of color.
It is crucial to challenge stereotypes and create environments that support the holistic well-being of women.
Building community and providing mentorship are essential for empowering women of color.
Addressing DEI challenges requires a multifaceted approach that includes education, awareness, and systemic change.

Conclusion

We encourage our listeners to reflect on the insights shared by Dr. Erica Wallace and consider how they can contribute to creating a more equitable and inclusive world.

Breaking Bread and Building Belonging: A Conversation with Ritu Bhasin

anum@nikawhite.com (Nika White) — Tue, 06 Aug 2024 12:45:14 GMT

In a recent episode of Intentional Conversations, Dr. Nika White sat down with renowned inclusion expert Ritu Bhasin to explore belonging, authenticity, and the transformative power of human connection. The conversation delved deep into Ritu’s journey, her groundbreaking work, and practical insights into fostering a sense of belonging in personal and professional lives.

The Power of Connection

Ritu shared a powerful perspective on the role of food in fostering connection. Breaking bread together, she explained, transcends differences and creates a space for genuine human interaction. It's a simple yet profound concept highlighting the importance of shared experiences.

Furthermore, Ritu emphasized the significance of serving others to express love and care. This act of kindness builds bridges and creates a sense of community. Her experiences in India deepened her understanding of belonging and the longing for connection that many of us share.

Belonging: More Than a Feeling

Ritu's definition of belonging is a cornerstone of her work. She describes it as "the profound feeling of being honored and accepted for who we are, first and foremost by ourselves." This self-acceptance empowers us to seek and build connections with others.

She also introduced the concept of "core wisdom," our inner compass that helps us navigate our emotions and experiences. By understanding our feelings and reactions, we can better respond to situations challenging our sense of belonging.

From Struggle to Strength: Ritu's Personal Journey

Ritu candidly shared her journey of overcoming bullying, societal expectations, and self-doubt. Her story is a testament to the power of resilience and the importance of finding one's authentic voice. She encouraged listeners to embrace their unique qualities and to let go of the pressure to be perfect.

Key Takeaways

Belonging is a feeling about feeling accepted and valued for who you are.
Authenticity is key: Embracing your true self is essential for building strong connections.
Core wisdom is powerful: Understanding your emotions helps you navigate challenging situations.
Connection matters: Building relationships through shared experiences, like breaking bread, fosters a sense of community.
Healing is a journey: Personal growth and self-acceptance are ongoing processes.

Ritu's insights offer valuable guidance for individuals and organizations seeking to create more inclusive environments. We invite you to listen to the entire conversation to gain a deeper understanding of her work and learn how to cultivate a stronger sense of belonging in your life .

Storytelling as Powerful Medicine: A Conversation with Dr. Sayantani DasGupta

anum@nikawhite.com (Nika White) — Tue, 30 Jul 2024 13:30:34 GMT

iIntroduction

In a recent episode of the Intentional Conversations Vodcast, host Dr. Nika White engaged in a thought-provoking discussion with Dr. Sayantani DasGupta, MD, MPH , a pediatrician turned author and Senior Lecturer of Narrative Medicine at Columbia University. The conversation delved deep into the power of storytelling as a tool for healing and understanding, particularly within healthcare.

The Power of Representation in Shaping Young Minds

Dr. DasGupta's journey to becoming a bestselling children's author was deeply rooted in her experience of feeling unseen and unheard. Growing up as an immigrant, she encountered a profound lack of representation in books and media, a reality that shaped her self-perception. Inspired by Toni Morrison's powerful quote, "If there's a book you want to read and it hasn't been written yet, then you must write it," she embarked on a mission to create stories reflecting children's lives from diverse backgrounds. Dr. DasGupta emphasized the importance of representation, arguing that it is essential for children to see themselves as heroes and capable individuals. She stresses the importance of seeing oneself represented positively in literature, a concept she referred to as "mirrors." Additionally, she highlighted the value of "windows" that offer glimpses into different cultures and experiences, fostering empathy and understanding. By sharing her story and advocating for more excellent representation, Dr. DasGupta inspires others to use their voices to create a more inclusive and equitable world for children.

Narrative Medicine: Healing Through Stories

Dr. DasGupta emphasized the transformative potential of storytelling in healthcare. She argued that we are inherently "storied creatures," using narratives to make sense of our lives, especially during times of significant change like illness or trauma. Challenging the notion that storytelling is an innate talent, Dr. DasGupta proposed that the ability to connect with and understand patients' stories is a skill that can be cultivated through rigorous training. By incorporating narrative medicine into medical education, healthcare providers can develop the capacity to truly listen, understand, and respond to the complex experiences of their patients.

Community and Collective Healing

Dr. DasGupta and Dr. White also explored the critical role of the community in addressing health disparities and fostering healing. Drawing on the work of abolitionist scholar Ruth Wilson Gilmore, Dr. DasGupta emphasized the concept of "organized abandonment," where specific communities experience systemic neglect in areas such as housing, employment, and environmental health. She argued that these social determinants of health are intrinsically linked to overall well-being.

The conversation highlighted the importance of collective action and resilience in overcoming adversity. Dr. DasGupta encouraged listeners to build supportive networks, advocate for their communities, and challenge systems of oppression. By prioritizing community well-being and addressing the root causes of health inequities, Dr. DasGupta and Dr. White painted a vision of a future where health is accessible and attainable for all.

The Importance of Effective Communication

Dr. DasGupta shared a powerful anecdote about a patient who wasn't responding to treatment for an ear infection. By simply asking the mother to demonstrate how she was administering the medication, Dr. DasGupta discovered a critical misunderstanding: the mother had been applying the medicine to the child's ear instead of giving it orally. This experience underscored the importance of effective communication and humility in healthcare. Dr. DasGupta emphasized that healthcare providers must approach patients as partners in care who are open to learning and growth.

Beyond effective communication, Dr. DasGupta also stressed the need for critical listening. She highlighted the importance of understanding the context of a patient's story, including the social, cultural, and structural factors that influence their health. By teaching healthcare providers to be critical listeners, we can better equip them to address the root causes of health disparities and provide culturally competent care.

Digital Tools and Amplifying Voices

Dr. DasGupta also highlighted the role of digital tools in amplifying diverse voices within healthcare. She emphasized the power of podcasts like "Docs with Disabilities," which allows physicians with disabilities to share their experiences and advocate for greater inclusivity in the medical field. Additionally, she mentioned the growing number of health advocacy podcasts that empower patients to connect, share stories, and learn from one another. While acknowledging the potential pitfalls of digital media, Dr. DasGupta expressed optimism about its ability to foster community and promote health equity.

Abolitionist Medicine: A Vision for a Just Healthcare System

Dr. DasGupta introduced a groundbreaking concept known as Abolitionist Medicine, a framework that calls for a radical reimagining of healthcare. Rooted in the abolitionist movement, this approach seeks to dismantle systemic racism and oppression within the medical field. By acknowledging the historical and ongoing harm inflicted on marginalized communities through medical experimentation, eugenics, and discriminatory practices, Abolitionist Medicine aims to create a healthcare system that prioritizes justice, equity, and healing. Dr. DasGupta inspires listeners to dream of a future where everyone has access to quality care, free from prejudice and bias, and where the health and well-being of all individuals are valued. This vision, she argues, is essential for building a more just and equitable society.

Conclusion

Dr. DasGupta's insights offer a powerful reminder of storytelling's transformative potential. By recognizing the stories of patients and communities, healthcare providers can build stronger relationships, improve outcomes, and contribute to a more just and equitable healthcare system.

From Engineering to Empathy: Dr. Nicole Price's Journey in DEI Leadership

anum@nikawhite.com (Nika White) — Tue, 30 Jul 2024 13:28:14 GMT

In this week's Intentional Conversations Vodcast, Dr. Nika White spoke with Dr. Nicole Price , a dynamic leader who has remarkably transitioned from chemical engineering to DEI leadership. Her unique perspective and deep-rooted commitment to empathy have made her a powerful voice in the field.

Reflections on Juneteenth

Dr. Price began the conversation by reflecting on the significance of Juneteenth, inspired by a recent encounter with Dr. Opal Lee, the "grandmother of Juneteenth." Dr. Price shared how Dr. Lee's unwavering commitment to commemorating the end of slavery, even at 97 years old, serves as a powerful reminder of the enduring nature of systemic issues. She emphasized the importance of long-term perspective and sustained effort in addressing complex challenges like racial equity. Dr. Price highlighted the need to maintain hope and focus on creating a better future for all, even when faced with setbacks and discouragement.

Transitioning from Engineering to DEI Leadership

Dr. Price’s unique journey from chemical engineering to DEI leadership is rooted in her personal experiences and a keen observation of systemic challenges. Growing up in a large family, she learned firsthand the importance of navigating differences and collaboration. This early exposure to diversity, coupled with her later experiences as a minority woman in a male-dominated engineering field, ignited her passion for creating more inclusive environments. Dr. Price’s engineering background has equipped her with a problem-solving mindset, enabling her to approach DEI challenges with a structured and data-driven approach. She emphasizes the need for foundational knowledge and preparation before diving into complex DEI discussions, drawing a compelling analogy to the importance of prerequisites in education.

Discussion on Empathy and Inclusivity in the Workplace

Dr. Price challenged the common misconception that emotional empathy alone is sufficient for creating a just society. She argued that while emotional connection is essential, cognitive empathy—understanding another person's perspective without necessarily sharing feelings—is crucial for addressing systemic issues. Drawing on her engineering background, Dr. Price emphasized the importance of understanding the "system" to improve it. She introduced the concept of "tactical empathy," suggesting that a strategic approach to understanding different perspectives can be more effective than solely relying on emotional connection when working towards a more inclusive workplace.

Reimagining Diversity Equity and Inclusion

Dr. Price shared her journey and challenges in the DEI space, candidly admitting to feeling overwhelmed by the negative connotations associated with the acronym. She emphasized redefining DEI to focus on core principles like fairness, inclusivity, and valuing differences. Dr. Price highlighted the shift in societal attitudes towards DEI, from a post-racial society in 2016 to a heightened awareness following recent events. She underscored the systemic nature of inequality and the need for intentional efforts to dismantle it, advocating for a focus on individual differences rather than relying solely on the DEI acronym.

Inclusive Design and Liberatory Approach

Dr. Price also highlighted the often-overlooked power of administrative professionals. She emphasized that these individuals often have unique insights into organizational dynamics and can be powerful advocates for change. For example, she cited the recent opening of all-gender restrooms at the Kansas City International Airport. An administrative assistant's suggestion to consider the needs of parents with young children and elderly dependents expanded the conversation around inclusivity, demonstrating how a small but impactful contribution can lead to more inclusive design and policy. Dr. Price encouraged administrative professionals to use their voices and influence to create more equitable workplaces and communities.

Discussion on the Impact of Fiction on Empathy and Learning

Dr. Price also shared a surprising revelation about the power of fiction in building empathy. Despite a demanding career focused on nonfiction, she discovered the transformative impact of immersing herself in fictional narratives. Through books like Mad Honey, which delves into the experiences of a trans person, Dr. Price gained a profound understanding of the challenges marginalized communities face. This newfound empathy, cultivated through fiction, has significantly enhanced her ability to connect with and support her clients, highlighting the often-overlooked role of storytelling in fostering inclusivity and understanding.

Strategies for Addressing Shame and Discomfort

Dr. Price also delved into practical strategies for addressing the often uncomfortable emotions that arise in DEI discussions. She emphasized the importance of pre-work to help participants process their feelings before engaging in challenging conversations. Dr. Price shared an innovative approach to privilege discussions, suggesting participants watch a video demonstration of the exercise beforehand to mitigate potential shame and discomfort. By creating a safe space for exploration and learning, practitioners can facilitate more productive and impactful DEI training sessions.

Understanding Empathy and Its Types

Dr. Price delved deep into the complexities of empathy, offering a nuanced perspective that challenged traditional understandings. She introduced the concept of somatic empathy, emphasizing the physical and emotional connection we often share with others' experiences. Distinguishing between emotional, mental, and affective empathy, Dr. Price shed light on the challenges caretakers and frontline workers face. Moreover, she coined the term "radical empathy," highlighting the importance of extending compassion to those significantly different from us. Dr. Price provided a framework for understanding and cultivating this essential human quality by identifying five distinct types of empathy.

Conclusion

Dr. Price's journey is a testament to the power of personal experience and a commitment to creating a more equitable world. Her insights on empathy, inclusivity, and the importance of long-term vision offer valuable guidance for individuals and organizations seeking to build a more just and inclusive future.

Intentional Conversations: Fostering Global Leadership and Inclusion with Jad-Évangelo Nasser

anum@nikawhite.com (Nika White) — Wed, 24 Jul 2024 17:17:28 GMT

Nika White Consulting's Intentional Conversations series recently welcomed Jad-Évangelo Nasser, a multilingual global inclusion specialist with a background as rich and diverse as his expertise. The conversation focused on navigating the complexities of Diversity, Equity, and Inclusion (DEI) in a globalized world. It offered invaluable insights for leaders and organizations seeking to cultivate a genuinely inclusive environment.

Intersectionality and a Multicultural Lens

Nika began by exploring how Jad's unique multicultural background informs his approach to DEI. Jad emphasized the importance of intersectionality, acknowledging how various social identities like race, gender, and sexual orientation interweave to create unique experiences. He underscored the importance of understanding how intersectionality manifests differently across cultures. Jad began by highlighting the importance of intersectionality in his work, referencing the pioneering work of Kimberlé Crenshaw. Nika echoed this sentiment, emphasizing the need to understand how intersectionality manifests differently across various cultures and national contexts.

Cultural Humility: The Cornerstone of Cross-Cultural Communication

The conversation then shifted to practical strategies for organizations seeking to implement successful cross-cultural communication practices. Here, Jad and Nika underscored the significance of cultural humility over mere competence. Jad acknowledged the near impossibility of achieving complete cultural fluency across all backgrounds but stressed the importance of respecting diverse perspectives and learning from potential missteps.

Global Leadership Demands Global Inclusion

Jad argued that achieving true inclusion necessitates a shift from a solely American-centric approach. Leaders must understand and embrace the nuances of inclusive leadership across various cultures. This includes acknowledging diverse emotional expressions, communication styles, and leadership paradigms. He challenged the notion of "cultural tourism," emphasizing the importance of going beyond superficial travel experiences and genuinely engaging with local communities.

However, Jad challenged the notion that global leadership necessitates extensive travel. He proposed a multifaceted approach to cultural immersion, emphasizing the power of consuming media (films, documentaries) and engaging with online resources to broaden perspectives. However, immersion goes beyond intellectual understanding; it requires a willingness to confront discomfort and challenge preconceived notions. This knowledge base can be combined with inclusive leadership practices to create a potent recipe for effective global leadership.

Adapting Business Strategies for a Globalized World

The conversation concluded with a focus on practical strategies for adapting business strategies to resonate across cultures. Here, Jad highlighted the crucial role of cultural insight research conducted by culturally attuned researchers. He emphasized the importance of lived experience and a willingness to challenge and refine data to ensure accuracy and avoid perpetuating bias.

A Call to Action

Nika White Consulting's "Intentional Conversations" with Jad-Évangelo Nasser is a powerful call to action for leaders seeking to navigate the complexities of an increasingly interconnected world. By embracing cultural humility, fostering a commitment to lifelong learning, and prioritizing inclusive practices, organizations can build bridges, create a more equitable global landscape, and unlock the true potential of a diverse workforce.

Neurodiversity in the Workplace: Unlocking Potential by Recognizing Differences

anum@nikawhite.com (Nika White) — Wed, 24 Jul 2024 17:12:28 GMT

The modern workplace thrives on diversity of thought and experience. But what about embracing neurodiversity? This concept recognizes the natural variations in human brains, including those with conditions like autism, ADHD, dyslexia, and Tourette Syndrome. These "neurodivergent" individuals bring unique strengths and perspectives, but traditional work environments can challenge them to learn and excel.

Why Neurodiversity Matters
A recent study by Accenture found that companies embracing neurodiversity see a significant return on investment. They report higher levels of innovation, problem-solving, and creativity. For example, a BBC article highlights a software company where autistic employees excelled at identifying intricate coding errors due to their exceptional attention to detail.

Recognizing Different Learning Styles
Learning styles aren't limited to neurodiversity; understanding them is crucial for creating a genuinely inclusive environment. Here are some common styles:

• Visual: Learners who benefit from charts, diagrams, and videos.
• Auditory: Learners who excel with lectures, podcasts, and group discussions.
• Kinesthetic: Learners who thrive with hands-on activities and role-playing.

A Lexus Tradition, Served with Warm Smiles
Lexus has always been one of my family's go-to car brands. For as long as I can remember, our driveway was adorned with sleek, reliable Lexus cars. But getting our vehicles serviced from Lexus of Greenville (SC) wasn't just about oil changes and tire rotations; it was a delightful (and delicious!) tradition.

Unlike the usual dread of car maintenance mornings, Lexus Greenville somehow turned it into a heartwarming experience for our family. The secret ingredient? Cafe Blend, the dealership's in-house coffee shop.

Cafe Blend wasn't your average dealership perk. It was a shining example of neurodiversity inclusion. Lexus partnered with Nobis Works, a non-profit that empowers people with disabilities, to create a haven where neurodivergent individuals could thrive. Here, they weren't just employees; they were valued members of the Lexus team, honing their skills and contributing to the dealership's success.

Every time we settled into the customer lounge, we were greeted by warm smiles and genuine hospitality. With their infectious enthusiasm, the Cafe Blend staff served us the most delicious coffee and snacks. It transformed what could have been a mundane wait into a genuinely pleasant experience.

Lexus Greenville's commitment to neurodiversity wasn't just a feel-good initiative but a win-win. The Cafe Blend staff thrived in a supportive environment, and we, the customers, received exceptional service alongside delicious treats. It's a testament to the power of inclusion, not just for the neurodivergent community but for everyone involved.

Tips for Creating a Neurodiverse-Friendly Workplace

Offer training on neurodiversity: Educate managers and colleagues to understand different learning styles and potential challenges.
Provide flexible work arrangements: Allowing for noise-canceling headphones or breaks in quiet spaces can make a big difference.
Utilize diverse training methods: Incorporate written materials, videos, and group activities to cater to different learning preferences.
Focus on strengths: Identify each employee's unique talents and create opportunities for them to excel in those areas.
Open communication: Encourage open communication about individual needs and preferences.

By recognizing and accommodating neurodiversity, businesses can unlock the full potential of their workforce. Hiring neurodiverse talent fosters a culture of inclusion, boosts innovation, and creates a win-win situation for everyone .

The Power of Black Philanthropy

anum@nikawhite.com (Nika White) — Wed, 24 Jul 2024 17:07:50 GMT

August is Black Philanthropy Month (BPM), culminating in multinational summits and initiatives every August as a concerted campaign to elevate African-descent giving and funding equity. Created in August 2011 by the African Women's Development Fund USA (AWDF USA), it is an annual, global celebration of African-descent giving in the United States and worldwide. The theme for 2024 is “Afro-Futures of Giving.

Philanthropy in the Black community is diverse and multifaceted, reflecting a long history of mutual aid, communal support, and efforts to address social inequities. Understanding Black philanthropy and all its collective facets demonstrates the breadth and depth of philanthropic efforts in the Black community, emphasizing a strong tradition of giving, mutual support, and a commitment to social change.

Expanding the understanding of philanthropy in Black communities to encompass a broader range of contributions beyond financial giving is crucial for fostering a more inclusive and impactful approach to community support and development.

To support this expanded understanding and make a case for intentional, curated initiatives that amplify Black philanthropy, please consider these points :

1. Inclusivity and Accessibility: Philanthropy is not limited to financial contributions. By recognizing and valuing the donation of time, skills, and talents, we make philanthropy more accessible and inclusive, allowing everyone in the Black community to participate and contribute, regardless of their financial status.

2. Holistic Community Support: A broader definition of philanthropy acknowledges the diverse ways individuals contribute to community well-being. Volunteers who mentor youth, professionals who offer pro bono services, and artists who use their talents to inspire change are all essential to creating a thriving, resilient community.

3. Empowerment Through Diverse Contributions: Highlighting non-financial forms of giving empowers individuals to see themselves as philanthropists. This shift encourages more people to engage in community building and social change, leveraging their unique skills and experiences to address local needs and challenges.

4. Strengthening Community Bonds: Recognizing and celebrating all forms of philanthropy fosters stronger community bonds. When individuals feel their financial or non-financial contributions are valued, it enhances social cohesion and collective efficacy within the Black community.

5. Amplifying Impact Through Collaboration: By promoting a multifaceted view of philanthropy, we encourage collaboration among community members with diverse resources and capabilities. This collaborative approach can lead to more innovative and comprehensive solutions to social issues, amplifying the overall impact of philanthropic efforts.

6. Valuing Cultural Heritage and Knowledge: Many forms of non-financial giving, such as sharing cultural knowledge, traditions, and historical experiences, play a crucial role in preserving and promoting Black heritage. These contributions enrich the community’s cultural fabric and strengthen its identity and resilience.

7. Fostering Intergenerational Engagement: Expanding the concept of philanthropy to include non-financial contributions encourages intergenerational engagement. Elders can share wisdom and life experiences, while younger generations bring fresh perspectives and energy, creating a dynamic and supportive community environment.

8. Addressing Systemic Inequities: Non-financial contributions often address systemic inequities in ways financial donations alone cannot. For example, advocating for policy changes, providing mentorship, and offering educational workshops can tackle the root causes of inequality and drive long-term social change.

9. Encouraging Sustainable Giving: A broader understanding of philanthropy promotes sustainable giving practices. Non-financial contributions, such as volunteering and skill-sharing, can be sustained over time and complement financial donations, ensuring continuous support for community initiatives.

10. Celebrating Everyday Philanthropists: Recognizing everyday acts of kindness and service as philanthropy elevates and honors the contributions of all community members. This celebration of everyday philanthropists inspires others to give in ways that are meaningful to them, fostering a culture of generosity and mutual support.

By intentionally curating initiatives that highlight and amplify these diverse forms of philanthropy, we can create a more inclusive, engaged, and empowered Black community. This approach maximizes philanthropic efforts' impact and strengthens the community's social fabric and resilience.

I’m excited that the Carlo and Nika White Foundation will recognize BPM this year with an “Ode to Black Philanthropy” Interactive Dinner Experience. I invite you to learn more about CNWF and consider supporting our efforts through the silent auction, securing your participation in the event via the suggested donation amount, becoming a sponsor, or simply standing in solidarity with us as we do our part to make a difference to build up and empower the Black community throughout Upstate, SC.

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Perspective: OK Superintendent Requiring Public Schools to Teach the Bible

anum@nikawhite.com (Nika White) — Mon, 15 Jul 2024 13:28:58 GMT

As a DEI Practitioner and a devout Christian, here's a perspective on Oklahoma’s State Superintendent requiring public schools to teach the Bible.

The Issue at Hand
Recently, Oklahoma’s State Superintendent mandated that public schools incorporate Bible teachings into their curricula. This decision has sparked diverse reactions nationwide, highlighting the complex interplay between education, religion, and diversity in the United States.

Key Considerations to Ponder

Constitutional Separation of Church and State: Christian principles historically influence the U.S., but the Constitution mandates a clear separation of church and state. Requiring public schools to teach the Bible raises concerns about potential violations of this principle and the rights of individuals with diverse religious beliefs or non-believers.
Diversity and Inclusion: A critical consideration in the decision is the potential impact on students from various religious backgrounds. The inclusivity of curriculum content is paramount in ensuring all students feel respected and represented, fostering a sense of belonging and respect for diversity.
Educational Impact: Introducing Bible teachings may enhance cultural literacy and understanding of historical texts crucial to Western civilization. However, balancing this with the need for a comprehensive and unbiased education encompassing diverse perspectives and religious traditions, fostering critical thinking and cultural curiosity is essential.
Community Response: Understanding the varied perspectives within the community is essential. Engaging in inclusive dialogues with stakeholders, including educators, parents, students, and religious leaders, can provide valuable insights into the potential benefits and concerns of integrating religious teachings into public education.

Pros

Cultural and Historical Relevance: Teaching the Bible can offer students insights into cultural and historical references that have shaped Western society, literature, and art, providing a broader context for understanding various aspects of society.
Ethical and Moral Values: The Bible promotes ethical and moral values that some argue benefit character development and promote virtuous behavior among students, contributing to their social and emotional growth.

Cons

Religious Neutrality: Mandating the teaching of the Bible in public schools may infringe upon the principle of religious neutrality that public institutions are expected to uphold, potentially marginalizing students of different faiths or beliefs.
Diversity and Inclusivity: Focusing solely on the Bible may neglect students' diverse religious and cultural backgrounds, reinforcing a singular perspective and alienating those with non-Christian beliefs or secular worldviews.

Neutral Impact Considerations

Implementation and Context: How Bible teachings are integrated into the curriculum, ensuring academic rigor, cultural sensitivity, and respect for diverse beliefs, will significantly influence the potential impact on students and educational outcomes. Offering Bible studies as an elective or extracurricular activity rather than a mandatory curriculum component could offer students a choice in their religious education while maintaining a balanced and inclusive academic environment.

Final Thoughts
As a devout Christian living in the U.S., I would love it if all public schools taught the Bible, resulting in believers of my faith or, at minimum, Biblical understanding to help showcase a significant and important part of my identity. But also, as a devout Christian in the U.S., I understand the importance of a nuanced approach that considers the constitutional principles of religious freedom, diversity, and inclusion in education. Although just one perspective, striking a balance between the Bible's historical significance, respect for diverse beliefs, and ethical educational practices is crucial in fostering a harmonious and equitable learning environment for all students.

Honoring The Past, Empowering The Future: Why Black History Matters

Thu, 13 Jun 2024 18:46:43 GMT

This Juneteenth, let's reflect on the power of Black history and the dangers of neglecting it. Black narratives are vibrant threads woven into the tapestry of our shared story, threads of resilience, innovation, and transformation. Yet, these threads are often diluted or erased.

The Cost of Erasure

When we downplay Black history, we distort reality. Textbooks whitewashing slavery or erasing Black contributions to science and the arts perpetuate stereotypes and hinder understanding. Imagine life without the:

Traffic Signal (invented by Garrett Morgan)
Touch-Tone Telephone (invented by Dr. Shirley Ann Jackson who paved the way for modern push-button phones)
Blood Banks (invented by Charles Drew)
Laser Treatment for Cataracts ( invented by Patricia Bath)

– that's the loss we face when we neglect Black history.

This distorted view fuels inequality. A limited education hinders critical thinking and fosters a society where Black experiences are unseen and unheard. Ignoring the historical context of racial injustice makes it harder to address ongoing issues.

Celebrating Black Stories Means Celebrating Us All

Recognizing Black history isn't just about acknowledging the past; it's about embracing our present and future richness. Black history offers a wealth of cultural exchange, from music and art to science and literature. It's a testament to human creativity and a call for empathy and collaboration.

By honoring Black narratives, we preserve our collective memory, ensure future generations understand the triumphs and struggles that shaped our world, and empower Black individuals by showcasing heroes and role models who defied adversity.

Black history isn't just about Black people; it's about resilience, strength, and overcoming challenges. Businesses can learn from this legacy of perseverance. Recognizing Black history also helps dismantle systemic inequalities by shedding light on the legacy of racism and the ongoing fight for justice.

Efforts to Preserve Black Histo ry

The fight to preserve Black history is ongoing, with dedicated efforts underway:

Scholarly Work: Historians unearth lost stories, reframe narratives, and develop culturally relevant curricula.
Community Activism: Local groups restore historical sites, create digital archives, and host educational events.
Educational Initiatives: Teacher training equips educators to teach Black history effectively, and curriculum reform ensures its inclusion.

The Call to Action

This Juneteenth, let's commit to honoring Black history. Let's advocate for inclusive curriculums, support community efforts, and celebrate Black culture. Let's embrace the complexities and richness of Black narratives. Understanding the past can build a more inclusive and equitable future together.

Beyond the Strong Black Woman: Mental Health Realities We Need to Discuss

anum@nikawhite.com (Nika White) — Fri, 24 May 2024 16:22:58 GMT

Here at Nika White Consulting, we champion the empowerment of Black women. But empowerment starts with acknowledging the realities we face, especially regarding mental health. There's a narrative out there: the Strong Black Woman. She's the rock, the one who shoulders burdens without complaint. But this narrative is a double-edged sword. It celebrates our resilience but also silences the struggles that take a toll on our mental well-being.

Le t's talk about what's not being said:

The Pressure to Code-Switch: Corporate Erin , Lisa Beasley's satirical creation that has gone viral on TikTok, embodies the experience of downplaying your true self to navigate the corporate landscape. This constant pressure to conform takes a mental toll and contributes to the pressure to code-switch.
From Pregnancy to Parenthood Without Support: Black mothers face alarming disparities in healthcare, being more likely to experience complications during childbirth and less likely to receive adequate mental health support postpartum. This lack of support adds immense stress to an already vulnerable time.
The Glass Ceiling: Black women are vastly underrepresented in leadership positions. A recent study by McKinsey & Company found that Black women hold only 2.8% of C-suite roles in corporate America. This underrepresentation is often referred to as the "glass ceiling," a term that refers to the unseen, artificial barriers that prevent women and minorities from reaching the top of their professions.
DEI: Promise vs. Reality DEI: The Broken Promise and its Impact on Mental Health: Diversity, Equity, and Inclusion (DEI) initiatives are meant to foster workplaces that celebrate and support all employees. Yet, the case of Jalon Hall , Google's first and only Black deaf employee, exposes a troubling reality. Hailed initially as a diversity success story, Hall later accused Google of racial and disability discrimination. Hall's lawsuit details were profiled in DEI marketing campaigns, but she was denied essential support, like the sign language interpreters promised during her hiring process. This broken promise is a harsh illustration of Black women's challenges in corporate environments. These factors, combined with a lack of genuine support from supposedly "inclusive" companies, can have a significant negative impact on their mental health.

So, what can we do?

Normalize Therapy: Let's talk about therapy openly and encourage Black women to seek help without shame.
Support Black Therapists: Increase access to culturally competent therapists who understand the unique experiences of Black women.
Hold Workplaces Accountable: Companies must implement genuine DEI programs that address microaggressions, promote inclusion, and prioritize mental health support for ALL employees, particularly Black women. Accountability includes evaluating leadership and ensuring that Black women have equitable opportunities to be seen and represented to lead the organization.
Embrace Authenticity: Black women deserve to thrive in their whole selves, not just a corporate-sanitized version. Let's celebrate authenticity and create spaces where Black women can be their authentic selves without fear of judgment.
Listen to Black Women: Black women's voices have been marginalized throughout history. However, Black women are a powerful force for change, with unique perspectives on social justice, business, creativity, and more. It is essential to listen to Black women beyond a performative gesture. By actively listening to Black women, we gain a richer understanding of the world and can work towards a more equitable future. Furthermore, active listening values and acknowledges one’s feelings and perspective, creating space for Black women to show up as their authentic selves.

We are strong, yes, but we are human too. By acknowledging the mental health challenges Black women face, we can build a future where strength and well-being go hand in hand.

Remember, Nika White Consulting is here to be a part of the solution. Let's keep this conversation going .

The Multifaceted Path Forward for DEI

anum@nikawhite.com (Nika White) — Fri, 19 Apr 2024 14:24:27 GMT

Diversity, Equity, and Inclusion (DEI) has become a lightning rod in the current political and economic climate. A recent CNN segment sparked outrage among practitioners for its superficial exploration of the topic. Panelists, lacking expertise in the field, perpetuated misconceptions and equated DEI with affirmative action, a dangerous mischaracterization.

The portrayal of DEI on CNN was a missed opportunity, to say the least. It fuelled many misconceptions, including the dismissal of DEI in affirmative action cases. Dismissing DEI as "reverse racism" misses the fundamental purpose of fostering inclusivity and equity in workplaces and institutions. DEI is about creating a level playing field, ensuring everyone has a fair shot at opportunities, regardless of background. It dismantles systemic barriers, not creates them.

This isn't the first time DEI initiatives have been attacked, with some states banning DEI programs in universities. A wave of anti-DEI legislation has emerged since 2023. The Chronicle of Higher Education reports that 28 states and Congress have seen a combined 81 bills targeting college-level diversity, equity, and inclusion programs. Eight of these bills have already been enacted in states like Texas and Florida.

This trend extends beyond education. Attrition rates are high, and some companies are dismantling their DEI efforts. Companies are witnessing cutbacks in DEI teams, and prominent figures like Bill Ackman and Elon Musk have voiced criticism of diversity programs on social media . Studies by Revelio Labs reveal a concerning trend in Diversity, Equity, and Inclusion (DEI) roles. By the end of 2022, these positions experienced a significantly higher attrition rate of 33% compared to just 21% for non-DEI roles. This challenge seems to be compounded by layoffs, with companies like Amazon, Applebees, and Twitter disproportionately targeting DEI teams since mid-2022. Revelio Labs' 2023 report further highlights this issue, indicating a near 40% churn rate (employee turnover) for DEI roles in companies experiencing layoffs, compared to a 24% churn rate for non-DEI roles.

It's easy to be discouraged by these developments. But here's the truth: the importance of DEI has never been greater.

For all its flaws, the CNN segment highlighted a crucial point: there's a fundamental misunderstanding of DEI. Panelists equated it with affirmative action and "reverse racism," completely missing the mark. DEI is about dismantling systemic biases that have disenfranchised entire groups for generations. It's about creating a level playing field and ensuring opportunities for all.

Some argue DEI is "unnatural" and "forced." But within the structures we've inherited, DEI won't naturally happen. That's why we need intentional DEI work.

So, where do we go from here? What is the path forward for DEI?

There isn't a one-size-fits-all answer. The beauty of the DEI profession lies in its very diversity. DEI practitioners come from a multitude of backgrounds and bring unique perspectives. This is a strength, not a weakness.

There's room for those who choose to weather the current storm, patiently educating and advocating despite the headwinds. Others may choose to step back and re-evaluate their strategies in light of the evolving landscape. Still, others may decide to pivot their approach completely, seeking new and innovative ways to achieve DEI goals, such as the field’s multidisciplinary nature.

We need to weather this storm by:

Leaning into the Multidisciplinary Nature of DEI: There's no single "right" way to approach DEI. We need practitioners from various backgrounds - legal, social science, HR - to create comprehensive solutions.
Supporting Each Other: DEI work can be thankless and isolating. We must create a robust professional network where practitioners can share best practices and offer encouragement.
Reframing the Narrative: The media often portrays DEI as divisive. We need to counter that narrative by emphasizing the positive impact of DEI on businesses, institutions, and society as a whole.

The current political and economic climate may make DEI seem like a luxury. But it's the opposite. DEI is the key to building a more just and equitable society. By embracing the richness of the DEI profession and supporting its practitioners, we can ensure this vital work continues.

We must support practitioners navigating this challenging landscape and empower them to decide how to best show up in this space. Let's move beyond the “one size fits all” approach. Let's celebrate the multifaceted nature of DEI work. Through this collective effort, we can ensure that DEI isn't just a fad but a lasting movement that creates a more just and inclusive world.

The Unspoken Impact: Dry Promotions vs. Dry Speaking Gigs

anum@nikawhite.com (Nika White) — Tue, 09 Apr 2024 19:12:29 GMT

In the realm of professional development and career advancement, two terms have emerged, each carrying significant weight in their respective spheres: "dry promotions" and "dry speaking gigs." OK, full transparency, I just made up "dry speaking gigs," but not the pervasive concept. While these expressions share similarities in their potential impact, they diverge in their visibility and discourse within mainstream media. Both have a profound effect, particularly on women, especially minority women, underscoring broader issues of equity and recognition in the professional landscape.

Dry Promotions
"Dry promotions" refer to instances where employees are given additional responsibilities, titles, or tasks without corresponding increases in compensation or benefits. This phenomenon often leaves individuals feeling undervalued and overburdened, leading to dissatisfaction and burnout.

For women, particularly minority women, dry promotions exacerbate existing disparities in pay and recognition. Research consistently shows that women are more likely to receive less compensation for similar roles compared to their male counterparts. When these promotions lack financial acknowledgment, it perpetuates the cycle of gender-based wage gaps and reinforces systemic inequalities in the workplace.

Media coverage of dry promotions has gained traction in recent years, shedding light on the prevalence of this issue across industries. However, the focus on dry promotions alone fails to address a parallel trend that disproportionately affects women: dry speaking gigs.

Dry Speaking Gigs
"Dry speaking gigs" entail invitations for professional speakers, often founders, authors, or thought leaders, to speak at events or conferences without compensation, relying solely on the promise of exposure and networking opportunities. While exposure can be valuable in specific contexts, the expectation of free labor undermines these individuals' expertise and time investment.

Women, especially minority women, are frequently approached for dry speaking gigs under the guise of "diversity initiatives" or "opportunities for visibility." While the intention may be well-meaning, the outcome perpetuates the devaluation of women's labor and expertise. It reinforces the notion that their contributions are secondary and expendable, further marginalizing their voices in professional spaces.

Unlike dry promotions, the issue of dry speaking gigs receives limited media attention. While discussions on gender disparities in speaking engagements exist, the focus often centers on representation rather than the economic implications for women speakers. This oversight neglects the financial impact and perpetuates the normalization of unpaid labor within the speaking circuit.

Addressing the Harm
Systemic changes are imperative to combat the detrimental effects of dry promotions and dry speaking gigs. Employers must prioritize equitable compensation structures that recognize and remunerate employees' contributions fairly, irrespective of gender or demographic factors. Similarly, event organizers and conference hosts must commit to compensating speakers for their time and expertise, dismantling the expectation of free labor.

Moreover, amplifying women's voices, particularly minority women, requires proactive efforts to create inclusive spaces and opportunities for professional development. This includes actively seeking out diverse speakers, providing financial support for participation, and fostering environments that value diverse perspectives.

Final Thoughts
While dry promotions and dry speaking gigs may differ in visibility and discourse, both perpetuate systemic inequities that disproportionately impact women, especially minority women. By acknowledging and addressing these issues, we can strive toward a more inclusive and equitable professional landscape where all individuals are valued and compensated fairly for their contributions.

Celebrating Mrs. Willie Pearl Mackey King: A Woman of the Movement Behind the Letter from the Birmingham Jail

anum@nikawhite.com (Nika White) — Fri, 22 Mar 2024 15:12:35 GMT

March provides the perfect opportunity to acknowledge and celebrate the influences of women who have made significant contributions to history. This article pays tribute to Mrs. Willie Pearl Mackey King, an often-overlooked woman of the movement who played a crucial role in one of the most important documents of the civil rights era, Dr. Martin Luther King Jr.'s "Letter from the Birmingham Jail."

Before her pivotal role in transcribing Dr. Martin Luther King Jr.'s "Letter from the Birmingham Jail," Mrs. King had already established an impressive professional career. She worked for the US Equal Employment Opportunity Commission for 32 years as an accounting officer and financial manager. Even after retirement, she continued contributing her expertise as a contractor for the US Office of Compliance on Capitol Hill for six years.

In February 1962, Mrs. King joined the Southern Christian Leadership Conference (SCLC) as a member of Dr. Martin Luther King Jr.'s executive staff. During her time with the SCLC, she performed various administrative duties and traveled alongside Dr. King. During this period, she was pivotal in typing his famous "Letter from Birmingham Jail."

In her own words, Mrs. King described the conditions under which she and Dr. Wyatt Tee Walker worked on the letter. She stated that Dr. King wrote on scraps of paper, including edges of newspapers, table napkins, toilet paper, and other scraps he could find. When he asked the prison security guards for supplies to write, they laughed and told him that the jail was not a library. Despite the difficult circumstances, Dr. King continued to write on whatever scraps he could find, determined for someone to tell his story.

Preserving Dr. King's Story: A Challenging Journey

Mrs. Willie Pearl Mackey King shared these insightful reflections while seated in the pulpit of Sixteenth Street Baptist Church, the first Black church to organize in Birmingham. Willie Pearl Mackey King, who served as Dr. Martin Luther King Jr.'s secretary, underscored the daunting challenges she experienced while transcribing Dr. King's "Letter from Birmingham Jail" and emphasized how honored she was to carry out the duty but also how stressful the situation was. The trust placed in her was overwhelming, but she was up for the task, seeing it as her job duty. No one could fully understand the magnitude of the moment.

The limitations of the typewriter technology during that era added an extra layer of difficulty to the transcription process. Mrs. King did not have the luxury of modern features like copy and paste or the ability to quickly correct mistakes with a simple backspace. Every error meant starting the entire page over. The pressure was immense, with people looking over her shoulder, adding to the already stressful situation. She was not allowed to leave her hotel room (not even to get a toothbrush) until the assignment was complete.

Despite the challenges, Mrs. King's skill as a typist and secretary enabled her to fulfill her duties with remarkable precision. Her dedication to her work and exceptional rapport with Dr. King became evident during their time at the Southern Christian Leadership Conference (SCLC). Dr. King trusted her implicitly, an honor that reflected her competence and professionalism.

When Dr. King was unjustly arrested and imprisoned, he felt urgent to tell his story. Remarkably determined, he documented his thoughts on scraps of paper that he gathered, even using unconventional mediums like brown paper bags, grease-stained paper, newspaper margins, napkins, and even toilet tissue. Dr. King entrusted his attorney with these tattered papers, recognizing the importance of getting his story out. His attorney retrieved the scraps of paper and hid them in his coat jacket to get them in the hands of the team responsible for the transcription.

It became apparent that transcribing the contents of these fragmented writings would be an arduous task. The disjointed nature of the notes meant that paragraphs and sections needed to be deciphered and pieced together. Working tirelessly in a motel room, Mrs. King and her team reconstructed the letter. It took them three to four days to meticulously assemble, organize, and transcribe Dr. King's powerful words.

You may be wondering how I am so familiar with the intricacies of this story. I credit the Faith and Politics Institute for the incredible experience of attending the 2024 Congressional Civil Rights Pilgrimage to Birmingham, Selma, and Montgomery, AL. This is a tradition that began in 1998. It was during that Pilgrimage that I was able to hear Mrs. King share her story, hug her neck, take a picture with her, and hold one of the limited number of copies of the official Letter from the Birmingham Jail, including the one featured as a part of this article. She was not only a speaker, but she was a luminary on the Pilgrimage, with us throughout the trip, experiencing it just as we were. I can share all the impressionable moments from that impactful three-day trip for days, but for now, I wish to focus on this incredible woman of the movement, Mrs. Willie Pearl Mackey King.

Final Remarks

The resilience and dedication demonstrated by Mrs. King in preserving Dr. King's message were esteemed, shedding light on the historical significance of her role. The extraordinary journey of Mrs. Willie Pearl Mackey King serves as a testament to her unwavering commitment to justice and equality. Her instrumental role in transcribing Dr. King's "Letter from the Birmingham Jail" ensured that his powerful words could reach a wider audience and leave an indelible mark on history. Mrs. King's steadfast determination and the trust bestowed upon her by Dr. King showcase her remarkable character and unwavering dedication to the civil rights movement. Let us celebrate her during Women's History Month and beyond, ensuring her invaluable contributions are never forgotten.

A Point of View: The Vital Importance of Black Medical Professionals for Black Communities

anum@nikawhite.com (Nika White) — Fri, 23 Feb 2024 18:40:27 GMT

Providing equitable health care remains a pressing issue in many societies, particularly among historically marginalized populations. In recent years, there has been an increasing recognition of the critical role that Black medical professionals play in serving Black communities. Providing culturally competent care and understanding the unique health disparities that Black individuals face is essential for addressing health care inequities. Here, let’s explore the significance of the representation, trust, cultural sensitivity, and improved health outcomes that arise from increasing the presence of Black health care professionals within the medical field. These realities underscore the importance of Black medical professionals in promoting diversity, equity, inclusion, and justice (DEIJ) within health care systems.

The Historical Context of Health Care Inequities
Understanding the significance of Black medical professionals requires acknowledging the historical context of health care inequities within the Black community. Racial disparities in health care have persisted for decades, leading to disproportionate rates of certain diseases, higher mortality rates, and distrust within the Black community toward the medical system. According to a report by the Government Accountability Office (GAO), the maternal death rate for Black or African American women was 44.0 per 100,000 live births in 2019. This rate increased to 55.3 in 2020 and climbed to 68.9 in 2021. In contrast, white women had significantly lower death rates of 17.9, 19.1, and 26.1 during the same respective years.

In terms of COVID-19, there are significant racial disparities in outcomes among Black individuals. Studies have shown that Black patients have experienced higher rates of hospitalization and death due to COVID-19 compared to white patients. Regarding death rates, the CDC has reported that the death rate for African Americans/Blacks in the United States is higher compared to other racial/ethnic groups. In 2018, the death rate for African Americans/Blacks was 16.3 per 100,000, while it was only 2.5 per 100,000 for whites. It is essential to address these health disparities and work toward implementing policies and interventions that promote health equity for the Black community.

Role of Black Medical Professionals: Social Justice Perspective
From a social justice perspective, having Black medical professionals in Black communities is vital in addressing systemic health disparities. Historically, Black communities have faced more significant barriers to accessing quality health care due to various factors such as lack of insurance, limited resources, and discrimination. These disparities have had detrimental effects on the overall health and well-being of Black individuals and contribute to the racial health inequities that persist today.

There are several significant benefits to increasing the representation of Black medical professionals:

Cultural Sensitivity and Understanding. Black medical professionals better understand the cultural nuances, experiences, and challenges Black individuals face. They can provide more culturally sensitive care, which can help build trust and improve patient-provider communication. Furthermore, representation plays an influential role in shaping health care experiences.
Enhanced Access to Care. Black medical professionals can serve as role models and mentors, inspiring young people in the community to pursue careers in health care. As a result, there will be a greater likelihood of Black individuals seeking medical care and receiving appropriate treatment. Such representation promotes diversity and helps cultivate a more inclusive environment where patients feel understood, respected, and empowered.
Building Trust. The historical mistreatment of Black individuals in medical settings has led to deep-rooted mistrust. Including Black doctors, nurses, and other health care professionals helps foster trust between minoritized patients and their providers. Patients who relate to and identify with their health care providers are more likely to communicate openly, share relevant medical information, and actively participate in decision-making. Trust ultimately leads to better health outcomes and improved patient satisfaction.
Addressing Implicit Bias. Black medical professionals can help combat the implicit biases in health care. Studies have shown that medical professionals from different racial backgrounds may have different biases and treatment approaches. Having Black professionals in the field can help challenge and mitigate unconscious biases that may negatively impact Black patients.
Tailored Health Care Strategies. Black medical professionals can help develop and implement health care strategies that specifically address Black communities’ unique health challenges. They are better positioned to advocate for policies and interventions that consider the social determinants of health and address the root causes of health disparities.
Community Engagement. Black medical professionals can play an active role in community engagement and education, promoting preventive care, conducting health screenings, and addressing health concerns specific to the community. This engagement can help empower individuals and communities to take charge of their health.

Final Thoughts
Diverse representation in the medical profession is necessary to address health care disparities and promote equity in Black communities. Through their presence, Black medical professionals serve as catalysts for change, advocating for improved health care policies, fostering trust, providing culturally sensitive care, and ultimately contributing to better health outcomes. Health care institutions and policymakers must make concerted efforts to recruit, retain, and support Black medical professionals, ensuring they play a central role in shaping a more inclusive and equitable health care system for all.

Reflections on DEI Trends in the Past and Predictions for the Future

anum@nikawhite.com (Nika White) — Tue, 20 Feb 2024 18:45:19 GMT

In 2023, we witnessed various DEI trends that challenged and reshaped how organizations approach diversity, equity, and inclusion. Companies that should have prioritized diversity and inclusion faced significant challenges such as public backlash, loss of talent, and damage to their reputation.

Predicted 2024 DEI Trends
In 2024, several exciting developments and challenges in creating inclusive environments exist. These predicted trends highlight the continued importance of diversity, equity, and inclusion in organizations and the need to adapt and evolve strategies to create truly inclusive workplaces.

The Next Generation of Disability Inclusion: In 2024, there will be a heightened focus on environmental inclusion for individuals with disabilities. Organizations will prioritize creating physical spaces that are accessible and accommodating, implementing ramps, elevators, and sensory-friendly areas.
Focus on Flexibility: The concept of flexibility in the workplace will continue to gain traction. This may include adopting four-day work weeks, as seen in some European countries. Companies must develop new performance and project management approaches to navigate team dynamics, collaboration, and scheduling effectively. Providing employees with flexible holidays and benefits, such as unlimited vacation days or remote work options, will also be emphasized.
Hyper-Intersectionality: Intersectionality will become an even bigger focus in 2024. Organizations will prioritize creating multipurpose rooms instead of gender-specific bathrooms to accommodate individuals with diverse gender identities. Learning from models in other countries, organizations will explore more inclusive practices, such as providing closed captioning on videos to help non-English speakers access information, or offering short-term and long-term caregiving support. Recognition of the intersectionality of identities, including marital status, will also be essential.
More Political Hype: Increased political discourse and controversies will require organizations to provide correct information and counteract misinformation. Companies will be expected to actively engage in conversations about societal issues and take a stance on diversity, equity, and inclusion matters. This could involve initiatives such as fact-checking resources and sharing accurate information to combat misinformation.
ESG Unlimited: Environmental, Social, and Governance (ESG) factors will be at the forefront of corporate decision-making. Organizations will prioritize sustainable practices, social responsibility, and ethical governance. For example, a manufacturing company may invest in renewable energy sources to reduce its carbon footprint and implement supply chain transparency to ensure fair wages and working conditions.
Broader AI Adoption: Artificial Intelligence (AI) will be widely adopted to enhance diversity, equity, and inclusion efforts. AI-powered tools can help remove biased language in job descriptions, anonymize applicant information during hiring processes, and provide real-time accessibility features. If utilized correctly, this technology can aid in better decision-making and create equitable opportunities for all.
A Complete DEI Reset: In 2024, organizations will undergo a complete DEI reset, reevaluating their current diversity, equity, and inclusion strategies, policies, and initiatives. This includes reassessing goals, implementing new programs, and fostering a culture of inclusivity at all levels of the organization. Companies will actively seek employee feedback, develop accountability measures, and ensure that DEI efforts are integrated into all aspects of the business.

Ways Organizations Can Continue to Uplift DEI
Based on previous DEI trends and the predicted trends for 2024, Nika White Consulting suggests several proactive steps organizations can take to uplift Diversity, Equity, and Inclusion:

Commitment from Leadership: Organizations must have buy-in and commitment from leadership to prioritize DEI. Leaders should demonstrate their dedication to fostering an inclusive and diverse workplace culture through their actions, statements, and resource allocation.
Strategic Planning: Develop a comprehensive DEI strategy that aligns with business goals and addresses the predicted DEI trends for 2024. This plan should include specific actions and initiatives aimed at attracting, retaining, and promoting diverse talent and creating an inclusive work environment.
Transparent and Inclusive Hiring Practices: Ensure that hiring practices are fair, inclusive, and free from bias. Implement blind resume screening, diverse interview panels, and mandatory diversity training for recruiters and hiring managers. Build partnerships with diverse talent pipelines and expand recruitment efforts to attract underrepresented candidates.
Employee Education and Training: Invest in DEI education and training programs for all employees. Focus on raising awareness about unconscious bias, promoting cultural competency, and creating a more inclusive workplace. Provide ongoing training and development opportunities to help employees understand the importance of DEI and their role in fostering an inclusive environment.
Employee Resource Groups (ERGs): Encourage the formation and support of ERGs for various underrepresented groups within the organization. ERGs provide a platform for employees to connect, share experiences, and advocate for inclusion. Provide resources and opportunities for ERGs to collaborate and contribute to the broader DEI strategy.
Regular Diversity Metrics and Reporting: Track and report on diversity data regularly. Measure progress and identify improvement areas by collecting data on employee demographics, representation at different levels, pay equity, and employee satisfaction. This data-driven approach helps organizations stay accountable and make data-informed decisions.
Partnerships and Outreach: Collaborate with external organizations, community groups, and educational institutions to foster diversity and inclusion. Building relationships with these entities can provide access to diverse talent pools, enhance community engagement, and support local initiatives.

In conclusion, organizations should proactively embrace DEI by having leadership commitment, implementing strategic plans, practicing inclusive hiring, providing employee education, supporting ERGs, tracking diversity metrics, fostering partnerships, and continually evaluating and adjusting their DEI efforts. By following these practices and keeping the predicted DEI trends for 2024 in mind, organizations can create more inclusive, equitable, and thriving workplaces.

1. McKinsey. (2023, January 13). 2023 DEI initiatives report: Inside the lighthouses.
2. The Society for Diversity webinar on "End of the Year: DEI 2024 Trends & Checklist" by Leah Smiley

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Support Black Women in Higher Education

anum@nikawhite.com (Nika White) — Wed, 14 Feb 2024 15:21:11 GMT

Lincoln University's Former Vice President of Student Affairs, Dr. Antoinette Bonnie Candia-Bailey, 's tragic and sudden passing has left a void in the higher education community. Dr. Candia-Bailey was a respected leader dedicated to providing services and support to students, and her death is felt by many. The former Vice President was 49 when she died by suicide. Candia-Bailey's mother and husband said she had been terminated by John Moseley, the university president, on January 3, 2024. Furthermore, Bailey's husband stated that his wife was depressed and did not feel supported in her role at the university.

Considering this tragedy, it is essential to reflect on the comments made by journalist and Pulitzer Prize winner Nikole Hanna-Jones during her testimony on discrimination against Black women in higher education. In 2021, Hanna-Jones accepted a tenure position at Howard University instead of the University of North Carolina at Chapel Hill, effectively concluding her prolonged struggle with UNC's board of trustees, who had delayed offering her tenure. According to a data snapshot by the American Association of University Professors, as of the Fall of 2018, Black women made up only 3.2% of full-time instructional faculty at degree-granting postsecondary institutions in the United States. Furthermore, in 2018, Black women comprised slightly more than 2% of tenured professors. At the same time, Black women are some of the most educated individuals, often pursuing advanced degrees and dedicating their lives to improving their communities. Yet, despite their potential, Black women are often not given the same support and opportunities as their peers in higher education.

Higher education institutions must recognize the need to support and uplift Black women. Here are a few ways we can show up for Black women in higher education:

Offer mentorship and networking opportunities. Black women are often underrepresented in faculty and leadership roles in academia, which can lead to a lack of role models and support systems. By offering mentorship and networking opportunities, institutions can create a community of support for Black women.
Address issues of discrimination and marginalization. Bias and discrimination against Black women in academia are still prevalent, and institutions must actively work to address these issues. By creating a more inclusive and equitable environment, institutions can help support Black women and ensure their talents are recognized and valued.
Increase representation in higher education leadership. One primary way to support Black women in higher education is by increasing their representation in leadership positions. Institutions should actively work towards creating more opportunities for Black women to assume leadership roles. When Black women occupy leadership positions, their voices and perspectives can help shape policies and decision-making processes that are more inclusive and reflective of the diverse student body and faculty. By actively working to increase representation, institutions send a powerful message that they value and recognize the contributions of Black women in higher education.

Overall, the tragic loss of Dr. Antoinette Bonnie Candia-Bailey underscores the urgent and long-standing need to support Black women in higher education. Institutions are responsible for ensuring that Black women are given the same opportunities and support as their peers. Let us honor the legacy of Dr. Candia-Bailey by working to create a more just and equitable higher education system for all.

Source: https://news.yahoo.com/lincoln-university-president-paid-leave-223632748.html?guccounter=1&guce_referrer=aHR0cHM6Ly93d3cuZ29vZ2xlLmNvbS8&guce_referrer_sig=AQAAAB1H3DgqWQ4fbF1U_0yCI0X2B0cn2CH_tFd_eu9dgmf5qF53OzhTW2bAB01R1BwOM5qqUAbQy-daddKGUgGI4eA3gPnuO-3uEVk02FziE9A7HQWzBjfhvYGd68IxoEsiRZT14QP9s0iE72gUy-muS_CkAvZ8LofMiflLk2tMI_f0

Source: https://www.washingtonpost.com/education/2021/07/10/black-journalism-students-nikole-hannah-jones/

Overcoming Language and Cultural Barriers: Promoting Inclusion in Multilingual and Multicultural Workplaces

anum@nikawhite.com (Nika White) — Mon, 08 Jan 2024 19:27:49 GMT

In today's globalized world, more and more businesses are embracing diversity and operating in multinational environments. Along with the benefits come challenges, such as language and cultural barriers, that can hinder effective communication and collaboration. Overcoming language and cultural obstacles is crucial for organizations to enhance communication, foster innovation, build stronger relationships, expand global reach, meet legal requirements, and create a positive reputation. By promoting inclusion in multilingual and multicultural workplaces, companies ensure that all employees feel valued and respected and can contribute their best, leading to overall success and growth. This article will explore strategies and best practices for overcoming these barriers and promoting inclusion in multilingual and multicultural workplaces.

It is essential for organizations to overcome language and cultural barriers and promote inclusion in multilingual and multicultural workplaces for several reasons:

Enhancing Communication: Effective communication is crucial for the smooth functioning of any organization. By addressing language barriers through language training and technology, organizations can improve communication channels and ensure that all employees can understand and be understood. Intentional efforts to enhance communications lead to better collaboration, increased productivity, and reduced misunderstandings.
Fostering Innovation and Creativity: Embracing workplace diversity brings many perspectives, experiences, and ideas. Organizations can tap into this wealth of diversity by promoting inclusion, breaking down cultural barriers, and fostering innovation and creativity. Different cultural backgrounds can lead to unique problem-solving approaches and fresh ideas, enhancing competitiveness in the market.
Building Stronger Relationships: Overcoming language and cultural barriers helps build stronger employee relationships. When individuals feel valued and included, trust is fostered, leading to more effective teamwork, improved morale, and higher employee satisfaction. This positive work environment can also contribute to increased employee retention and loyalty.
Expanding Global Reach: In today's interconnected world, organizations are expanding their global reach and tapping into diverse markets. Companies can better understand their target audience and develop successful marketing strategies by embracing multilingualism and multiculturalism in the workplace. This inclusive approach demonstrates a commitment to cultural sensitivity and can help organizations build strong relationships with international clients and partners.
Meeting Legal and Ethical Requirements: Many countries have legislation to promote diversity and inclusion in the workplace, including specific requirements related to language accessibility and cultural sensitivity. By overcoming language and cultural barriers, organizations ensure compliance with these legal obligations and demonstrate their commitment to ethical practices.
Creating a Positive Reputation: Organizations prioritizing inclusion and actively working to overcome language and cultural barriers build a positive reputation among employees and stakeholders. This reputation can attract top talent, develop strong partnerships, and enhance the organization's brand image.

Importance of Inclusion in Multilingual and Multicultural Workplaces:

Inclusion is not just a buzzword; it is essential for the success of any organization. Embracing diversity brings a wealth of perspectives, knowledge, and skills, fostering innovation and creativity. However, to reap these benefits, organizations must address the language and cultural barriers that can create divisions and limit collaboration.

Here are strategies organizations can leverage to overcome language and cultural barriers and promote inclusion in multilingual and multicultural workplaces:

Improving Communication:

Language Training: Providing language training for employees can help break down language barriers and improve communication. Offering courses, language exchange programs, or hiring interpreters can effectively support employees in improving their language skills.
Use Technology: Leveraging technology can aid communication in multilingual workplaces. Translation tools and apps can bridge the gap between languages, ensuring adequate understanding and reducing potential misunderstandings.
Simplify Language: Encouraging clear and concise communication can make it easier for non-native speakers to follow discussions. Avoiding jargon and slang and using clear and straightforward language can significantly affect understanding.
Clear Communication Channels: Ensure that communication channels within the organization are transparent and inclusive. Utilize visual aids, diagrams, and clear instructions to supplement verbal communication. Encouraging open dialogue and active listening can also help overcome language and cultural barriers.

Promoting Cultural Understanding:

Cultural Awareness Training: Educating employees about different cultures, practices, and traditions can help foster understanding and respect. Workshops or training sessions on cultural sensitivity can provide insights into diverse perspectives and minimize stereotypes.
Celebrate Diversity: Create opportunities to celebrate different cultures within the workplace. Organizing cultural events, sharing traditional food, or acknowledging important holidays can foster a sense of belonging and appreciation for diverse backgrounds.
Encourage Collaboration: Facilitate cross-cultural interactions and encourage collaboration between employees from different backgrounds. Cross-functional teams with diverse members can lead to increased innovation and problem-solving abilities.

Building Relationships and Trust:

Foster an Inclusive Environment: Creating an inclusive workplace culture starts from the top. Leaders should foster an environment where everyone's contributions are valued and diverse backgrounds and experiences are respected.
Set Clear Expectations: Communicate expectations for behavior and conduct in the workplace to ensure that everyone feels included and safe. Establishing guidelines for respectful communication and promptly addressing conflicts can help build employee trust.
Encourage Open Dialogue: Regularly encourage employee feedback and open dialogue to address concerns about language or cultural barriers. Listening to their experiences and implementing necessary changes will demonstrate a commitment to inclusivity.

Final Thoughts:

Embracing diversity in the workplace brings many perspectives, experiences, and ideas, fostering innovation and creativity. By addressing language barriers through language training and technology, organizations can improve communication channels and ensure that all employees can understand and be understood. This leads to better collaboration, increased productivity, and reduced misunderstandings. Furthermore, overcoming language and cultural barriers helps build stronger employee relationships, fostering trust and effective teamwork. In today's interconnected world, organizations are expanding their global reach and tapping into diverse markets, making it essential to prioritize multiculturalism and multilingualism to ensure compliance with legal obligations and ethical practices. Overcoming language and cultural barriers requires a proactive and inclusive approach. Organizations can create an inclusive and harmonious work environment by promoting language training and cultural awareness and fostering relationships built on trust and respect.

Sources:

Creating Inclusive and Equitable Budgets: A Guide for Organizations

anum@nikawhite.com (Nika White) — Mon, 11 Dec 2023 18:26:48 GMT

As organizations prepare for the year 2024, it is important to set financial goals and ensure that diversity, equity, and inclusion (DEI) considerations are integrated into budgeting processes. With the ever-changing market dynamics, it is also essential to reassess budgets strategically, considering the impact of market conditions. This article aims to guide the creation of DEI budgets, offering different approaches to tackle this crucial task.

The negative impacts of not having a DEI budget can be significant, as it may hinder the progress and effectiveness of DEI initiatives within an organization. Here are some critical negative consequences:

Lack of Resources: Without a dedicated budget for DEI initiatives, organizations may struggle to allocate sufficient resources to support meaningful change. It can result in underfunding or neglecting important programs, training, hiring practices, or community engagement efforts, limiting the organization's ability to address DEI challenges effectively.
Inequality and Underrepresentation: Without financial commitment, organizations may fail to address systemic barriers and promote equitable opportunities. This can perpetuate existing inequalities and further marginalize underrepresented groups in terms of hiring, career advancement, promotion, and access to resources.
Missed Business Opportunities: DEI considerations are not only moral imperatives but also essential for business success. Organizations that neglect to invest in DEI initiatives may miss out on diverse perspectives, innovation, and enhanced creativity that can lead to new market opportunities, increased customer satisfaction, and improved overall performance.
Decreased Employee Morale and Engagement: A lack of investment in DEI can signal to employees that their organization does not value diversity, equity, and inclusion. This can lead to decreased morale, disengagement, and higher turnover rates. Employees from underrepresented groups may feel unsupported, undervalued, or excluded, negatively impacting team dynamics and overall productivity.
Reputation and Stakeholder Perception: In today's socially conscious world, organizations that do not prioritize DEI may face reputational damage. Customers, employees, shareholders, and other stakeholders increasingly expect organizations to commit to diversity, equity, and inclusion. A lack of investment in DEI can lead to negative public perception, loss of trust, and potential consequences for the organization's brand and image.
Legal and Compliance Risks: Inadequate attention to DEI can expose organizations to legal risks, including discrimination claims, lawsuits, and reputational damage. Organizations that do not have a DEI budget may be less proactive in addressing systemic issues and ensuring compliance with relevant laws and regulations.

DEI budgets should be intentional and not based on economic performance or happenstance for several reasons. Firstly, intentional DEI budgets demonstrate a commitment to creating an inclusive and diverse workplace. By allocating dedicated resources to DEI initiatives, organizations signal that diversity, equity, and inclusion are a priority and not just an afterthought. This intentional approach helps build trust among employees and stakeholders, showing that the organization is genuinely invested in addressing systemic barriers and promoting equity.

Secondly, tying DEI budgets to economic performance risks neglecting and deprioritizing DEI efforts during challenging times. When DEI allocations are solely based on financial performance, DEI programs may be the first to be cut during cost-cutting measures, undermining the progress in promoting diversity and inclusion. This approach contradicts the recognition that diverse and inclusive organizations are more likely to drive innovation, attract top talent, and achieve better business outcomes.

Furthermore, an intentional DEI budget enables organizations to address systemic issues and promote equity proactively, regardless of economic circumstances. It allows for developing and implementing long-term strategies, such as diverse hiring practices, employee training, and inclusive workplace policies, which require consistent investment over time. By intentionally approaching DEI budgets, organizations can demonstrate a sustained commitment to fostering a more equitable and inclusive environment for all employees.

Let's delve into the steps and strategies for effectively incorporating DEI principles into budgeting while considering the market's influence.

Step 1: Assessing the Current State of DEI:
Before embarking on the budgeting process, it is necessary to understand the current DEI landscape within the organization. Evaluate the existing diversity, inclusion, and equity initiatives, policies, and programs to identify gaps and opportunities for improvement. This assessment will provide a foundation for aligning the budget with DEI goals.

Step 2: Establishing DEI Budget Priorities:
Define clear DEI objectives and align them with the organization's overall strategic goals. This step involves identifying the key areas where financial resources should be allocated to support DEI initiatives. Focus areas include recruitment and retention, employee training and development, supplier diversity, community engagement, and accessibility initiatives.

Step 3: Gathering Data and Resources:
Collect data on DEI-related programs, projects, and interventions to inform the budgeting process. Use metrics and analytics to measure the effectiveness of current initiatives and identify areas that require additional investment. Additionally, research industry best practices and leverage external resources such as reports, surveys, and market intelligence for benchmarking and strategic insights.

Step 4: Budget Allocation and Prioritization:
Allocate funds based on the established DEI priorities and available resources. Consider developing a separate DEI budget category to ensure visibility and dedicated funding for these initiatives. When prioritizing allocations, consider the potential impact of the market on budgets and adapt strategically. For example, in times of economic downturn, identify cost-effective strategies that still advance the organization's DEI goals.

Step 5: Monitoring, Reporting, and Accountability:
Establish a system for monitoring and reporting on the progress and impact of DEI initiatives. Doing so will enable continuous evaluation and adjustment of the budget as needed. Hold regular check-ins and reviews to ensure accountability throughout the organization. Communicate the budget's DEI components to stakeholders, employees, and leadership to foster transparency and create a shared sense of responsibility.

Final Thoughts:

Now more than ever, it is essential for organizations to have clarity on how to establish a DEI budget to protect the efficacy of the work. This article has provided a guide on approaching DEI budgeting, emphasizing the importance of assessing the current state, setting priorities, gathering data, allocating funds, and monitoring progress. By not tying DEI budgets to economic performance or happenstance, organizations can create a more inclusive environment, foster innovation, and achieve better business outcomes in the long run. It can impede progress, affect employee engagement and productivity, harm the organization's reputation, and potentially lead to legal and compliance issues. Therefore, organizations must recognize the importance of allocating dedicated resources to DEI initiatives and incorporate them into their budgeting processes. With this in mind, remember that the specific approach to DEI budgeting may vary based on each organization's needs, resources, and industry context. Tailoring the strategies and tactics outlined in this blog to suit your organization's unique circumstances is essential.

Sources:

Paradigm Shift in Emotional Inclusion in the Workplace

anum@nikawhite.com (Nika White) — Mon, 13 Nov 2023 21:38:41 GMT

There is a growing recognition of the importance of emotional inclusion in the workplace. Emotional inclusion refers to creating an environment where individuals can feel safe, supported, and valued in expressing their emotions. It means acknowledging and accepting a wide range of emotions and experiences, reducing shame and stigma associated with specific emotions, and creating a culture of empathy and connection.

Emotional inclusion is an essential component of mental health and well-being in the workplace, and it involves addressing mental health concerns, improving communication, and building trust. Many companies are beginning to uplift initiatives that support emotional inclusion as it promotes deeper connections between individuals and better team performance, and it is a vital aspect of creating a positive and inclusive culture in the workplace.

For example, the Society for Human Resource Management (SHRM) has emphasized the importance of emotional intelligence in promoting inclusive workplaces. SHRM notes that building emotional intelligence skills can help employees and supervisors gain greater self-awareness and empathy, reduce workplace bias, and improve communication. In another example, a 2021 study by LinkedIn found that companies with high employee engagement--often a byproduct of a positive and inclusive workplace culture--tend to have better business outcomes. As a result, many companies, have created employee resource groups and other initiatives to promote emotional inclusion and supportive work environments.

Here are five ways organizations can create a safe and supportive environment for employees:

Encourage open communication - Build an environment where communication is encouraged and feedback is actively sought and welcomed. Employees should feel free to voice their opinions and ideas without fear of retribution.
Provide development opportunities - Offer training, mentorship, and other activities to encourage employee learning and growth. This promotes a sense of progression and can increase employee satisfaction.
Implement employee resource groups (ERGs): ERGs are voluntary, employee-led groups that provide support, networking opportunities, and a sense of community for employees who share a common identity or interest. Creating ERGs for underrepresented groups can help foster inclusion and provide a space for employees to share their experiences and perspectives.
Foster work-life balance - Encourage employees to take time off and recognize the importance of maintaining a healthy work-life balance. This can help reduce stress and promote overall physical and mental well-being.
Prioritize well-being - Support employees' well-being by offering mental health resources, employee assistance programs, and flexible work arrangements. This demonstrates genuine care and concern for employee health and well-being.

Final Thoughts

The paradigm shift towards emotional inclusion in the workplace is gaining momentum as organizations recognize its importance. Creating an environment where individuals feel safe, supported, and valued in expressing their emotions is essential for mental health and well-being. Companies are implementing initiatives that promote emotional inclusion because it leads to deeper connections between individuals and better team performance. Organizations encourage open communication, provide development opportunities, implement employee resource groups, foster work-life balance, and prioritize well-being to create a safe and supportive environment for employees. By embracing these strategies, employers can foster a positive and inclusive culture that benefits employees and the organization.

Sources:

1. Emotional Inclusion in the Workplace, emotionalinclusion.com

2. https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/global-and-cultural-effectiveness/pages/emotional-intelligence-brings-out-the-best-in-inclusive-offices.aspx

3. https://www.linkedin.com/business/talent/blog/talent-strategy/global-talent-trends-report

The Impact of the Supreme Court Decision on Affirmative Action and the Struggle for Equality in College Admissions and Entrepreneurship

anum@nikawhite.com (Nika White) — Wed, 11 Oct 2023 14:09:54 GMT

On June 29, 2023, the Supreme Court delivered a controversial decision in the cases of SFFA v. Harvard and SFFA v. UNC, effectively dismantling the long-standing equal protection law and eliminating the use of affirmative action in college admissions. This decision has far-reaching consequences for higher education, corporate, and financial institutions that aim to promote opportunities for people of color.

Corporate Ambitions for Black Women Entrepreneurs Under Attack:

 The ramifications of the Supreme Court decision extend beyond college admissions. Several initiatives to promote economic progress for Black women entrepreneurs have come under scrutiny and legal challenges. The Fearless Fund, a prominent organization supporting Black women-owned businesses, faced a lawsuit accusing them of racial discrimination in their grant program. The American Alliance for Equal Rights also sued two law firms over their diversity fellowships. Furthermore, other conservative groups have targeted significant corporations such as McDonald's, Target, and Hello Alice’s partnership with Progressive, seeking to undermine programs that address racial inequality in business opportunities.

Challenges Faced by Black Women Entrepreneurs: 

The report released by Blaze Group titled the 2023 State of Black Women-Owned Businesses Report® , sheds light on the realities Black women entrepreneurs face. It reveals that two-thirds of those surveyed work multiple jobs alongside their businesses. Additionally, nearly 20% of respondents have a household income below the U.S. poverty line, while 55% fall into the middle-income bracket. These statistics highlight the funding gap that Black women entrepreneurs encounter, as they are often left to fully finance their ventures due to exclusion from traditional financial institutions.

The Historical Context and the Struggle Ahead:

 To understand the significance of this Supreme Court decision, one must acknowledge the deep-rooted racial discrimination and oppression embedded within many societal institutions in the United States. The country's history, including its judicial system, education system, and financial institutions, has a legacy of systemic racism that has contributed to the current disparities. Despite this setback, it is crucial for institutions and individuals to continue advocating and implementing equitable practices that foster access to opportunities for marginalized communities.

Moving Forward:

 While the Supreme Court decision represents a significant disappointment and a step backward in pursuing racial equality, it does not mean the end of the fight. Here are three things to consider doing immediately:

1) Stay informed and engaged with ongoing developments of the affirmative action decision and research that centers the voices and experiences of Black women entrepreneurs as collective mobilization and unity are vital in the ongoing struggle for equity.

Click here to read the full 2023 State of Black Women-Owned Businesses Report®.

2) Support Black women-owned enterprises by:
a. Purchasing products and/or services from Black women-owned businesses
b. Creating equitable pathways for access to opportunities for Black women entrepreneurs (mentorship programs, access to risk management services, mental health services, etc.).
c. Highlighting Black women-owned businesses on your personal and professional platforms.

3) Actively push for equitable laws and practices to bridge racial gaps in various industries.

Final Thoughts:

 The Supreme Court's decision to eliminate affirmative action in college admissions has had far-reaching consequences. It affects educational institutions and hinders efforts to provide equal opportunities for people of color in various sectors, including entrepreneurship. The challenges Black women entrepreneurs face, such as limited access to funding, highlight the pressing need to address systemic biases and ensure equitable practices. While setbacks may arise, the fight for racial equality and inclusive opportunities must continue through collective action and persistent advocacy.

Defending DEI: Challenging Assumptions and Encouraging Curiosity

anum@nikawhite.com (Nika White) — Fri, 15 Sep 2023 18:18:35 GMT

Diversity, Equity, and Inclusion (DEI) have become critical components of modern workplaces, aiming to foster a more inclusive and equitable environment for all individuals. However, in our efforts to create a diverse and inclusive culture, it is important to distinguish between embracing DEI from a disempowering perspective versus an empowering one. This article will explore the difference between the two approaches and provide examples to encourage open-mindedness, curiosity, and conversation surrounding DEI.

1. Disempowering Position on DEI:
When individuals adopt a disempowering position on DEI, they often react defensively to questions or curiosities, fearing offense or misunderstanding, or feel defeated when the work is challenged or negated. This defensive posture can hinder progress and prevent meaningful dialogue, creating an environment of reluctance and silence.

Examples of a disempowering position on DEI may include:

a) Avoiding discussions: People may avoid engaging in conversations about DEI for fear of saying the wrong thing or unintentionally causing harm. This avoidance limits opportunities for learning, growth, and understanding.

b) Shaming curiosity: When someone asks questions about DEI, responding with dismissiveness or defensiveness may discourage them from seeking further understanding. It is essential to create a safe space where questions can be asked without judgment.

c) Silencing different perspectives: In a disempowering environment, dissenting viewpoints may be suppressed or dismissed, preventing the exploration of alternative approaches to DEI. This hinders progress and limits diverse perspectives from being heard.

2. Empowering Position on DEI:
On the other hand, an empowering position on DEI embraces curiosity, questions, and a growth mindset. It recognizes that genuine understanding and progress come from open dialogue and a willingness to learn from different perspectives. An empowering position on DEI also knows how to effectively navigate naysayers and negativity concerning DEI, not allowing the devaluing sentiments to move us from our charge of defending DEI and maintaining its significant impact on society.

Examples of an empowering position on DEI may include:

a) Welcoming questions: Encouraging questions demonstrate an openness to discuss DEI topics and allow for educational moments. By creating a safe space for curiosity, individuals can challenge assumptions, learn, and grow together.

b) Engaging in dialogue: Actively participating in conversations about DEI enables diverse perspectives and experiences to be heard and valued. Healthy discussions foster a deeper understanding of the issues at hand, leading to collaborative strategies for creating an inclusive environment.

c) Cultivating a learning culture: An empowering approach to DEI encourages continuous learning and education. Companies can offer resources, workshops, and training programs to foster understanding, empathy, and skill development among employees.

Final Thoughts
Defending DEI requires us to embrace an empowering position rather than a disempowering one. Open-mindedness, acceptance of questions and curiosities, and a commitment to ongoing learning are key elements to creating a truly inclusive and equitable environment. By fostering an empowering culture surrounding DEI, we can engage in meaningful discussions, challenge assumptions, and work together to build a more inclusive future.

So, let's embrace DEI with a welcoming and empowering stance, inviting curiosity, and understanding, and constructively addressing questions and concerns. Together, we can create a workplace culture that thrives on inclusivity, pushing boundaries, and achieving real and sustainable progress.

Remember, DEI is a journey, and it is through open hearts and minds that we can truly make a difference.

Note: The examples and perspectives shared in this article are general in nature and intended to provide a starting point for discussion and reflection. The approach to DEI within each organization may vary, and it is essential to tailor strategies to specific contexts and needs .

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Embracing Grace: Cultivating an Inclusive Workplace for Marginalized Professionals

anum@nikawhite.com (Nika White) — Tue, 08 Aug 2023 13:25:07 GMT

In today's diverse and interconnected world, cultivating an inclusive workplace environment is a paramount goal for organizations aiming to thrive. As a DEI practitioner and woman of faith, I believe that incorporating the principle of grace can play a transformative role in creating an inclusive space for marginalized professionals. In this article, I explore the significance of grace in the workplace and how it fosters empowerment, resilience, belonging, psychological safety, relatability, and greater acceptance of others.

1) Grace Gives Room and Power to Become:

At its core, grace is about giving others the space and encouragement to grow and develop. This creates an environment that supports personal and professional growth in the workplace, regardless of an individual's background or identity. By offering support, mentorship, and opportunities for advancement, organizations can empower marginalized professionals to reach their full potential, contributing their unique perspectives and talents to the team's collective success.

2) Grace Provides Enablement to Try Again:

We are all human and bound to make mistakes. However, in a workplace culture that embraces grace, mistakes are seen as opportunities for growth rather than a reason for defeat. When marginalized professionals are given the space to learn from their errors without fear of undue repercussions, a culture of continuous improvement and resilience is fostered. This enables individuals to bounce back stronger, ultimately leading to personal and organizational success.

3) Grace Provides a Sense of Belonging:

Belonging is an essential need for every employee, especially those who may feel marginalized due to race, gender, religion, or other factors. Grace creates a supportive environment, free from judgment and bias, where individuals can fully be themselves. When employees feel a sense of belonging and acceptance, they are more likely to be engaged, contribute ideas, and build meaningful relationships, fostering a positive and collaborative atmosphere within the workplace.

4) Grace Provides Psychological Safety:

Psychological safety is the foundation for open communication and authentic expression. By cultivating a culture of grace, where individuals are not afraid of being ridiculed or undermined, marginalized professionals feel safe to speak up, share their experiences, and offer valuable insights. This empowers individuals and leads to better decision-making, increased innovation, and a more inclusive work environment.

5) Grace Makes the Workplace Relatable:

Human beings naturally seek connection and understanding. When marginalized professionals are embraced with grace, their unique experiences and perspectives are acknowledged and valued. This creates relatability, facilitating genuine relationships between individuals from different backgrounds. As a result, the workplace becomes more diverse, dynamic, and enriched by a tapestry of ideas and viewpoints, which is essential for sustainable growth and success.

6) Greater Acceptance of Others:

One of the cornerstones of grace is the acceptance of others, regardless of their differences. By actively fostering a culture of grace in the workplace, organizations signal a commitment to diversity, equity, and inclusion. This encourages employees to embrace and appreciate the diversity of their colleagues, leading to greater empathy, understanding, and acceptance. Through grace, bridges are built, biases are challenged, and an inclusive work environment is created.

Final Thoughts:

Incorporating the principle of grace in the workplace is not only a way to honor the experiences and identities of marginalized professionals but also a strategic move that benefits the entire organization. By providing room for growth, enabling resilience, fostering belonging, promoting psychological safety, enhancing relatability, and encouraging acceptance of others, grace cultivates an inclusive and empowering workplace culture. As DEI practitioners and believers in the power of grace, we have the opportunity to create lasting change, one compassionate action at a time. Let us embrace grace and transform our workplaces into spaces where everyone can thrive and succeed.

The Wealth-Boosting Power of Home Ownership for the Black Community

anum@nikawhite.com (Nika White) — Tue, 11 Jul 2023 18:01:57 GMT

The National Association of Realtors released its 2022 homebuyer data for the United States to include all buyer breakdowns by race/ethnicity. The results are jarring.

Homeownership has long been considered a cornerstone of the American dream, providing numerous benefits and opportunities for individuals and families of all backgrounds. However, it holds a particular significance for the Black community, as it has the potential to catalyze wealth accumulation and narrow the racial wealth gap. In light of The National Association of Realtors’ 2022 homebuyer data for the United States (full report can be found here) , I wrote this article to explore how homeownership benefits Black wealth, promoting financial stability, community development, and generational wealth.

1. Building Equity:
One of the most compelling advantages of homeownership is the opportunity to build equity. With each mortgage payment, homeowners gradually increase their ownership stake in the property, translating into wealth accumulation. By owning a home and building equity, Black individuals and families can leverage their assets for future financial endeavors, such as starting a business, funding education, or investing in additional properties.

2. Long-term Appreciation:
Historically, real estate values have tended to appreciate over time, allowing homeowners to benefit from increased property values. This upward trajectory of home prices offers Black homeowners the potential to generate significant wealth over the long term. As home values rise, so does the net worth of homeowners, helping to narrow the wealth gap and create a strong foundation for economic advancement.

3. Access to Affordable Housing:
Homeownership offers stability and the potential for cost savings compared to renting. While rental costs may fluctuate, homeowners gain the advantage of having a fixed mortgage payment. This stability allows Black individuals and families to better plan and allocate resources while building wealth. Moreover, affordable homeownership programs specifically tailored for marginalized communities can provide opportunities for Black households to access quality housing and wealth-building benefits.

4. Community Development:
Owning a home fosters community stability, pride, and empowerment. Black individuals who own homes often demonstrate greater community involvement, promoting local development and economic growth. When many Black families own homes, it can contribute to establishing thriving neighborhoods, improved infrastructure, and increased access to amenities and services. By actively participating in community affairs, Black homeowners can help shape their neighborhoods and create a positive environment that benefits everyone.

5. Generational Wealth Transfer:
One crucial aspect of homeownership is its potential to facilitate intergenerational wealth transfer. By owning a home, Black families can provide their children with a substantial asset that can appreciate over time. This facilitates the passing down of wealth to future generations, helping to break the cycle of poverty and spurring upward mobility within the Black community. The intergenerational wealth generated through homeownership can provide a stronger financial foundation for future opportunities and ambitions.

Final Thoughts
Homeownership is vital in fostering Black wealth and closing the racial wealth gap. By recognizing its benefits, such as equity building, long-term appreciation, affordable housing access, community development, and generational wealth transfer, we can empower the Black community and promote financial stability. Through targeted policies, education, and support, we can help more Black individuals and families realize the transformative power of homeownership, ultimately leading to a more equitable society for all.

Thank you to Christen Flack Behzadi, MD for sharing The National Association of Realtors 2022 released Homebuyer Report, which inspired this article.

Overcoming DEI Content Fatigue: Moving Towards Inclusive Conversations

anum@nikawhite.com (Nika White) — Mon, 10 Jul 2023 15:37:27 GMT

In today's interconnected world, discussions surrounding diversity, equity, and inclusion (DEI) have become increasingly prevalent, and in many regards, the vernacular has grown violent. DEI content fatigue is a phenomenon that has emerged in response to the increased visibility and discussion of issues related to the topic in various forms of media, such as articles, social media, and advertising. While the promotion of DEI is essential for creating a more inclusive society, it is important to acknowledge that constant exposure to such content can lead to a sense of fatigue or overwhelm for some individuals. This fatigue may arise from various factors, including the emotional toll of constantly engaging with challenging topics, the repetitiveness of certain narratives, or the perception that DEI conversations have become performative or tokenistic.

Additionally, individuals from marginalized communities may experience exhaustion from the burden of repeatedly sharing their experiences and educating others. It is crucial for content creators and organizations to approach DEI discussions with sensitivity and thoughtfulness, ensuring that they strike a balance between raising awareness and allowing individuals to take breaks when needed. Moreover, it is vital to focus on implementing tangible actions and structural changes to address systemic inequalities rather than relying solely on symbolic gestures or empty rhetoric. We can foster more meaningful and sustainable progress toward a truly inclusive society by recognizing and addressing DEI content fatigue. But evading DEI content is not the answer. Rather, it is essential to acknowledge when DEI content fatigue is a cop-out for doing the work when the ultimate goal may be avoidance.

In a recent conversation with a prospective client, she expressed concerns about her organization's leaders feeling overwhelmed by the sheer amount of DEI-related content within their industry trade association. Rather than accepting this fatigue as inevitable, it is crucial to delve deeper, understand the underlying causes, and address them head-on. This article explores the reasons behind DEI content fatigue. It proposes strategies for fostering meaningful conversations about equity and inclusion so that we don’t fall into the trap of side-stepping the need to facilitate productive dialogue.

Understanding DEI Content Fatigue
DEI content fatigue is not unique to this specific context; various matters like money, health, and food are regularly discussed and widely considered important. It is essential to consider why these topics continue to be part of our conversations despite the potential for fatigue. Similarly, instead of avoiding DEI discussions, it is crucial to recognize their significance in shaping our lives, organizations, and communities. By reframing DEI content fatigue as an opportunity for growth, we can explore the contributing factors and work towards finding solutions.

Addressing the Underlying Causes

1. Lack of Clarity: One probable cause of DEI content fatigue is the lack of clarity surrounding its purpose and relevance. Organizations must provide clear guidance on why DEI is important and how it connects to their overarching goals. Individuals are more likely to engage in meaningful conversations by establishing a shared understanding and vision.

2. Discomfort and Avoidance: Uncomfortable conversations about topics like race, gender, and privilege can often lead to avoidance. However, it is crucial to acknowledge that discomfort is an inherent part of growth and learning. Creating safe spaces for open dialogue, where individuals can express their concerns and fears, can help build trust and foster a more inclusive environment.

3. Insufficient Skills and Knowledge: Many individuals may feel ill-equipped to navigate discussions around DEI. Providing effective training, resources, and support can empower employees at all levels to engage in meaningful conversations. Investing in building the skills necessary for inclusive communication promotes long-term change.

4. Belief in the Value of Equity and Inclusion: If individuals do not fully comprehend or believe in the value of equity and inclusion, they may exhibit resistance or disengagement. Fostering a deeper understanding of the positive impacts of diverse perspectives and inclusive practices can help combat skepticism and foster a more inclusive mindset.

5. Lack of Accountability: Within organizations, a lack of individual and collective accountability can inhibit progress. It is essential to cultivate a culture where individuals feel responsible for their role in creating an inclusive environment. Encouraging accountability requires clear communication, measurable goals, and transparent feedback mechanisms.

Normalizing Meaningful Conversations

To overcome DEI content fatigue, shifting the focus toward actively addressing the underlying concerns is crucial. Rather than creating narratives that divert from the core issue, organizations should prioritize open and honest discussions about the reasons behind fatigue. By recognizing DEI as an integral part of our collective well-being, we can embrace the challenges, foster understanding, and drive positive change.

Final Thoughts

DEI content fatigue can hinder progress toward building inclusive cultures within organizations. However, organizations can foster meaningful conversations and create lasting change by understanding the causes behind this fatigue and addressing them proactively. By normalizing discussions around DEI, promoting education and awareness, and fostering a sense of accountability, we can create a more inclusive and equitable future for all. Let us embrace the opportunity to overcome DEI content fatigue and work towards a brighter, more inclusive future.

Trigger Warning: Triggers are Your Responsibility

anum@nikawhite.com (Nika White) — Tue, 16 May 2023 21:56:43 GMT

In 2021, I was scrolling through my LinkedIn feed when I stumbled upon a photo that stopped me in my tracks. It was a medical-style depiction of a pregnant woman holding an infant baby in her stomach. Instead of the typical white or fair-skinned mother and child depiction that we often see in medical textbooks, I saw a dark-skinned woman and fetus. The depiction was created by Nigerian medical student and illustrator, Chidiebere Ibe, who was seeking a more diverse representation of this natural process.

The internet went wild. While some people praised it as a win for a more diverse representation of childbearing, others were triggered by it. At first, I wondered, what could be so triggering about seeing a common depiction of a woman’s body carrying a fetus. When I thought more about it, I realized this single illustration could be triggering people for a multitude of reasons.

In our current political climate regarding reproductive rights, seeing a fetus in a womb can be triggering for many people. It can be triggering for those who are unable to bear children or who struggle with fertility issues. It could be triggering for those who had a child but recently lost them. It could also be triggering for folks who are uncomfortable with discussing the body and its natural functions. For whatever reason, this image evoked both joy and discomfort at the same time.

For the people who found joy, representation, and pride in this image, they basked in the ambiance. For those who were triggered, their roars raged on, arguably louder than a simple illustration should have warranted. So, if you are a person who is easily triggered by something you see or something that’s said, perhaps it's time to go deeper.

The rise of trigger warnings
Trigger warnings have changed the diversity, equity, and inclusion (DEI) landscape. When difficult topics came up in the past, people may have been confronted by uncomfortable feelings that had to be delt with, often times without warning.

But in the late 1990s, “trigger warning” as a term began to surface on feminist internet message boards and, thus, found its way into common discourse. Nowadays, before talking about a potentially traumatic topic like sexual violence, self-harm, or other forms of violence, you should mention a trigger warning, or “TW” for short.

These days, people are quick to raise the “trigger flag “ and say that someone harmed or traumatized them. But there’s also room for the person who is triggered to take responsibility, own their trigger, and work to heal it.

Owning our triggers
What brings one person joy, triggers another person. But who is responsible for managing the feelings of being triggered? The person who shares a photo of a black fetus in a womb? Or the person looking at and responding to the image?

We’re at a turning point where we all need to acknowledge what triggers us and find ways to address those triggers within ourselves. To me, this is an important line of demarcation. Those who are constantly triggered may want to ask themselves, “Is it time for me to take responsibility for my triggers?” Or “is it time for me to go to therapy and address the traumatic situations from my past?” I would implore us to explore and analyze how personal triggers affect others in the room and how we can work through them to be more mindful members of our community.

More often than not, our triggers are unhealed parts of ourselves that keep coming up to haunt us every time a related topic emerges. But how do we effectively make sure we’re aware that a potentially triggering message may be coming and prepare ourselves while simultaneously allowing others to experience joy and happiness in the moment?

To me, there’s not enough focus on individual accountability for healing triggers. While shared accountability has its place (more on that in the next section), it can feel unfair and unrealistic to make everyone else responsible for shouldering another person's triggers. So, where’s the balance between healing ourselves, warning others, and holding space for another person’s joy?

The power of shared accountability
While no one is perfect and we all carry trauma with us, there’s room for shared accountability when it comes to triggers. Individuals own their trauma while communities can be aware of them and exercise caution and compassion. This is isn’t the same as saying “trigger warning” and then watching the community back away, it’s about saying “TW” and watching the community lean in. To embrace someone in compassion at that moment, to not alienate them, but to understand and affirm them.

People who have experienced trauma have to feel safe to disclose vulnerable information, like when they were a victim in a moment of violence or were treated unfairly. It takes strength and vulnerability to say, “this is triggering to me”, but once the trigger is communicated, the person on the receiving end should have enough awareness and sensitivity to act with compassion.

As mentioned earlier, one person’s trigger is another person’s joy, so sharing accountability and being sensitive to someone’s trauma doesn’t dismiss one’s own need and desire for joy and celebration. We can be compassionate to others and focused on our joy at the same time. The ask for shared accountability is to simply be aware of the potential impacts a triggering scenario may have on someone who experienced pain or trauma while still maintaining your personal experience in the moment.

Final thoughts
Triggers are real, and for decades issuing “trigger warnings” was the most thoughtful and kind way to address difficult topics with those who may have experienced trauma in the past. While not everyone shares the same traumas, there’s room for individuals to work through them and begin the healing process, while others have the opportunity to balance sensitivity and compassion with personal joy and happiness.

My observation has been that one person’s joy is another person’s trigger, and as we navigate this world together, we should be mindful of those who are not feeling tortured or triggered and let them feel good in the moment. And those of us feeling triggered should embark on the personal journey to seek professional help and work through our traumas.

We should all be able to experience joy without having to tiptoe around another person’s long-term, unhealed trauma. When we’re able to co-exist with trauma and heal in a way where everyone feels they can live their full experience in peace, then we can turn the page on building more compassionate communities and discussing the topics that trigger and inspire us.

Black Maternal Inequality Is Rampant. 4 Ways Workplaces Can Support Black Families.

anum@nikawhite.com (Nika White) — Mon, 10 Apr 2023 20:02:10 GMT

It’s Black Maternal Wellness Week Band it’s about time we talk about the ways Black women and families experience maternal inequality inside and outside of the workplace. Black women are disproportionately subjected to fertility and healthcare injustice that most organizations aren’t aware of.

In 2020, the maternal mortality rate for Black women was 3 times higher than for White women in the United States. Many factors contribute to these disparities such as structural racism, implicit bias from healthcare workers, and underlying chronic conditions.

Regardless of how Black women made it to the place of high maternity mortality, they need support—and organizations simply aren’t offering the right resources to meet them where they are. Black women are seemingly stuck in a place where racialized health disparities and their needs for care and equality are overlooked or outright ignored. Ignoring these issues or surrendering to the assumption there’s nothing to be done about them is a mistake on the part of organizations.

Workplaces have an opportunity to go above and beyond to support Black families with adequate parental leave, mental health resources, and other benefits to not only combat internal workplace inequality but to also support those who are experiencing childbirth complications that affect their performance in the workplace.

Whether your organization wants to attract more Black workers or maintain and support the ones you have, consider offering the following maternal wellness support to Black mothers and families.

Believe Black Women

First and foremost, when Black women tell you they’re experiencing microaggressions in the workplace or they’ve encountered bias from providers when they needed medical care, believe them.

All too often, Black women are gaslit on a number of issues from seeking maternal healthcare to expressing grievances about unequal treatment. The consequence of not believing Black women can not only be detrimental to their health but also to their unborn children.

Research suggests that Black women receive lower quality care than White women, which contributes to an increased risk of maternal morbidity. Many Black women cite complications such as physical pain, dizziness, and other maternity red flags, yet healthcare professionals or those tasked to help them may downplay their needs or recommend inadequate solutions.

Gaslighting and dismissing Black women about their lived experiences in the workplace and when navigating the medical system is not helpful. In fact, gaslighting can bring about feelings of institutional betrayal , a phenomenon where an organization's words don’t match its actions and consequently create a sense of betrayal and feelings of lack of safety for Black individuals.

Believing Black women when they say something isn’t right in the workplace or when seeking maternal care is essential to curbing death disparities and encouraging healthier and happier families.

Offer paid family leave and bereavement benefits that include child loss
In the event that a Black family is expecting soon, make sure your organization has parental leave that supports both the mother and father during this time.

Parental leave shouldn’t just apply to one gender—it should be available to all parents. Offering genderless paternity leave can play a critical role in leveling the playing field for expecting families and giving them the reassurance that their employers have their back on this issue. In a country where racial and ethnic minorities are more likely to be uninsured, offering basic parental leave can be a powerful way to support Black families in your organization.

In the case of child loss, families should have bereavement coverage which includes the loss of a child. Grief resulting from child loss can look a number of ways and may extend into a loss of identity, self-sufficiency, or opportunities at work.

Ensuring that bereavement is easy to access for Black families who have lost a child can be crucial in allowing them to grieve without subjecting them to the additional trauma of a loss of financial resources.

Support affinity groups for working parents and those who have experienced child loss
Since maternal health issues are so personal, it can feel affirming for parents and expecting families to participate in an affinity group with strong support from the organization. Affinity groups are a way for folks with common challenges to come together in a safe space where they can engage in open dialogue that helps each member to process, grieve, and feel affirmed.

It’s vital for Black families to have a space where they can discuss certain health issues within the community and not feel so alone. Many Black women experience maternal health issues that are different than their White counterparts. For example, Black women are more prone to infertility , stillbirths , and uterine fibroids . Topics that may be best discussed with those who understand their situation.

Whether an organization feels financially prepared or well-staffed enough to address this need internally or not, even a small affinity group can have a large impact. Simply providing a physical space and consistent time for groups to organize and meet is a meaningful way to demonstrate support to Black families struggling with maternal health issues.

Offer postpartum mental health support
Even after weeks of parental leave, some Black women still may not feel like “themselves” when they return to work. They could be experiencing postpartum mental health issues that affect their presence and performance in the workplace.

One study showed that Black mothers are more likely to suffer from mood and anxiety disorders like postpartum depression and do so in silence without clinical help. Mental disorders can leave some Black mothers especially vulnerable and in need of support as they return to work and effectively manage their work-life balance (or work-life blend as I call it).

Consider offering postpartum mental health resources for all families, but especially Black families. This can look like choosing a health insurance provider that covers visits to therapists or offering therapist visits as a separate perk to accompany traditional health coverage.

Even though thousands of Black women experience mental health issues after giving birth, the stigma in Black communities towards seeking therapists can deter many from getting the help they need. Employers have an opportunity to support the transition from new parenthood to returning to work by offering mental health benefits that truly support Black families.

Final thoughts
Although Black maternal health doesn’t seem like an issue that organizations should have on their radars, it truly is. As racial diversity increases in the workplace, more employers and non-Black employees will work alongside Black families who may be experiencing these issues.

They are going to build relationships with Black families and may even go to each other’s familial events. Having a keen awareness of Black maternity disparities can demonstrate cultural competence and create a safer space for Black families.

Filling in the gaps of health disparities and doing one's part to curb them helps Black workers feel supported in the workplace and can help them better transition between taking time for parental leave and returning to work successfully.

Forgetting to offer mindful resources to support Black families is a mistake that can cost businesses healthy and happy workers who need additional support during trying times. I encourage organizations to go above and beyond to provide better resources for Black women and families. The result can help attract and maintain a diverse workforce and ensure they show up happier and more present in the workplace.

The Phenomenon of Institutional Betrayal

anum@nikawhite.com (Nika White) — Mon, 20 Mar 2023 14:53:05 GMT

When you think of the word, “betrayal,” what comes to mind? By definition, the term means “the violation of trust by someone close to you.” This can be an all too common feeling in the workplace. Institutions that promise safety, security, and belonging to workers who occupy marginalized identities may not have their actions and promises aligned. For some marginalized folks, the degrading trust they have for institutions is only worsening as the frequency of microaggressions and workplace trauma continue to impact their personal and professional lives.

But there’s a new term to describe the misalignment of words and actions and the ensuing feelings that come from it: institutional betrayal. First coined by psychologist, Jennifer Freyd , institutional betrayal is described as “wrongdoings perpetrated by an institution upon individuals dependent on that institution, including failure to prevent or respond supportively to wrongdoings by individuals committed within the context of the institution.”

As we work towards diversity, equity, and inclusion (DEI) in organizations, we should ask ourselves: How might our organization be perpetrating wrongdoings in the workplace and not even know it? How does repeatedly dismissing the requests and needs of marginalized workers while showing little accountability for organizational mistakes, be exacerbating feelings of mistrust and betrayal?

Today, we’ll further define institutional betrayal, see how it shows up in and outside of the workplace, and discuss what organizations can do to take ownership in order to curb this phenomenon.

What is institutional betrayal?
Even if you haven’t heard of the term institutional betrayal, you’ve probably witnessed it in the workplace. It’s much like the phenomenon of “workplace trauma,” a term used to describe when marginalized people experience the same trauma outside of the workplace as they do inside, for example, when marginalized folks experience colorism hierarchy, gaslighting, and microaggressions in their personal and professional lives.

I would argue institutional betrayal is a step further. It’s not just the replication of workplace trauma–it’s the overwhelming feeling of betrayal that a marginalized person can experience when institutions don’t follow through on their promises of safety or actively cause harm and wrongdoing without taking accountability. It’s the gut-wrenching reality check that occurs when organizations assure someone that they can feel authentic and safe in a space, but it turns out to be nothing more than empty promises.

“I thought this was a safe space”
These words reverberate from the mouths of marginalized workers all over the country. The idea of workplace safety or safe spaces can be a talking point for many businesses and organizations. Leaders might assure marginalized folks that a particular space is “safe” for them to “be themselves” and show up “authentically.” But when a marginalized person enters the space, they see right away that the supposed “safe mecca” that’s been touted by the organization has no teeth.

Organizations should be careful about promising more inclusive spaces without doing the work to ensure those spaces are truly welcoming and warm to all. Organizations should practice accountability by doing the work of strategically planning initiatives, funding safer spaces and their staff, seeking constructive feedback from marginalized folks, and even hiring a DEI consultant . Organizations and leaders should understand that even with all of these tools, actions, and commitments, the space will never be one hundred percent “safe,” but rather “safer.” And for some marginalized folks, the attempt at creating a safer space is enough to quell feelings of mistrust and hurt within the organization.

“Our doors are always open”
Organizations may say they offer DEI resources or tell their shareholders they have support groups for marginalized workers. But, if the individuals who need those resources don’t feel supported by them or don’t have an opportunity to express grievances about the workplace culture, those individuals may experience institutional betrayal. They can feel gaslit by an organization that claims the support groups they are a part of have an open door to discuss changes and grievances around DEI. However, the lack of followthrough and pathways for institutional change can cause some individuals to feel jaded and betrayed by the organization’s supposed “open door” policy.

Organizations that say they’re open to feedback from marginalized workers need to uphold that promise. An organization that claims to value DEI but doesn’t actually value hard feedback from their workers is failing to rebuild psychological safety and trust in the workplace. When actions and words don’t align around grievances and receiving feedback, how can we expect marginalized workers to able to show up and feel supported and confident in the organization?

“I can’t breathe”
Outside of the workplace, institutional betrayal has been felt by marginalized communities for decades. Scholars and activists who have studied the tragic killing of George Floyd and other folks of color have seen the connection between the overarching issue of police brutality and institutional betrayal. The promise of law enforcement institutions is that police officers and other enforcement bodies will protect all citizens equally and be free of biases. The result is decades of biased policing practices that disproportionately target marginalized people. Institutional betrayal, in this case, shows up as promises of honesty and equality but the result is a resounding mistrust in the word and intentions of law enforcement bodies within certain communities.

At this level, many activists and organizers are calling for a complete reform of law enforcement. But as we’ve seen around the nation, some communities are open to change and others are not. Due to long-standing historical issues, many communities may never feel real trust for law enforcement bodies, but the attempt from enforcement departments and local governments to try to rebuild that trust is a step in the right direction. An acknowledgment of the trauma caused in certain communities has to be made in order to remedy it. Action must be taken, and when it is, that’s a step in the right direction.

Institutional betrayal requires urgent action from organizations
When we hear the phrase workplace trauma, it leaves an impression. No one wants to intentionally cause trauma to another person. But some organizations may not know they are causing trauma to their employees by replicating microaggressions from the outside world and bringing them inside of the workplace. Organizations may misunderstand workplace trauma as a personal problem–not an institutional one. So when we use the word betrayal, the issue becomes more urgent and relevant to organizations. The issue transforms from someone else’s problem into an institutional problem of building trust and remedying repeated failed actions on the part of the organization. Leaders should see workplace trauma and institutional betrayal as related, but understand both terms require leaders to do something about the issues within their walls and to follow through with action. Leaders and executives should ask themselves: In what ways have our policies or practices retraumatized marginalized workers? How have our policies not protected those who needed it most? What can we do to listen deeper and find solutions for marginalized workers? These questions may lead organizations to find cooperative solutions to workplace safety and belonging.

Final thoughts
As more and more institutions implement DEI in the workplace, they may be missing a critical component: action. Saying a space is “safe” or “welcoming” is not enough–we need proof. Marginalized folks and allies need to see organizations dedicated to implementing their DEI initiatives and not perpetuating workplace trauma and institutional betrayal. Marginalized folks should genuinely feel safe in the institutions in which they work and live, and see that their policies and procedures around DEI are honest, transparent, and effective. Organizations should make sure their practices and policies are aligned with their actions, and if they’re not, be willing to do the work to change them. We all have a responsibility to tread lightly and not cause more trauma and betrayal in the pursuit of “business as usual.” We can all be more conscious of the ways we cause trauma to others and how we can remedy betrayals when they occur. Only through cooperation between marginalized folks and organizations will we be able to walk in the workplace with compassion, safety, and trust.

Why “Quiet Hiring” May Set Back Your DEI Efforts

anum@nikawhite.com (Nika White) — Mon, 20 Feb 2023 20:14:43 GMT

Since before the start of the COVID-19 pandemic, the trend of quiet quitting had begun to circulate in the news and social media outlets. The phenomenon of quiet quitting is defined as employees who will no longer go above and beyond at work and will instead do exactly what’s being asked of them and nothing more.

I’ve talked about how diversity, equity, and inclusion (DEI) can help end quiet quitting but still, quiet quitting caused an uproar in the business world as some organizations saw it as a decline in “hardworking values.” In my view, quiet quitting was less about employees not working hard enough and more about workers turning their focus toward work-life balance (or work-life blend as I call it).

Quiet quitting was the predecessor to the Great Resignation of 2020 and 2021. This time, the workers didn’t just coast at their jobs–they acted on their personal and professional ambitions and resigned in droves. This led to an empowering period for workers all over the country who were finally ready to have a healthy work-life blend, ask for increased compensation, and enjoy more flexibility.

Fast forward to today: 2023 is bringing a new workplace phenomenon, but this time businesses are the ones calling the shots with “quiet hiring.” This article will explore what quiet hiring is and how it can hinder or derail your business’ DEI initiatives.

What is quiet hiring?
According to CNBC, quiet hiring is when a business hires temporary workers (or contractors) to fill permanent positions or asks existing employees to fill in-demand roles and acquire new responsibilities without increasing their compensation.

Essentially, quiet hiring is how companies are dealing with major labor shortages without increasing wages or benefits for workers. So, how does this new phenomenon affect DEI and why should businesses be cautious about the consequences of quiet hiring?

Quiet hiring may cause contract labors to miss DEI training

Most companies who have DEI training on workplace bias, cultural sensitivity, and building a culture of belonging offer that training to full-time employees–not temporary workers. As more and more businesses use contractors, freelancers, and non-employee labor, those workers are often left out of mandatory DEI training. This can cause businesses with good intentions for DEI to lose track of their progress and implementation across all departments. When one full-time employee is tasked to do bias training and a newly hired contractor is not, it creates inconsistency for DEI in the workplace. With contract laborers taking up more and more roles within organizations, the lasting results of missed or skipped DEI training for temporary workers may cause a gap in progress that is yet to be seen.

Quiet hiring may widen pay and benefits gaps

Some businesses are choosing to quiet hire because of rising demand for employee wages and a recession looming on the horizon. Hiring temporary workers or asking existing employees to take on new roles without additional compensation will inevitably lead to a widening pay gap between contractors and employees as well as between employees in stable roles versus newly reassigned roles. A recent study showed a huge pay gap between temporary workers and full-time employees–not just in the United States but around the world.

With women, minorities, and immigrants already experiencing large pay gaps in the general U.S. economy, hiring those same workers temporarily or asking existing workers to work harder without increased compensation makes the DEI goal to close the wage gap and slow pay inequality that much further out of reach. In fact, asking employees to do more work for the same pay could even be considered “wage theft”.

Plus, 1099 contractors and temporary workers likely won’t receive the full benefits packages usually afforded to full-time employees like paid time off, parental leave, or equity stakes. Thus, creating an even larger disadvantage for temporary workers who are performing full-time work without full-time benefits.

Quiet hiring may increase burnout among workers

With potentially no paid time off for temporary workers and no increase in compensation for existing employees, the opportunity for burnout grows. Burnout is exacerbated when workers are unable to find a work-life blend or get the downtime needed to recover from the heavy demands of work. When employers strip that away from workers or don’t compensate them for their additional responsibilities, burnout is the inevitable result.

In DEI, we advocate for businesses to promote greater work-life blend opportunities to lower or mitigate the effects of burnout. I often advise companies to be generous with benefits like paid time off, parental leave, and bereavement. I also advise employers to have greater respect for the boundaries employees set around their private time. Whether a worker is temporary or full-time, having the space to rest, relax, and return to work feeling rejuvenated should not be rare or the exception. It should be the standard.

Quiet hiring may give international candidates more opportunities
One upside to quiet hiring is that international candidates may be given more opportunities for professional advancement than ever before. In industries like healthcare, where a labor shortage has been prevalent since the pandemic began, skilled workers from overseas are now filling roles that have long been in demand but remain vacant. In this sense, quiet hiring may advantage international candidates and open up more opportunities for skilled immigrants from abroad to find new economic opportunities in the U.S. and to do so legally at a time when they’re most needed.

Final thoughts

Quiet hiring shouldn’t derail your DEI initiatives when policies and practices are applied evenly amongst temporary and full-time workers. If your company is choosing to hire temporary workers in this current economic climate, be mindful of what opportunities temporary workers are being afforded or deprived of. Are they being included in DEI training like their full-time counterparts? How can your business include temporary workers in the typical employee training and protocols to ensure they don’t get left behind economically, psychologically, or professionally?

For current employees who are being asked to do more, how can your organization compensate them fairly for their increased responsibilities or provide other benefits like additional paid time off or longer parental leave? What else can you do to show existing employees that your organization cares about their well-being and that you want them to experience increased workplace satisfaction?

As organizations continue to hire at rapid rates to fill full-time vacancies, keeping DEI at the forefront of hiring and onboarding decisions can help your company stay on track with its initiatives while still adapting to this economic period. Don’t lose sight of your DEI goals as your organization transitions into this new phase of employee-employer relations.

The Power Of Sisterhood And Black Women Masterminds

anum@nikawhite.com (Nika White) — Mon, 23 Jan 2023 19:49:51 GMT

After running my business for nearly six years, I was in a place where I needed community. I often speak about the role community plays in diversity, equity, and inclusion (DEI), but I don’t often speak about the ways to find it. In 2022, I had the joy and privilege of joining a Black women-centric business mastermind called Sistas Driving Impact. The group was started on LinkedIn by the founder of Holistic Inclusion Consulting & Author of The Inclusive Organization , Netta Jenkins . Netta describes the group as “a movement of Black women” with the purpose of “growing with each other as sisters, celebrating wins, learning from losses together, and acquiring financial freedom through collaboration”.

Black women are the fastest-growing group of entrepreneurs in the nation with the number of Black women-owned businesses growing by 50% between 2014-2019. Yet, how many of us had to build our businesses alone? The truth is, for years, I did many things on my own, too. I learned how to find clients, negotiate contracts, get book deals, and the list goes on. I did it alone and although I don’t regret those challenging yet rewarding accomplishments, I wish I had sought a group of like-minded people to support me earlier on in my business.

Sistas Driving Impact is full of brilliant Black women who have taught me the power of sisterhood and all the ways we are anything but each other’s competition. In fact, we are each other’s sounding boards, cheerleaders, friends, mentors, and allies.

Today, I’ll share the experiences and insights from amazing Black women in my group and their take on the benefits of having masterminds dedicated to Black women.

Trade Secrets, Negotiation, And Selling “The Right Way”

When I asked the ladies, “What are you getting from this group that more Black women founders and entrepreneurs could benefit from?” Many said psychological safety, trade tips, and advancement knowledge.

This group is “affirmation that I am approaching my business the right way, and thinking about ways to scale it,” said Dr. Tana M. Session, strategist, speaker, and fellow consultant. Many Black women in business don’t have that affirmation. Oftentimes, they don’t have anyone to look to that’s on their level. For Tana and myself, sisterhood looks like affirming that yes you are on the right path and sowing encouragement to keep going.

What we also need are practical tools. Fellow mastermind colleague and co-founder of Mission Equality , Sharon Hurley Hall said, “On a practical level, guidance on templates, pricing, negotiation, sales, and more adds to the store of knowledge I bring to my own business.” When in these groups, how are we building each other’s knowledge? How are we sharing the mistakes in business that another woman can learn from? How are we providing valuable information so we all can succeed?

The mentality of giving our best secrets away to women who are on our level may seem like we’re giving in to the competition. But in a world where Black women entrepreneurs often don’t receive this knowledge, we’re stepping in as aunties, mentors, friends, and allies to share the vital information that will lift another woman’s brand and ultimately support her success. It’s a privilege and joy to be of service to each other and, therefore, to ourselves.

Being Cheerleaders, Promoting Each Other’s Books, And Lifting Ourselves Up

Women, in general, have not always been each other’s support systems. We as women are taught to fight and tear each other down for the sake of making it in the competitive “man’s world.” But, what about the opposite? What happens when a group of Black women becomes the loudest supporters of each other’s work? What impact does that have on these women, their businesses, and our community?

When asked, “How has another woman in this group helped you grow and get the word out about your work?” DEI consultant Kim Crowder begins by saying, “I could go on for days about this. How the women in this group have helped me grow has been exponential.” She says, “We have bought each other's books, posted about them on social media, and frequently comment on one another's posts. We actively look for ways to support the other members, which is priceless.”

There’s no price on sisterhood, camaraderie, or giving. Lifting each other up is a way to affirm and add value to the experience of another Black woman entrepreneur and, essentially, put wind under her wings. Sharon Hurley Halls agrees and remarks, “Bonding with Black women founders is both about sisterhood and possibility: knowing that others like me are doing it and are lifting as they climb.”

In a world often about competition amongst each other and within white supremacy, how can we develop ourselves, our businesses, and our goals and then share those learnings with other women? What happens to us? The answer is we lift as we climb. We all grow stronger, bolder, and more successful.

Being Each Other’s Mentors, Opening Doors, And Finding “Inspiration Beyond Measure”

Although most of the women in my mastermind are at similar levels, there is still so much to learn from each other. Some women have taken on the role of mentor and guide. Janelle Benjamin , the founder of consulting firm All Things Equitable , is “getting camaraderie, sisterhood, protection, joy, and so much professional wisdom.”

Benjamin continues by saying, “I’m ultimately getting executive coaching from folks who have been through it all and learned from their own mistakes, so now I don’t have to make the same ones.” As founders and business owners, how refreshing would it have been to have someone who’s been there before guide you at the beginning of your journey to avoid painful mistakes and pitfalls? Black women who have been there before are elevating each other without judgment or deceit, but instead with a genuine spirit of mentorship, guidance, and sisterhood. We truly embody what author, speaker, and consultant Yolanda Renee Collins says is “like talking to my sister who is also my business advisor.”

When asked to call out another woman in the group who had offered a hand, lifted a woman up, and opened doors for opportunities, Sharon Hurley Hall said, “I can’t let the opportunity pass to thank Janelle Benjamin for stepping in to support The Introvert Sisters podcast when we most needed it–that bought us another season.” Then, Janelle Benjamin passes it on to me and says, “Nika, you had me on your podcast, Intentional Conversations , and I was able to discuss the Abercrombie & Fitch documentary on Netflix.”

Even opportunities to speak on national TV helped one woman lift another. Dr. Tana M. Session said, “I noticed Natasha Bowman being featured on several morning news stations across the country in 2022. She graciously shared the name and contact information for her publicist, who I have been working with for the past three months.”

Doing the work of guiding, mentoring, and lifting is what Kim Crowder describes as “both encouraging and healing.” How can we continue to lift each other into the future? Black women's mastermind groups should become more pervasive and available to propel our professional and personal lives to unimaginable heights.

“Community Is About Legacy, Healing, And Holding”

While we rewrite the narrative that women, especially Black women, tear each other down in the name of white supremacy and patriarchy, we’re invited to rethink Black sisterhood as a way to heal, bond, and create a lasting legacy.

Aiko D. Bethea , the founder of Rare Coaching and Consulting , describes it well when she says “white supremacy is about white supremacy and not [about] me being less than” while “community is about legacy, healing, and holding. Without this, what is the point of walking this earth?” Allowing the dominant culture to dictate how we’re going to move in the world is a looming and unfortunate threat to the community and legacy of Black women founders.

But there’s hope that through sisterhood we will lift as we climb and grow together. Like Dr. Tana M. Session says, “Having a group of equally–or more so–successful Black women has been refreshing and just what I need at this point in my career”. Masterminds like this one have the potential to change the trajectory of Black woman-owned businesses and create lasting wealth, success, and prestige for all of us.

Final Thoughts

For me, this mastermind has affirmed the immense value of finding sisterhood amongst Black women founders. We knew we had each other, but perhaps we didn’t know how to channel our connection for the betterment of our businesses and each other. The word “ally” which is often used in DEI now has body, form, and teeth. The women in this mastermind are each other’s cheerleaders, guides, mentors, and true success partners. The relationships we’ve forged will be hard to break. The growth we encourage in one another will be hard to ignore. We are destined for greatness–together.

5 Tips To Throw An Inclusive Holiday Party

Fri, 16 Dec 2022 16:19:00 GMT

At NWC, we love a good holiday party. Celebrating with one another and connecting across our differences is an important part of our company culture. We’re a fully remote team and don’t often get to be in the same room. So when we find the time to be together, you know we’re having fun!

If throwing a holiday party and celebrating with your team, friends, and family is on the agenda, then read on because I have several tips to share. Hosting an inclusive holiday party sounds simple but there are several details hosts and businesses miss that can make a holiday event feel non-inclusive, dismissive, and uncomfortable. The holiday seasons are about belonging and encouraging friends, family, and colleagues alike to gather and feel welcome in intimate settings.

Here are 5 tips to make sure your holiday party feels warm, inclusive, and mindful.

1. Be mindful of all holidays and those who choose not to celebrate

If you’re based in North America, you know there are many holidays celebrated this time of year. Christmas is the predominant holiday but it isn’t the only one. When throwing a party, don’t just center your holiday festivities around Christmas. Be sure to include Kwanzaa and Hanukkah, too.

For those who don’t know, Kwanzaa is a holiday most commonly celebrated by Black Americans
in late December of each year. The holiday is founded on seven principles:

1. Umoja (unity)
2. Kujichagulia (self-determination)
3. Ujima (collective work and responsibility)
4. Ujamaa (cooperative economics)
5. Nia (purpose)
6. Kuumba (creativity)
7. Imani (faith)

Hanukkah is another holiday you should be mindful of this season. Hanukkah is a Jewish
holiday observed for eight days at the end of December. The holiday is widely celebrated and is considered one of the most important holidays of the year for those of the Jewish faith. In addition, some people choose not to celebrate holidays altogether. Holiday celebrations can feel triggering, uncomfortable, or bring up less-than-desirable memories for some people. It’s important not to assume that someone celebrates a certain holiday because they are a person of a particular faith. Try your best to respect and acknowledge when someone doesn’t want to participate in a given holiday. You likely work, live, and have connections with those who celebrate Hanukkah, Kwanzaa or choose to not celebrate at all. If you throw a holiday party, be compassionate about where your attendees are this season in order to help them feel seen, heard, and respected.

2. Use culturally-inclusive decorations

As mentioned in the previous section, you’ll likely have attendees at the holiday party who don’t celebrate Christmas or who choose to participate in other cultural holidays this time of year. Be inclusive by educating yourself and your team on how to incorporate culturally-inclusive decorations that can make everyone feel welcome. Banners that say “happy holidays” instead of focusing on one holiday can be a mindful choice.

Decorating the office or your home with menorahs and Kwanzaa colors as well as Christmas trees can help the space feel dynamic, welcoming, and not just focused on one holiday.

You may also wish to invite colleagues or attendees to bring their own cultural relics like menorahs or kinaras or traditional foods eaten during their holiday festivities. This can take the pressure off of you and the party organizers while allowing attendees to co-create an inclusive atmosphere at the gathering.

3. Be mindful of food and dietary preferences

Almost nothing is worse than coming to a holiday party and feeling like there’s nothing for you to eat. Not being mindful of the religious and cultural food your attendees are expecting can leave some with a bad taste in their mouths.

When choosing your party menu, be mindful of offering halal, kosher, and vegetarian options. For those who don’t know, halal is an Arabic word meaning “permissible” and is related to how food is prepared, in particular meat. Practicing Muslims are not supposed to eat meat that is not halal and offering meat without this label can make some guests uncomfortable or unwilling to enjoy your holiday menu. Ensure your Muslim guests have certified halal food available at the party to help them relax and enjoy the culinary experience.

Similar to halal, kosher is a set of dietary laws that Jewish people must follow as it pertains to their food choices. Make sure the recipes you prepare or the catered meals you order are certified kosher in order to help your Jewish attendees feel comfortable and satisfied with the food at your event.

Beyond religion, another issue to be aware of is that some people prefer alcohol at social events while others do not. Offer both alcoholic and non-alcoholic beverages so those at your event can enjoy drinks that will enable them to relax and feel at ease at the party.

4. Offer spaces for silence, solitude, and privacy

Holiday parties are designed to be fun and entertaining for all, but some people may need to find spaces to relax, refresh themselves, or handle private affairs.

Leave room at the holiday party for some attendees to escape or find private spaces like open office rooms or an outdoor patio. Some attendees may be extroverted and enjoy speaking with all sorts of attendees all night, while others may be more introverted and would appreciate breaks between socializing. Offering spaces for those who need a social break can be a very inclusive choice at your event.

In addition, you may have new parents at the party who need to attend to their children’s needs.
Rooms where mothers can breastfeed, quiet spaces for newborns to take a nap, or places for young children to play can help parents feel the event is more hospitable to their family’s needs.

Leaving opportunities for attendees to slip in and out of the party allows them to feel safe to take care of themselves. You can rest assured as the host that they can return to the festivities when they’re ready. Being inclusive means being mindful that people have different needs and being open, kind, and accommodating to their needs in a group setting.

5. Invite people to the party even if you’re not sure they’ll come

One small but mighty act of kindness and inclusion is simply inviting people to your holiday party, even if you’re unsure if the attendee will say yes or if they have other plans. Inviting people and being open to their presence can send a message of warmth, belonging, and inclusion.

Not everyone will ask to attend a party. Some people feel more comfortable when they are invited. For those occupying marginalized identities, it can feel intimidating to ask to go to a party where they may be the only one. Ensure guests are welcome to attend and that their cultural needs will be respected and seen. Small acts of reassurance and kindness can go a long way toward building inclusive cultures at work and in one’s personal life.

Which of these tips will you try?

No matter if you choose one or all of them, attendees will notice that you made an effort to consider them, acknowledge their culture, give them space to be authentic, and feel seen. The holidays are a time to come together and rejoice. Creating as many opportunities as you can to honor and invite the different people in your life to celebrate and be together can be a powerful step toward building inclusion and belonging.

Behavioral Change Is A Win For DEI. How We Can Cultivate It.

Wed, 16 Nov 2022 16:07:00 GMT

As we prepare for the end of the year, leadership teams tasked with improving diversity, equity, and inclusion (DEI) may be assessing what went well in this year’s DEI work. If this kind of assessment is on your to-do list, you may find yourself asking some challenging questions: Did we increase the diversity of our workforce? Did our employees with marginalized identitie s feel safer or more seen t his year? Did our employees become more inclusive because of our programming?

DEI is a journey, not a destination. Only time will tell the long-term impact of DEI programming and initiatives. But if leadership teams are serious about gauging the effectiveness of the DEI initiatives they implemented this year, one key way to do that is to pay attention to behavioral change.

As DEI practitioners and those of us deep in the work, we place so much emphasis on changing hearts and minds that we forget to celebrate the wins of behavioral change. One program, session, or event may not change someone’s deep-seated racism, sexism, ableism, or homophobia. But one program or session may change someone’s behavior in a subtle yet powerful way which can foster a cultural shift towards inclusivity in the workplace .

I recently wrote a tweet about this topic:

As we focus our efforts on this year’s work and beyond, the critical questions we ask ourselves should be focused on whether or not we can observe evidence of behavioral change. Behavioral change boils down to accountability and consequences . Did the people who really needed to modify their behavior feel accountable for their actions? Did they know that consequences would arise if they didn’t adjust their behavior? Did they feel compelled to go against their preconceptions to practice more mindful and respectful behaviors? These questions are the first step toward assessing inclusive workplace behaviors.

Behavioral Change Becomes A Habit And Inclusive Habits Improve DEI

We know behavioral change can become a habit and habits can change our mindsets. If we can support employees in changing their behaviors and then making those inclusive behaviors a habit, we can see lasting DEI change in the workplace.

It takes a lot to turn bias into change. We’re human beings and bias is inevitable. While every human is capable of bias, at the same time, every human is capable of empathy. It’s about being exposed to diversity, being in a community with those who have vastly different experiences, and then choosing to walk the path of empathy and compassion to develop more inclusive habits and behaviors even if one’s own beliefs haven’t changed.

For example, let’s say I’m a hiring manager tasked with hiring for a role and I’m expected to keep DEI in mind. I may not necessarily believe people of color, folks with disabilities, or LGBTQIA+ individuals should have an advantage, but I do want to give them a fair shot in the hiring process. I can’t snap my fingers to increase DEI in the workplace overnight. But what I can do is make sure the application is accessible, the language about the company’s DEI stance is clear, and I keep the application open long enough for a diverse applicant pool to stream in before starting the interview process .

This behavior change, despite one’s own personal beliefs, would give diverse candidates more of an opportunity in the job market than if I closed the hiring application in a shorter window of time without the accessible application or DEI information. Focusing on behavior and actions that are in our control can lead to better outcomes for DEI.

How can this dichotomy exist? How can someone still have racist, sexist, ableist, and homophobic beliefs and still make a positive behavioral change that promotes DEI? It can be as simple as hearing someone else’s story. It can be about getting close to someone with a certain lived experience and understanding they deserve respect and acknowledgment even if their opinions differ. It’s about developing empathy and compassion while holding oneself accountable for the impact our beliefs and actions may have on others.

Thoughtful Acts Of Kindness And Compassion Can Go A Long Way Toward DEI

Big behavioral changes are great. However, there are smaller ways to make a change and build a warm and inclusive workplace. A few weeks ago, I heard a story about a woman who was having a terrible morning at work. A colleague with an empathetic and compassionate eye noticed her. He offered to bring her a cup of coffee. This simple act made the woman feel seen and acknowledged and brightened her spirit for the rest of the day.

This is an example of how a simple behavioral change, in this case, offering a colleague a cup of coffee, can make a world of difference in building an inclusive and compassionate workplace.

Another example might be seen in a situation where someone who has deep beliefs about homosexuality works alongside someone who is non-binary or trans. They can choose to use the pronouns their colleague prefers as opposed to the pronouns they think their colleague’s gender most resembles. This small behavioral shift may feel like a conflict in their soul or values. However, it demonstrates respect for someone else’s lived experience and shows a conscious choice to be inclusive.

Sometimes when we think about individual accountability, we don’t factor in how there are simple, everyday actions that we can do to be more thoughtful and move the needle. DEI can be as practical and straightforward as bringing a colleague who you know is struggling a cup of coffee or using someone’s correct pronouns even if you disagree with them. Making DEI simple and practical is at the heart of what we do at NWC.

Final Thoughts

When we think about diversity, equity, and inclusion, it can feel so daunting and complicated. The truth is, we make it harder than it has to be. Let’s use the end of the year to center our thoughts and reflect on how many individuals have experienced behavioral change in the workplace. Let’s celebrate how small acts of kindness and compassion make more of a difference in the workplace than a one-off training. Let’s think about how we can keep the momentum going into the new year. Let’s focus on changing behaviors, not minds.

One Powerful Way Professionals Of Color Can Push Past Bias And Own Their Image

Wed, 19 Oct 2022 14:33:00 GMT

In a world full of bias, how we tell our stories and show up can make a big impact on our careers. Let’s be real, our worth as people of color (POC) is often underestimated. Stereotypes and generalizations cloud the judgment of our colleagues and put a glass ceiling between us and advancement opportunities. Whether we have PhDs or decades’ worth of professional experience, POC often don’t get the respect we deserve in the workplace.

The constant devaluation of POC’s work and credentials can often make us feel minimized. Many of us know the old saying: we have to work twice as hard to get half of what our non-POC colleagues get. These stories can circulate in our heads and convince us that despite our hard work, advanced degrees, and decades of experience, we don’t belong here or won’t receive the credit we deserve no matter how hard we work. But, what if we could rewrite that story? What if we could move past bias, negative stories, and reclaim our image? I believe we can if we lean into personal branding.

Personal branding can help us shine even when our colleagues don’t see our value or push us to dim our light and downplay our differences. Building a personal brand could be the secret strategy for POC to showcase our unique skills, gifts, and selves and to, finally, tell our own stories and get the recognition we deserve.

In today’s article, I’ll share step-by-step how professionals of color can use personal branding to elevate their image, tell their stories, and increase their personal and professional opportunities.

Why Personal Branding Matters

Personal branding is like perfume or cologne. It’s the immediate impression you give when someone interacts with you and it leaves a lasting impression long after you’ve exited a room. It’s a handshake, a smile, and other social cues that demonstrate your ethos, personality, and approach.

By definition, personal branding refers to strategies you use to establish and promote your niche, expertise, experience, and skills. In personal branding, you showcase your expertise to the world, create influence, and attain your professional and personal goals. It’s about identifying what makes you distinctive, relevant, and memorable. In short, it’s your point of differentiation. It’s the way you own the narrative about yourself and can move past the minimization and bias others may project on you.

In a world where people of color are often grouped together and ascribed meaning based on color, gender, and credentials, personal branding can help you write your own story and stand out from the crowd. It gives you an opportunity to tell a story that’s true to you, all while decked out in your favorite colors, type fonts, voice, and tone. Personal branding allows POC to pump up thei r ego and use it as a superpower . That’s a powerful position to be in when walking into rooms where you may be “the only one” or where preconceptions based on color, gender, and credentials may influence your position in the workplace.

How To Uncover Your Personal Brand

Your personal brand comes from within. You can uncover your unique differentiator by answering some questions about your personality and what impact you hope to have.

Begin by asking yourself…

Reflect on these questions and write them down somewhere you can refer to them later.

Qualities Of A Personal Brand

Once you’ve figured out your secret sauce–what makes you unique–and how you want to show up in the world, you can start to combine that with the key qualities of a personal brand. These are the structural elements that don’t change but remain consistent across all personal brands. They are the essential building blocks that stand the test of time.

Authenticity is key

When it comes to your personal brand, it has to feel like you. This isn’t about pretending to be someone you’re not. It’s about honing in on your uniqueness and being authentic in that manifestation. Authenticity is key to personal branding because it leads to confidence and living confidently, standing in your truth, and sharing the real you is what will help you be remembered long after you’ve left a room.

Consistency, Consistency, Consistency

Consistency with your personal brand involves being thoughtful about how you want to be perceived and staying consistent with that commitment day after day. It means being committed to your voice, tone, colors, and aesthetics. Changing your colors every month, adopting a different voice and tone on different social media platforms, or switching up your aesthetics every year may confuse people about who you are. Consistency will help you and your personal brand be understood and recognizable.

Tell Your Story

Storytelling is one of the most powerful tools of communication. People have always been drawn to stories. In personal branding, it’s your opportunity to communicate your thoughts and philosophy and be acknowledged for it. If being a thought leader, coach, executive, or another high-visibility person is your goal, connect with prospective connections through storytelling. Storytelling shows people how you started from the bottom and how you got here. It walks people through your challenges and your greatest achievements. It paints you as a resilient person who can progress through life even in the face of adversity. Those are the qualities that book publishers, potential clients, conference hosts, and others want to see. That’s what makes your personal brand stand out: your unique story told honestly and resiliently.

Lean Into Your Expertise

Part of building a personal brand requires you to be a subject matter expert or a highly knowledgeable person in a certain area. Don’t be afraid to put on your expert hat and lean into sharing knowledge with the people around you. This includes: what you know, how you know it, and what you can do about it in a specific way. Being an expert and confidently living in that place can increase your credibility and help your name circulate in the right rooms.

Be Visible And Accessible

Visibility is a key element of building a personal brand. If people don’t know you, have never seen you, or aren’t familiar with your work, how can you make the impression you want to? Your personal brand can be strengthened by being visible and accessible to those you wish to work with. Whether that’s on social media or in conference rooms, you want your target audience to have access to you, your genius, and contributions. Be sure to reflect on who your target audience is, where they typically connect, and how you can be present in those spaces.

Have A Value Proposition

A value proposition is a contribution that you offer to your target audience. What exactly do you offer and how does it impact your audience? Communicating how your books, consultancy, services, and products make a positive impact can help you be remembered and elevate your position in the market.

Pick Your Style

Personal branding also includes the aesthetics you enjoy. This means leaning into the colors, logos, type font, and symbols that represent you. Have fun with this part of your personal branding. It’s the part that can help you feel memorable with prospective connections. If you’re not sure where to begin, ask yourself these questions:

Final Thoughts

People of color, especially women of color, are often put into positions where their worth and contributions are under scrutiny. It can be difficult to develop a confident personal brand when people question your value and why you’re in a particular position. Instead of hiding and shrinking your true self to make others feel comfortable, lean into establishing a powerful personal brand to strengthen your voice and image.

While we can’t always stop the systemic bias, stereotypes, and generalizations that circulate in the workplace, we can lean into personal branding to tell our own stories and position ourselves in a better light. Personal branding is a response and strategy to telling your own story your way and showing prospective connections why working with you is far better than they imagined. Let your personal brand speak for you and watch your image, position, and professional opportunities flourish.

DEI Can End Quiet Quitting. Here’s How.

Mon, 19 Sep 2022 18:24:00 GMT

Quiet quitting has taken the business world by storm. It’s a phenomenon where workers are no longer going above and beyond to please employers in the workplace, but instead meeting the minimum requirements as outlined in their job descriptions. While many workers are enjoying the work-life balance, not everyone is okay with workers cruising to the finish line.

Thousands of people are talking about why they chose to quiet quit or how they can stop their employees from doing it. The opinions are widespread on the pros and cons and why it happens at all. From business owners to employees, the Boomer generation to Gen-Z, the deeper issue of quiet quitting comes down to boundaries, work productivity, and work-life balance; or as I like to call it, work-life blend.

What if DEI could be the overlooked solution to slowing down quiet quitting? Today, we’ll explore exactly that. We’ll talk about how DEI can help employees receive greater work-life blend and satisfaction while helping businesses create work environments that address the issues fueling the quiet quitting movement.

The Double Standard Of Quiet Quitting For Marginalized People

I don’t like the phrase “quiet quitting.” I don’t think it has much to do with quitting at all. I think of it more as employees setting boundaries and meeting job expectations. Is self-preservation in the workplace really that bad? The truth is: quiet quitting (or setting boundaries as I like to say) could have disproportionate impacts on folks of color and other marginalized groups.

It’s long been known that marginalized folks such as gender minorities, people of color, and people with disabilities have been perceived as less capable of producing the same quality output as the dominant group.

If a person from a marginalized group chose to quiet quit for self-preservation and work-life blend, would these already existing stereotypes become more prominent? It’s fair to say some marginalized folks don’t have the privilege to quiet quit without it being noticed and used against them in the workplace.

Historically, people of color, gender minorities, and folks with disabilities have been expected to work twice as hard as the dominant group even if they’re exhausted, burnt out, and battling daily microaggressions. Even then, their work can often be overlooked and undervalued.

With the rise of quiet quitting, there’s a risk that if certain groups assert their boundaries and claim their work-life balance, it could further perpetuate stereotypes of racism, sexism, and ableism that keep some groups out of the race for advancement opportunities.

Quiet Quitting Is About A Difference In Values

It’s important to state that owners and managers value certain aspects of being in business that employees may not. Employers may value impact, profit, reach, and sales while employees may value their contribution, impact, balance, and wellbeing. Being honest and open about what motivates each party at work may reveal why there are so many different opinions about quiet quitting.

I’m hearing from business owners in the Boomer generation that those who quiet quit are lazy, slackers, and don’t value “real work” while Millennials and Gen-Zers are embracing quiet quitting as an opportunity to distance themselves from an overbearing work atmosphere and to reclaim their work-life blend.

While different generations may view the issue through different lenses, a few questions remain: Do employees need to revolve their lives around work? Does good work mean more work? Is work-life balance only afforded to those at the top of the hierarchy? Do people feel respected enough to go above and beyond? Or are workplaces leaving some employees feeling underappreciated?

As we ponder these questions, there are some things businesses and employees can think about to help lower the temperature on quiet quitting.

How To Prevent Or Slow Quiet Quitting In The Workplace

If you’re a business owner whose employees are quiet quitting at high rates or you’re an employee who’s on the verge of quiet quitting yourself, there are a few ways DEI can help remedy the situation.

1. Build Trusting, Genuine Relationships Between Leadership And Employees

Part of the emergent quiet quitting trend is the result of employees not trusting their employers to look out for their best interests and needs. The pervasive idea that some employees need to be workhorses at the expense of their physical, mental, and financial wellbeing is harmful to leadership, other employees, and the workplace as a whole. Plus, it can drive some workers to give up on any desire to go the extra mile and focus on self-preservation instead.

In an article recently published by Harvard Business Review, the quiet quitting epidemic is explained as perhaps being more about unresponsive managers than lazy employees. They found that “the least effective managers have three to four times as many people who fall in the ‘quiet quitting’ category compared to the most effective leaders.”

Unconcerned and uncompassionate leadership may be a bigger culprit than previously thought. Shifting from seeing employees as workhorses whose value depends solely on their output to seeing them as individuals with whom you want to develop trusting work relationships may help slow down quiet quitting. The process requires leadership and employees to work together to build the psychological safety to communicate more, listen more deeply, and find a happy medium that maintains output but also fosters employee satisfaction.

2. Allow Employees To Set Boundaries

In DEI, work boundaries and wellbeing are essential topics. If employees feel underappreciated, underpaid, and have few boundaries separating work from their personal lives, it’s a recipe for burnout and underperformance.

While many businesses prefer to hire rockstars who can work 12 hours a day and never complain, know that the average person can’t work to that degree without burning out. Not everyone can or wants to work 10+ hours a day to prove their loyalty to a business.

Workers should feel the safety and freedom to take off early to handle private affairs with their families or take a personal day to recoup and recover from a busy work period. The boundaries between personal time and work haven’t always been respected and may have influenced some workers to quiet quit.

If organizations want to slow down quiet quitting, they have to think about how being more attentive to the boundaries set by employees can help–not hurt–output, work-life blend, and retention.

3. Address The Root Cause: Burnout

If you look underneath the hood of the quiet quitting epidemic, you’ll see massive burnout–people who aren’t sleeping well, are stretched too thin and are not utilizing their PTO.

It’s unrealistic to expect employees to go above and beyond at work when they’re burnt out and exhausted. The challenging part for employers is that not every employee will communicate verbally that they’re struggling. Some will suffer in silence until it’s too late. Fortunately, leadership and fellow employees alike can take a proactive approach and become familiar with the signs of burnout.

If you notice some employees…

…then, the employee may be burnt out and in need of some R&R, even if they don’t ask for it. Make it a mission to encourage employees to use their PTO and sick days even if it’s for personal rest. The goal is to support employees who may not be able to advocate for themselves and help them feel like they have an ally who’s got their back.

Additionally, if people are working 40+ hours every week and feel the need to work more hours to make ends meet, perhaps their pay is too low. The pay gap is still an issue for women, racial minorities, and folks with disabilities. Low pay and too many hours can easily cause someone to burn out and quiet quit as a way to preserve their energy, time, and wellbeing.

4. Foster An Inclusive, Compassionate Work Environment

For some employees, quiet quitting is a response to a challenging, uncomfortable, or unwelcoming workplace. Why would any person work harder in a place where they don’t want to be? If the workplace were more compassionate, inclusive, and met their needs, wouldn’t they be more inspired to stick around and do their best? I think so.

Managers and leaders should work to create an environment where people feel accepted, understood, and supported. There are several ways organizations can create physically inclusive spaces.

However, building an inclusive cultural environment i s just as important as an inclusive physical environment. Leadership should think about how to foster healthy work cultures where people feel comfortable showing up fully and where their gender, race, ability, or sexuality are seen, respected, and embraced. Only when folks feel seen and respected will they be willing and eager to stick around and do their best at work.

5. Be Transparent And Set Expectations About The Company Culture And Job Requirements

Quiet quitting is forcing some employees to be self-reflective about their work situation, their needs, and desires. It’s empowering for them to leverage their agency and take control of their energy and work output.

However, where there are pros, there are cons. One con is that quiet quitting could backfire on employees who are in non-recession-proof roles. With the recession looming, it’s important for employees who have bought into quiet quitting to think twice about the message they may be sending to leadership and to be very clear about their job expectations before accepting new employment.

The last time I checked, companies are still hiring people who would willingly go above and beyond. They aren’t hiring those who are average or are producing mediocre results. The reality is that competition in the marketplace still exists and the mentality of hiring the best person for the job will continue to win out in the minds of many recruiters and managers.

I believe in transparency in the workplace. It’s critical to communicate the expectations of the role before employees accept offers. Having that transparency allows both potential employees and employers to decide if the role will be too taxing or right on par with an employee’s productivity level and work-life blend.

Companies have to make sure that the right role will be met by a person who is willing to do the work. The more informed everyone is about the roles and expectations, the better the outcome and perhaps the less likely it will be that someone quiet quits.

Final Thoughts

Employees have choices just like employers. The quiet quitting movement is all about employees choosing to slow down, set boundaries, and step away as employers overlook their need for work-life balance. But it doesn’t have to be that way.

It takes organizations and individuals working together to look at the underlying motivations for quiet quitting and then collaborate to build a workplace that addresses both parties’ needs. Only through productive conversations, trust-building with leadership, and actionable DEI change will we see a decline in quiet quitting.

5 Ways To Get Your Employees Invested In DEI

Mon, 15 Aug 2022 17:09:00 GMT

Imagine this: you and your team just got back from a life-changing diversity, equity, and inclusion (DEI) training. Now what? Folks have gone back to their offices, closed their doors, and hopefully, someone on the DEI council will integrate the learnings somehow.

If we approach DEI experiences like trainings, sessions, and conferences as one-off events where “someone else will integrate it,” we leave powerful learning and opportunities on the table. I understand that not every employee cares to do the work of DEI. But convincing them to become invested may not be as hard as you think.

Building an inclusive, equitable workplace that works for everyone involves everyone’s participation. If you’re struggling with getting folks from the C-suite to the accounting department and all the way down to the receptionist to have an interest in DEI, here are 5 ways to get your employees invested in diversity, equity, and inclusion.

1. Encourage employees who aren’t DEI professionals to participate in events and trainings

For someone working in a department unrelated to DEI, it can be challenging to convince them why they should care. It’s not their area of expertise, and perhaps, from their perspective, DEI doesn’t seem to affect their department or work relationships.

As a person in leadership , think about how you can encourage folks who don’t engage with DEI to give it more serious consideration. I recommend inviting them to attend DEI seminars, training, or conferences–even if they don’t think it’ll be relevant.

Part of getting folks invested in DEI is raising awareness that everyone benefits from a more inclusive and equitable workspace. In settings like DEI workshops, people can begin to see how what they perceive as a normal day in the office could actually use improvements in terms of developing a culture of belonging, increasing inclusivity, and being open to differing opinions and identities.

By encouraging employees who don’t typically attend these sessions to go and explore, we’re inviting them to take ownership over their education on the matter and to use that knowledge to better their department.

2. Use the divide-and-conquer method to increase engagement in DEI experiences

If you and your team are attending a DEI conference or training, try dividing up and having each person go to a different session. The benefit of splitting up is that you increase the knowledge collected by each individual who will then return to the group with new ideas and concepts–resulting in a whole body of learnings that’s greater than the sum of its parts.

What dividing up also does is it gets individuals to engage with the work without the protective cocoon of colleagues. DEI is inherently personal. Our personal identities show up differently depending on the rooms, people, or places around us.

What one colleague will experience in a conference room will be different from another. Therefore, creating a situation where one team member will have their own individual experience when faced with DEI concepts, then inviting them to take their experience back to the group, is an effective way to create an engaging and educational experience for everyone.

The divide-and-conquer method will increase your team’s engagement with DEI, put the philosophy into context, and encourage group conversations when the event is over. Plus, consider asking those who attended these sessions to start projects that champion DEI in their respective departments. As we’ll see in the next point, doing the work of DEI shouldn’t be the sole responsibility of those working in the HR or DEI departments.

3. Make engaging in DEI work a paid opportunity

One of the biggest faux pas that organizations make is they don’t compensate employees for choosing to be on an employee working group (ERG), business resource group (BRG), or DEI council. This is not extracurricular work. This is business-critical work and should be compensated.

For a lot of the people leading ERGs, BRGs, or DEI councils, the assumption is that these individuals have a passion for the work and that they’re inherently equipped to do it. However, there’s a difference between having the will and having the skill. Funding staff to go to DEI conferences and making participation in councils a paid part of their work helps justify their investment and interest in DEI.

Paying employees to do what is mostly considered “voluntary work” should be a priority, perk, and part of your business’s budget. Being paid for DEI work motivates employees and can improve the quality of the initiatives they bring to your organization.

4. Invest in a DEI resource library

For some people, conferences and in-person meetings are not the best way to learn about DEI. Part of the beauty of embracing diversity is understanding that people learn differently.

There are many ways to gain knowledge about the topic and we as business owners and leaders have to be sensitive to the learning styles of our staff. We want to ensure everyone has the opportunity to be a part of a culture of inclusivity and belonging while not assuming everyone learns best in an in-person setting.

One way to engage those who prefer to learn about DEI in privacy is to invest in a company resource library with physical, digital, and perhaps audiobooks. This resource library should be widely available, updated frequently, and easy to access.

While one employee may show amazing enthusiasm in a session, another may wish to read privately on their own to develop an opinion or gain knowledge. Although person one may give leadership instant gratification for their participation, don’t forget that some people may not outwardly express their interest in the topic. And that’s perfectly fine.

The goal is to create as many avenues for engagement as possible–whether that’s reading a book during an employee’s lunch break or engaging in a learning circle (which we’ll talk about next), we want employees to learn, reflect, and develop their own interest in the work.

5. Host learning circles to reflect and share knowledge

One of the most powerful ways to process DEI information, especially after a formal experience, is to host a learning circle . Learning circles are intimate group conversations where attendees and others can process the information they learned in a safe and brave space.

Oftentimes, learning circles are the only place where some employees can share their honest thoughts about a certain topic. For those employees, attending a conference and sharing how they felt about the content, what curiosities came up, and how they hope to apply their learnings to their work can be a powerful way to increase their engagement.

It’s in those moments of critical reflection that we move from philosophy to action. We begin to strategize on how to apply what we learned in a DEI experience. The work of generating ideas for a more diverse, inclusive, and equitable workplace is no longer placed on the shoulders of a few. The responsibility is divided among many and that’s a good thing for a business dedicated to DEI.

Final thoughts

It’s not easy to convince someone who isn’t passionate about DEI or doesn’t think it applies to them to get engaged in the work. However, by investing in the right ways, your business can enjoy the benefit of a renewed interest in the topic.

Encouraging employees to attend DEI events, paying them for their participation in working groups, investing in a resource library, and hosting learning circles are all ways to invest in your employees so they’ll feel more engaged in DEI.

We have to get more sophisticated about not simply asking people to be a part of the experience and then allowing that moment to end. How can we further our experiences to put the learnings into practice? It all starts with investing in our employees and developing a company-wide interest in DEI–one valued employee at a time.

There’s No One Way To Be A DEI Practitioner. Why That’s A Good Thing.

Tue, 19 Jul 2022 11:58:00 GMT

What if I told you there’s diversity within DEI? That might seem obvious but what I mean is that no one diversity, equity, and inclusion (DEI) practitioner approaches the work the same or in the singular “right” way. I’m seeing a lot of social media banter about those who think there is only one way to do the work of DEI. It bears repeating: there is diversity within DEI. And that’s a good thing.

To me, the simplification of DEI practitioners to one identity or way of thinking means that like in other professions and disciplines, there’s a lack of true appreciation for diversity. There’s value in having different practitioners approach this work differently to align with the unique needs and challenges of various organizations. I’m personally glad that among the many practitioners in the DEI space there are a multitude of approaches and strategies that I benefit from—and so can your business.
Here are three reasons why having diversity amongst DEI practitioners is a good thing.

Diversity In DEI Keeps The Industry Competitive

I love meeting practitioners who approach the same issue with different lenses. One practitioner might share my vision while another may offer a totally new perspective. Diversity in thought and approach are what make the industry more competitive, and therefore, more effective.
Contrary to popular belief, being in a competitive industry isn’t necessarily a bad thing. There’s so much work to be done in this space that DEI practitioners shouldn’t be afraid of the increased talent. In fact, we should embrace it. There are a few benefits to collaborating in our industry:

* Exchanging knowledge and best practices
* Sharing innovative DEI strategies
* Referring each other to clients who are a better fit
* Power-building around pricing and career mobility

In my opinion, we can all thrive in this ecosystem together while also serving different clients with different needs. By approaching this work with a variety of methods and perspectives, more organizations can be reached by the work and we as practitioners can grow our impact.

Diversity In DEI Helps Practitioners Level Up

Like in all industries, DEI practitioners should have folks to look up to as well as folks to share wisdom with. If we were all approaching this work with the same skill set and level, where would the growth be? In fact, having a variety of professional and personal experiences can make one DEI practitioner a model and another a student. There’s strength in having all of us come from different backgrounds. It allows each of us room for growth and development as we learn and level up our skill sets.

One of my favorite ways to give and share wisdom with other DEI practitioners is by talking with them on my Intentional Conversations Vodcast. Each week, I learn something new from a fellow practitioner which helps inform my growth as a DEI professional and gives me new ideas for my consultancy.

Diversity In DEI Offers Unique Approaches To Common Problems

Organizations come to DEI professionals to solve a myriad of issues. Many of which are common like diversifying the workforce, creating more inclusive spaces, or improving company culture. However, while one organization may need a DEI plan, another might need a strategic thought partner. Having diversity in DEI professionals helps different organizations find unique solutions to their problems.

Communication styles also differ among practitioners. Some organizations prefer a direct, straight-talking approach, while other organizations prefer a more heartfelt and empathetic approach. Having DEI practitioners with different communication styles and ways of approaching this work helps an organization match with the right practitioner for them and their organizational needs.

Just because a DEI practitioner approaches an issue in one way, doesn’t make it right or wrong. There’s more than one way to be successful in this space.

Diversity In DEI Gives Rise To Specialists

Like within other disciplines, it’s good to have specialists for various industries, business models, and causes. There are DEI specialists for education, non-profits, religious institutions, startups, and more. Having DEI practitioners who are specialized in a certain area or industry creates more customized and effective solutions because each practitioner can and should be intimately aware of that industry’s nuances.

Each specialist can be knowledgeable about the unique challenges an organization might face and can approach those challenges with solutions that perhaps a generalist may miss. Issues of DEI are complex and the level of customization that’s needed in this space may require different skill sets and approaches. Specialists can sometimes be the reason why a previous approach didn’t work while the current approach is a resounding success.

Final Thoughts

Despite the social media banter putting all DEI practitioners into one bucket, I’m hopeful that more DEI professionals will show up authentically and uniquely in their work. I want more professionals to shine in their respective areas and work with clients who see the value in their vision and approach.

I truly believe there’s enough space for all types of DEI practitioners–heartfelt practitioners, innovative practitioners, tough love practitioners, and everyone in between. We can all thrive and work with different organizations that value our unique perspectives. The key is to not shame different practitioners for their personal styles and to remain open to the benefits of organizations having options to find the right DEI practitioner that fits their needs.

Is Performative Marketing Helpful Or Harmful? Why It’s Both.

Fri, 17 Jun 2022 14:59:00 GMT

Every June, a slew of rainbow logos and Juneteenth-colored branding comes out. Yes, the appropriation of these colors and symbols become commonplace in corporate America to “commemorate” Black, Brown, and queer folks. However, every year it’s problematic.

Whether it’s rainbow logos or Juneteenth-themed ice cream, marketing teams and businesses all over the country are missing the point: how to support Black, Brown, and queer communities in authentic ways—minus the performance.

I have colleagues on both sides of the issue of performative marketing. Some believe that brands shouldn’t represent Black, Brown, and queer people as props in their marketing. Citing it’s rooted in performance and doesn’t address any of the real issues affecting these communities. While other colleagues in my circle think representation matters and should be highlighted in all spaces and places. Throwing up murals featuring marginalized groups does
make a psychological difference in how other groups view them and how they view themselves.

Two things can be true at the same time. Performative marketing can be both helpful and harmful. It’s worth peeling back the layers and examining the role marketing teams and businesses play in perpetuating the positives and negatives of performative marketing. The big question as marketers and executives becomes: How can we be intentional about our marketing this year and beyond? In what ways can we keep DEI at the forefront of our campaigns? We’ll explore these questions and more in this article.

Why Performative Marketing Is Both Helpful and Harmful

Just the other day, I was hosting a session on performative marketing for a group of communications professionals and one of the participants told me her son was trans. She said seeing marketing that positively depicts a trans person makes her son’s eyes light up. Is this a matter of performance or representation? Perhaps both, but one thing is for sure, for this trans person, seeing themselves depicted in a marketing campaign was a positive and affirming experience.

On a larger scale, after the murder of George Floyd, dozens of cities began putting up murals and renaming streets to honor the lives of Black and Brown people lost at the hands of police. Murals of Sandra Bland, George Floyd, and countless others represented the fight for justice while also honoring Black and Brown lives in ways they hadn’t before. This type of campaign kept DEI and the fight for Black lives at the forefront of people’s visual and mental awareness.

The conversation on whether or not DEI marketing is purely performative or can have value for certain groups is a both-and situation. While we do need to do more to show Black, Brown, and queer communities that we care, we should also do something about the injustices that plague these communities every day. Murals or advertising campaigns attempt to honor the lived experiences of these groups but can also serve as a catalyst for conversation and change.

The Role Marketing Teams Play

Folks in the marketing, advertising, and communication spaces need to take a bigger role in holding their clients accountable for their marketing and messaging strategies around DEI. Marketing folks can be the voice of reason when a brand wants to put Juneteenth colors on a new product or a rainbow flag over their company logo just to boost sales. Marketing professionals can encourage their clients to question what impact their marketing will have on the communities they hope to reach.

One way to keep your feet out of the flames is to consult with Black, Brown, and queer folks (not to be confused with using these groups for intellectual and emotional labor) to read through campaigns before putting them out into the world.

Pay attention if reviewers become immediately offended by a campaign or if they feel personally turned off by a messaging choice. If the people consulting with you say there are red flags in this year’s Juneteenth or Pride campaign, reevaluate it. The worst thing is to put out bad messaging that can cause emotional harm, erode the long-term reputation of a business, and break trust with customers which may have ripple effects on the bottom line.

For those who are in positions of influencing brand messaging, it’s important to hold businesses accountable and do marketing differently by developing a proactive DEI lens when producing materials. This means questioning why a business is putting out a certain campaign and if they’re truly walking the walk on DEI.

This means asking ourselves, our teams, and the businesses we work with:
● Is this campaign hitting the mark or is it performative?
● Are these really our values? What’s the evidence of that?
● How does our messaging reach Black, Brown, and queer communities?
● How can we convey what we do for these communities and why we do it?

A great example of DEI marketing done right is coming from advocacy groups. They’re winning because they’re not communicating colors, symbols, or terminology, they’re communicating impact. They’re asking themselves: How many people have we supported this year? What impact did our work have on the lives of Black, Brown, and queer folks? They hit the nail on the head every year because they know what branding is all about: painting a picture of the impact, not the performance.

Businesses Should Act on DEI, Not Just Market It

Messaging matters, but actions matter more. Businesses are investing a lot in messaging and marketing this time of year but they’re not putting nearly enough investment into the action and substance behind the messaging. While marketing teams can spend all of their time thinking of the right way to craft a campaign, the true measure of success should be assessed by what impact businesses are making in the communities they hope to serve.

If a business is throwing up a rainbow logo and calling themselves LGBTQIA friendly, it’s just rhetoric. If a business is putting Juneteenth colors on a product without consulting Black and Brown people, it’s performative.

Businesses should be thinking about:

● How can we make a sustainable impact for those in Black, Brown, and queer
communities?
● What do these communities want and need from us?
● What can we do to show these communities we value them in the long term?
● How do our employees who occupy these identities feel in this space?
● What can we do to support our existing employees in ways we haven’t before?

Businesses have to be honest about the past and present ways they attempt to reach these communities. They should think about the product or services they offer only during June that may turn off the customers they hope to reach. Then, they should infuse a DEI lens f rom the top to the bottom of the organization to find ways they can make a meaningful difference in these communities.

Final Thoughts

Businesses and their respective marketing teams can get caught up in the visuals of DEI. There’s an obsession with “proving” they care about Black, Brown, and queer folks by infusing certain colors, terminology, and symbols into their marketing. However, if they’re not centering a DEI lens into all areas of the business, including marketing, they’re missing the point.

Marketing, advertising, and communications professionals can produce great creative work, designs, and campaigns around Juneteenth and Pride, but when it comes to infusing a genuine DEI lens into the work, people need to take a step back. Professionals in this space should talk about the ways they support businesses and brands around thoughtful messaging and how to reach the right communities without turning them off.

All members of a business need to continue pressing organizational leaders to demonstrate their commitment to these groups first before marketing comes into play. Otherwise, their message will fall hallow on the communities they wish to serve.

3 Reasons Why Conventional Benchmarks Don’t Work For DEI

Tue, 17 May 2022 11:21:00 GMT

Benchmarking is one of the biggest questions (and issues) we hear when it comes to tracking DEI progress. After completing assessments, clients will often ask me what ranking or score I would give them for their DEI efforts. This question misses the point.

The truth is, there is no grade or ranking that can prove if your organization is doing enough towards DEI. I’m not a big fan of using traditional benchmarking for measuring DEI success. There are much better ways to measure progress and growth without getting caught up in arbitrary numbers. Here are three reasons why we don’t use conventional benchmarks at NWC and our approach to making progress instead.

Benchmarking Creates False Validation

From my experience, organizations will use benchmarking (i.e. comparing their DEI progress to other organizations), as a way to feel validated on their DEI journey. They might say, “we’re doing okay, compared to this competitor.” Tracking how many people of color, LGBTQIA+, or people with disabilities are working in your business may not truly show how well your organization is doing with DEI. Frankly, it’s a missed opportunity. Comparing your business to others doesn’t prove you are more or less committed to DEI or doing better or worse. It only makes DEI look numerical and limited. Comparison can make you feel better but still leave much to be desired on your journey towards real equity and inclusion.

Benchmarking Can Make Us Feel Like We’ve “Made It”

Some businesses treat DEI as a destination that they can “arrive” at. They might think, “if I hire this many people of color” or “if we can get this many women at the executive level” we will have made it. Always know, DEI is a journey, not a destination. Benchmarking can create the illusion that once we’ve achieved a certain quota or goal, we don’t have to make any more progress towards DEI. Remember, there’s always room to grow, and benchmarking should help us measure how far we’ve come; not when we will “reach” the imaginary destination of being diverse and inclusive.

Benchmarking Can Come Off As Performative

While we want to appear as equitable as possible, creating shallow benchmarks can come off as insincere or tokenizing. True DEI doesn’t manifest as a number you can show to your shareholders or a brochure with smiling diverse faces. Rather, it’s the ambiance you create and how comfortable and accepted people feel in the workplace. True DEI shows up as employees being able to be authentic without fear of judgment or shame. It shows up as allyship and compassion when issues of difference or difficult conversations arise. It also shows up as institutional pay equity without a certain group needing to fight for it. It’s about creating an environment that feels safe and empowering for everyone. DEI will come off as performative if numeric benchmarks are the end goal. If we want to be successful on our DEI journey, we should look beyond the numbers and toward building psychological safety in the workplace.

At NWC, We Benchmark Differently

At my consultancy, we approach benchmarking in an unconventional way. Instead of saying if you achieve this amount of diversity, equity and inclusion, you’ll “arrive” at your destination, we choose to think of benchmarking as a continuum with progress and change as the main measurements for success.

We start by researching your organization’s mission, goals, history, and vision to put together a comprehensive plan tailored to your organizational needs. We focus on tracking your progress from the past and using that to inform your future. Collecting data on how far you’ve come and using that to course correct for your future goals. We don’t expect your organization to perform 100% on every goal across all areas of operation and culture. But, there’s much we can do to move the needle towards progress and change.

We also think it’s helpful to learn from others in your industry that are further along on their journey. Studying how other organizations in your vertical have progressed with their DEI initiatives can help us make programmatic and operational changes that improve your organization for the better. This is different than comparing your business to others. We know it’s apples to oranges and choosing the right strategy for your DEI goals is different for you than for another business. Yet, we know learning from others can help us avoid the same mistakes or help us see new strategies we hadn’t before.

In our view, using a strength-based approach to finding the right DEI solutions for your business is crucial. We reinforce what we know is going well and use that to create momentum and traction around loftier goals. In sum, benchmarking isn’t about numbers or achievement, it’s about getting closer to our goals with incremental change.

Final Thoughts

The takeaway is this: if you are going to benchmark, do so in a way where you aren’t seeking a grade, but rather, seeking to implement best practices and strategies. Try out different DEI strategies and modify them to fit the nuances of your business. These should be customized to your organization’s needs and desired outcomes. Remember, no one size fits all.

When measuring your success with DEI, reducing comparison and increasing your commitment to progress is key. It’s not about how diverse your competition is, rather, it’s about how far you’ve come to fold DEI into all aspects of your business. There is no “score” or “ranking” we can give you to show that you’ve achieved DEI. But, we can take what we know is working and pivot our strategy to get you closer to your goals. Growing DEI in your business is about progress, not perfection. Incremental gains are how we choose to measure success and ensure your organization is in a better place than it was yesterday.

5 Things Sustainability And DEI Have In Common

Thu, 14 Apr 2022 20:29:00 GMT

For too long, the sustainability and diversity, equity, and inclusion (DEI) sectors have been considered separate industries with very different goals and interests. Justice and equity-minded folks have been forced to choose between the two. You’re either into sustainability and saving the environment. Or you’re into diversity, equity, inclusion and helping people. But the time has come to see these two disciplines as co-equal partners in the pursuit of a more just, and equitable world. They have more in common in their approach to change than people think. Here are 5 things the sustainability and DEI sectors have in common and how the two disciplines can work together to make lasting change.

Both Focus On Lasting Solutions Rather Than Band-Aids

In sustainability, the focus on creating lasting solutions that positively impact the environment in the future is a key pillar. We see this in the worldwide effort to rid the ocean of harmful plastics, the investment in clean energy like solar and wind, and the fight for environmental justice.

The same goes for DEI. While improving diversity, equity and inclusion are the ultimate goals, DEI professionals focus on lasting cultural and social change that promotes safety, equity, and equal justice for all. From the legislative level down to the grassroots, DEI professionals are focused on decreasing discrimination against certain identities, building psychologically safer spaces, and bridging the gaps in resources and understanding. Both disciplines know that dedicated solutions are the way to make lasting change.

Both Value Intersectionality

Both sustainability and DEI focus on intersectionality and building cross-disciplinary partnerships. Both understand how change isn’t made in a vacuum and connecting across industries and identities is essential to making progress.

Sustainability advocates know that reducing carbon emissions on our warming planet isn’t just about driving fewer cars. But it’s also about reaching into the agricultural sector to reduce animal emissions or partnering with the fashion industry to reduce pollution.

DEI professionals know that working to eliminate discrimination against LGBTQIA+ folks goes beyond sex and gender but also involves analyzing the intersections of race, class, faith, and ability.

Both disciplines acknowledge that no issue is two-dimensional. In order to make real progress, we must see the larger web of interconnectedness and work across difference to actualize change.

Both Take Into Consideration Impact Versus Intention

In DEI, impact vs intention is a huge conversation. While many people don’t intend to cause harm with their words or actions, they may. DEI professionals seek to raise awareness about the difference between impact versus intention. The goal is to get individuals to become more mindful and respectful in their cross-cultural interactions.

The same goes for sustainability. While most people don’t intend to release a plastic bag into a river or stream nor do they intend to increase air pollution by driving their kids to school, that may be the impact. Sustainability advocates also seek to educate the population on how their actions impact the larger environment and how they can pivot to become more environmentally friendly in their day-to-day life.

Both Offer Actionable Steps To Improve Lives

Both DEI and sustainability focus on simple steps individuals can take to make a change. It’s not about overnight success or immediate transformation, it’s about slow progressive steps that improve life as we know it.

DEI focuses on how educating ourselves, becoming more conscious about our actions, and facing our own biases and prejudices can help us become better allies, partners, and friends. With thoughtful everyday actions, DEI advocates believe we can all adopt an inclusive and equitable mindset in our personal and professional lives.

The same goes for sustainability advocates. By reducing our dependence on cars, being mindful of our waste, and moving consciously through the environment, we can preserve it one individual at a time. A number of small steps can lead to great results.

Both Promote Harmony, Peace, And Cooperation

The end goal for both the DEI and sustainability disciplines is to live in a world that’s harmonious, peaceful, and just. DEI advocates dream of a world where many identities can live alongside one another in peace and harmony. The same is true for sustainability advocates who dream of living in a world that’s clean and harmonious with nature. Both disciplines want nothing more than a planet that feels safe and equitable for everyone and everything living on it.

Final Thoughts

Although the sustainability and DEI industries have historically been in opposition, the time is now to join forces and build a world that works for all of us. We have a unique opportunity with the issues facing our world to join together and form solutions that make a lasting change for everyone and everything. Infusing DEI into sustainable businesses or adding more sustainable practices into DEI organizations can be the first steps towards building partnerships across these two disciplines and creating the world we want to see.

4 Ways DEI Professionals Can Support Each Other

Thu, 17 Mar 2022 16:27:00 GMT

Burnout has become one of the leading causes of employee turnover, especially in the last 2 years. A stream of terrifying racial turmoil exacerbated by the pandemic has pushed many people to their breaking point. As reported by Forbes , “Senior leaders have to make addressing burnout a priority or employees will have no choice but to leave in order to take care of themselves. That is damaging to them, to you, and to the economy.” And day in and day out, DEI professionals must endure hurtful and offensive conversations to push an organization to a more inclusive environment. When on the front line of change, you always bear the burden of revealing hard truths about people and organizations. When wading in a sea of anguish and frustration, a beacon of light in the form of other DEI professionals can be the rescuing one needs to continue this work for another day. Supporting each other increases the chances of us all succeeding.

Here are four ways DEI professionals can support each other:

1. Support

Physically support one another, whether it is on social media or in scholarly publications, encourage DEI messaging. In 2022, the more clicks, likes, favorites, comments, replies, shares, retweets, saves, and mentions you have, determines how many people will see your work, so let us help each other by – creating visibility to new networks. This is also a fantastic way to increase brand recognition. When finding new clients your brand is the first-way clients (or potential hiring managers) will meet you, so this can affect their perception and willingness to work with you. Viewing publications and social media is an effortless way to assist fellow DEI professionals to gain recognition and increase reach.

2. Listen

Engagement is another way to support DEI professionals. Since you know how stressful this work can be, ask them how they are doing and if they need your help. And then actually listen. Many people do not ask for help unless it is offered. Show that you are actively listening to the good and bad. Based on a study by Psychologist Matthias Mehl , people who have deeper conversations are happier than individuals who only participate in small talk. “… the happiest person in the study had twice as many substantive conversations, and only one-third the amount of small talk, as the unhappiest person. Almost every other conversation the happiest person had—about 46 percent of the day’s conversations—were substantive.” Engaging with other DEI professionals about shared experiences can increase their happiness and your own.

3. Share

Sharing is caring. Share your resources. DEI may be new to many organizations, so resources may be difficult to locate. Funding can become an uphill battle, so discuss resources in hopes that another will be able to make necessary structural changes. Resources can also take the form of employees, working space, equipment. Think outside of the box. If you cannot help with funding, could you lend someone space for an event or volunteer a few hours to help drum up a new business? Something that is hard to quantify is knowledge, however, it is the most valuable resource. Improvement only happens when you know what to improve. Share knowledge, like best practices, pricing, and experiences, with each other, so DEI professional can continue their work journey. At the beginning of your career, many DEI professionals will experience trial and error until they learn the best route. However, if you can share nuggets of advice to save a peer time and money, for many people you have just saved their business/job.

4. Mentor
We all have room to grow and constructive feedback from other DEI professionals is the best way to pinpoint specific places to improve. Mentors encourage and enable growth through goal setting, evaluation, and networking. Sometimes it is hard to visualize the next step in your career without a mentor with more experience. An experienced mentor can help you craft the steps necessary to continue climbing the ladder. Evaluation/ constructive feedback can help prepare you for the next promotion. It is difficult to improve on something you do not know you need to improve on. And networking is the best way to gain access to more career opportunities, clients, and knowledge. A mentor can introduce you to a lead that could change your business and life, but make sure you do the same for young up and comers when you become an “experienced DEI professional.” A mentor/mentee relationship can set up all DEI professionals to flourish in a field that is demanding.

Final Thoughts

Peer backing comes in many forms, but they can all make or break your DEI progress. Support, listening, sharing, and mentorship are all areas DEI professionals can help nourish one another. With burnout on the rise, we must take care of each other. When you help support another DEI professional you are ensuring success for all of us.

NWC Is 5 Years Old. Here’s What I’ve Learned As A DEI Practitioner.

Tue, 15 Feb 2022 17:21:00 GMT

This month, we celebrate year five at Nika White Consulting and I could not be more delighted. Over the last 5 years, NWC has reached 200+ clients, worked on 500+ projects, and reached way too many people to count with our work. However, all of this success hasn’t come without many hard lessons and moments of gratitude.

Here’s what I’ve learned over the past five years as a DEI practitioner and founder.

The Wrong Mindset Can Make Inclusion And Equity Feel Complicated

For some people, DEI work can look like an insurmountable mountain with endless obstacles. When people approach this work, they are already thinking of the end goal. They can trip themselves up by feeling daunted about diversifying their workforce, hiring a chief diversity officer, or building an internal program to support their staff of color.

Over the past five years, I’ve been on a mission to simplify DEI and make the steps to walking this journey feel practical and achievable. Part of successfully navigating DEI involves developing a resilient and positive mindset. If we see inclusion and equity as complicated and intimidating concepts, we’re going to feel defeated before we even start. When people call me, they’re usually starting at ground zero. They ask me, “where do I start?” and I say there’s no one “right” place to start. The key is to just start.

I recommend breaking down large DEI goals into small bite-sized pieces. Be intentional about each step and know you may fumble or make mistakes along the way. However, we can’t wait for all of our i’s to be dotted and t’s to be crossed before we begin. We must move even in the face of uncertainty. Small incremental steps can lead to a big impact with your DEI goals.

The Vastness Of The Human Experience Is Great

When it comes to humanity, I’ve learned the power of intersectionality and just how vast the human experience is. We come in so many different shapes, sizes, and forms. Some of us carry visible, invisible and private identities that shape how we show up in the world. Some of us are neurodivergent individuals. While others of us carry radical differences in our age, race, and gender identities.

When I think of who DEI is for, I think of the vastness of the human experience and how this work benefits all of us. These last five years have shown me that every individual is unique with challenges and experiences that bond them and differentiate them from others. I’ve learned there’s no “one way” to include and support the people in our lives.

Acknowledging the vastness of the human experience has given me a deeper appreciation for the power of cultural competency and how we build and cultivate meaningful relationships.

People’s Personal Stories Are Impactful

Stories bond us, they always have and always will. Over the past five years, I’ve honed in on listening to the DEI stories of my clients, staffers, and vodcast guests. We do a disservice to each other by only witnessing the surface level of our lived experiences. We see a stranger and think their identity is only skin deep, when it’s much deeper. We all have the capacity to go deeper and get to know each other’s personal stories to connect on an authentic level.

On my Intentional Conversations Vodcast, I take the time to have weekly conversations where I explore my guests’ stories and lived experiences. My team and I hold space for people who are similar and dissimilar to us and we hear their stories without judgment. These conversations have opened the door for more inclusion and belonging in my business, even on a digital scale.

Each of us has the capacity to listen to the stories of those around us and deepen our empathy and compassion for one another.

Even DEI Practitioners Can Cause Harm If We’re Not Careful

After a challenging past couple of years with the coronavirus, hiring many brilliant minds, and needing to peel back the layers of my business, I’ve had a lot of time to witness how DEI practitioners with the best intentions can still cause harm.

I’ve learned that all of us can be more thoughtful about the messages and language we use. Even those of us who are trained on knowing the “right” and “wrong” words to say, we can still cause harm if we’re not careful. People’s lives are at stake and how we navigate the DEI space as leaders and guides largely depends on how we communicate with one another.

There’s a certain level of heaviness that comes with this work and I’m learning to check in on people who practice DEI in their personal and business lives. People may be experiencing stress, trauma, and mental health issues while in this space, and may choose to not share their struggles.

It’s our responsibility as practitioners to go deeper with our knowledge and use it to help other practitioners feel a sense of acceptance and belonging, not isolation.

Every Client’s Journey Is Different, There’s No One-Size Fits All

These past five years have given me a wide array of clients to work with. From big nationwide brands to midsize boutique businesses, I’ve learned that every client’s journey to a more inclusive, equitable, and diverse workspace is different.

There’s no one-size fits all when it comes to DEI. Despite the sometimes vastly different approaches to client strategy, one thing rings true: we need to strike a balance between meeting clients where they are and not leaving them there.

Being too comfortable and complacent can leave some businesses behind on their DEI goals. It’s part of my learning to know the balance of when to push and pull my clients into the next level of their journeys.

We All Deserve Community

We’re human beings. We’re not meant to live life alone. As a woman entrepreneur, it’s easy to feel that I have to do everything myself. But, as I’ve gone through this business journey, I’ve learned that I, too, need support.

All of us can benefit from having a group of people to guide, support, and encourage us when life gets tough. When we feel lost or when we need cheerleaders to encourage us to keep going.

As someone who proudly occupies the identities of business owner, entrepreneur, Black woman, and DEI practitioner, I realize those intersections are complex. To feel understood and valued, I need to lean on those who support me in each of those identities.

Living in community is one of the most nourishing and supportive things we can do for ourselves. And as entrepreneurs and people in the DEI space, building relationships with those who get us is so important to maintaining our drive, stamina and resiliency in this work.

Final Thoughts

The last five years have been rewarding, challenging and full of lessons. I’m still learning, but I’m proud of how far NWC has come and how these new insights can inform the work we do with our clients this year and beyond.

8 Ways Your Business Can Create More Inclusive Spaces

Thu, 13 Jan 2022 15:38:00 GMT

When we think of inclusion, we often talk about what we can do to make a space more inclusive. Like what attitudes and behaviors we can model to promote inclusivity in the workplace. While behavioral changes do matter, there’s a lesser known aspect of inclusion that many aren’t discussing: physical spaces.

It’s no secret that physical spaces impact people’s moods which can encourage some people to come out of their shells or push others further into them. In this article, we’re going beyond what behavioral skills you can develop and explore what ambiance you can create to make spaces more inclusive, accessible, and comfortable.

Why Physical Space Matters

Think about physical spaces as the first welcome to new employees, potential partners and stakeholders. It’s like the business card of your workplace or the first handshake with a potential partner.

If you’ve worked this hard to make yourself a better and more inclusive leader, you can go a step further by translating that intention into the workspace ambiance. We should think about how we can make our office spaces more accessible and welcoming to people with different needs. Whether someone is a religious minority or sensitive to light and smells, how can we make this space as comfortable as possible?

The benefit of going this deep on your ambiance is that the right environment can offer openness, encourage collaboration and promote comfort for any occasion.

In fact, a good example of this happened to me recently. A few weeks ago, I was having negotiations with a long-standing client. I distinctly remember my client saying, “hey, why don’t you choose where we meet and connect. I want you to feel comfortable”.

This was a great example of putting me and our future partnership at the forefront of our conversation. Allowing me to choose an ambiance put me at ease and helped the conversation go smoothly.

When we engage in sensitive conversations, there’s power in being mindful about space, ambiance, and how the person we’re talking to will feel. That’s what this is all about: unlocking the power of physical spaces to make them as warm and inclusive as possible.

8 Ways to Build More Inclusive Physical Spaces

1. Paint the Walls Light, Calming Colors
In your office space, consider the color of the walls. Are the walls painted a calming hue like green, blue, or purple? One study showed that colors like violet and blue are preferred to brighter colors like yellow. The same study shared that lighter colors are perceived as friendlier and more pleasant. When considering what color to paint your office walls, opt for light and calming hues.

2. Offer Tea and Non-Alcoholic Beverages
Beverages can make one person feel at ease while making another person feel totally uncomfortable. Not everyone wants coffee right before an important meeting. Some prefer tea as a calmer source of energy. Offering herbal and non-caffeinated tea can be a small step towards encouraging inclusivity for those who are sensitive to caffeine or prefer more soothing options.

The same goes with alcohol. While some people enjoy alcoholic beverages at company gatherings, others do not. Offering alcoholic as well as nonalcoholic beverages can help each person make the right choice for them.

3. Offer Rooms For Prayer, Nursing Mothers, and Mental Health Breaks
If your company doesn’t currently offer a room for those who wish to pray, nurse small children or simply take a step back from the workplace, consider creating one. Rooms where people can connect with their spiritual, physical and mental wellbeing are important to inclusivity and accessibility. It ensures that visitors, employees, and partners alike have the space to feel grounded, handle their personal needs, and show up as their best selves in the workplace.

4. Ditch the Fluorescent Lights
While it may not be obvious, nearly 9 million people in the United States are sensitive to bright light. This means, the fluorescent lighting in your office may be turning off visitors, employees, and partners in a way that’s counterproductive to inclusivity. Switching your lighting to soft LED or warm colored light bulbs can help those who feel comfortable with bright lights to experience more ease.

5. Let the Sunlight In
If your office space has rooms with big windows, consider opening them to allow more sunlight in. Indirect, but bright sunlight can be a calming element for many people and can help some people feel more relaxed and comfortable in company gatherings.

6. Consider Food for Various Dietary Preferences
Catered company meetings can be an attractive perk for employees and partners. However, if your company doesn’t offer enough options for those with various dietary preferences, it could be a turn off for attendees. When planning the menu, be mindful of who’s attending and consider offering vegan, gluten-free, halal, and/or kosher options. For many people, food is a direct link to their spiritual, physical, and mental wellbeing. Providing options that are inclusive of many dietary preferences can help the gathering be more amicable and, therefore, successful.

7. Switch up the Waiting Room Entertainment
For office spaces that use TVs in their waiting rooms, consider rotating between the channels. Not everyone loves watching sports or the news while they wait for their meeting with a manager or partner. A great alternative is to put on a channel featuring naturescapes. Studies show images and videos of natural environments can help calm the nervous system. For guests visiting your office, seeing a desert scape or ocean view can promote ease and calmness before an important meeting.

8. Decorate the Office with Inclusive Photos of Staff
It’s no secret that 72% of company leaders in Fortune 500 companies are white and male. If your leadership team reflects that of the dominant culture, consider adding photos of lesser known staff of color, women, or persons with disabilities. Representation matters. Seeing smiling faces of folks who look like leadership and minority staff can promote feelings of positivity, inclusivity, and warmth.

Behaviors Matter, But So Does Ambiance

While behaviors and attitudes matter towards building more inclusive workspaces, ambiance shouldn’t be overlooked. The physical workspace can mean the difference between warmly welcoming guests or deterring them from ever returning again.

Environments that feel cozy and approachable are key when engaging in delicate conversations like future partnerships, salary negotiations, and important team talks . Building physical spaces that allow for prayer, offer calming colors, and relaxing entertainment, invites more positive outcomes when engaging in various business activities. Inclusive and accessible spaces allow people from all walks of life permission to relax, be authentic, and show up as their best selves.

The Recipe For Productive And Inclusive Team Talks

Tue, 14 Dec 2021 13:51:00 GMT

Imagine there’s been a disturbance on your team. Something was said or done that caused concern and there’s a need for constructive candor or a delicate topic of discussion must be introduced. It may be appropriate to have a team or even a company-wide talk about the issue to help align everyone or simply provide an outlet to process, gain clarity and support.

In this line of work (DEI), delicate conversations often occur and as such, it is necessary to be intentional about strategies and processes to most effectively manage those discussions for optimum outcomes.

Team talks are a powerful way to have conversations that make a difference. Team talks are designed to be organized, intentional convenings where most if not all of the team gathers to discuss a pressing issue or topic. Team talks seem intuitive. You meet, you talk, you leave with solutions. Problem solved, right? Not quite. A successful team talk is more complicated than that.

There is a recipe that can make your team talk a huge success. The formula I’m going to share with you will ensure everyone in the conversation understands the goals, process, and leaves the meeting with a positive outcome.

Skipping the essential steps of this team talk recipe may cause the meeting to get derailed, have folks leave feeling misunderstood, or risk ending the meeting without a plan for the future.

Set yourself and your team up for success. Here’s the recipe for productive, inclusive team talks.

Step 1: Set Community Agreements

Community agreements are like table manners. They are a set of rules and guidelines that everyone agrees to in order to help the gathering go smoothly. Many people skip this step when planning a team talk and it can cause some folks to feel left out, misunderstood, or silenced during the meeting.

When you’re creating community agreements, ask yourself and others in the room to reflect on these questions:

From there, a slew of ideas from participants may come up. Write them down and distill a few commonly-held community agreements from them.

Some of my favorite agreements are:

Once the community agreements are set, reiterate them to the team so everyone is aware of the rules and norms of the team talk.

Step 2: Set the Table with Goals and Roles

Now that your community agreements are in place, you can set the table. This is your time to lay out the goals and objectives for the conversation. Is the goal to solve the issue once and for all? Is it to learn from the mistake and make a plan to ensure it doesn’t happen again? Or is it to hold space for someone who was harmed and allow them to flesh out what occurred?

Helpful questions to ask aloud when creating goals for your team talk include:

Whatever the goals may be, say them aloud. Ask others if there are other goals to consider during the team talk that will make this space meaningful and productive for everyone.

From there, you can set roles for the meeting. Who’s facilitating? Who’s managing the speaking rotation? Who’s the referee if the conversation gets messy or uncomfortable? Who is keeping time to make sure everyone on the team has a fair opportunity to share?

Defining roles allows the talk to go smoothly and holds folks accountable for ensuring the meeting is organized, efficient, and respectful.

Step 3: Take a Bite of Your Table Topics

It’s time to take a bite of the juicy topic(s) everyone came for. Begin with introductions. Perhaps allow the person whose idea it was to bring the topic to the table to speak first.

Why was this issue so important to bring up to the entire team? Why is it important to dig deep and work on a resolution? What will discussing this topic mean to the team’s inclusivity, diversity, and equity efforts? The facilitator should make space for multiple perspectives on this topic and encourage conversation that promotes understanding and empathy.

Be prepared for tangents to come up. The facilitator should artfully guide the conversation to support flow and efficiency. There’s a way to move conversations along without cutting anyone off or moving too quickly. As new topics arise, how can we include them, table them, or resolve them?

Some key questions the facilitator can ask to keep the conversation going include:

Step 4: Have Dessert with Takeaways and Calls to Action

When topic(s) have been discussed, respectful conversation has been had, and people are seeing the light at the end of the tunnel, what takeaways can the facilitator encourage at the end?

In other words, what’s the dessert? What call-to-actions, commitments, or outros can bring closure to the conversation? Will an apology bring closure? Will a commitment to build a new task force to address issues like this in the future be helpful? Will affirming the bravery of the person(s) harmed by the issue be a good way of closing the conversation?

Some key questions the facilitator can ask to help close out the discussion include:

However you do it, make sure the closure feels good. People feel assured by action items and next steps especially after tough conversations. Leaving topics unresolved or without action plans can create an adverse effect. It can make the meeting seem unproductive and a waste of time. The talk should end with something that feels useful and productive for the participants. Ending on a high note with action steps and outcomes can encourage more participation at future team talks.

Step 5: Clean Up The Mess

The conversation went well, the topics were nourishing, and the dessert was satisfying. Now, it’s time to clean up. This is the final step in your table talk recipe and one of the most important. It allows the facilitator and the team to do one final sweep if the conversation got messy, emotional, or issues were left undone.

If things became messy, here are a few things the facilitator and participants can do:

After each session, whether you’re facilitating or not, be sure to thank everyone for sharing. It’s challenging to be vulnerable and openly discuss difficult topics. By offering words of affirmation to those who participated in courageous conversations, can help fuel productive team talks into the future. Expressing gratitude and thanking colleagues builds community, trust, and compassion.

Final thoughts

The recipe for team talks may seem like a big process but it’s an intentional strategy to build a stronger, more resilient team. Engaging in meaningful conversations, even on difficult topics, is an essential part of a thriving team ecosystem. The more intentional you can be in a team talk, the better it is for the company as a whole. Practice each of these steps in sequential order and be amazed at how much more productive, inclusive, and powerful your team dialogues become.

Why Ego Is A Hidden Superpower for BIPOC In The Workplace

Mon, 15 Nov 2021 17:12:00 GMT

Ego is considered a negative quality in a coworker, manager, or person in leadership. In the business world, ego has allowed people with power to manipulate and undermine those with less power. However, the true, unbiased definition of ego is “a person’s sense of self-esteem or self-importance” and that’s how we should approach it. Particularly for BIPOC, ego isn’t a bad thing. Rather, it’s an untapped superpower. In this article, I’ll show you how ego can be used as a tool of empowerment for marginalized groups instead of a weapon for power and control.

The Harm In Weaponizing Ego

For years, we’ve weaponized the definition of ego and allowed it to put underrepresented groups at a disadvantage in the workplace. Ego has been predominantly used as a tool of power and control by those in more privileged positions. It typically sends a clear message that someone has more power than someone else. In practice, it’s been used as a covert tool for those in positions of power to keep certain groups in their place.

We often hear the phrase: “you need to quiet your ego” as a way to encourage someone to listen, understand and gain more perspective. But, maybe we shouldn’t quiet our egos. Instead, we should use ego as a way to boost the self-esteem of certain groups. It’s time we de-weaponize ego and start using it as a strategic tool for historically marginalized groups to gain confidence, agency, and self-worth. There’s value in allowing underrepresented groups to use ego as a superpower in order to increase diversity, equity, and inclusion (DEI) in the workplace.

Ego Is The Birthplace Of Confidence

For years, plenty of groups have felt underestimated, divested in, and psychologically unsafe at work. BIPOC folks, in particular, are still battling microaggressions, feeling unacknowledged, and having their contributions be devalued. The weight of adversity in the workplace can break anyone’s self-esteem and motivation.

Ego can be a superpower that builds confidence from within for groups that are all too often overlooked. Ego can look like…
* walking into a room with one’s chest held high
* wearing one’s natural hair at work
* speaking with a confident tone
* feeling comfortable expressing one’s cultural traditions
* Publically taking credit for an idea

Ego can play a role in building the vibrato in someone’s voice and encouraging them to be brave and move with more certainty. It takes confidence to move forward in one’s career and for some, developing a healthy ego can be the first step towards upward mobility.

Ego Builds Agency And Action

The workplace can feel hostile for BIPOC and can stifle many in their pursuit towards agency and action. It’s not uncommon for marginalized people to have their contributions diminished or have other people take their ideas and run with them. When we weaponize ego, it makes people play small. It causes some to feel that they shouldn’t take up space or time advocating for their ideas and contributions.

Ego and self-agency are the keys to upward mobility for BIPOC in the workplace. Folks can use ego as a tool for self-empowerment to build the fire in their bellies to take action on ideas and projects that excite them. Without ego or the encouragement of their fellow colleagues in the workplace, many BIPOC can feel deflated and demotivated when it comes to proposing new ideas and speaking their minds.

Sometimes, we have to inflate our own egos and build agency from the inside out. Ego can be the wind to our backs when things have to get done, but there’s no one in the company cheering for us. Ego is the superpower BIPOC people can tap into when they need an extra push towards action.

Ego Pushes BIPOC To Know Our Worth

There’s a big movement now for BIPOC people to know and lean into their worth even if others don’t recognize it. This allows us to know when we should stop tolerating harmful people, behaviors, and spaces that don’t serve our upward trajectory.

Developing a healthy inner ego can push BIPOC to know they can accomplish hard things. Self-awareness, reflection, and confidence are all essential in reaching big, lofty goals. And all three are enhanced by ego.

Ego and knowing one’s worth involve risk-taking. It’s risky to ask for more money during a job interview or walk away from projects that push our personal boundaries. When BIPOC tap into their egos, we can begin centering our voices and needs, even when it’s uncomfortable.

Ego gives us pride in who we are and where we came from. When we think about how many BIPOC communities had their history and contributions diminished throughout history, we can understand why some groups still struggle with self-worth today. Tapping into a healthy ego can help many BIPOC transcend the harsh realities of the past and actualize a future that’s bright and optimistic.

Ego Allows BIPOC To See Themselves In A Positive Light

In a world that sees BIPOC as less than or inferior, it’s important for us to see the best in ourselves. Ego is the aspect of the self that wants to be seen in a positive light. When we gravitate towards the stigmatized definition of ego, it doesn’t lend itself to the main intent which is to witness our higher selves.

When we reimagine the idea of ego and take away the stigma, we start seeing the best versions of ourselves, our key qualities, and traits without the fear of looking egotistical.

Redefining Ego As A Tool For Empowerment

It’s time we break down and redefine ego. It’s not always “wrong” to operate out of a place of ego. We can now understand how ego and its benefits can work to raise the position of BIPOC and minority groups’ in organizations.

For non-minority individuals, when they think of ego, it can be perceived as a turnoff or poor human quality. What they don’t realize is that feeling confident and self-actualized can be a result of being in a privileged position. For people who were never given positive affirmations for their ideas, skills, abilities, or self, ego is a way of survival. It’s important that BIPOC start to see how ego can be used as a catalyst to face and deal with the trauma of being a minority in the workplace.

Ego is already being utilized as a superpower, but we call it “self-care” or “boundaries. It’s time we embrace all three terms, self-care, boundaries, and ego, as tools for BIPOC and marginalized groups to use and build confidence, agency, and self-worth in the workplace.

NWC Has Evolved. Here’s What You Should Know

Tue, 12 Oct 2021 13:42:00 GMT

NWC is in a season of change. Like many consultancy businesses, we experienced rapid growth during the pandemic. We started building a coalition of new, brilliant minds to better help serve our clients during a time of hyper attention on DEI issues within organizations.

As time went on and our clients’ needs changed, we decided to taper back our hiring boom. We began to focus on what our clients needed today (versus 18 months ago) and what we could do to better serve them in the future.

This fall, we decided to do a full-on organizational restructure to better align resources to address customized solutions. We had a goal to get hyper-focused on who we are, what we are trying to accomplish with our clients, and the talent we want to attract to help us do the great work of building intentional inclusive cultures.

The truth is, many companies go through a re-org when they see that things aren’t working or if there is a significant change in their business model, product, or service offerings. For NWC, our re-birth came as a result of a year of tremendous growth that continues to maintain speed and recognition. I realized that after a year at our current pace of growth, we had to slow down to go fast.

As we are full-on into the last quarter of the year, as I do every year, I am taking inventory of where NWC started in the year, how we’ve progressed, and where we are going.

This year brought with it many new opportunities to grow, learn and improve.

Grow

NWC skyrocketed in growth this year. But with that growth, came the immediate need to build an agile, competent team with a heart for the work and the skills to match. We were able to meet those needs and even exceed the expectations of our clients. But, as the year moved on, we realized that we needed to do something different.

The staff we hired were brilliant, heart-focused, and ready to do the work, but it was only later that we realized our client needs had shifted. So, our team layout shifted in response. We’ve slowed down our hiring and peeled back the layers. We are confident these changes will position us to exceed the expectations of our clients as we go to the next level.

Learn

This year, we learned that our clients’ DEI transformation required more profound work, customized solutions, and even more specialized personnel. We had to step back and ask ourselves:

We have a lot of learning to do in order to tailor our offerings to each client. We’re also learning who to add to our team that can speak to each clients’ individual needs.

At NWC, we’re not about blanket solutions. We’re about tactical, effective, and personalized solutions. That requires us to put on our thinking caps, get creative, and be bold in our growth and development in the coming months.

Improve

As a business owner, I found myself reflecting on how NWC and I arrived at this place. I reflected on how we’ve helped dozens of organizations in the DEI space, and how the incredible team of people we had helped move the needle forward. But, it was time to make major changes within the organization and I found myself between a rock and a hard place. As a
leader, it’s crucial to understand that everything rises and falls with leadership. So, I sought out counsel, spent time reflecting on the vision of NWC, and intentionally sought client feedback to further refine our organization.

The bottom line is that NWC needed to slow down to go deeper and go further into
the work that our clients required. Where NWC began, and the work being done, though impactful, it was
just the initial layers and not the full scope of service and expertise needed for the deeper work.

Our current and future clients deserve a more robust and customized approach and solutions. All of which are
in alignment with the vision and goals of NWC. When a problem arises, the answers reveal themselves and it’s up to us to listen and make the necessary changes, adjustments, and pivots (including making necessary endings) to improve and grow.

The ability of NWC to operate within its vision and mission to meet the needs of the world we serve moved me
to refine the team, streamline our processes, and add greater depth and dimension to the services we provide.

Final Thoughts

Today, NWC celebrates all of those we’ve had the opportunity to work alongside and serve. Every engagement we had was an essential building block in what NWC is today and what it will become in the future. Whether a moment, a season, or a lifetime, we build with people, and when the time is right, we honor the gifts they leave behind. Why? Because we whole-hearted believe that we must continuously learn, unlearn and relearn to grow, evolve, and flourish.

I am grateful for this journey of service and leadership. As I continue to improve and refine myself, I hope to always do my part to be accountable to the people I meet, serve and do life with. When I grow, we grow, and we all grow together. We’re excited to grow with our new clients and staff in the coming months and years.

Rethinking Grief: The Hidden Impacts Of Non-Traditional Grief On Employee Happiness

Tue, 14 Sep 2021 00:40:00 GMT

Grief. It’s a word we often use when talking about a loss of life. But, not a word we use when we talk about loss in a different context like a loss of hope, closeness to loved ones, or professional opportunities. The pandemic is a good example of how multi-layered grief can be. The pandemic caused some people to wait nine hours in line at the hospital with the hope that their loved one would get the care they needed. Some without success. While others lost their sense of financial independence, opportunities to move up in their careers, or the ability to spend time with the people they care about.

Someone grieving during the pandemic may not show up fully at work– and may not even know they’re grieving at all. Perhaps their definition of grief only involves the loss of life, but not the other pieces of their happiness and joy that were lost in the process. Suppressed grief impacts an employees’ happiness, productivity, and ability to show up authentically in the workplace.

It’s about time we rethink the concept of grief, how it shows up for people in the workplace and what we can do to support those experiencing grief.

Non-Traditional Forms of Grief

There are several non-traditional forms of grief that businesses and individuals often overlook in the business world. The forms may not involve a physical loss of life, but do involve a loss of something. Something that the employee is no longer able to ignore and that which impacts their ability to perform and do their best at work.

People are grieving the continuation of a global pandemic with no end in sight. The light at the end of the tunnel has shifted and many people are grieving the life, memories, and freedoms they had before the pandemic began.

People are grieving the loss of a promotion or the opportunity to work on a highly visible project. The missed opportunity for upward mobility in their careers could be a silent and painful low point in someone’s life right now.

Someone may be grieving how they aren’t meeting the expectations of others. Whether that’s failing to perform well on a high visibility project or letting down a family member, people grieve the failure to meet expectations and contribute positively to someone else’s success and happiness.

Someone may be grieving missing out on special opportunities. Particularly with the pandemic, there were concerts, vacations, birthdays, and celebrations that people missed or had to postpone. People may be grieving the loss of spending time with friends and family with no foreseeable reunion in sight.

People are grieving the loss of privacy. With work from home policies still dominating the business world, many people no longer have privacy or free time readily available. They may be wearing multiple hats as teacher, parent, cook, friend, and coworker all without an opportunity to relax, retreat or enjoy peace and quiet.

People are grieving the loss of unmet dreams and life goals. Some people had to put their dreams on hold to become a parent, care for a sick family member, or make it through a stint of unemployment. Their dreams and ambitions have been hampered and since then, they’re grieving the loss of their long-standing dreams and goals.

People are grieving from isolation. Someone just packed up and moved to a new place and they’ve lost a closeness to their friends, family, and all things familiar. People are grieving the major impact of isolation in a new place and the difficulty that comes with forging new relationships in the future.

People are experiencing financial grief. The loss of income or a recent dependency on someone else for financial support may be impacting someone’s mental wellbeing.

There are so many more examples of non-traditional grief that are overlooked in the workplace. But, you can imagine all the ways the grief mentioned above would impact somebody’s ability to show up fully at work.

Expanding Our Definition of Grief

There’s more to grief than a loss of life. Expanding that definition to include non-traditional forms of grief like the loss of work opportunities, social connections, finances and more can create a new lens by which we view grief and what we can do to support those experiencing it.

Companies that currently offer bereavement leave may want to include mental health or self-care time off. This special form of PTO would allow employees who are experiencing non-traditional forms of grief to take the time they need to work through it.

It’s important to also take the stigma out of the words “mental health days”. People often think they need some chronic condition in order to take those days off. But, that’s not true. Expanding our understanding of grief and encouraging the use of mental health or self-care time off can encourage employees to take the time they need to process grief outside of the workplace.

If maintaining the health and happiness of employees is an important part of your business, then it’s worth expanding the definition of grief and how your company can support people during these challenging times.

Final Thoughts

It’s okay to grieve, accept what was, and release it. With non-traditional forms of grief, we open ourselves up for new opportunities to reflect, heal, and show up fully. Expanding the definition of grief and giving employees the time off they need to process it, can provide a new level of healing and presence in the workplace.

There’s a responsibility that each employee and employer has to make sure non-traditional grief is recognized. If an employee is not willing to disclose that information to their employer, we can’t expect businesses to be aware of their situation and move towards action to support the person.

On the other hand, if the employer isn’t thinking broadly about their benefits like mental health or self-care time off, people may not feel the psychological safety to come forward and ask for the time they need to grieve.

This topic of non-traditional grief is something most organizations aren’t processing. But, they should. When they do, the health, happiness, and psychological safety of it’s employees can grow and flourish. The way we think about grief can be turned on its head to support a broader array of challenges that impact an employee’s ability to show up. When those non-traditional forms of grief are acknowledged, empathy, compassion, and authenticity can grow in the workplace.

How To Build Psychological Safety For Inclusion And Accountability

Mon, 16 Aug 2021 21:00:00 GMT

The brilliant Amy Edmondson, Novartis Professor of Leadership and Management at Harvard Business School, catapulted the idea of Psychological Safety into the DEI and business space. According to Edmondson, “psychological safety is a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes.”

The goal is to avoid catastrophic mistakes in your business by opening the door for employees, colleagues, and stakeholders to raise concerns in a safe, open environment. However, not every business has an environment of psychological safety where team members can express concerns, share ideas, or ask questions without being gaslit, ignored, or disregarded.

This is especially true for diverse teams. Companies with LGBTQIA+, people of color, and team members with disabilities should pay even more attention to psychological safety. Employees who occupy a unique identity in the workplace often bring a different perspective to the table. If they’re not heard, what impact will that have on a company’s growth and development? It’s a missed opportunity. Building psychological safety isn’t only helpful for growing, healthy businesses, but it’s essential for the respect and safety of employees.

Here’s how to build psychological safety on a diverse team.

Run a 5-minute psychological safety audit

The first step towards building psychological safety is to use Edmonson’s 5-minute audit to assess how psychologically safe a work environment is. (1) The audit covers questions like: is it safe for employees to voice concerns? If they do, are they heard? Do things change? The questions below are additional questions you can use to run a 5-minute audit on your company’s psychological safety.

Ask yourself the following questions:

If the answers to any of these questions raise a flag for you, it could be time to build better psychological safety in the company. Here’s how.

Make it clear that people are free to express themselves

Bring it up at the beginning of a meeting, or explicitly tell each team member one by one. Ensure the entire team that it’s perfectly fine to ask questions, raise concerns, and express ideas. But, also encourage teammates to bring solutions. While naming hard things creates hope, the ability to solve those hard things requires partnership.

Amplifying the idea that each employee is free to express their thoughts in the workplace allows minority groups more assurance that speaking up is safe to do. Thus, they’ll be less fearful of judgment or ostracization for sharing concerns that better the company and everyone in it. Especially if those concerns go against the grain and encourage leadership to revisit diversity initiatives and improve the company’s inclusivity.

Be mindful of gaslighting team members

Once the freedom to express ideas is clear, be mindful of disregarding or diminishing someone else’s ideas. If someone from an underrepresented group speaks up about a serious concern, gaslighting them can make them feel shut down, dismissed, and dissuaded from sharing other important thoughts in the future.

Marginalized groups shouldn’t feel silenced or fearful of sharing. Psychological safety is key to supporting these groups in your company and giving them the space to express their ideas without holding them in and harboring stress.

Without psychological safety, people may step away from the company because they’re not supported and don’t feel respected. Clearly, this is counterproductive to building trust, safety, and inclusion for the long run. A positive team climate is foundational for psychological safety.

A big step forward means being open to hearing the thoughts of each colleague, thanking people for sharing, and committing to considering their ideas. The simple act of acknowledgment as opposed to gaslighting can be a powerful way to make others feel a sense of psychological safety in the workplace.

Avoid using psychological safety as a way to dodge accountability

As Amy Edmondson notes in her 2014 TedX talk , accountability and psychological safety are two separate areas that work hand in hand. Offering a space to share ideas, concerns, and thoughts also means holding those with the power to make change accountable. In fact, that’s a major goal of psychological safety.

The people who need the feedback, the ones who can change systems, and produce a better outcome, should be held accountable after someone shares an important concern or idea. And those who offer criticism or feedback to those in positions of power should be safe to do so.

A problem occurs when people hide behind issues that come up in the workspace. People in positions of leadership may feel ashamed about being accountable for concerns that come up. Fortunately, there is a way to effectively hold someone accountable without shame . Overall, the idea of holding folks accountable when ideas, concerns, and thoughts come up isn’t something to run from, it’s something to dive deeper into.

When there’s accountability, employees feel safer knowing that leadership has their best interests at heart and will do what’s necessary to uphold the values of the organization. This should not be confused with failing to provide psychological safety. Leadership should strategize on the best move forward given the feedback, and it may not look the way employees want it to. Employees should have trust for the process of integrating feedback and that their employer will do what they can to address their concerns.

It’s crucial for leaders to be strong and open in the face of criticism. Even if it means they have to make fundamental changes that impact the company as a whole. We need to be careful not to let the fear of psychological safety and what truths may come to light, shadow our commitment to bettering the company and the employees. Organizations also need employees who value truth and accountability, which requires openness and a growth mindset when offering constructive feedback. It boils down to this: psychological safety is a two-way street of communication, growth, and adaptation.

If we aren’t in a space to receive constructive feedback, we can easily feel as though the person giving the feedback doesn’t have our best interest in mind. It can feel like they’re pointing out only what’s wrong and bad. However, good leaders and employees can distinguish between feedback that’s promoting growth or stifling it. Although psychological safety isn’t always easy, hearing people out, deciding if it’s constructive, and making moves to improve the situation will most certainly benefit your company in the long run.

Final thoughts

Psychological safety is a middle ground where both employees and employers have to make a concerted effort to receive and adapt to feedback. Feeling challenged in the workplace by driving toward the organization’s standard of performance, can feel like one’s safety is threatened but learning the difference is important.

It’s not easy to cultivate an environment that’s open to hearing the feedback of every voice even if the critiques we hear are our fault or responsibility. Psychological safety is a powerful way to promote inclusion and accountability in the workplace. Including the voices of diverse employees, hearing their unique perspective, and making moves to improve the company is the ultimate goal. It’s in the best interest of the organization to be open to those perspectives and create an environment that holds growth and inclusion at the heart of its development. Only when employees and employers feel safe enough to hear each other and move in the direction of growth will organizations reach psychological safety.

Citations:
Edmondson, A. (1999) Psychological Safety and Learning Behaviour in Work Teams. Administrative Science Quarterly, 44: 350-38

How To Hold People Accountable Without Shame

Tue, 20 Jul 2021 00:04:00 GMT

We know holding folks accountable for saying or doing harmful things is important to DEI. Without the checks and balances system, where would we be? But I’ve noticed a trend in how we approach folks we’re calling in: people are using shame as a tool to get folks to admit wrongdoing. Shame isn’t the best way to hold someone accountable or get them to change their behaviors. I recently wrote a tweet about this very topic:

Here’s what we all need to understand: Holding someone accountable doesn’t require shame. Actually, there are real and tangible ways you can have an honest and effective conversation with someone without them retreating into shame, anger, and defensiveness.

Here’s how you can hold people accountable without using shame. And if you’re the one being called in, here’s how you can take constructive feedback with openness instead of defensiveness.

Understand that people may not know they’ve caused harm to others

The truth is many people say and do harmful things, and they may not know they’ve done something wrong.

It’s important to understand that harm is inevitable because people are often operating unconsciously. In other words, folks are on autopilot when it comes to their speech and behavior and what comes out of their mouths may not seem harmful to them. But as it turns out, what they did or said was very harmful and someone else has to check them on it.

The key to beginning the process of holding someone accountable is to move with empathy. Both people should understand that making mistakes is a part of being human. And both parties should also move mindfully through these conversations. Here’s how you do that.

If you’re being called in or held accountable, know that you’re not the victim.

Once someone has been called in and both parties are aware of the problem, the mindset should be: “What will my response be now that I’m aware?

Getting called in can make some people defensive, fearful, or feel that others are gaslighting them. In essence, we, as people being called in, become the victims. But we have to realize, no we’re not the victims. The person who is holding us accountable is sharing this issue with us because there needs to be a change in order to reach equity, inclusion, and compassion. There’s no shame in admitting that we’ve brought harm to someone else and that it wasn’t right. But, it’s important to adapt to the feedback we’re receiving and integrate it.

If you’ve been called out, the questions you should ask yourself are:

Having empathy for yourself and understanding that biases occur within all of us is another key step. We can’t avoid it. Acknowledging that harm has been done is crucial. When an issue is brought to our attention, what we need to do is think about how that harm has created negative consequences for the other person, the person who’s really the victim. So, we should ask ourselves: what do the people we harmed need at this moment?

Don’t fall into the trap of feeling rushed to be forgiven by the person who called you out. Sometimes your actions or words were so harmful that people aren’t ready to forgive yet. So, give people their space and respect the time it takes to circle back and begin the process of forgiveness.

If you’re the one being held accountable, it’s important you take responsibility and make sure no future harm is created. Apologize, feel atonement, and acknowledge the harm, but commit to not continuing the cycle.

And most importantly, don’t do this work alone. Seek reassurance and support from people who are there for you. Connect with your community and talk out what happened. Ask if they’ve been through the same thing or how they’ve handled it. Seek to understand, reflect, and course-correct. But don’t shame yourself for what you didn’t know. Now, you know, so you can make better choices in the future and that’s what really matters.

If you’re holding someone accountable, your job is not to shame them. It’s to inspire behavior change.

It’s not easy to call someone in with respect and kindness, but it’s necessary in this work. Many people feel ashamed at the moment and can react poorly to being called out. But it’s important for you to practice empathy and self-control in moments like this because the ultimate goal is to encourage a change in behavior. However, shaming the person or reciprocating vengeful words and actions in the interaction is not the way to do it.

First, if you want to hold someone accountable and to be effective, it’s best to focus on the behavior or action, NOT the person. This is important because a lot of people react to being called in as a defect in their character or personality. But it’s not. They’re not the problem. The problem was their words or actions, which can be changed. When you’re calling someone in, focus on what was said or done and how those actions created the issue. Create a separation between the person’s actions and their inherent value as a human.

The reality is some people aren’t culturally competent and may not have the language to respectfully move in certain spaces. It’s a fact that hurt people hurt people. Underneath oppressive remarks, slurs, and comments is, oftentimes, someone acting from a place of hurt. Having empathy for a person that’s hurting doesn’t make what they said or did right, but it does show us a path forward to responding, and it opens us up to being more thoughtful about our approach to behavioral change.

When holding someone accountable, it’s also important to understand the difference between responding and reacting. Reacting means having no thought of the long-term consequences of an action. Responding means being more mindful about effective strategies to increase the likelihood of behavior change.

In the case of calling someone in and holding them accountable, we want to respond, not react. We want to make it clear what was said or done was harmful and here’s why. Reacting with anger, shame, or resentment will likely increase the temperature in the room and encourage defensiveness in the receiving party. Which is helpful for no one and won’t improve the situation.

Helpful phrases to use when holding someone accountable:

So, if you’re ready to have the hard conversation with someone in a respectful and effective way, here are a few phrases you can use to open up the conversation:

Final Thoughts

This isn’t the first and probably won’t be the last time you’ll have an intentional conversation about hurtful words or behaviors. But this can be the first time that the conversation is effective. Again, the goal is to change behavior and to influence another person to reflect on their words and actions in order to course-correct. The more we can remove the barriers of shame and fear, and step into the arena of conversation, enlightenment, and mutual respect, the better our odds are of creating more equity, inclusion, and connection in our relationships with others.

Reflections And Tensions On Business Growth And DEI Work

Tue, 22 Jun 2021 12:52:00 GMT

As an entrepreneur and DEI consultant, I often find myself torn between the two worlds. In one world, capitalism, productivity, and constant growth are often at odds with diversity, inclusion, and equity. As I reflect on my journey, I realize there are a few aspects of being an entrepreneur and DEI consultant that conflict. Here’s how I reconcile the worlds of business growth and DEI.

I remind myself of how valuable DEI is in the business world

It’s no secret, DEI is work. It takes time and energy to look inward, analyze where our businesses have knowledge gaps, and pull out actionable steps to create a better company. I find that in the business world unless something makes money or is considered “productive”, it’s undervalued. As much as I love DEI and find value in the work, many companies don’t. Some executives may ask, “how can DEI make us money or help us innovate a better product?” For some, looking inward to build a better company dynamic and using new DEI frameworks for their employees isn’t valuable. I have to constantly remind myself that DEI is the backbone of good business to fuel my mission to get people on board with the work. We as business owners need to see DEI as a tool for growth and productivity in our companies. We should understand that if we want to build a better company, product, and grow, we have to work from the inside out. And that means working on how we see and implement DEI in our businesses.

I focus on growing my business without compromising my DEI values

I often feel conflicted between growing my business and seeing it flourish, while also staying true to my DEI values. Many of which include supporting my staff to avoid burnout, creating a diverse workforce with many lived experiences, and keeping clear communication at the forefront of the business.

I’ve always believed in my work as a consultant and how NWC helps others grow, but I’m also conscious of how supporting growth has trade-offs with real impacts on my staff’s mental and emotional needs. In a highly productive business world, growing a company often means disregarding the mental, physical, and emotional needs of the people who work with you.

That’s a mistake. At NWC, I’ve made it a focus to always keep DEI values at the front of the work I do. I stay focused and mindful about the mental and emotional needs of my staff and myself and grow the business with those values guiding the way.

I understand that even my DEI consultancy still has work to do

I often see businesses that think DEI is a magic pill or something they can do once that can solve their problems overnight. But I’ve come to learn over the years that DEI is a journey, not a destination. It’s important to have realistic expectations about how DEI can influence a company and how much DEI work is needed to make real change.
For example, some companies and individuals may think that my DEI consultancy is perfectly aligned one hundred percent of the time with every DEI best practice and have no DEI issues of its own, but that’s an unrealistic expectation. No business is perfect, and even a DEI consultancy like mine can have multiple identities that conflict, challenges with communication, and social dynamics that privilege some while disadvantaging others. It’s humbling to know that even though your business is on a path to improve DEI, so are we at NWC. We’re on this journey together and it’s powerful to reflect on how NWC supports businesses in reaching their DEI goals while also being transparent about our inner work, too.

I understand DEI work is personal

As we help companies grow and reach their DEI goals, the staff at NWC often have their own personal feelings and reactions to the work we do. Many of us including myself hold complex identities and may feel triggered while supporting another business’ initiatives. It can be challenging to work through systemic issues around race, gender, disability, or class and not feel some emotional response in the process.

It’s no secret that DEI work is personal, for your business, employees, and all of us here at NWC. Holding space for others can be a challenge when we’re working through the same challenges in our personal lives. But we’re human and we do our best to show up fully even when we’re feeling complex emotions about the work.

Final thoughts

As a consultancy, we, too, experience growing pains around DEI and productivity. Whether we’re experiencing the very thing we’re supporting your business in solving or we’re feeling the work is undervalued, we still find the drive to come back and continue on. We know there are tensions in business and DEI but that’s the great benefit of the work. We can sit in the discomfort of the work and still show up every day to help our businesses do better.

It’s our purpose and joy to be present for the good and bad and come out resilient. We know DEI isn’t easy for anyone but as long as we continue to sit in the discomfort and find a healthy balance between business growth and DEI, we’re confident that our business and yours will thrive.

6 Reasons Why People Get Triggered On Mother’s Day And How To Be Mindful

Fri, 07 May 2021 21:04:00 GMT

Mother’s Day is a holiday that many people don’t get to celebrate. It’s a time when some remember how and why motherhood can be complex, challenging, and even triggering. Fractured interpersonal relationships, past traumas, and shame can all come up for someone on this holiday. So, before wishing every person in your life a Happy Mother’s Day, do consider the following situations where Mother’s Day can be a triggering topic.

People who have lost children.
The loss of a child is something that can scar any parent. Remembering the loss of a child on Mother’s Day can bring up uncomfortable and traumatic memories. For those who have experienced this, Mother’s Day may feel more like a day to grieve rather than to celebrate. Be mindful and kind to those who have lost children on this Mother’s Day.

People who can’t have children.
Infertility and the inability to have children is another stinging topic for many people. There are women who have tried every possible avenue to bring a child into the world, but for whatever reason, it hasn’t come to fruition. It’s important to know that infertility can cause many to feel shame and sadness, especially on Mother’s Day. Be mindful of those who want to be mothers some day, but are unable to do so.

People who have lost mothers.
Many people don’t have their mother on this Mother’s Day. For some, Mother’s Day is a day to grieve, to remember, and to reflect on who their mother was in the world. Not everyone wishes to celebrate outwardly on this day. So, it’s important to be mindful about saying Happy Mother’s Day to everyone you see. Not everyone is in celebration.

People with strained mother relationships.
It could be the case that a person’s mother is still in the world, but the relationship is strained. Bringing up Mother’s Day can reopen a wound or cause a trigger that reminds someone of their presently strained relationship with their mother. Relationships are complicated and sometimes distance is what helps someone manage the challenging relationship they have with a parent. On Mother’s Day, be mindful that not everyone has a positive relationship with their mother at this time.

People who have chosen not to be mothers.
Many women in the world have chosen not to be mothers for good reason. Some women are happy with their choice to live without the experience of motherhood for personal, social, financial, and cultural reasons. Be conscious of how women around the world are asked and pressured by their family, friends, culture, and society to become mothers and why some women have chosen to take the path that’s best for them.

People who are shamed for being mothers.
There are women who have become mothers and they, too, may experience shame on Mother’s Day. Being a stay at home mom is work. It’s a type of labor that is often underpaid and unacknowledged. Some mothers feel shame about staying at home, being the primary caregiver of the family, and not having much time or space to pursue their own interests and desires. It’s important to be mindful that not every mother feels joyous on Mother’s Day and the daily demands of motherhood may be something that some mothers are uncomfortable with rather than celebratory of.

Final thoughts
For those who wish to say Happy Mother’s Day to everyone this weekend, try to thank a mother for her contributions instead. Listen to a woman who has chosen not to have children and seek to understand her reasons. Comfort a friend who is experiencing a strained relationship with their mother or have recently lost someone.

For companies, consider reevaluating your maternity and paternity leave policy for new parents. Think about if your company has policies that support women who are experiencing infertility or are struggling with having children. Reflect about whether children can accompany a mother to the workplace if needed. What can your company do to offer more compassion and empathy for the many complex situations that motherhood can bring?

And for all, move mindfully and with consideration this Mother’s Day. You never know what someone is going through, but the best thing to do is to tread lightly and offer kindness to a woman in your life.

5 Reasons Why We Should Support ALL Women in Business and Society

Mon, 15 Mar 2021 18:40:00 GMT

When we celebrate women’s history month, we need to celebrate ALL women. White, Latina, Black, and Asian women have all contributed to the advancement of society.

But remember, acknowledging the special contributions of certain groups of women is NOT a zero-sum game. When we honor the contributions of women of color, disabled women, queer women, we do so with ALL women in mind and in consideration of the intersections they represent. Trans, queer, BIPOC, and women with disabilities benefit from the developments that other women have created. And so do men.

This idea that when we support one group in DEI, we all benefit aligns with the Curb-Cut Effect dubbed by Angela Glover Blackwell.

The Curb-Cut Effect is a vibrant illustration of how laws and programs designed to benefit vulnerable groups, such as the disabled or people of color, often end up benefiting all. The creation of the Curb-Cut effect underscores a foundational belief that we are one nation and we rise or fall together.

The more we invest in one group (women of color, queer folks, people with disabilities), the closer we are to creating a more equitable economy, society, and nation that benefits us all. Here’s why diversity, equity, and inclusion for ALL women benefit everyone.

1. When women are economically empowered, everyone benefits

The truth is, women make up a huge part of the economy. And when they’re economically empowered, they’re more likely to contribute to the economy in meaningful ways. When Black, Native, and Asian women have economic leverage, they can contribute $1.9 trillion into the economy . This allows them to participate fully, have more control over their own time, lives and bodies, and increase their voice in important decision-making processes . When BIPOC women grow economically, so do other businesses in the country.

2. When more women work, economies grow

When we support women to work, actualize their dreams, and make their own money, we contribute billions into the economy and pave the way for more women of color to follow. In 2012, it was estimated that Latina-owned businesses contributed $65.7 billion dollars to the US economy. Yet, Latinas still made 55 cents to the dollar compared to white males. Empowering Latina-women to continue to work but with higher and fairer wages doesn’t just benefit them, it benefits all of us, too. When women of color work and get paid more, they give more.

3. When more women are in leadership positions, companies grow

It’s 2021, and still, l ess than 10% of women of color have a seat at the Executive table. That’s a mistake. Studies show that when more women of all races are in leadership positions in a company, the better that company performs . That’s because women are seen as good collaborators that are willing to listen to new ideas in order to improve the company’s success . When women have a seat at the table, the entire company grows.

4. When more women own businesses, they innovate better solutions

Women of color develop ideas that help make society better. Without their unique perspective, so many solutions would not exist. Beatrice Dixon, the founder of The Honey Pot , produces all-natural feminine care alternatives in an industry saturated with toxic, feminine products. Issa Rae, the actress, writer, and producer created Awkard Black Girl , a web series that centers on the experiences of people of color in an industry that largely ignored the unique stories of people of color. Or even Rihanna who created the Savage x Fenty brand that finally offered inclusive lingerie-ware for different shades of women. It’s no surprise that back in 2008, women of color made up 26% of all women-owned firms and generated $165 billion in revenue, employing 1.2 million people . And of all the black-owned businesses in the country, 36% are owned by black women. When women of color own their own businesses, it gives all women permission to do the same.

5. When some women can have a voice, they pave the way for all women to have a voice

It’s a fact that Black women were the unsung hero es of the suffrage movement . They organized the freedom riders, and paved the way for protections to stop sex discrimination. As seen in the Black Lives Matter movement, the more black women were centered in the movement, the more visibility it gave to other women in their social movements. When black women fought for their voices to be heard, all women benefited.

Conclusions

Women supporting women is nothing new. But EVERYONE supporting the voices and contributions of ALL women is new. Without the contributions of women of color and other minority women in society, we wouldn’t have the business, economic, and social successes we see today. Supporting women of color, minority owned-businesses, and women’s rights pave the way for everyone to benefit.

10 Lessons To Learn (And Unlearn) To Foster Inclusion

Mon, 15 Feb 2021 22:26:00 GMT

The lessons you’ve learned from your friends, family, and colleagues about DEI can either make or break your inclusion efforts. That’s because not every lesson is helpful towards fostering real inclusion. In fact, there are quite a few lessons to unlearn that can significantly change the outcome of your efforts.

Learning new ideas and unlearning old ones can help you stay agile and up-to-date on what can move the needle for DEI in your organization. Here are 10 lessons to learn (and unlearn) to foster inclusion.

1. UNLEARN that inclusion is an obligation. Instead, think of it as an opportunity.

Many organizations approach DEI as an obligation, a check-list, or something to accomplish in a few weeks or months. This mindset is limiting your organization’s ability to foster true inclusion. Unlearn the idea that inclusion is a constant struggle and uphill battle. Doing so can minimize the frustration you experience when attempting to do DEI work.

Instead, learn to see inclusion as an opportunity to develop a skill, sensitivity, and compassionate approach to leadership and business. It’s an opportunity for an organization to stand out and up for the people who work with and for it. It’s an opportunity to develop new ideas and get voices at the table that would otherwise be silent.

If you find yourself asking this question: “what can I do to advance DEI?” (obligation mindset). Try asking this question instead: “what can DEI do to advance my organization and society?” (opportunity mindset).

2. LEARN to allow people to show up authentically without compromising your core values.

There’s the notion that if you allow employees, coworkers, and staff to show up fully and authentically at work, the company values may be compromised. But the truth is, your values are your values and they should remain a solid foundation for the people you work with to latch onto and get behind.

The values of your company shouldn’t stifle the ability of workers to show up authentically. Workers should still be able to express honesty, share their lived experiences, passions, and anticipations without overstepping the company’s values.

The key is to hire people that uphold your organization’s values, while also adding their unique and authentic contribution to the culture.

3. UNLEARN the idea that inclusion is solely the responsibility of those who carry the title of Diversity Officer or HR Professional.

Fostering inclusion is more than just a title, it’s a leadership competency. Having an inclusive mindset is a leadership skill that can influence people at all levels of the organization. Any staff member can foster an inclusive mindset by modeling inclusion in the workplace and holding themselves accountable for its success and execution. Diversity officers and HR professionals are there to spearhead DEI initiatives but everyone in the organization should carry the work forward.

If your organization is looking to practice better communication, conflict resolution, and other inclusive skills, developing buy-in for inclusion work can be a helpful strategy to advance DEI. You can do this by decentralizing all of the inclusion work on the shoulders of diversity and HR professionals and distributing the responsibility for its execution throughout the company.

4. LEARN the difference between equality and equity.

The two terms: equality and equity, are often conflated. They’re not the same.

If equality is the end goal, equity is the means. The challenge with equality is that it doesn’t take into account that people are coming from different starting points. That means what each individual needs to be successful on the team can vary from person to person. An equity lens recognizes that the distribution of power, resources, and support must be distributed based on individual needs. Not a blanket distribution where everyone gets the same thing, no matter their unique situation.

In layman’s terms, equality is like giving everyone a shoe, and equity is giving everyone a shoe that fits. Being intentional in equity work is important. The more we can start to move our organizations towards equity, the closer we get to seeing a meaningful outcome in DEI.

5. UNLEARN that diversity is skin deep.

When we think of DEI, we often think of race, gender, and physical ability. Diversity is much broader than that.

There are plenty of identities that constitute diversity, many of which are invisible to the eye. For example, sexual preference, spiritual beliefs, and mental disabilities.

In order to foster more inclusion, we need to be more sophisticated about how we define diversity and to keep in mind that it’s not just about optics. It’s about creating an environment where people with different visible (and invisible) identities can feel seen, heard, and included.

6. LEARN that biases aren’t solely in people, they’re also in processes and systems.

Institutional discrimination and systematic lack of inclusion are big players in the conversation on DEI. Although individuals may hold biases, they’re ultimately reinforced by processes and systems that are inherently exclusive.

Part of fostering more inclusion in the workplace is running audits and assessments of your company’s culture, processes, and systems. By undergoing an audit, you can better understand how and why people are perpetuating exclusive and discriminatory behavior in the workplace. When you look underneath the hood, you’re able to see the institutional causes of exclusion and discrimination and work towards solving them.

By repealing, reevaluating, and reimaging those structures, the organization can create more inclusive processes and systems that foster inclusion for years to come.

7. UNLEARN that political correctness is the only way to navigate conversations around DEI.

Tip-toeing around the topic of DEI out of the fear of offending a fellow staff member is a common practice these days. The fear of making mistakes or saying the wrong thing can lead many people to avoid DEI conversations and efforts altogether.

These fears are real. But they shouldn’t stop your organization from addressing DEI issues. Creating a brave space, not a politically correct space, around DEI can allow your organization to peel back the layers of underlying issues and begin to cultivate effective communication.

Facing the fear by acting out of bravery, engaging in conversation, and asking questions can help foster inclusion. These are signs of authentic allyship and a commitment to inclusion even in the face of discomfort.

8. LEARN that inclusion isn’t about activity, it’s about impact.

Many companies get stuck in the hamster wheel of hosting regular DEI events and activities while believing that those singular actions are going to make a big impact. Activities like one-off workshops and meetings are a good start but won’t help your organization achieve lasting change.

Working towards DEI and cultivating it in your organization is a journey, not a destination. It’s a marathon, not a sprint. It takes consistent, dedicated, and deliberate effort to turn one-off sessions into on-going conversations, actions, and initiatives that create real impact in the organization.

9. UNLEARN that diversity means difference and difference is good, bad, right, or wrong.

There’s an idea that having a diverse workforce is inherently “good” or “bad”, “right”, or “wrong”.

Some people get offended by the idea of diversity because they see it as something that’s dividing the organization, rather than unifying it.

Unlearn the idea that diversity is black or white, good or bad, right or wrong. Diversity is a grey area with its own strengths and challenges. It’s worth reframing diversity and inclusion as a unifying asset to the organization rather than a good or a bad thing.

10. LEARN to acknowledge your power and privilege and use it to honorably help someone else.

Power and privilege are sticky topics for some people. Many don’t want to acknowledge they have power and privilege that they didn’t earn. The fact remains that power and privilege can reach beyond the confines of race, income, or gender. They can encompass many areas like physical ability, whether you grew up in a two-parent household, your education level, and so on.

Unlearn that power and privilege are solely confined to whiteness, richness, or the male gender. Learn that if you want to be a more effective ally, acknowledging your personal privilege is essential. And then, use your power to help others is an impactful way to foster inclusion.

I can help you learn and unlearn these lessons.

As a diversity consultant, I’ve helped dozens of organizations like yours foster inclusivity from the inside out. In just 60 minutes , we can discuss and strategize about your organization’s DEI plans and goals. Or, I can coach your executive team and foster lasting change that can be felt from top to bottom. Whatever your goals are for fostering an inclusive, diverse workplace, contact me and my team to guide you on your journey.

Identifying The Five Mental Models Of DEI

Mon, 25 Jan 2021 14:10:00 GMT

As individuals, we each have our own story of how or why we engage in the work of diversity, equity, and inclusion (DEI). While some of us may be far along in our DEI journey, others are just now joining the conversation. To better understand someone’s lens and perspectives concerning DEI, it benefits us to know an individual’s mental model. Understanding mental models allows DEI champions and allies to be better positioned to influence the likelihood of others engaging in inclusive leadership practices. Because mental models can vary, contained in this article is a breakdown of a few examples and signs to help identify them.

 Active Opposition

Active opposers are typically deeply rooted in their choice to be a strong opponent of DEI. These are the people whose minds cannot be changed and are committed to disrupting the work of DEI. The potential for engagement is slim, and often leads to the determination that the energy of trying is in vain. My advice is to let them be – there are far too many other people that can be persuaded. Putting our energy into changing the minds of active opposers can cause burnout. The best way to interact with these individuals is to not engage in heated conversation and to show them love in the best way you can, not hate. In the wise words of Dr. Martin Luther King, Jr. “I have decided to stick with love. Hate is too great a burden to bear.” Light drives out darkness.

Passive Unawareness

These are the people who are unaware and cannot engage in the work DEI, simply because they are uninformed. Passively unaware individuals can be identified by their lack of engagement in the conversation and their inability to recognize the severity of the problems that loom of equity and equality.

If you notice a group discussing the lack of brown and black people on a panel, and this person doesn’t engage, bring them into the conversation. After getting them to the discussion, if they share, they don’t have much to add to the subject or don’t have the point of view to weigh in; we can infer that they are passively unaware. This is an opportunity to connect and expose the individual to broader perspective. Reach out to have a one-on-one conversation. Ask questions, share your personal investment in DEI, and listen. Make sure to listen to learn.

Passive Awareness

Passively aware individuals are the ones who can appreciate that attention is being given to the work of DEI, but see it as someone else’s responsibility, the bystander effect. To illustrate passive awareness, we can use the same situation from passive unawareness.

If you notice a group discussing the lack of brown and black people on a panel, and this person doesn’t engage, bring them into the conversation. After getting them to the discussion, if they express they realize it is essential, but trust other people to get the job done, we can recognize passive awareness. They see this as the work of someone else instead of taking ownership to help solve for inequity. Often time, this disengagement comes from feeling that DEI is about marginalized communities. If someone doesn’t identify with a marginalized community, they may be dismissive about their personal accountability.

Because this person is aware of the need to value DEI, they can be persuaded to deepen their engagement and begin to see themselves as part of the solution. Meet them where they are. Invite them for coffee or tea and have a chat. Ask them questions to suggests entry points of engagement in DEI that feels comfortable to them as they start an intentional journey of modeling inclusive leadership. This is an opportunity to show their voice matters. They can serve as an ally and be an advocate for change for those in their circle of influence.

Active Awareness

Our actively aware mental modelers are the ones who know this work is necessary and are actively working to advance it. These can be our DEI practitioners, human rights activists, social justice workers, but they are also regular people who work to advocate for others daily. These individuals work to bring others to the forefront and to make space at the table to center voices that are rarely heard from.

Active awareness can be practiced by speaking up for silenced voices, self-education through books, documentaries, discussions, etc., and pushing for equity and inclusion in personal and professional spaces. Because the actively aware are so involved, they are the key champions to bring the passively unaware and passively aware to the party.

 Overactive Awareness

At times, active awareness can go a little too far and even sometimes hinder the efforts to advance one’s engagement in DEI work. Those who have hyper-awareness are often early adopters of the work or they have been victimized in such a way that they are headstrong about the work and wish to see results by any means necessary. An example of overactive awareness is cancel culture. If a person/organization shares something offensive, exclusionary, or politically incorrect, this mental model will cancel the person/organization. Instead of extending grace and allowing for correction, growth, and progress, these people automatically ostracize.

We are all human. We are GOING to make mistakes. By going to extremes when a person or organization makes a mistake, we push people further away from this space. While we need to hold people accountable to change and learn from their mistakes, we must extend grace and avoid being overactive or aggressive because aggression will only be met with aggression. When this occurs, we lose all opportunity to influence change and increase the likelihood of behavior change. Sure, you want people to do the work of DEI, but do you want them to do it despite or because of?

To recap, our mental models for DEI are: Active Opposition, Passive Unawareness, Passive Awareness, Active Awareness, and Overactive Awareness. Now that we have identified mental models of DEI, we can recognize where people are in their journey, and collectively work to individualize our approach to bringing people along on this journey to create a more equitable society.

How A Culture Of Conformity Can Diminish Your Organization’s DEI Goals

Wed, 16 Dec 2020 13:34:00 GMT

“If everyone jumped off a cliff would you jump too?” This priceless advice our parents gave us about staying committed to what is right and authentically true to ourselves somehow gets lost in workplace culture. If an organization conditions its employees to believe success is only capable by behaving and thinking like the majority dominant culture, diversity, equity, and inclusion are diminished. Organizations must work hard to undo this “culture of conformity.”

What is this “culture of conformity?”

Conformity is action per some specified standard or authority. Examples of conformity in today’s workplace look like: working hours expectations, dress codes, compensation guidelines, code of ethics, and timely communication. Such performance standards are essential to core values that determine hiring decisions and help to shape culture. They build continuity, avoid misunderstandings, and reduce legal issues.

Like many words, “conformity” can take on positive and negative connotations. Conformity can also be defined as  “yielding to group pressures .” How easily we forget that precious advice our parents once gave us when we stop taking a skeptical point of view and disengage our personal value system to fit in or be perceived as “correct” by the majority.  

The dangers of a conformist culture

When companies explicitly define standards or implicitly embed them in the culture, there are implications to an environment’s inclusivity that may be overlooked. More so, it is about how organizations arrive at those decisions, which often occurs in the absence of the consideration of the potential to compromise inclusion. Expecting people to conform to the mainstream, dominant culture is different from laying out performance expectations and company values that employees need to adhere to . Conformity can diminish the value and benefits of diversity, equity, and inclusion:

It is important for organizations that wish to be exemplary in their efforts to foster a culture of authenticity and belonging to be aware of these implications . Organizations should exercise intentionality to avoid organizational values and standards from unintentionally jeopardizing employees’ psychological safety of showing up authentically. 

How to reverse a culture of conformity

Conclusion

Organizations committed to diversity, equity, and inclusion cannot take a half-hearted approach. Norms function to provide order and predictability to workplaces, but they can also create unsafe environments.

When transforming workplace culture, hard truths must be addressed. “We’ve always done it this way” is no longer an acceptable answer when radical change is the goal.  

What are you, your team, your leadership, and your organization doing to ensure the dangers of culture conformity are addressed?

3 Things A Candidate Should Leave The Interview With

Mon, 23 Nov 2020 14:09:00 GMT

This year has left many out of a job because of COVID-19 and the economic downturn. While being jobless is far from ideal, the most challenging part for many has been the interview process. If you have gone through the process, you have likely felt overwhelmed, exhausted, and undervalued. It is a lonely process and too often a demeaning one .

While the interview process is often a rewarding experience for the candidate who gets the offer, most do not land the job in the end. A month of solo-interviews, panel interviews, an assessment, and hearing, “thanks, but no thanks,” is crushing. That door being slammed shut with little to no explanation after investing considerable time and energy is exhausting.

This process needs to evolve to be a learning opportunity, launching candidates towards the next opportunity. Regardless of whether the applicant gets the job or not, the process should provide growth and assured worth . For this to occur, interviewers need to e xercise equity in the process; give back what the interviewer put in.

Here are three things a candidate should leave the interview process with:

1. Dignity

An inclusive interview process should always have your candidate leaving with their head held high. Unfortunately, candidates often walk away, feeling they were seen less as humans and more as resource s . This leaves the individual depleted. To prevent this , be open, honest, and transparent. Set the stage for the interviewer to succeed. This can be in the form of sending interview questions ahead of time, providing resources that may be beneficial, and a roadmap of the interview process ahead.

Another way of being intentional is when you realize the candidate is not the right person for the job, tell them. Do not ghost candidates. Practice transparency and communication. When a candidate never hears anything back, there is no closure and can cause stress and anxiety. Be open, a llowing the candidate to move forward .

When you lead the interview process with empathy first, your candidate will know they were valued. We are all human and deserve to be treated with dignity and respect.

2. Feedback

So, you didn’t ghost the candidate but sent the applicant a “thanks, but we decided to go in another direction.” While this closes the door, it leaves the individual with no feedback on what may have gone wrong and how to change for their next interview process. When you ghost candidates, it makes them feel invisible which is oppressive.

Be a resource, and let your candidate know why. Just as this candidate invested in the company, the company needs to invest mutually. Investing can and should come in the form of feedback and tools to aid in future success.

If the reasoning behind not providing feedback sounds something like “we can’t because we are just too busy right now,” stop and think. When this statement is broken down, it highlights that the companies time was and is more important. Additionally, it eludes the company only cared about what they could get out of the candidate. Remember, candidates gave their time and energy to apply, prep, and interview for the job.

Whether it is a quick phone call or a bullet-pointed email debriefing why the candidate was eliminated, give feedback for them to takeaway.

3. Better View of Your Company

Providing feedback and empathy throughout the interview process increases the likelihood the candidate will leave with a better view of the company. Candidates are current, potential, and/or future customers. They leave with the power to be advocates or critics. By parting from the candidate on a sour note, you take a reputational risk. Give feedback and dignity, and both the candidate and company will leave feeling better than when they started.

With the toolkit and goals to make the interview process better for all, go out and put it into practice or share it with your recruiting and hiring peers. The need for community and support is imperative during this time. Let’s work together to grow a better workplace from where it all starts, the interview.

Dear Diversity Consultants: 3 Critical Questions To Ask Before Taking On A New Client

Sat, 10 Oct 2020 14:46:00 GMT

Dear Diversity, Equity, and Inclusion Consultant,

Congratulations! You have made it. You started your consultancy business after years of preparation. You crossed your T’s, dotted your I’s, and invested fully. You didn’t feel quite ready, but you made the leap nevertheless, and now, you are prepared to open your doors to clients.

As a diversity, equity, and inclusion consultant myself, I have spent several years guiding non-profits, governmental agencies, corporations, and educational institutions on how to reach a more diverse, equitable, and inclusive work environment. Although I do not regret any partnerships, I wish I had been more directed on my journey.

Here are the three key questions I wish I had routinely asked to help decipher which clients would be most aligned with my consultancy’s service offerings and the way my firm likes to approach DEI work.

Before you begin, stop to ask yourself these questions.

1. Why this client, and why now?

As a diversity consultant, you may have multiple reasons for working with a client. Perhaps a proposed project or DEI initiative inspires you, and you’re ready to roll up your sleeves and get to work. On the contrary, you may have a client or project you’re not enthusiastic about but feel a moral obligation to take action.

Both of the above scenarios are possible. It’s important to know that you don’t have to and likely will not be excited about every project that lands on your desk. Regardless of your excitement, it is essential to think about why you want to work with this client at that particular moment.

For example, it was not difficult for me to see how transforming institutional practices in the South Carolina government could have a ripple effect in the place that I call home. I felt a personal connection to the client and wanted to help them build a more inclusive work environment.

To assess if this particular client will be a good match for you and your offerings, I suggest analyzing what drives you to be a DEI consultant.

These questions will guide you to make more thoughtful and informed decisions about your clients. Once you find the right people to work with, your consultancy business will inevitably transform for the better.

2. Am I taking this client because we are aligned or because I am desperate?

This can be a difficult question to address, especially for new DEI consultants. When I first started, I was eager to get my business going, and I was not as thoughtful about which clients I accepted into my practice.

In the beginning, I was consulting with clients I did not believe had strong convictions about the work of DEI and executing unsustainable projects based on the perceived lack of commitment to implement the infrastructure necessary. Ultimately, there were times I found myself misaligned, unfulfilled, and unable to connect deeply with my clients and the work in ways I had hoped for.

Throughout the years, I realized that taking on all clients who reached out without considering alignment adversely affected my consultancy business. I am now much more selective regarding which clients I form a partnership.

If you are unsure whether to take on a client, ask yourself: am I taking this client because I believe I can help? Or is it because I’m new and desperately in need of income and recognition as I build my business?

The truth is, as you develop in your business, clients will come. Choosing the most aligned clients early on will lead to your ideal clients later on. Your ideal clients should fit well in your consultancy scope, and the results you provide them should feel aligned and actionable.

I understand if you are just now gaining traction in your consultancy business, finding new clients can be a tricky spot to navigate. For optimal success in the long run, I highly recommend being intentional. Be intentional about who your clients and building a partnership that feels empowering for all parties involved.

3. Is the client ready to do the heavy lifting in the partnership?

As consultants, we are here to listen, learn, diagnose, and suggest changes to an organization. We shed light on where the client can improve and how they can transform the way they interact with DEI in their organization. However, our job is not to do the heavy lifting for the client . We are the guides, and the clients are the ones that must carry the torch and keep the good work going.

Early in my career, I made the fatal mistake of offering my services to a client who could not sustain the work in their organization. I was committed to the project’s success, but the institution was not ready to make the critical changes necessary for long-term results. There were meetings with high-level executives about institutionally incorporating DEI practices, but the commitment was not properly implemented.

If a client cannot do the heavy lifting, commit to the necessary changes, and carry them forward, your work may not succeed.

A failed partnership can be a disappointing experience for everyone involved. We want to avoid letting our clients and ourselves down in the consultancy process.

The key is to make sure your client has the tools and motivation to implement your suggestions at various levels of the organization.

The changes you are offering should be actionable, sustainable, and effective. Only when the client is committed to the long-term work of carrying on diversity, equity and inclusion will you see the fruit of your labor flourish in your practice.

Final Thoughts

Whether you are brand new or expanding your client base, choosing the right client to work with will set the tone and reputation for your consultancy’s future.

If you can ask yourself critical questions about whom you plan to work with, why, and how they will carry on the torch, your business’s purpose and contribution will be magnified.

It can be easy to skip these questions and go for clients that seem great for your business on the surface, but upon more in-depth inspection, you may find they were a hindrance to your business’ success.

Always approach your consultancy with mindful attention to your clients and purpose. The rest of your success will follow.

5 Things DEI Practitioners Need You To Know

Mon, 14 Sep 2020 15:20:00 GMT

Right now, Diversity, Equity and Inclusion ( DEI ) practitioners are working non-stop. The demand for their work has never been higher, and requests continue to pile up. With the hecticness of the business, fellow practitioners and I have noticed some things that have made our work a bit more complicated.

Here are the 5 things DEI practitioners need for you to know:

1. Stop Overcomplicating the RFP Process

If you’ve submitted an RFP for DEI work to a consultant or firm recently, chances are, you may not hear back any time soon or at all. The current climate has created a surge of interest to bring DEI into the workplace. As a result, practitioners are inundated with a high-volume of work. Existing clients are requesting additional services, and new clients are steadily being onboarded. The expertise is in high demand, and the need to reply to RFPs is decreasing for many consultancies.

So, why is your RFP getting overlooked? Plain and simple: it is probably a complicated process with several deliverables that DEI practitioners do not have time for during this heavy service season. Sure, the RFP process is critically important, but given that fact that many DEI consulting firms are responding to prospective clients that are not requiring a lengthy and complicated RFP process and routinely getting new business, why should they consider investing the time and energy to engage in a daunting exercise that is likely more competitive?

For a practitioner, sometimes an RFP process can mean an organization has not fully invested in assessing organizational readiness and needs to be persuaded of DEI’s importance. In this instance, organizations are merely vetting the possibilities, and if they are convinced they are strong enough, they might proceed. These RFPs are often very comprehensive and ask for a breadth of data to sell the need, including methodology and approach. From a business perspective, it does not make sense to use time and resources investing in something that may never come to fruition. Especially considering at this juncture, there are more than enough organizations that have already bought in, and in that case, an RFP is spam in a sea of thoughtful outreach.

Let me be clear, there is a value to an RFP process in that it helps to ensure better equity of opportunity and a way to evaluate different vendors. However, how the RFP is structured must be considered, given the current climate. If your RFP asks suppliers to do the work before being hired, chances are, you may not get a look from partners that are more in demand. And, typically those who are more in demand are worth the consideration.

2. Assess Your Level of Readiness Before Reaching Out

As practitioners, we have noticed a lack of alignment among organizational leaders regarding what they are ready to commit to. Too often, organizations reach out to quickly realize everyone, especially senior leadership, is not on the same page. Some leaders look to scratch the surface level of DEI, while others look for more in-depth conversations – the nitty-gritty of systemic racism and racial inequities. As a result, the lack of alignment causes severe growing pains.

Organizations looking to hire DEI practitioners need to put in the pr eliminary work, as pointed out in an earlier blog . Sit down, assess the overall readiness, and discern where there is progress to be made. What goals are you working towards? What issues have you been experiencing? With the baseline outlined, the process of implementation will be far more effective.

Assessing leader and organizational readiness may not be something in-house talent can confidently do. In this regard, it is appropriate to consider hiring an external DEI consultant partner to help assess organizational readiness. There are tools and strategies for such that, if enacted, can save organizations a lot of time and energy in the long run.

3. Get Comfortable with Being Uncomfortable

Be prepared to be uncomfortable. Tackling the issues systemic racism has embedded into our society is not a quick fix. Addressing the history, educating the effects of the problem, and equipping employees with the tools to fight racism is hard work; there is no easy button. Committing to this work is committing to the process, no matter how uncomfortable. When participants recognize this ahead of time, it helps set realistic expectations for the journey ahead.

Because DEI work is a journey, organizations need to realize the problems cannot be solved with a training or singular program. While training is essential, recognizing the difference between activity and impact is equally essential. Activities have a start and end date; impact is peeling back the layers and identifying the root cause of issues that compromise equity, inclusion, and belonging. Acknowledging that DEI can be complex to solve for at the onset is necessary. Strap in, commit, and the changes will enhance the entire culture.

One approach that can assist with the process’s discomfort is to identify and call out all the potential barriers and hurdles. Doing so puts you in the driver seat to solve those obstacles because you know to expect them.

4, DEI Fatigue is Real

Doing the work of a DEI consultant or practitioner is vital, but it can be emotionally taxing. As I mentioned back in May , this work can lead to loneliness and isolation. Practitioners are regularly asked to put on others’ masks first and it wears on those doing the work. The work’s weight needs to be evenly distributed throughout the organization, particularly in the C-suite, to prevent this fatigue. The influence of senior leaders echoes throughout an organization, making it critical for them to own the responsibility and carry the DEI banner.

In many cases, DEI work is in the hands of POC who are dealing with plenty of their own emotional triggers. Almost every day, something new pops up, whether it be the shooting of Jacob Blake or the passing of Chadwick Boseman. (If you don’t know these two names and their relevance, a quick Google search is all it takes). It is never-ending. For DEI leaders (often POC) to manage up and continue to show up at their best, they need help. Join in and alleviate the pressures of your DEI staff, including your ERG leaders.

5. This Role is Specialized

You wouldn’t ask a person who spent a day in law school to be your lawyer or someone who can use a calculator to be your CFO. The parallel of this in the DEI field is saying, hey, you’re a part of a marginalized community, can you lead our DEI work? The work we do, as practitioners, is a specialized skill. When companies assume their Black, Asian, Latinx, LGBTQ+, disabled, and/or female employees can do the work because they have experienced oppression, it hurts the discipline.

Another familiar hit to the profession is that organizations often expect an employee or consultant to solve their DEI issues for free or at price points that do not come near commensurate to the value of the work . Even Chief Diversity Officers who recei ve income for their work still end up being wildly underpaid “because it’s looked at as overhead and it’s not looked at as a strategic position, ” says Tiffany Warren, CDO at Omnicom Group (CNBC, July 2020) . There are certificate courses, master’s programs, and higher education for a reason, for grow th and professional development for those in the space. Be prepared to pay the stakeholders and individuals doing the work. The same rigor and vigilance that goes into every other business aspect needs to be upheld relevant to the DEI discipline . Respect the craft, respect the work.

Now that you have been p rovided with the practitioner mindset, think about how you can adapt or alter your DEI approach as we advance. We are all in this together so, let’s make the most of our journey!

Sources:

https://www.cnbc.com/2020/07/29/diversity-officers-are-in-demand-at-us-companies-but-often-underpaid.html

https://www.nikawhite.com/2019/05/16/how-to-battle-isolation-as-a-diversity-and-inclusion-leader/

https://www.nikawhite.com/2020/02/13/how-to-engage-a-dei-consultant-for-effective-outcomes/

Upskilling the Workforce for Racial Equity and Inclusion

Wed, 19 Aug 2020 12:00:00 GMT

It is time to get back to the basics, and it is long overdue. As a society, we have become accustomed to listening to react instead of hearing one another to learn from which we then can respond. We have lost the ability to actively listen, and it is time for this soft skill to make a strong comeback. The art of listening to learn is especially critical now when there’s significant appetite to determine at the individual level ways to take action to impact racial equity within the workplace and other environments we have influence.

Developing leadership for racial equity looks different than traditional diversity, equity and inclusion (DEI) learning and development experiences. I am here to submit that the traditional approach to providing professional development to help employees lead inclusively must evolve to specifically solve for racial equity. And, it starts with teaching people how to listen.

For real change to occur, listening is imperative and needs to begin at the personal level. Hearts and minds are what lead our decisions. Systemic racism cannot be eradicated without conviction and intention. To create conviction and intention, individuals must be impacted at a personal level. It is then, that leaders can transfer behaviors, attitudes and convictions to the respective organizations in which they represent so that systems and structures of inequities can be dismantled.

Consider the fact that people make up institutions and it’s the people within the institutions who are developing systems, practices, procedures and processes, as well as shaping and driving culture. It is within these structures that inequities can exist. The message to be amplified here is that, upskilling around racial equity is necessary and requires a different approach from the surface DEI training to deliver the learning and development needed to address systemic racism.

We cannot assume people are willing, able, and equipped to have conversations about race and racism. We cannot assume people possess the lexicon into inherent power dynamics. We must foster relationships with our peers to have these conversations and address these topics. Create opportunities to hear others’ stories and believe their lived experiences. By creating strong environments for this kind of human to human connection, we enable a growth mindset concerning racial inequities.

None of the companies, institutions, and organizations we know and love would exist without the people that make them. This is the reason we must invest in the people by equipping them with the tools and resources to become conditioned to lead with a lens of equity. These are the individuals that shape the culture, create policies, and enforce procedures. Changing policies and practices is critical, but this cannot and will not happen without a basic understanding of the issue and skills training to address structural challenges that lead to racial inequities. The people represent the SOUL of organizations and are the solution that will bring the change needed.

So, what are some things to consider at the personal level to upskill for racial equity work? First, practice active listening. Ask yourself these questions and consider having a conversation with a friend, coworker, or family member about their thoughts and feelings:

Here are questions to consider at the organizational level to prepare for upskilling for racial equity:

Having these conversations will be difficult. There is no shortcut. Allow yourself the permission to fail, to struggle, to question. The work will be messy, but it will be worth it.

Complex Conversations—How To Support Individuals Just Arriving To The DEI Table

Mon, 13 Jul 2020 12:59:00 GMT

Someone earns the title of being an ally by “doing the work.” But, the process of allyship can be a tricky thing. Some people have been doing the work for a long time and some people are just arriving to the table this week.

I know this is going to be a tough topic and I’ll attempt to cover it as carefully as possible and share some perspectives. I don’t have the ultimate answers, only my perspective, and my experiences.

In the Diversity, Equity, and Inclusion space, everyone has their own style and convictions with the work we do. For some people, it is to come across intense and combative in the attempts to take down the strong and inherent structures of racism. For others, they go about it more subtly. Others sit in the middle. Everyone has their own space within this work. And I respect that.

For me, I have felt it’s so important to create a balance between saying what needs to be said (without diluting the work), while also extending an amount of grace to people who are late to entering the conversation or not quite as knowledgeable.

Because the truth is, many people are just “waking up” to racism, privilege, and structural disenfranchisement.

Of course, it can be easy and ideal to work with companies and organizations who are already “awake and aware” of the concepts of unconscious bias and systemic racism. And our work would honestly be much easier if that were the case. But, it is not. Many times, people are just now coming to the DEI conversation.

In today’s post, I want to reflect and share some thoughts on the varied approaches and responses to potential allies who are just “coming to the table.”

It Can Be Hard to Face White Privilege

The reality is that it’s hard for White people to face white privilege. I understand that. The thing is—it should not be viewed as a burden or a source of guilt, but more of an opportunity. An opportunity to make a difference, to create a more equitable world.

I do feel that the more people grow their awareness of privilege, the more there can be unintentional shaming. I believe that’s a problem, but also an opportunity in our space.

For one example, last week I was on LinkedIn and a DEI practitioner was really bashing an organization saying, “I’m tired of you organizations putting out these statements standing in solidarity of the Black community, when you don’t have anyone in C-suite level or management level who is Black.”

First of all, I get it. And they are right.

There 100% needs to be more representation at the C-suite level (and all levels) with Black people and other People of Color.

But our work is the work of progress and process.

Do we attack the organization? Or do we help facilitate them into that new future?

I believe we find ways to support them so that next year when we have this conversation, they now have BIPOC in C-suite roles and look back on these conversations as things from the past.

Another example is that I sometimes see DEI practitioners say, “OK, I’ve seen you put out these BLM statements but never once before did you do anything for communities of color. So why should we trust you now?”

Again, I get it. I do. And you are right in your hesitance to trust. But, we must extend grace in that they could be *just now* getting the revelation and the awareness towards equity. Everyone is always on their own path of learning.

That said, the lack of awareness does not exonerate us from others experiencing the consequences of our actions. This is why this work must be done and why we must facilitate the shift in the best way we can.

So even if at first it feels “just like talk” I like to ask… since they are “in it” now, what are we going to do with that?

Are we going to push them away by attacking them? Or are we going to facilitate to help create that new future? How do we support their shift into the new reality we desire?

Supporting The Change

My main goal—is that instead of demonizing people for potential and initial performative actions, how do we make sure we provide support and guidance so the change they make is real and the words they put out have weight to stand on?

I think it first begins with us really recognizing and standing firmly that “the main goal is the main goal.”

And the main goal is to work towards creating equity in society, business, and life.

The main goal is NOT to weaponize people right now or cause them to back away, but it is to facilitate them to do the hard work at its core. Where it’s not just about activity, but about impact.

For more resources and actionable tips on creating impact—including connecting your policies to your goals, conducting inclusive culture audits, and creating diversity resource plans—here’s a whitepaper I did on Activity vs. Impact: Five Ways To Boost Success In Diversity Initiatives .

Personally, I have been encouraged by the shift and how people are asking about DEI services more and more. It used to be quick requests of “I need a training” or “I need an assessment” or even “I need a way for my Black colleagues to stop complaining about discrimination”.

Now, it’s more action-oriented and people are coming to the table with a more long-term attitude after experiencing a paradigm shift around this work.

Instead of those quick requests, people are now saying:

“Hey, Nika. We need a plan that can expand over multiple years and goes over all elements of our organization so we can deliver on DEI in everything that we do.”

To me, that sounds much better and sounds like we’re making some progress. Let’s not hinder that progress because we might have to take steps back because we aren’t giving people a safe way to enter the conversation.

We Can’t Only Lead With Our Emotions

This may not be a popular belief, but sometimes we have to quiet our egos and emotions and lead with intellect.

There would be no point (and frankly no jobs) in the DEI world if we expected people to “get it” right out of the gate. And if that means the entryway into the conversation is allowing people to not be at a place where we’d ideally like them to be… then again, we must extend grace.

As DEI practitioners, we can’t come across as expecting people just to get this immediately. People have been conditioned to operate as they are and our job is to support and create the shift in their mindset and actions.

Do we attack or denigrate them? Or do we find ways to engage them and build trust—and use that trust to help shift the world?

Navigating this concept is difficult. Some people will think I’m not being true to the work, and others will agree with me.

But, we can’t just go around throwing anger, aggression, or extreme judgment at people. If people feel attacked, they’re not going to engage. Some people can have that more aggressive approach, but I think that is potentially going to diminish the efforts of the entire effort.

If we react too emotionally when doing this intense work, where our outcomes are tied to business data and results, it can hamper our ultimate goal of equity for reactivity in the moment.

This is why I say to lead with intellect first, and not just emotions.

So, How Can You Support “Newly Aware” Leaders and Stakeholders?

The truth is that now is the time. Leaders are more open than ever to take guidance from their Chief DEI officers, Heads of Diversity, HR leaders, and/or DEI consultants.

Let’s leverage that to the best of our ability. Let’s strike while the iron is hot.

As practitioners, we must be willing to go on this journey with our clients. If we’re trying to manage up with our internal stakeholders and hoping for them to immediately “get it”, it’s going to be a more difficult journey.

We are there to consult and support the shift. As people unlearn the historical, unconscious, and systematized systems of inequity, we must help them to think about some of those tough subjects they haven’t been able to broach or understand.

That said, it doesn’t mean that everyone is going to say “Yes! We’re going to do this work and do everything you said right away!” These are business leaders too and they have to make many critical decisions all the time and while DEI is critically important (and what I’m most passionate about), they have to also currently make decisions around Covid-19, the economy, hiring and firing, running the business, etc — so don’t neglect that. Extend patience to the people we are working with.

I think as DEI practitioners and HR professionals, we need to be willing to manage up and say to those C-suite leaders that right now the voice of DEI doesn’t necessarily have to be the DEI person… It has to be YOU, Mr. CEO or Mrs. CEO. You need to own carrying that banner, and all those who are direct reports will follow the lead.

I always say, “We don’t have to own the intent, but we have to own the impact.”

I think that leaders of all types are getting a taste of that… what does it mean to own the impact?

And that can be pretty heavy for people too. Many people think “I’m not the one who invented racism” and yes, you didn’t invent it, but you are benefiting from it. If you are a white person in society today, you are benefiting from the history and systems of racism. So, even if you didn’t participate in or invent the systems, you do benefit from them. So own the impact.

The Time Is Now.

I can’t repeat this enough. Everything in DEI is so complex. But, it’s time to rise to the occasion. People are open to it. It’s time to be willing to broach the conversation we’ve been holding onto for the perfect storm to occur.

Right now, this is the perfect storm.

We must not be diehard that one way is the only way. Or that everyone must be perfect. It’s just too difficult, too vast, and too complex.

Again, as I always say and repeat, we must extend grace and always focus on the long-run, ultimate outcome of equity.

We have nowhere to go but up.

The question is—how do we blend these varied approaches (where we both denigrate the current racism and biases but also create a supportive space for action) where we are doing it and then getting impact and some results?

How do we extend that grace and compassion for those who are just now open to engaging in this journey?

It’s an ongoing process that involves education, communication, compassion, and work. And I encourage you to join the shift and the journey.

4 Tips For Addressing Racism During These Tense And Trying Times

Wed, 10 Jun 2020 15:55:00 GMT

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?

7 Ways Organizations Can Be Thoughtful Around DEI During the Pandemic

Tue, 12 May 2020 13:03:00 GMT

With the state of the business world during the time of the global pandemic, it’s important that employers and organizations are thoughtful about navigating Diversity, Equity, and Inclusion (DEI).

As businesses make rapid changes and try to determine the new normal, an issue that’s arising is that they may not be allowing enough time for thoughtfulness in decision-making with a lens of DEI.

Speed can be one of the worst enablers of bias and have lasting effects. Fast decisions can hinder equitable spaces and inclusion.

We don’t want to move so fast in our business recovery efforts that we fail to implement positive outcomes from a DEI perspective.

So I ask organizations… Are you continuing to ask strategic DEI questions at every point?

Are you leveraging solid frameworks around every decision made to account for DEI implications?

In the same way that organizations are thinking about how their industries are changing and how they need to pivot to be relevant during this climate, DEI professionals are doing the same thing. To be a part of the solution, I invite you to reflect on the below reminders to keep an eye toward leading inclusively.

7 Best Practices for Being Thoughtful Around DEI During The Current Pandemic:

1. Encourage Leadership to Support and Relieve HR

There’s no doubt that HR has been inundated during these times. HR has been furloughing people, bringing people back on, and mitigating fast-moving changes that require their full attention.

In many organizations, HR actually does the work of DEI (in hiring, internal communication, and representation of the business). If HR is balancing a lot right now, it can cause the work of DEI to receive less attention or fall to the wayside. And right now, we actually need for DEI work to be amplified.

This might require organizations who value DEI to relieve their HR managers of their DEI responsibilities and shift or assign that work to other senior organizational leaders.

Organizational leaders, C-suite leaders, and managers can leverage this time to become more deeply involved in the work of DEI themselves.

They need to think, “How can we directly tell this story and narrative to amplify the value of DEI?”

It’s time to really shift and make the case for DEI in a new, relevant way. We need to be cognizant of the current HR professionals load and as leaders be willing to take on more.

Check out my blog on: 7 Ways Leadership Can Support D&I Initiatives

2. Think of DEI Through a Remote Work Lens

Organizations are navigating work right now from a remote work perspective. And while some people will return to “business as usual” after this settles, this is now a time to consider entertaining new and different talents that haven’t been on our radar before.

The benefit is that remote work can actually open up work for underserved and underrepresented individuals.

Many individuals have now grown a comfort level to not having to be in the office. It could be from insecurities they have from invisible disabilities — maybe they don’t have comfort in face-to-face settings, but now they are proving to be more qualified and productive in a remote setting. Do we really need to change this for those individuals?

For workers who have been thriving in these current times, how can you continue to allow them to thrive if they have reached their stride in the remote working environment? Also, how can you cast the net even wider to attract talent that may be limited in their ability to commute?

For some companies, it might be valuable to hire remote workers who weren’t in the normal hiring pool before. They can access and utilize an additional pool of diverse talent.

There are some people who may live in rural areas and it might take them 1-1.5 hours to get to the next biggest city. Maybe they are caring for older parents or just never had the financial opportunity to leave their town. Companies can now be more thoughtful and flexible about remote work hiring.

On the other side, how can organizations be sure that their employees succeed post-turnover?

There are people losing their jobs because remote work is not an option for them or their company. This could be detrimental for people with a disadvantaged background. In these situations, businesses can provide services such as reskilling programs or severance packages.

Going forward, we will have to think of how to support remote work and how to insulate against any negative effects as well. The coming shifts with remote work will be extremely interesting in the business world, especially from a lens of DEI.

3. Over-Communicate with Empathy and Compassion

There’s no denying that empathy and compassion are both vital right now. Anytime we find ourselves in a period of time where there’s so much uncertainty — we need to over-communicate.

We must ensure that leaders and messengers on behalf of the company are thoughtful and considerate. There is value in those leaders demonstrating vulnerability and sharing how much they’re navigating and being impacted by this crisis. This allows others to know they are not alone and that moments of uncertainty abound.

A great example is Brian Chesky, CEO of Airbnb. They recently had to lay off ~25% of their workforce due to Covid-19. He wrote an authentic, transparent, and detailed email to his entire staff, as well as stressing his “unwavering commitment to diversity.”

You can read it here.

You must ensure you have a voice of authenticity, transparency, and truth. Authentic updates will be helpful and comforting in these times of uncertainty.

Organizational leaders should think through and ask questions like:

Keep asking strategic DEI questions at every point and encourage other leaders to do the same.

Set clear expectations so people know when, where, and how you are communicating updates.

For example: “Every Thursday, at the start of the day, we will have a round-up to share how the business is moving forward and check in with everyone.” Sharing this can be supportive so everyone knows there is a constant time of communication.

Lastly, part of this communication needs to be encouraging to keep morale and connection up.

4. Find Ways To Boost Job Security and Communicate That Security

People need a stronger sense of connectivity and comfort, especially as it relates to job security.

Some organizations might be thinking that they can’t communicate a high level of security because *they* don’t even know the reality.

The response in that situation is… if we are continuing to see the economy as a downturn, and organizations have to think of downturn in their workforce, then we need for those leaders to be very thoughtful in how that information is shared.

Otherwise, it can lead to the organization suffering from bias that is directly related to performance ratings.

A good rule of thumb right now is that organizations should give LESS weight to performance ratings that may have been in place before Covid.

One great example is schools. Because of the drastic shift in stay-at-home schooling, teaching, and the new scholastic environment in general, many schools are giving more leniency to grades and performance. Some are doing more Pass/Fail grading versus standard F to A or 0 to 100 scale. This gives people more space to still do work but allows space for the trauma and difficult times in regard to concentration and performance.

With the trauma that’s attached to what’s happening right now, it’s not fair to expect the same level of productivity and performance necessarily. Organizations need to be mindful of that and not expect employees to operate consistently at 100%.

5. Be Thoughtful in the Demographic Factors of Hiring and Firing

Right now, women and POC are very high on the unemployment list and getting hit the hardest by coronavirus. This fact is all over publications such as Harvard Business Review , NPR , and Marketplace.org.

Organizational leaders should be asking questions like: “Which different groups will be most impacted by this decision and how? Is there a way to create a more equitable division of impact?”

This means that if we are considering DEI, it behooves organizations to make sure that they are making those terminations or reductions in staff decisions with thoughtfulness in the demographic factors.

We must be aware of what percentages are when you reduce part of those populations – especially when those communities have smaller networks.

This just magnifies what some could perceive as a lack of intentionality in recruiting and handling diverse candidates.

With an organization who wants to showcase leadership in DEI, optics are not everything, but they do create a narrative that people will gravitate to. If POC and women are the ones experiencing the most job loss, that will affect the optics of the company in the marketplace and public eye. Make sure you are thoughtful in the hiring and firing process through a strong lens of DEI.

6. Social Distancing Needs to be “Physical Distancing” and Not Cut Off Social Interaction

Social distancing is meant to be “physical” so the coronavirus can’t spread, but we don’t actually want to isolate ourselves from learning, interaction, and social connection.

I’m sure many studies will come out in the future of the effect on society and mental health in regards to social distancing.

I believe the language of “social distancing” has caused some people to perceive they need to cut off communication – but it’s really just communicating this physical distancing. We don’t want to encourage the negative effects of socially isolating people, and even though we are “physically distant” we must encourage ways to communicate and connect.

Organizations need to have established touchpoints with their employees, such as virtual social events, virtual check-ins, etc.

That means shifting all normal community events to virtual.

One way to do that is with Employee Resource Groups (ERGS).

I think ERGs are very important for creating community and network building. We can move these interactions virtually to Zoom or other online platforms. People with minority backgrounds often struggle with having to mask or “cover” in the workplace. Creating community can help people feel more connected and able to be authentic, which results in better performance in the workplace (and now the “remote” workplace).

A misnomer is that ERGs are only for those who are part of that population, but this is a great time for allies to connect as well. By moving virtually, there might be a lower barrier for entry for allies to enter into conversation, listening, and being in community with people of different backgrounds. By moving ERGs virtual, we can increase inter-community connection and learning.

7. The Power of Intersectionality

Lastly, we can shape more inclusive conversations with intersectional thinking. See my intersectionality whitepape r for a deep dive.

We must be aware of those unifying (and often unseen) identities such as people who are caregivers, people who are struggling with mental health, or dealing with grief.

I like to see people normalize conversations of inequities. People need tools to have difficult conversations right now around inequities, but right now, people are walking on eggshells about the future.

If people have strong thoughts about equality being compromised, are they willing to have that conversation in the public? Maybe not.

Leaders need to think of ways to shape intersectional work and encourage people to have these conversations to create a culture of listening and support.

For example, I’ve created specific tools for my clients. One says RESET and one says TELL ME MORE (tools that everyone gets to place on their desk drawer or on their person). Anytime they encounter an issue with diversity or equity, they can pull that card out and that card is their safe space to say— “we can assume positive intent” and have a dialogue around it.

People are so protective over their job security right now and we need these types of tools to shape inclusive conversations and continual learning. Don’t really on assumptions. Right now, you need to make sure that you are relating back to the lived experience of those you’re working with and view experiences through an intersectional lens.

Moving Forward to the Future

Times right now are intense, fast, and uncertain. This can cause organizations to make speedy decisions at a detriment to those underserved communities.

We must still find time to pause and think of the long term implications on DEI as a result of covid. We must recognize that our space and our work is going to look different.

In the long run, I hope this covid situation is going to lead employers to be more flexible with their work situations that can offer up opportunities to people like primary caregivers, those with disabilities, those who can’t commute to work because of lack of transportations.

If organizations are really thoughtful, this can be seen as a huge opportunity with talent acquisition efforts.

We can see the silver lining, create more opportunities, and leverage this experience as a benefit to be more inclusive.

How are you navigating these times? Feel free to share in the comments below.

5 Ways I’m Pivoting My DEI Consulting Business in The Time of COVID-19

Tue, 14 Apr 2020 15:44:00 GMT

I hope everyone and their families are safe and healthy out there. There’s no doubt these are trying times in the world.

Right now, everyone is processing the times of COVID-19 differently. It can be challenging— personally, professionally, and just going about everyday life.

It can feel like survival mode for many of us right now.

That said, I do think this is a time to remind people to be hopeful and optimistic.

Harvard Business Review recently came out with an article sharing that the “ discomfort you’re feeling is grief .”

I could totally identify with that and Elisabeth Kübler-Ross’ stages of grief.

Quite honestly, at first, I found myself in a place of denial. I was thinking this is temporary and this is going to blow over. And when it continued, I found myself in a place of situational depression. I was still functioning but in this “lull” and a “funk”. I was not motivated.

Then finally, as time went on and I thought more, I went into a stage of acceptance. I realized— this is where we are and this is our reality.

So I began to shift my mindset to hope and lean into the new “normal” by adjusting my practices and habits.

I began to dig my heels in, work on my business, and think of how to pivot my products and create new services to keep my brand relevant and impactful.

Even though my business has been impacted like all businesses out there, I can say, I’m now excited about moving forward.

For me personally, to feel grounded and keep my mental health upbeat, I need to have a strong sense of productivity and progress around my goals.

That is why I am continuing to work on my business, push the work of Diversity, Equity and Inclusion (DEI) forward, and hold space for people to connect.

The “why” has not changed in terms of what I do and why I do it. But, the “what” and “how” are definitely shifting.

I believe that the work of DEI is more essential now than ever. Inclusive leadership is a skill set every leader must have to keep pace with the rapid changes we are experiencing globally.

If we aren’t careful, those who are most vulnerable will continue to be negatively impacted by greater inequities. And that’s why I want to authentically share how I’m pivoting with you today—in the hopes of providing some inspiration to lead inclusively and we navigate reaching the other side of this crisis.

Here Are 5 Ways I’m Pivoting My Business During These Times

1. Releasing ‘ Inclusion Uncomplicated ’ bite-sized videos

If you follow my social media and emails, I recently announced new content called “Inclusion Uncomplicated” — it’s a new video series with small, bite-sized nuggets for people to watch and glean insights relevant to how we can make this work of DEI practical.

We’ve released 5 so far and there will be more coming out in the coming weeks. I’m going to put even more effort into these digestible chunks of knowledge so I can keep sharing knowledge and push the work of DEI forward.

See my last blog post about “why” we launched it and why we’re providing easy-to-digest clips of what can help to make Diversity and Inclusion more “uncomplicated”.

I believe this delivery of consistent, bite-sized content can make complex subjects more manageable. It’s a way to create relevant information to those who are wanting to remain closely connected to content that helps them to build their inclusive leadership.

2. Creating virtual community chats with ‘ Intentional Conversations ’

I know people are hungry for a level of connection right now. I decided to start a virtual series called “Intentional Conversations” which are virtual community chats on Fridays from 11am-12pm EST on zoom.

The point of these conversations is to create connection through community and assist our audience with dynamic knowledge and insight to help people understand the importance of leading inclusively, and personal and professional growth and development.

Last week we had 80 participants that joined only a couple days after announcing!

Although the topics will vary, what connects all sessions are intentional conversations around matters that intersect DEI with leadership and business.

I’ve been structuring those by having a co-host, and we have candid, raw, and authentic conversations. These conversations have been heavily skewed towards people who are part of under-represented populations.

We’ve also been talking about how COVID-19 has impacted people and their business. It lets others feel comfortable in how we are holding this space.

You can join us every Friday at 11am EST — Register at NikaWhite.com

3. Hosting a Virtual Summer Book Club

We haven’t started promoting this yet but I’m so excited to officially announce it very soon.

Starting in June, we’ll be hosting a Virtual Book Club.

The book is going to be “The Memo: What Women of Color Need to Know to Secure a Seat at the Table” by Minda Harts .

The author herself, Minda Harts, will be my co-host for these virtual conversations.

“The Memo” is a fantastic book about securing seats at the table in corporate America and the challenges that women of color face. It also discusses support and advice on how women of color can succeed in their careers.

This will be an intersectional book club reading — the book is about women of color but it has great relevance to those who want to be allies to women of color and help support them in the workplace.

I’m being intentional to make sure not only people of color see it as important but also those who are allies. Oftentimes when these types of book clubs are done, it’s all women of color with the shared experience. I think the dynamics of having women of color along with intersectional leaders of different backgrounds can make for some really great dialogue.

We have 3 sessions. We suggest you first purchase the book (and you’ll get a free workbook) and then we will have the virtual summer book club on June 9, 16, 23 from 6-730pm.

Stay tuned also at NikaWhite.com

4. Providing Virtual Mentoring and Coaching

Often, many individuals who are looking to break into the field or discipline of DEI reach out to me. Historically, I’ve not had the bandwidth to take on those 1-on-1 coaching opportunities, but now it is something that I’m seeing a need and interest for.

I’ve now launched virtual mentoring and coaching where I’ve packaged some video training. I’m more intentional about promoting this in a way that is not just individual courses but is also a suite of online video training.

In these times of crisis, it’s not feasible to physically bring in a content expert to facilitate live training, learning, and development are mission-critical and must go on.

We must continue to lead inclusively, quickly, and thoughtfully during this time.

That’s why I’m excited to offer interactive virtual training where individuals or organizations train directly with me to help prepare individuals or entire teams to overcome challenges and support organizational goals through strategic diversity, a lens of equity and intentional inclusion, even when working remotely.

Learn more here: NikaWhite.com

5. Reading Excerpts from My Books on IG Live

Lastly, this one is fun, simple, and a light lift.

Every Tuesday, at 4pm EST for one hour, I’ll be going live on Instagram and FB Live and doing live readings from my two books: “The Intentional Inclusionist” and “Next-Level Inclusionist”

As I read excerpts from my two books, I’ll be opening a discussion on the specifics of leading inclusively and all that I’ve learned over 20+ years working with over 100 corporate, educational, government and non-profit brands.

Come tune in on instagram at: @nikacwhite

And you can grab the books here: Nika White’s Books

Times Are Changing Because of Covid-19

It’s quite apparent that times are changing. Depending on how we move forward, this can be a time of deep reflection, shifting, and processing.

As leaders of organizations find ways to move forward, I do believe they should be vocal and authentic in their communication. They should say to their employees that “we understand the difficulties and complications of the world right now.. We realize this is a truth and we’re dealing with it in [this way]…”

It’s a time to be more communicative, more authentic, and to speak with more clarity.

For example, people are having conversations on:

How do we mobilize in solidarity in those who are disproportionately affected right now?

For those who might not think DEI is essential work, the notions of INCLUSION matter more now than ever before is prevalent for some people.

How can we battle racism/xenophobia in the workplace and beyond? For example, right now, many Asian Americans are being discriminated against. Can we use this opportunity to identify these issues and find ways to battle this racism?

How can we still value people despite the distinctions of “essential” and “non-essential?

I do worry about the psychological implications when referring to some people as “essential” and others as “non-essential”. I, of course, understand the point since we are pivoting fast and valuing those on the front lines, but I do worry about what it will do psychologically and in society to those with “non-essential roles”. Something to think about.

All of this said, I do have hope for the future.

I think there is a great deal of potential for where we are. It is a time to pivot, and more importantly, a time to connect.

We need connection so we are not alone in our feelings and thoughts. We also need to strike a balance by providing tools and best strategies for people to leverage to get them to the next level.

We must intentionally pivot our businesses to brace for the times ahead.

We must also extend grace, accept grace, and navigate as best we can.

Wishing you healthy and peaceful days through these challenging times.

Why I’m Launching A New Video Series – Inclusion Uncomplicated

Mon, 16 Mar 2020 14:10:00 GMT

Every day, I hear that the work of Diversity, Equity, and Inclusion (DEI) is complicated.

Whether from businesses, employees, society in general, or the practitioners themselves.

And the truth is—yes—DEI can be complicated because the issues of DEI are complex.

But… they don’t have to be.

That is why I’m starting a new video series called Inclusion Uncomplicated —where I’ll be releasing short videos on various topics and issues regarding the perceived complexities of DEI and breaking them down into more manageable and less complex bites.

I truly believe we can approach this work with a level of practicality if we act and communicate with the best practices and right mindsets.

Before releasing the video series, I want to dive into this perception and background on the complication of DEI work.

WHY DOES DEI SEEM SO COMPLICATED?

With my many years of working experience with DEI, here are some reasons I believe DEI seems so complicated.

1. In general society, people have a difficult time talking about the dimensions of diversity — race, religion, gender identity, privilege, etc.

The traditional constructs we have when we consider diversity are so delicate that people often don’t even want to have a conversation about it. They can be the “topics to avoid” in normal conversation.

This is one reason why DEI is perceived to be so complicated—because people feel like they have to walk on eggshells around these topics. When we keep DEI at a distance, it can seem too difficult to touch. If you don’t talk about it, you can’t learn about it and if you don’t learn about it, it’s going to feel complicated.

2. There are so many uncertainties and unknowns in DEI work.

People are starting to realize the values of DEI and placing values on those constructs. But in terms of the “know how” with execution in DEI work—there are many uncertainties and unknowns. These can cause people to wonder — how do we actually do this work effectively?

People aren’t sure how to execute where the work is not just “surface level” or “ticking the checkboxes”.

If people become uncertain if the work can actually create results and they aren’t sure how to move towards effective solutions… that can cause people to see it as very complicated.

3. We are living in times where there are so many complex social issues in life that can add to our anxieties with the general concepts of DEI.

The perceived complexity of DEI and the daily times in regards to complex social issues can create a general anxiety in the population.

This anxiety tends to create a level of being guarded around these conversations. People can become frustrated, confused, or defensive. When people are more guarded, they are less open and willing to confront these issues head-on, and therefore keep at a distance.

4. Lastly, DEI seems complicated because it is, in fact, complex.

Yes. DEI is a complex matter. BUT it can be managed, open-to-discussion, and the work can create an experience of positive momentum as we move along through it.

Because in fact, many things in life are quite difficult and complicated. BUT it’s because they are important to us that we find ways to engage with them in concrete ways.

Instead of running away from these subjects, we find ways to deconstruct, work with, and resolve complex issues. By allowing that awareness of complication, we can inspire, motivate and drive ourselves to be more vigilant in creating a level of practicality around the work.

To do better work, we must not shy away from any hurdles or complexities along the path, but actually face these hurdles head on.

WHAT ARE SOME HURDLES TO DEALING WITH THIS COMPLEXITY?

1. Legacy. One of the big hurdles in regards to dealing with complexity with DEI is Legacy.

Legacy means that a lot of people continue to operate from a place of historical reference. i.e. “We’ve always done it this way and this is what we understand about it.”

But this work is always evolving. We have much more intelligence and data now on best practices instead of assuming where those practices stood based upon our historical context.

A lot of time people will perceive the DEI discipline as one that is “constant”. They don’t necessarily see it as other disciplines which have new trends and new best practices that learn, grow, and evolve. But that evolution and improvement holds true for DEI as well.

2. Diminished Candor .

When people see the work as complicated, they see it as having to be guarded.

That notion of “having to walk on eggshells” can cause people to disengage altogether. So people aren’t as candid and open and curious with their thoughts. This diminished candor means people aren’t sharing opinions, intelligence, or facts as openly—things that we need to continue to do the work of DEI at a high level.

3. People want to just fix it and move on.

When presenting to groups, I jokingly share, “What Staples has done to our society is the perception that maybe there is an Easy Button for this work, but unfortunately…there is not.”

DEI work is not easy. It is a never-ending process. The “fix it and move on” approach complicates things because it sets up false expectations. This is work that is deep, difficult, ongoing, and consistent.

4. Change is difficult.

Lastly, as with anything in life, change is a difficult and a potentially messy process.

Part of doing this work effectively is to be practical about it. We need to know that change is hard. Change is difficult. And we should embrace that universal fact and let that drive us towards greater inspiration, create more vigor, and continue to do the good work.

WHAT ARE SOME SOLUTIONS TO DEALING WITH THIS COMPLEXITY?

I want to share a little taste of what I’ll be speaking about in my weekly videos. Here are some elements to the solutions of dealing with and deconstructing the complexity in DEI.

I’m so excited to be sharing the Inclusion Uncomplicated video series with you this month.

I hope by speaking on, deconstructing, and communicating the ways to make DEI less complicated can help create an environment where we can push the work forward.

Because the fact is—diversity itself is not what produces results. It’s the effective management of that diversity. By making DEI less complex, we can get back to the realization and practice of effectively managing that diversity within whatever spaces we are working in.

Finally, we have to recognize and view DEI through the lens of hard work, constant improvement, and evolution with our strategies and practices.

We’re smarter as a society nowadays. And we can continue to grow and evolve. We have reimagined and reframed this work in so many different capacities and I’m excited to continue to push the work forward.

Stay tuned on all my channels as we release Inclusion Uncomplicated this month to help simplify and uncomplicate the topic and practice of DEI.

How to Engage a DEI Consultant for Effective Outcomes

Thu, 13 Feb 2020 21:22:00 GMT

As the business world catches on to DEI and more consultants are hired, people are realizing there is much more strategy and guidance needed for successful and sustainable outcomes to occur.

The working relationship between an organization and consultant can’t be left to chance in the hopes that the fit is correct or a strategy will be smoothly enacted.

To achieve desired outcomes, it’s a great idea for organizations to know exactly how to engage a DEI consultant, what the relationship should look like, and what strategic steps to expect along the process.

Before I share those details, I want to touch on why it’s beneficial to specifically hire an external DEI consultant.

First, why do businesses seek out DEI practitioners?

There are a multitude of reasons why a business or organization, with or without resources, would need to hire a diversity consultant or additional support for their practitioners:

In addition, many in-house DEI leaders share that hearing from an outside voice helps to move the work forward in a more intentional way and with greater confidence.

I often hear from internal DEI leaders that organizations can feel they are biased towards their work and suggestions (as they should be because that’s what they are hired to focus on). Bringing in a non-biased outside voice to analyze and share what’s needed can be helpful.

DEI is both a specialized skill set and a broad discipline. People can forget that there is an extremely large volume of work to be done and that there are various types of specialists within the field.

Because of these points, there are many ways you should engage with your hired consultant in order to get the best outcome for your organization.

Here are 7 ways to better engage a DEI consultant for effective outcomes:

1. Understand the difference in expertise

It’s important for leaders who are making the hiring and vetting decisions to understand that different consultants have different areas of expertise.

Many people lump DEI into a giant category of diversity consulting, but there are many different divisions.

You must be clear about what specific needs or areas of focus you’re trying to address—whether you need someone involved in HR, career development, board leadership, cultural audits, DEI strategy planning, implementation, supplier diversity, employee resource groups, and so forth.

Before even reaching out, you should at least have a general understanding of what the internal problems are, what you perceive the needs to be, and then you can secure accurate proposals and quotes from the different consultants.

2. Leave room for the DEI consultant to do an evaluation

Often, an organization will call a DEI consultant saying “we need this { specific item } in regards to DEI.”

In reality, the needs of that organization can be very different—and often are.

It’s important to leave room for the DEI consultant to do some type of their own evaluation so they can help you uncover deeper needs.

This evaluation doesn’t have to be intense or overly formal. You can create a dialogue so the consultant can spend time with your primary contacts, ask questions, dig into your organization’s culture, and be able to ascertain how to best go about the assessment.

Come with the problem and opportunity you are trying to address versus coming with exactly what you believe you want them to execute.

By leaving space for the DEI expert to evaluate, you can uncover hidden issues or opportunities, and then ultimately create a better game plan for effective work.

3. Do preliminary internal work and come prepared

As a client, you should already have done some preliminary internal work, especially within leadership. One of my earlier blogs shares various steps and ways this can be done.

With this relationship, there needs to be some level of “buy in” to address the internal opportunities or solve the potential problems.

If you’re bringing in a DEI consultant blind and no one else in the organization has done any preliminary work, it can waste time and effectiveness for both you and the consultant.

Create an internal dialogue with stakeholders and leaders around the problems for what you’re trying to address with DEI. This intel can then be shared with the DEI consultant so they can be as informed as possible.

This intel can be:

As the DEI consultant, one question I like to ask when first engaging in potential client relationships is, “What led you to seek out a consultant?”

The answer usually helps me understand their “why” of this work and lets me know if some initial legwork has gone into discussing with stakeholders.

If others in the organization don’t believe there’s an issue, problem, or opportunity—then it can cause stagnancy and lack of progress in the work.

4. Review the type of budget you’re working with

A vital point is having a sense of what type of budget you are wanting to allocate to solve this problem or opportunity.

Assessing budget can be difficult because the business often wants the consultant to tell them to share what they believe the budget is.

The conversation is valuable to have both ways, since there needs to be initial analysis and allocation of the internal budget, and then the DEI consultant can share proposals for what different projects might be (whether it’s for certain ongoing work, specific types of practitioners, or specific curriculums/programs).

It’s an important move to have these preliminary financial conversations and see that there is, in fact, an investment of money that can be allocated towards this work.

5. Be aware that a DEI consultant is not necessarily a ‘diversity trainer’

This is an essential distinction that ties back to Point #1 — in regards to the needs of the organization and what you are trying to accomplish.

Just because you consult with a certain DEI consultant around areas that need to be focused on, it does not mean that that consultant is necessarily the “diversity trainer” to develop those specific curriculums.

As stated, there are many types of consultants, advisors, specialists and trainers—and there is a difference between all of them. Each one is somewhat nuanced so make sure you are asking questions for exactly what you’re looking for before hiring.

As the DEI consultant, one thing I personally like to provide in initial conversations is a capability statement and media kit that relates to some of the work that I’ve done with different clients.

This helps the client become aware of the exact type of work I do and provide and they can better reflect on their own needs.

This means we will be on better grounds to perceive the work going forward and I can see if I can personally address their needs or if they have to hire a different advisor or specialist.

6. Look for specific skill sets or certifications in a consultant

As you begin to vet different consultants, make sure to check for their academic background and what they’ve executed and accomplished in the DEI space.

You want to look into their competence and involvement on the various topics that astute DEI consultants should be able to speak to. This includes organizational leadership, change management, labor relationships, and talent management and development.

Sometimes it’s necessary to ask questions or consider: “Does this DEI consultant have a certification—particularly from entities that will train at a high level?”

Educational pedigrees and certifications are not necessarily “make or breaks” but in the comparison process, they are an important consideration. Especially if their certification or education is directly applicable to the need your organization has.

7. Think about the value of a long-term retainer relationship

A key consideration when you’re hiring a consultant is the value and effectiveness of long-term retainer contracts. An ongoing consultant relationship often leads to the best institutional, interpersonal, and knowledge base outcomes for clients.

Initially, some businesses want to do monthly or 6-month long projects. A DEI consultant can, of course, come in to do that scope of work. But the benefit of a longer investment, such as a 24-month retainer contract, is that it becomes more productive to gather more data points and and more effective to implement the strategies over a longer period of time.

Some further benefits of long-term retainers are that they ensure fiscal transparency, predictability, and allow for fluidity to align the body of work with its vast needs and complex layers. Longer work creates the ability to build upon the initial, foundational groundwork.

Working on a recurring basis also tends to be more cost-effective over the long term—instead of varying and additional project fees for multiple scopes of work.

This is because the consultant won’t really know the full scope of work and ideal strategy until their time has been spent on doing the deep work and truly assessing the business. As the consultant uncovers new data, the work often evolves and updated strategies or specialist recommendations can become necessary.

With any change management process, long-term trust and buy-in are critical to effective change. Long-term relationships let DEI consultants intimately know the organization’s culture, knowledge of industry, and overall business processes, which can lead to more targeted and applicable advice.

Success with a DEI consultant relationship

By putting the proper effort and time investment into a relationship with a DEI consultant, your business or organization can create the most effective results.

But it’s not only about putting the effort in to secure the consultant, but also knowing what to look for, how to engage them, and how to lead each other to those sustainable outcomes.

The relationship can then become more beneficial in terms of stakeholder comfort, the consultant’s ability to lead, and both side’s overall confidence through the entire process.

Do you have any additional tips or insights from either side—either how businesses and organizations can better engage DEI consultants, or as a consultant, how to better support the relationship with organizations for more effective outcomes?

4 Challenges Minority Entrepreneurs and Professionals Face In The Business World

Thu, 16 Jan 2020 21:20:00 GMT

Happy 2020!

With every new year, we bring new resolutions and goals into our lives, our communities, and our businesses.

Even as my resolutions evolve with each year, my goal is always to work diligently towards Diversity, Equity, and Inclusion in organizations and businesses.

For 2020, I am proud to announce another step towards this goal as I have been selected to serve as one of the newest National City Directors for Walker’s Legacy for Greenville, SC!

For a quick background, Walker’s Legacy is a global platform for professional and entrepreneurial multicultural women. It’s named in honor of Madam C. J. Walker — the first self-made female millionaire in US history, who was also an African American woman. Her story is truly incredible. Make sure to check out the new Netflix series about her coming out in March!

I am excited to begin this journey with 9 other dynamic trailblazing women! I’m also grateful to implement the Walker’s Legacy mission in my local community and aid in furthering the Walker’s Legacy mission through impactful programming, organizational collaboration, and partnerships.

Being in this world of DEI and thinking of all Madam CJ Walker’s achieved through adversity, I wanted to kick off the year by reflecting on the challenges that minority, under-represented, and female entrepreneurs face as they pursue their goals.

1. The Perception of Being Superhuman
As an African American woman, something that is not often talked about is the notion of having to be “superhuman” as a career professional and entrepreneur.

For example, there are often mistakes and trials that happen in the growth trajectory of trying to get to the next level of a career. Failures. Setbacks. Business problems. Monetary issues. Oftentimes with minorities, people aren’t quite as forgiving when mistakes are being made.

On the other hand, with populations who are not part of the minority population, mistakes are more celebrated and seen as “taking risks” or “being bold”. With minorities, this can bring up judgment and negative views towards failure. For us, everything has to be perfect.

This notion of being “superhuman” is where the minority career professional and entrepreneur has to have a perfect resume, massive achievements, and zero mistakes in order to accomplish the same success, accolades, or public appeal as an entrepreneur from the privileged group.

The risk factor here is that this keeps the minority business professionals (such as women of color) from really feeling as though they can try different things that can lead to promotions, advancement, and opportunities. This can lead to them being guarded in their efforts and contributions.

And many times, when people are looking for new projects or hire prospects – the decision-makers are looking for those risk-takers and “bold” movers.

I hope in the future, we can encourage a culture where minority talent can be viewed and perceived at the same level as others and not need to be “superhuman”— so they can be bolder, take more risks, and process the journey of entrepreneurship and career growth in a more equitable way.

2. Code-Switching
Code-switching is a hot topic in the DEI world and something that minority career professionals and entrepreneurs face often—usually daily.

According to the BBC , code-switching is when “a person in a minority group tones down some of the most obvious elements that associates them with their community in order to fit into a more mainstream group.”

In reference to people of color in a business setting, Harvard Business Review shares , it’s when someone is, “embracing the dominant culture or vernacular among certain groups (like co-workers, for example) and switching to a more authentic self when around friends and family.”

Code-switching happens often in the workplace. Someone may feel they have no one to confide in or speak authentically to. They may change their speech patterns and vernacular, how they reference things in their personal life, and their general attitude and mannerisms. It can feel like constant acting and performing.

Many women of color experience this and see it as not being able to be authentic to who they are. Code-switching is often a survival mechanism. It’s a way not to be judged, outcasted, or chastised in community or at work.

My previous article “Masking In The Workplace and Why It Can Be Detrimental to D&I” also talks about “covering” which is in the same circle as “code switching”. This shares how people change or “cover” their authentic self when they show up to work and can therefore not operate at their maximum, authentic self. This is detrimental for the individual and detrimental for the business or organization.

We need to bring clarity and awareness to managers, supervisors, and leaders in regards to code-switching and authentic communication. When people can stop code switching and covering who they truly are, they can show up as their most effective, productive, and authentic selves.

3. Barriers To Entry
Being a minority entrepreneur comes with inherent barriers to entry that create roadblocks and boundaries towards success.

These include barriers to networks, resources, and mentors and lack of access to capital, key resources and stakeholders, and more.

For example, capital is one of the larger barriers to entry. Take a look at a couple of these powerful statistics.

Lack of access to mentorship is another enormous hurdle. In the dominant narrative of white-male representation of success, an entrepreneur or business owner can find so many examples of mentors and “success stories” of people who look, act, and talk just like them. But in many cases, for minority and women entrepreneurs, it can be very hard to find a mentor who “looks” like you.

On the other side of the spectrum, when a minority person does achieve success, they may feel isolated, alone, or like a fraud since there’s less representation at the top. This can lead to feelings of “imposter syndrome”.

Imposter syndrome is “the belief that one is inadequate, a failure, or a fraud despite proof of success,” per this great Fast Company article on women entrepreneurs.

Because of these hurdles and challenges, these minority business owners are often working *in* their business as a “tactician” since they don’t have as much access to those assets that make business growth and navigation evitable.

When you are in that “working in the business” position, it can be hard for you to grow or succeed in the marketplace. You’re just too close to your work and too busy doing the work rather than getting to strategic planning opportunities that fall to the wayside.

If we can lower these barriers to entry and decrease resistance towards success, it will offer better and smoother opportunities and pathways towards success.

A book which is a fantastic resource for women of color to learn strategies and tips for breaking through these boundaries and moving up is, “ The Memo: What Women of Color Need to Know to Secure a Seat at the Table ” by Minda Harts.

4. The Issue of Intersectionality
Diversity is an expansive and complex topic. An important element of it is that there’s not just one dimension of diversity that defines someone’s identity. There are multiple layers that interweave with each other.

You can be an entrepreneur who is identified as a woman of color—but there are many other elements of disparity. Being of a different race is one, but then there is gender identity, sexual identity, age, income and wealth, your location, your educational level, and so many other attributes where identity intersects.

These layers of intersectionality can add up and create more of an oppressive situation, which is why we must do this work of DEI to create space for authenticity and pathways towards success.

To create a future with better models, we must critically examine why there’s not more representation and intersectionality in these leadership roles.

How Can We Support These Challenges?
The way to help solve these challenges is to first bring awareness and discussion, then most importantly, provide support and take action.

Outside of the challenges listed, many of us, even minorities ourselves, have some sort of privilege. Whether it’s the color of our skin, the town we live in, our status and position in a business, or our income—we can use that privilege as a resource for others.

I love the sentiments in this Harvard Business Review article:
“Ordinary privilege is actually an opportunity. Research repeatedly confirms that those with ordinary privilege have the power to speak up on behalf of those without it, and have particularly effective influence when they do.

For so many of us looking for an opportunity to fight bigotry and bias in the workplace or in our broader culture, we may be missing the opportunity staring back at us in the mirror: using the ordinary nature of who we are as a source of extraordinary power.”

No matter your type of privilege, there is massive value in being a resource and champion in order to directly support underserved and minority communities — whether it’s through mentorship or coaching, creating public discussions on understanding their lived experiences, expanding and offering out networks, and building relationships with people of color.

We must get out of our bubbles and expand our networks.

Make sure to check my blog from last year on “ 7 Ways Leadership Can Support D&I Initiatives ”.

I saw a meme recently that said something along the lines of “Don’t tell me every day that you support me, but then pass up every opportunity to support me.”

Let’s actually use any privilege we have to support those with less privilege than us.

MOVING INTO 2020
As I move into 2020, and step into my role as National City Director for Walker’s Legacy for Greenville, SC, I continue to fight for, educate, and work on the issues and challenges that women, minorities, and under-served populations face in their journeys of entrepreneurship and business.

My work in DEI over the past years has led me to create and address so many opportunities in my local geography and led to this opportunity with Walker’s Legacy.

This role will be a type of mentoring experience for the women who need a level of support and who want to connect with other women around this whole sense of women supporting each other and creating this sense of community – in a real environment so they don’t have to mask/cover.

To learn more about Walker’s Legacy and my role or to share strategies, support, and education, please click here.

Hope and Reflection for DEI As We Move Into 2020

Tue, 17 Dec 2019 17:46:00 GMT

As we enter the December holidays and transition into 2020, I want to share some inspiration, reflection, and hope in alignment with the work of Diversity, Equity, and Inclusion.

2019 has been a year of large and complex social issues.

These issues of race, diversity, and inequities can weigh heavily on people and they seem to be growing in a deeper and more noticeable way. We often want to help the oppressed, the under-served, the indigenous, minorities, and our communities.

We may wonder—are we actually making any progress with this work? Is the state of society right where we were before the civil rights movement and it just looks different?

I believe one of the most important things we need to have as we go into the new year is hope.

PRACTICAL WAYS TO STAY HOPEFUL ABOUT DEI IN 2020

With the work of Diversity, Equity and Inclusion, we must continue to push forward, create progress, and remain hopeful. This hope is what can push us through the difficult and ever-evolving work.   So to finish up the year, here are some of my top thoughts to remain hopeful as we move into 2020.

Celebrate milestones and celebrate people.

This work is so complex that it can be hard to understand the “end goal”. This end goal is constantly moving because it evolves, people evolve, and the world evolves.

We can’t let ourselves feel defeated because we haven’t achieved a “final” destination… because there isn’t one.   Instead, we must allow ourselves time to reflect and celebrate the smaller milestones along the way. These celebrations are what keep us motivated and steady on the path.

As I always say… it’s about progress, not perfection.

This is a season of grateful hearts and it’s also important to share gratitude. The end of the year is a great time for recognition of those individuals who have championed this DEI work.

I often share that this work can feel lonely . Sometimes you feel like you’re in the trenches by yourself and I know other DEI practitioners can feel the same.

Receiving a note, a card, or an email that your work or life has been impacted by someone else’s work is more important than you can know. Sometimes a simple email sharing that my message or speech impacted an organization can lift me up and re-inspire me.

We who are advocates, allies, and champions of the work should also not just thank those who carry the title, but thank those who are champions and allies doing hard work behind the scenes.

This gratitude and recognition helps to make sure they can influence the work in the most sustainable way. When people feel protected and supported, the work can be even more impactful.

Stay true to the “Why”.

Like many entrepreneurs, business owners, and change-makers—I love Simon Sinek’s “Start With Why” TED talk. This talk shares how important it is to know the “Why” of what you are doing versus just the “What”. Simon has shared a huge foundation with the world so we can stay the course.   The “Why” of your work has to be bigger than any one person or collection of activities. That is what keeps us going. If this work were easy, we would have figured out the answers a long time ago.

For me, as challenges present themselves, I always return to my “Why” of creating diversity, inclusion, and equity in the world—and it helps me to stay the course.   So, I encourage you to watch Simon’s TED talk and reflect on your purpose, your reason, your “Why” for all the good work that you do in this world.

Reflect on the 2019 DEI journey.

Reflection at the end of the year is vital so we can know what our strengths, weaknesses, wins, and losses were.

Set a time to sit down and reflect on:

Don’t just take inventory on what you have not done. It’s also vital to take inventory on what you have done.

Identify ways in which you can get better. Utilize goal setting, constant review, and ongoing revision in your processes. Goalposts will move, relationships will change, and business pathways can shift. We must identify our ever-evolving plans so we can continue to make progress.

Sometimes, even if we have the answers right in front of us, even if we have a plan that moves us towards a goal, we must double down on the identification and details of that plan.

Reflect on what’s next with Diversity, Equity, and Inclusion

This is an excellent time for DEI councils, employee resource groups, or whoever is in charge of this type of work to really reflect on: “where do we go next”?   Sometimes I feel what causes the DEI efforts to grow stale is when we continue to just do the same thing and drive towards the same results. Instead of trying to think strategically on— how do we take this to the next level?

I want people to think of DEI in the same regard. Not just in maintaining, but in how we grow and stretch ourselves to even greater heights in this work. Strategic visioning is paramount to this process.

Each organization will look different and this requires some organizational soul searching by asking questions such as—do we want to stay where we are or elevate to the next level? Do we bring on new champions who can help be in the trenches of the work and maybe identify more innovative approaches to the work?   By thinking on “what’s next”, we can constantly improve and shift to create better and more effective outcomes.

Create a long-term plan to impact people in society.

It’s an important time of year to not JUST extend gratitude, support, and hope to those who are less fortunate and in need—but also consider—what can we do throughout the entire year to positively influence the circumstances for those individuals?

How can we create long term impact?

It’s one thing when we care “because it’s in the air” due to the season and the message of gratitude and compassion. But what will happen once the first of the year rolls around?

When individuals are oppressed, marginalized, disenfranchised—what happens once the lights come down, the festivities stop? How can we continue to do the good work?

We need to extend gratitude, intention, and hard work even beyond the season of giving. We must create long-term plans that yield positive impact.

Plan well to step into 2020.

Successful outcomes involve strategic planning.

As you enact your planning process for 2020, consider cultural audits/assessments or a SWOT analysis to inform the strategic planning process. These assessments and internal audits can help you see where you are at with your D&I initiatives and where you can improve.  When it’s time to do strategic planning for the next year, businesses and organizations often sink into the review of standard business divisions and their missions/values. They may get into identifying goals/objectives for the next year, but they often leave DEI to the wayside.

That same diligence and intent of strategic planning should apply to this process of planning for DEI as well.   Analyze, assess, and audit to find where your successes are and where your improvements with this work need to be.

So, as you finish out 2019 and plan for 2020, I encourage you to utilize some of these thoughts and suggestions. Dive into and reflect upon your purpose and work, practice gratitude, and plan well for the years ahead.

Wishing you and your family a happy holiday and an incredible new year. I look forward to sharing more diversity insights with you in 2020.

Don’t Have a Permanent D&I Position? Create a Diversity and Inclusion Council

Fri, 15 Nov 2019 13:32:00 GMT

Many people perceive that in order to create a robust Diversity and Inclusion (D&I) plan you have to be a large organization with deep pockets. This is not true.

I am of the persuasion that the work of D&I is the responsibility of everyone. However, to optimize efforts, it is a best practice to have someone in the organization who intentionally focuses on strategies to build and maintain an inclusive culture. Otherwise, as the saying goes, “if you don’t intentionally include you will unintentionally exclude.”

The reality is, some organizations are not in a position to assign the role of D&I to a particular staff member. Or, they might not have the resources to have a full-time position.

I believe it’s even more critical for small businesses and firms to find this work as an imperative for business success.

Most organizations already operate quite lean and can probably be overworked. D&I often falls to the wayside since it ends up usually being hit or miss instead of an impactful and strategic approach to addressing the work. One of the next best practices to implement the work of D&I is to create a Diversity and Inclusion Council.

WHAT ARE THE ISSUES OF NOT HAVING A SPECIFIC D&I COUNCIL OR CONSULTANT?

Unfortunately, I find that when you do not have a staff member who is assigned to the work of D&I, the work might just be “layered on” as an afterthought to other responsibilities.

This creates a start-and-stop approach to the work that can lead to negative consequences. It causes people to question the authenticity and sincerity of the work. You can get people excited through movement and activity, only to then, a few months later, have it just go cold.

This can have an adverse effect and make it just seem like “window dressing”. You can lose engagement, lose trust, and people disengage. It can be much harder to come back from a situation like that versus creating progress out of the gate.

And I always say—this D&I work is about ‘Progress, not Perfection’.

There’s no target or destination. You’re constantly having to evolve. If you have to start all over again, you can lose momentum and traction.

In order to avoid those negative consequences, you need to have someone on staff who is responsible for that diversity work. Even if you can’t have a full staff person where D&I becomes their primary and only responsibility–you need alternative solutions to make sure the work gets done.

HERE ARE A FEW THINGS ORGANIZATIONS SHOULD CONSIDER WHEN ADDING D&I RESPONSIBILITIES TO STAFF MEMBER’S JOB DESCRIPTION

1. Hire an outside consultant to help supplement and guide the work. This consultant can support whoever is charged to drive the role internally with strategic direction. Considering that the D&I position did not previously exist, it is appropriate to assume that the individual does not have in-depth experience with leading, developing, and implementing strategic diversity and intentional inclusion.

2. Add ‘Diversity and Inclusion’ to their job description—even if it’s a shared role. This descriptive addition creates perception, accountability, and development towards that role. If necessary, consider blending D&I with the person’s current title to keep it top of mind to people in the organization.

3. Support that individual with learning and development opportunities. Make sure they are well supported to get the knowledge base they need. Send them to DEI conferences and networking events, enroll them in online learning platforms, support them with trainings and certification programs.

4. Develop their leadership capabilities. Current leadership needs to support the people in D&I roles so they can build their own leadership capabilities. In addition to the learning opportunities from Point #3, being able to effectively lead and inspire others within the organization is a vital skill that helps move the D&I work forward.

NIKA’S TOP TIPS FOR CREATING A D&I COUNCIL:

Sometimes, rather than assigning a singular staff person to lead the D&I work, it’s necessary to consider establishing a council with shared responsibilities among multiple individuals.

When you create a Diversity and Inclusion Council, you must be very specific on how you structure that council to ensure high performance. Similar to an affinity group, Employee Resource Group (ERG), or Business Resource Group (BRG), you must have leadership sponsors who support the efforts of the group. The sponsor’s role is to provide support, advocacy and guidance in aligning the council’s efforts with the goals of the organization — all through a lens of D&I.

Here are some of my top tips for creating that Diversity and Inclusion Council in your organization:

An important note:

With many organizations, people will see the function of the council as a “grievance body”— i.e. a group to bring complaints of exclusion or discrimination to. But that is not the point of the group—it’s meant to be a strategic and productive body.

The D&I council is meant to come up with policies, systems, procedures, and tracking metrics for this work. Then they can make recommendations to other leaders and help to bring that voice and lens of inclusion to other disciplines and business groups.

To make this work viable, it’s also vital to coach departments to include D&I in high-level strategy and through the lens of their decision-making.

For example, people want to know that there are opportunities to matriculate to higher levels inside an organization. Weaving opportunities for advancement into communications and conversation is supportive of creating that inclusive culture. Finding the blind spots and bringing that lens of DEI to traditional operational decisions is often one of the most important critical roles of a council.

So, how will you integrate Diversity and Inclusion into your organization? Can you start the process of planning and creating a D&I council within your business?

7 Ways to Create Economic Inclusion for Minority-Owned Businesses

Tue, 22 Oct 2019 17:49:00 GMT

Inclusive economics is the concept of ensuring that those who are part of historically disenfranchised, marginalized, and disadvantaged communities have the same opportunity to engage in capitalism and successful entrepreneurship.
When people speak about disadvantaged businesses they are usually talking about ethnic-minority, women, LGBTQ+, and veteran-owned businesses. These populations are often challenged in terms of lack of economic inclusion and opportunity.
How do we offer them economic prosperity?

Typically, the reason this disadvantage occurs is because there is difficult access to capital, key networks, experience, mentors, and a business knowledge base.
These are all necessary support systems to launch, grow, and sustain a business. If you are in those disadvantaged communities, you may not have someone in your circle to ask questions to, be coached by, or engage with.
A great metaphor for this is a first-generation college student (someone who is the first person in their family who is going to school or university).
Higher education puts energy into supporting those students because they know that first-gen students often struggle, don’t have parents or siblings who can answer questions, and have general trouble in navigating the scholastic system. Many higher education institutions have addressed that by implementing different support systems, scholarships, and mentorship programs.
This same thing has to occur with minority or disadvantaged business owners. Because they are basically “first generation” business owners.
Without this support, it’s hard to ask the right questions, know the right steps to take, and chart a path for economic success. In the same way I talk about intentionality with diversity and inclusion, we need to be intentional with economic inclusion as well.

The Various Challenges These Business Owners Face
Minority and disadvantaged business owners face a variety of challenges in the marketplace. Some of the most pressing challenges include:
– Lack of access to capital
– Lack of skill access to employers
        •If you don’t have the talent available, it makes your ability to grow and facilitate a business even harder
– Lack of ability for businesses to take on sizeable contracts
        •Even if the opportunity presents itself, many of these business owners can’t take advantage of the opportunity because they don’t have the bandwidth or the right people, systems, or equipment in place
– Lack of personal and professional networks to provide guidance or growth
        •Often for a business to grow, they create joint ventures or collaborations to go after a contract—and many times, these networks are not available for minority-owned businesses
– The general misconception that ethnic-minority or women-owned businesses do not offer the same level of quality as a majority-owned competing business.
       •Often, this is the bias we have as a society

7 Ways to Combat The Challenges that Disadvantaged and Minority-Owned Businesses Face
The issues I’ve shared in this article are real and make the state of minority-owned businesses very vulnerable. To approach this vulnerability requires a level of intentionality. We have to realize that the responsibility for this rests on three parties: the actual minority business owners, the general consumers, and the corporate community. Here are seven important things these parties must do:

1. Educate ourselves on the WHY
We must dive into why is it important for us to care about this topic. There needs to be purpose and benefit for us to support minority-owned businesses. The purpose is in the economic benefit.
Minority-owned businesses in America account for 1 trillion in gross receipts – and the last time I checked the stats – they support 7-8 million jobs. That’s a real significant source of economic growth in America and provides an incentivized WHY for the business owners, consumers, and corporations to get involved with economic inclusion.

2. Don’t speak in a shaming attitude
We do not want this to come across as shaming or to make anyone feel bad.
This conversation is meant to bring awareness. Shaming is counter-productive. But, we do need to help people feel knowledgeable about the benefit of minority-owned businesses so they can get on board (and create buy-in “because of”, and not “in spite of”).

3. Minority communities need to invest in themselves and recognize their own strength and value
For whatever reason, minority populations do not have the same level of confidence and boldness about their value that majority counterparts do. I think that does a disservice – we need to make sure that we’re coupling bold business leadership with the right knowledge needed.
It is already so hard in terms of competing in the marketplace, so minority and women businesses have no room for error. We really need to hone our craft and our trade. We must stay up to speed on the latest knowledge, new technologies, and work on our business acumen. Just because you start a business and become an entrepreneur, doesn’t mean you have the acumen to grow and sustain the business. They are skills that must be learned and developed.
And once that business owner develops more skills and capability, their confidence in their own strength and value can grow. I find a lot of disadvantaged businesses are in a rut where they are always working IN the business, and this leaves no room at all for them to work ON their business. That is a key point because if you’re not focusing on strategic vision and growth strategy, you’re always going to stay where you are.

4. Have Thick Skin and Celebrate The Win
I always tell minority business owners… we probably have to have thicker skin than most.
If you are a women, ethnic, or cultural minority-owned business, something that can help as you strive to grow your business and face challenges is to acknowledge and make the most of small wins.
We often get caught up in the process or sit around waiting for the right big opportunity to happen, rather than inspiring ourselves and taking action. Minority-owned business owners need to strengthen our psyches and celebrate each and every win—big or small. These mini celebrations help to provide self-value and strengthen our mindset.

5. Support and Invest in Each Other
A message we have to send to minority-owned businesses is that they have to invest in each other. We are not exonerated from our part to play in all of this. There’s a lot of conversation in the minority community that minority-owned businesses do not support other minority-owned businesses.
I have the fortune of knowing Maggie Anderson and her whole platform is about supporting black-owned businesses. For one whole year, her family only purchased items and services from black-owned businesses.
If we are not supporting each other, how are we expecting our other counterparts to support us as well? If one of us wins, all of us win. Investing in each other also looks like creating partnerships, collaborating, doing business with each other, establishing mentor/protégé relationships – anytime you can mentor someone who is trying to get to where you are, that certainly creates tremendous value.

6. Support by the General Consumer
In the same way I share that minority-owned businesses need to support each other, the general consumer also needs to support minority and women-owned businesses. Not only does this provide obvious capital and economic benefit, but it provides a social benefit as well. If the consumer had a good experience with that business, they should refer them to someone else. Or, if they didn’t have a good experience, if they are missing the mark, that business owner needs to know – you need to give feedback. You can help improve and solve the problem.
Normal consumers need to be proactive about their own spending habits. Supporting minority-owned businesses makes a larger impact than people realize. As a tip, your local chamber can be a really good resource to learn more. So be more intentional with spending habits and what role you can play as a general consumer.

7. Support by the Corporations
There is an even bigger opportunity for the corporate community to support these businesses. This requires our corporations to be much more innovative in terms of developing strategies to help increase the number of contracts with minority-owned firms.
I happen to work with a lot of procurement leaders who are already doing this work quite well. Where I find the separation between those who are doing well versus those are going through the motions correlates directly with intentionality and creativity. They don’t just let simple inconsequential details stop them from allowing a minority business owner to be in consideration.
Those corporations and businesses are on the pavement, searching for and connecting with those under-represented populations. I equate this to the scenario of—if you’re trying to hire someone for a job and you’re looking to create a diverse application pool—it takes extra thought, intentionality, and effort to deliver upon that. You can’t just post, you must search! Corporations need to be intentional, be diligent, and do the work necessary to create diverse supplier pools
If a lot of employers and businesses in the market are being thoughtful, then you’re going to have a diverse applicant pool from which you can contract. With this, comes new services and innovation, almost like a domino effect. And this will continue to attract talent and corporations to the marketplace.

The Ripple Effect
In the end, there is a ripple effect from the community, consumers, and corporations contributing towards economic inclusion

When you think about the prosperity of a community – we have to be very thoughtful and intentional about the concept of “rising tides lifting all boats”. By supporting economic inclusion, we can build cities and communities that are attractive to individuals who see themselves in this successful and supportive narrative.

By serving and supporting those underserved and minority-owned businesses, we increase the talent and output of the global business community.

The post 7 Ways to Create Economic Inclusion for Minority-Owned Businesses appeared first on Nika White Consulting .

Masking In The Workplace and How It Can Be Detrimental To D&i

Fri, 20 Sep 2019 19:38:00 GMT

Masking, or covering, is the practice of people feeling as though they can’t show up fully as themselves—personally or professionally. At its simplest definition, masking is when people disguise who they are.   Through a diversity and inclusion lens, masking causes people to cover up, conform to mainstream thinking, and shrink back portions of their identity. People end up covering what they’re really thinking and feeling as a way of coping, especially in the workplace.

Masking is detrimental to the benefits that diversity and inclusion work brings. If people aren’t bringing their full selves to work and do not feel safe to disagree or have a different perspective‚ this does harm to the individual and the organization. This occurs more often in marginalized, oppressed, and disenfranchised populations. It is a symptom of their psychological safety being compromised.

“The Deloitte University Leadership Center for Inclusion report, Uncovering Talent, reveals that 61% of all employees “cover” their identities in some way – not necessarily hiding something, but downplaying it for fear of drawing unwanted attention or making others uncomfortable.”

We have to support productive environments and mindsets where people can “unmask” and show up as their true selves. When we show up fully—we are more productive, more authentic, and business has the potential to improve.

6 Ways to Minimize Masking in the Workplace

1. Be very intentional about creating (and encouraging) a culture that finds healthy conflict to be normal.

This is vital. We have to welcome differences of opinion and open dialogue. Encouraging this level of banter produces greater problem solving, a higher level of creativity and greater innovation and—ultimately—leads to more competitive advantage.

Create a culture that doesn’t only welcome this type of conversation, but also encourages disagreement and healthy conflict. This is not something that can passively be done, but must be integrated into leadership, general communication, standards, and company culture.

See my other blogs here and here for tips in relationship to this.

2. Once you create more diversity, you have to manage diversity.

It’s a tough pill to swallow but diversity by itself doesn’t necessarily bring results. It’s the effective management of that diversity that brings results. This is why we pair it with the concepts of inclusion and equity.

One standout diversity and inclusion leader I often quote is Kenji Yoshino, the Chief Justice Earl Warren Professor of Constitutional Law at NYU and former Guido Calabresi Professor of Law at Yale Law School. Kenji is frequently quoted in regards to masking from his book, Covering: The Hidden Assault on Our Civil Rights.

In one famous study, Kenji surveyed 3000 employees across 10 industries.

“Each organization had a stated commitment to inclusion, yet 61% of the survey participants said they had faced overt or implicit pressure to cover in some way or to downplay their differences from the mainstream. 66% of these employees said that it significantly undermined their sense of self. 50% stated that it diminished their sense of commitment. Other stats from this study:

29% altered their attire, grooming or mannerisms to make their identity less obvious
40% refrained from behavior commonly associated with a given identity
57% avoided sticking up for their identity group
18% limited contact with members of a group they belong to”

These are very interesting statistics since we’re speaking about organizations who have a specific statement dedicated to diversity and inclusion. From their vantage point, they’re putting procedures into practice and being systematic about infiltrating all aspects of the organization. Yet, we still see over 50% of people still having these experiences to feel implicit pressure to cover or mask.

This is why some people say diversity can work against you. This is only the case if diversity is not effectively managed.  
If people feel they have to mask, because their levels of uniqueness and authenticity are not being effectively managed, this results in people being less committed to organizations. It causes them to undermine their sense of self.

So what has to happen? These businesses and organizations need to create systems for learning and development. They must create systems with the goal to improve cultural competence and manage diversity for successful outcomes.

3. Give people the full liberty to disagree with both each other and leadership.

Another way to create environments where masking is minimized is to allow employees to be vocal with leadership.

This is understandably hard for people to do and takes some training, coaching, and a culture that values speaking up. It also takes coaching with those who are in senior levels of influence. Sometimes people don’t come forth because they fear the risk of retaliation. Or they fear how they may be treated after having fully shown up in a capacity that allows them to freely align with their identity.

Working with a diversity and inclusion specialist or coach can be extremely beneficial in helping leaders, teams, and employees to better foster this open communication.

4. Shout it out from the rooftops — be vocal everywhere.

Along with being vocal to leadership, I believe people should be vocal everywhere: at work, at home, to friends, throughout their daily life. We have to normalize people being their most authentic selves in society.

A simple example I like to give (and I am actively vocal about) is African American or ethnic hair. Women of color often go through long, expensive, and complicated processes to make their hair not look like the way it grows naturally out of their head!

This may sound simple or trite but it’s vital to a person’s authentic and God-given identity. If we don’t feel comfortable enough showing up as our natural selves (and we have to spend extra time and money to change it) — how can we truly be a diverse, inclusive, and equitable society? How can we foster diverse and inclusive workplaces? People should be empowered to feel natural and comfortable.   A simple switch in an employee feeling empowered to be completely “natural” and authentically themselves can ripple into their productivity and engagement with the workplace.

5. Create a feeling of belongingness

One element that helps organizations better address the reduction of masking or covering is by placing a high emphasis on authenticity and the sense of belongingness.

Create a culture of acceptance. If you have a leader who is high in belongingness, who also has a high value of authenticity, then you usually have an environment that is very inclusive. This means individuals in environments are treated as insiders but also allowed, encouraged, and welcomed to maintain a level of authenticity in that workgroup. 
What does exclusion look like? When people in an organization are not treated as insiders with unique value. When they are viewed as the “other” or “lesser than”. If the people on the “outside” can cleary view other employees or specific groups of employees as “the insiders” then there is an issue that needs to be resolved.   What does inclusion look like? Insiders of all types are welcomed and expected to keep a high level of authenticity.

6. Mindfulness in the workplace

Lastly, “mindfulness” is a word that’s used in so many ways these days, but I believe in its importance. I talk about mindfulness a lot because the bottom line is if you can’t manage yourself, you can’t manage and lead others.  Mindfulness is important for leaders and those writing the reports on this subject. It’s important so they can be more thoughtful about situational awareness. If we are mindful, we have a greater propensity to have self-awareness to observe what’s happening and what’s not happening. We are being more intentional to try and notice where inclusion can be compromised and that’s important because it gives us the opportunity to potentially change the outcome.

Being a mindful individual in this regard means you can practice intentional inclusion consistently. The challenge is that it’s easy to approach a situation with unconscious bias — meaning we are operating from a place of “not being aware”. Lack of awareness leads to blind spots, blind spots leads to exclusion, and this can lead to people leaving an organization or having to mask to “survive” in that environment.

It’s a domino effect. But we can move in the right direction if we’re more mindful by creating cultures of positive momentum towards authenticity.

Conclusion

In my work, I always talk about becoming an Intentional Inclusionist. We have to find proactive ways to create safe spaces for people to feel their contributions are valued. And I don’t think enough organizations are doing that specifically.

We talk about culture, but how are we really connecting those conversations to psychological safety? Because that’s the big part in all of this.

What are you, your team, your leadership and your organization doing to foster environments where employees can show up authentically, and fully, as their true selves?

Let’s unmask so we can show up as ourselves. Because this is better for people and better for business.

Society Is Realizing That Diversity And Inclusion Is Something To Take Seriously

Wed, 14 Aug 2019 18:46:00 GMT

Times are changing in so many ways.

I have noticed, across the board, that numerous organizations are understanding the necessity of having a person on their staff who is dedicated to the function of diversity, inclusion, and equity.

Every week, it seems a new business announces a new diversity officer. Every week, a new article comes out about organizations implementing D&I initiatives. And what’s great is that these organizations are understanding the importance of having a person on staff who has the experience to handle this large responsibility.

Congrats to this!

I’m excited to see how prevalent the industry and profession is becoming. What is that saying about our society?

The Need for Diversity and Inclusion

This growth is showing there’s certainly a need for D&I in the workplace and world. We’re starting to recognize that just as you need accountants and marketing specialists, we need diversity specialists.

A 2018 study from Indeed showed that “diversity and inclusion [job] postings, as a share of all postings in Indeed, are up 18% from the previous year and 35% higher than levels from two years past.”

Diversity and Inclusion is growing. It’s not just a social need, but a business need and there are myriad indicators to show this.

Indicators of Growth in Diversity and Inclusion

1. Positions and Resources:

Organizations and businesses are creating more positions that are specifically designed for this function and discipline. As this CNN article shares , “The titles may vary — “director of diversity and inclusion,” “chief equality officer” or “head of diversity, inclusion and belonging” — but more organizations are realizing this is something that matters to their employees.”

Businesses are aligning their resources by outsourcing their strategic work to consultants who can help them chart a pathway around success to develop a strategy for D&I.

Even if organizations aren’t quite ready to commit to a full time professional to oversee D&I—due to financial or functional limitations—what they are doing in the interim is calling on consultants to help facilitate that work.

2. Increase in Conferences

We are starting to see a number of conferences across the nation themed around D&I. I am personally seeing calls for speaker proposals and invites left-and-right. This means more people involved, more people gaining expertise, and more high-level connections being made. I know the excitement firsthand planning a full day conference for one of clients, Greenville Chamber as they host their third annual Diversity and Inclusion Summit: Beyond the Surface .

Just look at these first results on a quick Google Search for D&I conferences :

Conferences are growing because people are finding they need to identify and align with opportunities so their leaders can grow in development around D&I. This is key. It says that—we see this not only as the necessity of hiring someone for that work, but we need to prep everyone in the organization, particularly our leaders, on D&I as a role and leadership competency.

3. More Higher Learning institutions.

Higher education and learning institutions are creating certification programs and degree programs that have an emphasis on multiculturalism, diversity, inclusion, and organization leadership with a specific emphasis on D&I.

Schools such as University of Michigan, Northwestern University, Portland, Purdue, University of Denver, and more are implementing these programs.

There are different names for these types of curriculum and certifications, but the fact that these education platforms are creating that space is a great indicator. With educational backing comes greater expertise in learning, real credentials, and pathways towards a sustainable workforce and leadership capabilities.

4. Certifications.

Another good indicator is that entities are providing certifications.

For example, I am certified through the IDC ( Institute for Diversity Certification ) and I am a CDE (Certified Diversity Executive). Top universities like Cornell have a program that certifies people in D&I, and it’s wonderful to see proper certifications growing with vetted curriculum, processes, expertise, and support.

In the same way that HR professionals have to get certified and have continuing education hours to keep their credentials… were seeing this happen in the field of D&I as well.

5. Personal Reachout.

Professionals in other careers who are drawn to D&I have been reaching out to me, constantly. This has been a networking conversation around— what does that D&I pathway look like? How do I break into that industry? What are best practices for my industry to operationalize D&I?

They want to be involved and connected in creating that level of inclusion in their respective organizations and society in general. Just the fact that so many people from different industries are interested and concerned about D&I is a great sign for moving the needle forward. And it makes me excited for the future to see all these people interested in the topic and discipline.

6. Organizations Existing Specifically for Greater Inclusion

Another positive sign of this shift is the number of organizations and institutions that exist specifically for racial equity and inclusion.

Multiple different organizations exist solely for the purpose of trying to create greater inclusion— for example, The Haas Institute for a Fair and Inclusive Society at the University of Berkley. From their website:

“The Haas Institute for a Fair and Inclusive Society at UC Berkeley brings together researchers, organizers, stakeholders, communicators, and policymakers to identify and eliminate the barriers to an inclusive, just, and sustainable society in order to create transformative change.”

These types of organizations keep popping up and they tend to be more prevalent and organized from what I remember from the past. That space is growing. The level of attention that is deserved is certainly picking up and the increased attention is getting noticed.

7. Social Media

Lastly, social media is another huge indicator. A simple example is — as memes continue to be created and shared throughout social media platforms, we’re finding an increased number of messages themed around diversity and inclusion (although maybe I’m paying extra close attention to those hashtags and feeds!).

This social media presence is not only being posted and shared by the organizations who do that work—but also by regular people who seem to be in other professions (or walks-of-life) all together. People are finding it appropriate to comment, share, and like all these inclusive memes!

It’s becoming more prevalent. And it’s a good sign for society.

Embrace The Future of D&I

So my summary suggestion for all of this is… embrace it ! Let’s embrace this shift in society, in education, in economy, and in business. Let’s follow the lead and amplify it even more—so it continues to grow in an organic way. We need people poised and experienced for this movement and for this shift to be sustainable. We can’t just fumble through it.

We need the growth to operate from society’s standpoint, and not just those “inside the work”.

I always say, one of my big life goals is to “work myself out of a job”. It’s aspirational because it states that I want to—and others do as well—live in a society where we don’t have to force or fight for inclusion.

Have you felt this shift? Share any observations in society or business you’ve noticed.

Best,

Nika

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What Does It Really Mean to Be an Ally?

Tue, 16 Jul 2019 12:01:00 GMT

Instagram posts. Facebook stories. LinkedIn updates. We see a lot of #Ally posts these days.

But, what do the words “being an ally” really mean?

As businesses, politicians, organizations, and people in general move towards becoming more diverse and inclusive, I ask — what are you doing to take share your advocacy and your allyship?

What is being an “ally”?

A lot of people will consider or call themselves an ally today in the pursuit of D&I and the world in general.

I believe we need to take a step back and help people to understand the true definition of allyship. What does “being an ally” really look like if you’re delivering?

Allyship is a process just like “inclusion” is a process.

I like to define allyship as:

I also like The Corporate Sister ’s definition:

If you’re a true ally — you’re not just someone who has the sentiment of “I believe that equality, justice, dignity and respect should be provided to this group of people or identity…”

But you stand in solidarity with those marginalized people.

And that simple shift looks quite different. And provides a much greater impact.

I’m also of the persuasion that the people you are being an ally for should be the ones giving you the label. It doesn’t work to just say “I am an ally” but your actions and impact must make those groups say “Yes, that person IS an ally.”

We want to see more actual allyship in this world versus performative allyship (or Ally Theater ) which is “talking the talk of allyship” but not actually “walking the walk.”

How to be more intentional as an ally:

I’m not trying to minimize or judge the importance of allies. They are so important and appreciated, but it’s the way that an ally operates that is vital.

If someone of a marginalized identity can say that XYZ person (or you) is an ally, they see that that person has sacrificed something—whether it’s using their voice, , challenging the status quo, volunteering, or using their personal privilege in a public space. They truly see that person is an advocate.

As an ally — what you’re really doing is acting FOR others in pursuit of helping to end whatever type of oppression exists. People do that sometimes by educating others, being a voice for others, being a sponsor for others, and being a mentor for others.

As an ally — you are leveraging your power, influence, and privilege to be able to help someone else overcome some of the hurdles or barriers that exist because of their situation or oppression (whatever that may mean in their unique circumstance).

Here are a few ways to be more intentional about the work of allyship:

Don’t do Performative Allyship – walk the talk :

As this Forbes article with Sheree Atcheson states, “To be allies, words and action must be in sync.”

Earlier, I mentioned, “Performative Allyship” — the practice of “talking a big talk” but not actually backing it up. Performative Allyship exists as an occasional public performance instead of continuous, well-informed labor.

We need to make sure that if we’re talking about being a true ally, it’s not just for PR purposes but to really allow people to hold you accountable.

Here’s a simple example of a community ‘walking the talk’.

Last week, a colleague of mine in Arizona saw a sign (below) and emailed it to me. It was a giant interstate sign on US84 heading into town. I don’t know much of ins-and-outs of the community’s work, but with this sign, they are definitely “hanging it out there” for the world to see.

I actually liked the sentiment of it.

I know it’s just a sign, and whether it’s in practice or not — this is a good thought — because to get to that sign, they have to do the mental process of knowing that people are going to scrutinize or call them out and hold them accountable.

They had to have done some internal work.

The real test will be to see if they’re delivering upon it. Typically when organizations/businesses put it out there — they know they’ll be held to scrutiny.

To me, part of the strategy behind something like this is to not only communicate what you strive for, but to give people license to hold you accountable to it. So you can’t just perform, but you have to “live it”. And I don’t think people are too willing to do that unless they are ready to actually be held accountable.

How can you be more intentional as an ally?

With that simple sign, it’s sending a very intentional message that you are a community/organization that is continuously practicing that role as an ally. And doing it in a well-informed way.

Solidarity means you are being active in helping to facilitate a change. I think that’s the important difference between performative allyship and true allyship.

I personally like to challenge people – if you consider yourself an ally – how can you stand in solidarity for those individuals? What can you do to amplify both your internal and external work to support those marginalized voices and communities?

Feel free to share your thoughts and observations in the comments below! And share this article with someone you think might find value from it.

Best,

Nika

The post What Does It Really Mean to Be an Ally? appeared first on Nika White Consulting .

7 Ways Leadership Can Support D&I Initiatives

Wed, 19 Jun 2019 12:30:00 GMT

A big reason I do the work I do is for people to see Diversity and Inclusion as a leadership function and not just as a ‘nice-to-have’ on the side.

So many people see Diversity and Inclusion as the work of the people who carry the “title” or even the responsibility of the HR professionals – when in reality it is a leadership competency.

I wish to share different ways I believe are important for leaders to actively support D&I initiatives in their businesses and organizations.

When D&I is viewed in the light of leadership competency, it tends to take on a different mindset where people are more intentional in their methods to identify opportunities to help foster inclusivity.

And as McKinsey says, “New research makes it increasingly clear that companies with more diverse workforces perform better financially.”

1. Become Culturally Competent .

Cultural competence can be defined as “the ability for a person to identify, understand, and connect with people across different cultures” ( ACHA ).

I find a lot of people drive towards political correctness when we should be gravitating towards becoming fluent in other cultures and learning to understand them. Otherwise, if we aren’t culturally educated, it can lead to stereotyping, cultural bias, blind spots, and more.

Leaders need to take responsibility for learning other cultures and expanding their cultural networks. Just by interacting with people from a different culture can help to decrease cultural bias and increase cultural competency.

It can sound obvious that to be more diverse and inclusive, you need to be more culturally competent. But this will automatically minimize so many of the blind spots that occur that lead to inclusion being compromised.

This article from Diversity Awareness magazine shares that “Regardless of whether our attitude towards cultural differences matches our behaviors, we can all benefit from improving our cross-cultural effectiveness.”

This can be done in so many ways: simply by reading a book from an author of a different cultural background, starting to learn a new language, taking in media and news from a different culture, expanding your travel to completely new places, broadening your network to include people of diverse backgrounds, or simply reading and researching different cultures.

2. Be Proactive and Take Initiative.

I believe that leaders should make it a habit and a practice of having a sense of curiosity around what happens in the space of Diversity and Inclusion.

Being proactive and taking initiative is the first step to learning, then comes understanding, then comes impact and making a difference.

What does this look like?

By taking initiative, you can actually see these actions increase the effectiveness and raise awareness of D&I work across teams, leadership, and organizations.

3. Know the Numbers

A lot of leaders will make it a priority to know the business numbers and data with many of the standard business divisions: Accounting, Customer Service/HR, Sales, Operations

D&I is usually treated as secondary or tertiary (or not at all).

Whenever you’re having conversations around new products or services, leaders often “know enough to be dangerous” in regards to numbers and data. There are certain departments that rise to the top of someone’s mindset that leads them to initiate a level of engagement with those disciplines.

We need to shift the mindset that if we are going to make a real change and have D&I increase its level of awareness and effectiveness — data and numbers must be treated just the same. It’s important to see D&I as fully integrated into the business departments. The level of excellence, leadership, and data-gathering across ALL levels of business should be the same.

There needs to be this sense of expectation for leaders that all department heads are valuing and finding ways to be a strategic partner and building strategic alliances within D&I.

D&I is an afterthought right now, but we must treat it with the same level of significance as other key operations.

4. Reinforce the Need for Metrics and Success Tracking

Building off the last point, we need to really amplify and reinforce the need for metrics and tracking of D&I business and organizational successes.

What gets measured and tracked is what gets supported by financial and human capital resources.

If you don’t care about it enough, you won’t track it. If you require some level of reporting for D&I, that sends a message that it’s important to the organization.

So, how do you track?

One way is to do a baseline report. Have someone come in to do an audit or assessment to see where you are at with your D&I initiatives. Analyze the pulse of cultural responsiveness. I like to collect both qualitative and quantitative data (through an employee questionnaire/survey along with focus groups, 1-on-1 interviews, etc).

The Stanford Social Innovation Review shares similar tips:

“Set a baseline. Audit diversity at your organization to assess your current practices. Identify a set of metrics based on your customized vision and strategy, and ensure that your metrics are measuring both inputs and outputs. Review your key performance indicators annually at board of directors level and at least quarterly at executive level”

Once you have baseline metrics, you can then track success and improvements (or lack thereof) as you move through the business year.

5. Integrate D&I Into Routine Business Meetings and Operations

Invite the D&I leader to be a part of essential opportunities that occur within the organization. With greater visibility, comes great notoriety and greater respect.

For example, if you have board meetings throughout the year, you can create agendas for those board meetings with specific D&I discussions.

How often are you thinking of updates for company leadership for equity, diversity, and inclusion? Bring your D&I leader in to talk about it. Have the D&I person be a part of high-level strategic discussions and planning opportunities for organizing. Make D&I a routine discussion and business point in these meetings.

These are ways to embed D&I into the operations of the organization. There are ways to make it more normal and less of a “talking point”. With integration comes heavier involvement with normal business practices.

6. Enforce a High Level of Accountability

In my opinion, one of the greatest ways to support this work is to enforce a high level of accountability across the organization. All employees should be held responsible to help foster inclusivity.

This is not meant to be a punishment and can be done in a positive, supportive way.

This article from Yale shares this view : “Leaders need to know that they have to build accountability into their systems with regard to their managers taking responsibility for creating a diverse and inclusive work environment. “

For example, what a lot of organizations will do is they’ll find a way to incorporate D&I into the performance review process.

What this does is demonstrate that these are part of your core values as an organization, and once these are part of your core values, they foster inclusivity. But — there has to be an expectation that people are having those lived experiences and facilitating that within the workplace.

Make sure to create rewards and recognition around D&I so people can see this practice as a true expectation.

7. Amplify the Conversation (Talk About it Often)

Lastly, we want to not only have the conversation about D&I, but we want to amplify it.

Don’t just talk about it and have it present, but talk about it often, frequently—pretty much all the time.

This could be done in newsletter, emails, board meetings, staff meetings, social media posts, etc – make sure there is ALWAYS communication around it.

This might mean that leaders have to be intentional enough to say:

“Ok, on the first week of every month, I’m going to make sure there is some level of activity and support for D&I. I’m going to have a bi-weekly lunch with a practitioner, get a briefing, and have a recap and analysis meeting.”

I find this to be incredibly important because a lot of organizations will do the inclusivity work, but they will do it “ under the radar ”. This can actually have an adverse effect on the work’s progress because then it’s not top of mind.

I am a real fan of amplifying the work. Make it clear that whatever efforts you’re doing, when you foster leadership and D&I – you’re connecting those dots. It’s not going to happen organically.

It Starts with Leadership

All of these points support the body of work that helps to support leadership. When leaders are activated, intentional, and aware of D&I work, they can more effectively reach the business, move the needle forward, and ripple progress throughout the organization.

How are you helping leaders support Diversity and Inclusion?

How To Battle Isolation As A Diversity And Inclusion Leader

Thu, 16 May 2019 19:22:00 GMT

I want to share some honesty with you.

Although being a D&I consultant is a truly rewarding career — full of impact, growth, and moving the diversity needle forward — it can also be isolating.

D&I consultants and practitioners are often the only people in their roles. In fact, many organizations don’t even have a D&I role at all.

Sometimes it can feel like you’re working towards initiatives that the rest of the people in an organization aren’t even aware of, open to, or supportive of. It can feel like you’re operating on an island all by yourself.

And as this Fortune article shares, “being lonely at work is bad for business.”

So as we continue to do our work, how do we ensure that our psyche remains healthy?

How do we create a solution for this sense of loneliness and isolation so we can continue to do great work?

Here are my seven tips!

1. Manage Up and Form Strategic Alliances

Managing up is the process of communicating and supporting those leaders above you so that they can understand and act on the work you are doing.

Often times, we can feel isolated because we haven’t properly managed those people around us to buy into and support the work that we’re doing. We must shift our mindset towards forming strategic alliances with leaders, peers, and other department heads who we don’t manage but wish to influence.

By doing this, we can create a better ecosystem of support for our work to thrive.

When I was VP of D&I for the Greenville Chamber, we were developing a D&I scorecard and strategic plan. I did not just go to the department heads and say, “Here. These are the goals you need to implement.”   Rather, I managed more collaboratively and shared, “Use me as a resource for developing D&I goals for your department to better align with your objectives. You know your department best. You know where there are opportunities for goals with D&I and how I can best support.”

When you speak this way, you are involving department heads, empowering them, and giving them greater agency for change. You are more effectively managing and forming strategic alliances.

This style of communication supports those managers and leaders to own their D&I goals and make them more accountable.

2. Advocate for the Support You Need

Sometimes we can’t assume people know the best way to support us.

We have to be thoughtful in the support we need and guide key stakeholders and leaders by communicating with clarity.

To achieve results, we need to communicate specific goals .

Often, I go into a meeting with a D&I practitioner and they say “I’m trying to do XYZ with a certain initiative and I can’t move the needle as much as I want because…”

My first questions are: “What is the exact type of support do you need? And have you communicated that support?”

To be effective, you need to be specific. And the more effective you are, the more you will feel ‘part of the team’ and successful in moving your business case forward.

Do you need resources? Money? Staff? Training? Do you need a more vocal voice around championing this work?

Know what you need.

And ask for it.

3. Connect and Align with other D&I Practitioners

One of the best ways to battle isolation is to create community and connection. By aligning with other D&I practitioners, you can share lessons learned, best practices, and challenges you’ve overcome. You can create a group to communicate about any struggles or feelings of isolation.

As the Harvard Business Review recommends for combating loneliness, “encourage employees throughout the organization to build developmental networks.”

For me, I make it a point to put other D&I practitioners in my network—through LinkedIn, Facebook, Meetups, etc. Then I have a list of people I can go to. Allies I can call and say “Hey, this is what I’m dealing with – what did you do when that occurred?”

Most organizations don’t intrinsically have this.

Since it’s usually just you, and only you doing the D&I work, no wonder you can’t move the needle!

In D&I, more so than other disciplines, you need to reach out to others. A collective network of support can create more impact and more effective output.

4. Create a Coalition, Collective, or a Community Program

In addition to growing your network, you can go one step deeper and create an actual coalition, collective, support group , or community program. By creating these types of programs, you can maximize your collective knowledge and human capital.

When you have a group that is meeting every so often, you can share ideas, best practices, and have real-life case studies. This can happen in a safe space, leveraging the brain power of all of those individuals to address some of those challenges.

One of the things that I’m doing this year for the Greenville Chamber (and what I’ve done for the past few years) – is creating a full day ‘Diversity and Inclusion Summit’. This is a day of workshops, facilitators, keynote presentations, and interactive panels. I’m also creating an invitation-only, extended opportunity to D&I leaders within organizations in the market. These VIP meetings help to establish deeper conversations and foster higher level connections.

Programs and events like this help build community , connection, and thought leadership. And they will help grow your network of other D&I practitioners to join you as you move this work forward.

5. Be More Intentional About Sharing Information

We can often operate in our own silos. Especially with all the work and knowledge we’ve gathered along the way.

Because we are so passionate about our work, we can forget that others in the organization aren’t as knowledgeable and aware of these D&I topics. Or, we may fall into the assumption that people are already aware of a topic we need to educate them on.

Make sure you are being more intentional about sharing information !

Shift from a passive way of thinking about it to an active way of thinking about it.

You can share a simple article, a quote, a blog, a webinar.

I’m constantly immersing myself into this space and anytime I run across an article that’s relevant to D&I – it’s just a matter of simply sending that link to those leaders.

“Hey, I just wanted to share this great article about Covering in the Workplace with you. I would love to hear your thoughts.”

Sometimes they respond, sometimes they don’t. But, I know that they’ve received and potentially read it and sometimes this comes out in a meeting later on.

Give people easy access for ways in which — on their own — they can increase their learnings. This increases their agency to then act and influence as well.  The benefit is that you slowly increase the awareness and knowledge of those employees and leaders around you. Then you can *include* them in the inclusivity conversation and have more ways to communicate your work.

6. Lead With Intellect and Not Emotion

Creating more success stories in our work is a way to create more collaboration.

Even though the work we do is emotional, leading with intellect is an important way to be effective in communicating our business cases. This can help generate greater support and minimize the feelings of isolation.

It’s a fact. Not everyone will agree with you. That can cause our work to feel lonely, but by not getting too emotionally attached, we can be more compelling.

Now… leading with intellect doesn’t mean being cold. We do have to be well trained to be respectful and communicate in a way that leads to resonating with others. But we also must deliver results. You need to know your craft, know your trade, and be an assertive individual.

It’s business. Make your business case and move on.

Get the support you need financially and with backing from leadership. With support comes collaboration and success.

7. Celebrate the Small Wins

This one is so important. Celebration keeps us fueled and motivated . So much is happening, at such a fast and intense pace, that we forget to celebrate our small wins.

Celebration keeps us energized. It keeps us appreciated. It helps remind us that we are making progress along the path and moving forward with the “why” of what we do.

Because sometimes, our job is not to necessarily change things immediately but it’s to plant seeds that can lead to eventual change. Even if you’re not on the receiving end of that change – you have to be okay with that and know that tiny seeds are being planted.   I used to believe if I wasn’t the one that didn’t make the change with D&I for that org, that I was at fault.

But I learned… The next person may have brought it to fruition.

I may have had to plant the seeds, provide the framework, and nurture those seeds.

What keeps me grounded is to recognize that some of those seeds are little wins. And I make sure to celebrate every aspect of those seeds — every bit of growth and movement towards the final goal.

Conclusion

In the end, we need to have bold spirits, never-ending passion, and the urge to create community for D&I leaders.

D&I is growing in popularity due to changes in our society. With each year that goes by, we keep moving towards a more diverse and inclusive world. Organizations are starting to identify, recruit and experience with D&I in mind.

You don’t need to be on an island by yourself.

You don’t need to “fight a battle” and accommodate this agenda like you are the only person inside an organization who feels for this work.

The cure is to recognize these feelings, use actions like those in this article, and move away from isolation.

Do you have any favorite tips or techniques to combat isolation and loneliness – whether you’re in D&I, an entrepreneur, or a business owner?

Changing the Narrative of Tokenism

Fri, 15 Mar 2019 02:20:00 GMT

Admit it , the title made you cringe. It also made you click on this link. The word “token” is almost a taboo word. It’s a word people don’t like to be called. Tokenism is a concept organizations fear being accused of. But I’m here to challenge you to change the narrative concerning tokenism.

We’ve always heard the term “token”, especially in movies. Back in the 90’s “Not Another Teen Movie” referenced a few jokes about what it means to be the “ token black .” This joke was perpetuated in South Park and a few others.

Token has always had such a negative connotation. As it should. But what does “tokenism” really mean? And why does it matter? More importantly, how can one embrace being the “token” and use it to his/her advantage? And if you are the person in your organization leading efforts of diversifying, championing representation and being more inclusive, what are your responsibilities relevant to this discussion of tokenism?

Merriam Webster defines Tokenism as “the practice of doing something (such as hiring a person who belongs to a minority group) only to prevent criticism and give the appearance that people are being treated fairly”. In other words, Tokenism is used by companies, organizations and industries to appear diverse to the outside world (A.K.A. “window dressing” and “checking the box”).

D&I experts urge organizations to diversify ensuring inclusion of underrepresented populations. But, to do so, organization must start somewhere. And sometimes that somewhere is with one person often perceived as the “token.”

Being identified as the token person in your organization can feel terrible. We have seen and heard countless stories on how this is destructive and detrimental to a person. However, when one can rise above this and change the “token narrative,” opportunity lies on the other side. How a person perceives being labeled or considered a token, can make all the difference in realizing a potential positive outcome exist. Some will view being the token as a curse and others will interpret it as a blessing. It’s all about strategically playing the hand you are dealt to win the game. Tokenism can cause some people to think like a victim, when they should strive to think like a victor. Perspective is key.

Hundreds, perhaps thousands of people in history could have played the victim. Instead, they viewed the opportunity presented to them exactly as that: an opportunity. They took the opportunity, ran with it, and changed the narrative for themselves and for the minority groups they represent.

Take for example, RJ Mitte , who conquered the screen and stole the show on Breaking Bad , despite having cerebral palsy . Before him, people didn’t know much about cerebral palsy and much less, people didn’t know you could have cerebral palsy and act.

Then there’s Alek Wek who in the 2000s was one of the first Sudanese women to conquer the international catwalk. Her distinctly striking African features set her apart from the rest and since then there have been a number of successful models who followed suit. Alek Wek has been quoted to say “ You don’t have to go with the crowd… ”

And let’s not forget Ilham Omar who became the first Somali-American lawmaker against all odds? We have heard stories and read accounts of h ow Growing Up Muslim in America is not easy, but despite all that Ilham defied all odds and went on to become the first Somali-American Muslim woman elected to state legislature. She has since then, set a precedent.

As the “token representative,” what does it take to go beyond a label and rise above it? How do you leverage your uniqueness to set you apart and highlight your value? Consider these tips:

If you are a leader in charge of diversifying your organization and hiring/promoting perceived underrepresented minorities, you are also instrumental to the success of this narrative change. How do you ensure you are mindfully hiring the right person and minimizing tokenism sentiments? Consider these tips:

Don’t forget that the only way people get offended by difference is if they categorize something as “better than” or “lesser than” or if they categorize difference by “inferior” vs “superior”. In the end, difference is just that: different. And that diversity, in all of its forms can help your company reach new audiences and reach the next level.

The Heart of Suffering Together: How to Practice Compassion

Thu, 14 Feb 2019 09:37:00 GMT

“If you want others to be happy, practice compassion. If you want to be happy, practice compassion.”
– Dalai Lama

The month of February is the month of heart-shaped chocolates, red roses and love songs. For one day of the year, we emphasize how special our loved ones are by way of grand gestures (or little gestures) of heart-felt emotion. But this month I challenge you to go beyond the love letters, the chocolates and the steak dinners. I challenge you to think about what compassion means and how to display compassionate leadership as a way to foster inclusion and belongingness.

As humans, one of the greatest tools we are equipped with is the ability to show compassion. Compassion is an instinct, deeply rooted in our DNA; it has a biological basis in our brain and body. So what is compassion? And how does it help in our ability to become more inclusion-minded?

According to the Greater Good Magazine at UC Berkeley , compassion literally means “to suffer together.” Among emotion researchers, it is defined as the feeling that arises when you are confronted with another’s suffering and feel motivated to relieve that suffering.

It therefore seems only natural that compassion helps us in our journey to become more intentionally inclusive . After all, what better way to understand the plight of the one left out? The one that feels like he/she does not belong. The individual who does not feel represented, valued or accepted.

There are benefits to compassion for both those on the giving and receiving end and even those who are witness to it. Besides making the world feel like a friendlier place, here are some tangible benefits that come from the practice of compassion:

Being compassionate is something innate. Something we were born with, and while some may disagree stating being compassionate is only practiced for ulterior motives, I tend to believe humans by nature were born compassionate–but how compassionate are we? Can we improve our level of compassion? Here are some tips in improving our ability to show forth compassion:

Today, I challenge you to be compassionate, demonstrate the heart of suffering together. Open your heart and mind and cultivate compassion in your daily life. By doing so, you help create a more inclusive world for everyone.

What To Do When Inclusion Sparks A Backlash Online

Tue, 15 Jan 2019 20:19:00 GMT

Whenever I post articles on Social Media , my intent is to engage, provoke thought and inspire. I’ve always felt that I am most effective in spreading the diversity and inclusion (D&I) gospel when I can engage in meaningful discussion on Social Media and appreciate others who return the favor.

But what happens when an attempt to engage in constructive discussion is met with criticism and disagreement?

Last month, I re-tweeted a post about “Black Twitter,” the unofficial name for African Americans’ collective and unique discussions around current events. The post encouraged people to support and follow African Americans on Twitter accomplishing great things. Sounded like a great idea to me, so I liked it and re-tweeted it.

Now, if you put yourself on Social Media and state an opinion or choose a side, you are bound to get reactions — both positive and negative. Maybe because I had quickly shared without even adding a comment, I was caught off guard when a certain gentleman questioned my Christianity because I supported Black Twitter. I was taken aback by his reaction. After some back-and-forth banter and not-so-friendly messages from him, I had decided to just let it go. It wasn’t worth more energy and time…so I thought.

However, the next day I received an email with the subject “Apology.” It was that same gentleman. He tracked down my email address and apologized for how he reacted. He wanted to know if we could have coffee and talk more on our opposing points of views. Refreshing… I thought. Sure, I’d meet to discuss. Afterall, I was intrigued to understand what could have set him off so, warranting what I viewed as a personal attack.

The thing is, about six months earlier, the gentleman and I had met in person at a Haggai International event in Greenville, SC. This was an initiative my husband and I hosted along with a few others. Haggai is an international ministry of which my family supports, and their mission is to see every nation redeemed and transformed through the gospel of Jesus Christ. Everyone in attendance at this event are believers of the Christian faith and invited by someone affiliated with Haggai.

When we reconnected last month, it was over a coffee meeting that should have lasted 30-minutes but turned into an almost two-hour talk. I learned more about where he was coming from, why he thought what he thought, and why he understood me the way he did. On the flipside, he also had the chance to learn what my intentions were when I reposted that tweet.

We walked away from that meeting with a much broader understanding of each other’s perspective. We challenged each other; we respected each other; but most importantly, we heard each other. At the conclusion of our meeting, we walked upstairs to my office so that I could gift my then acquaintance now new friend with copies of my two books. He offered to pay but I declined accepting instead a gifted copy of his own book he promised to send.

That story had a great ending. But not all online debates end in Starbucks meetings and a warm parting handshake.

Not long after that, I posted a quote on LinkedIn: “To be African American is to be African without memory and American without privilege,” with my commentary: “Here is a bit of perspective for those who can’t understand why populations that have been historically oppressed (African Americans) can’t leave the past behind and move on. It’s not that we want to stay focused on the past, but so much of what occurs in our present and future becomes a constant reminder.” Almost immediately, two gentlemen I wasn’t connected to, jumped in on the conversation and started an online unfriendly comment thread, apparently looking for a battle.

When one of them commented to the other, “You won that victory, Nika clearly lost on that point,” I decided it wasn’t worth engaging any further. I let them know I welcome constructive discussions, but since this wasn’t indicative of that, I was ending the discussion altogether. With that, I blocked them and carried on with my day.

I was not willing to spend time and energy on someone who saw the exchange as a war whereby one person was declared the victor. I wasn’t trying to win anything, and any time you go into discussions with that in mind, you’ve already lost.

When we put ourselves out there as vocal leaders or Intentional Inclusionists®, we encounter all types of people. You will encounter people eager to learn about your point of view, and you will encounter the ones who are so set in their ways that no amount of discussion helps. So, what do you do when you find yourself in situations like the ones I experienced where civil discourse is at the heart of what needs to be accomplished?

Here’s what I learned from those experiences:

Let’s Do Away with “Diversity and Inclusion”

Mon, 17 Dec 2018 20:53:00 GMT

When I see the eye-rolling that happens in a room full of professionals as soon as the words “diversity and inclusion” are uttered, it’s hard not to wonder if maybe it’s time to rebrand our work. Their response means just by using those words, I’ve made the work even harder; harder for them to accept it, and harder for them to engage in it.

That is, if I haven’t already lost them completely at the mere mention of the term.

Negative associations

At this point in time, business and society have amassed a laundry list of negative associations with D&I. Some see it as a government-mandated inconvenience. Others see it as just another meaningless corporate activity done for the sake of saying it was done. Sometimes D&I gets conflated with affirmative action, which remains a heated political topic.

Then there’s the harm done by “diversity branding,” wherein companies adopt D&I into their corporate language but do little, if anything, to make their organizations more diverse or inclusive.

What’s in a name

Even for those who care about the issues, there’s a growing sense of fatigue from learning the new terminology that comes out. Over the years, we’ve gone from “diversity” to “diversity and inclusion” to “diversity, inclusion, and equity” (with the ominous acronym DIE). Nudging the title a bit every decade just keeps relegating it to being another corporate buzzword.

Nothing has changed about the core of my work and mission when I show up, but changing my title makes a statement about what our work aims to accomplish and the mindset that will get us there.

However, some people want to hold on to old titles, saying, “It is what it is, so deal with it.” I would argue that there’s no evidence that the past language has gotten us very far. Statistics show we’re not much further along with diversity and inclusion than we were 10 years ago, so the language we chose probably isn’t having the impact we need.

Total rebrand

A brand is more than a name: It’s everything to how you come across to your audience. That’s why I make key shifts throughout my communication, such as using “underrepresented” in place of “minority.” It gets much closer to the heart of the matter, and it shows that we’re talking about more than the obvious physical differences.

I’ve seen it suggested that we get rid of all derivatives of “diverse” altogether and talk instead about “belonging.” Why? Because “diversity” has come become shorthand for “minority,” and it inadvertently communicates to majority groups that the benefits of diversity come at their expense.

That’s why we have people questioning whether diversity and inclusion is dead and offering alternatives that are hardly recognizable to people working daily for equity in our society.

Going deeper, how do you rebrand D&I within your organization? What if the message is getting stale, but it’s your responsibility to keep it salient? Language can help, but it might also be time to change your delivery mechanism. That might mean having new faces deliver the message, either by getting leadership to show more ownership or managing peers to become advocates. I’m often called in to do my work when resistance or apathy is so entrenched that the message needs to come from outside the organization entirely.

Reaching people

At the end of the day, do I really feel like everyone must throw the old terms in the trash for our work to survive? Not necessarily. The truth is, if your organization has a large population of millennials, who tend to consider D&I crucial to business success , then you’re better off keeping it. What all of us do need to do is to challenge ourselves to think about how we are showing up and how we’re approaching our work. If current language – or anything else – is truly a barrier to creating the diverse, inclusive, and equitable society we aim to create, then, yes, throw it out.

The Roles We All Play in Economic Inclusion

Mon, 19 Nov 2018 20:59:00 GMT

If you look closely at economic inclusion, you can find some shocking numbers.

Take, for instance, my own growing community of Greenville, South Carolina. When our chamber of commerce examined the number of minority businesses, we found it was extremely high: about 6,000. That should be cause for celebration, but before patting ourselves on the back, we delved deeper.

It turns out that on average, those minority businesses employ 2.5 individuals, a number that has remained constant for more than a decade. That told us these companies aren’t growing at a comparable rate to others – a sign of economic exclusion our community needs to address. We know that economic inclusion drives prosperity and is a critical focal point for fostering vitality.

The reality is our business community is only as successful as the bottom third of its companies. Small business are the ones driving much of the economy in terms of job offerings, and we have to see these circumstances for the bigger purpose and the bigger mission that can be accomplished.

I’m especially fired up about creating solutions after recently hosting my foundation’s first Entrepreneur Leadership Seminar , a business education series, the proceeds of which go toward creating small business grants.

How economic inclusion looks to me

When I close my eyes and imagine a truly inclusive business community, my vision looks dramatically different from what the numbers show in reality. I see us working together to strengthen the mechanisms whereby minorities participate in wealth-building. I see minorities having greater potential to hire minorities, which research shows they are more likely to do than non-minorities.

I see equitable economic inclusion not only for people of color, but also women, LGBTQ people , immigrants , and other disadvantaged groups. When all of us have equitable economic opportunity, it changes the entire trajectory of the market.

What causes exclusion

As I often say, if you don’t intentionally include , you will unintentionally exclude. Through that lens, the barriers to economic inclusion become clearer. It’s all about lack of access – to capital, influencers, and resources that help build necessary business acumen.

Lack of business acumen can pose significant challenges for many entrepreneurs. I say that respectfully, knowing it is often excellence in some other talent, passion, craft, or trade that leads people to entrepreneurship. But, the ability to develop a sustainable business presents an additional learning curve to people for whom access is restricted.

The challenges are multiplied for those who are members of historically disadvantaged populations. Their networks tend not to include private companies who can act as partners, mentors, or coaches. They often don’t have family or friends who can offer personal loans or help jumpstart capital by cosigning on a business loan.

The role of bias

There is sometimes a visible lack of confidence in the operation of minority-owned businesses . In part, that has to do with the aforementioned barriers, where the lack of resources to dot every i and cross every t may show up in their services and products.

But on top of that, inception bias can lead people to shut the door on an entire group based on one disappointing experience with a member of that group. This phenomenon leads people to believe every business owner who shares the same characteristics will be incompetent or unqualified.

Counteracting bias is one area where influencers can be extremely important. They can acknowledge their privilege and extend it to benefit others, perhaps through partnering with underrepresented groups or facilitating referral relationships. Such influencers include organization leaders, people in procurement, or those overseeing supplier diversity efforts.

Even the general consumer plays a role. Every day we decide where to purchase our goods and services. Are we being a little more open, recognizing a rising tide lifts all boats? Or are we exclusively doing business with the same types of people?

Achieving excellence

Disrupting bias requires intentional action from parties on both sides. No matter what group you belong to, excellence is key. That’s why the Carlo and Nika White Foundation has begun hosting seminars to enable minority businesses to grow and thrive. The first one just this month focused on three main objectives:

Inspire

We want to inspire participants to understand how critical it is to gain a certain level of grit and resilience to endure the challenges of entrepreneurship.

Inform

We offer foundational business knowledge and encourage deep and strategic thinking with sessions such as “Fifteen Numbers That Every CEO Must Know.”

Increase

We want to help increase the number of sustainable, minority-owned businesses in Upstate South Carolina, which is why we target both emerging businesses and aspiring entrepreneurs.

We are doing our small part to help bring our vision of economic inclusion to reality. It’s important for every member of our business and consumer community to find their way to contribute. That’s how, together, we will foster an enduring vitality in our market that attracts people and businesses in a repeating cycle of prosperity in which all can participate.

How to See and Support “Invisible” Diversity

Wed, 17 Oct 2018 21:16:00 GMT

Fresh on the heels of Mental Illness Awareness Wekk, I recall how the recent suicides of designer Kate Spade and celebrity chef, Anthony Bourdain highlighted unseen issues…

Fresh on the heels of Mental Illness Awareness Week , I recall how the recent suicides of designer Kate Spade and celebrity chef Anthony Bourdain highlighted unseen issues that can affect people we think we know. In reality, mental health is just one of the “invisible” diversity issues, or private identities, that affect people every day.

You or a coworker might be a survivor of sexual assault, cancer, or criminal gang affiliation. Other issues include substance use disorder, cancer survivorship or prior incarceration. All these are the types of private identities people often are unwilling discuss, even though they impact the workplace experience as much as race, gender and other more obvious identities.

Looking Closer

In a work environment, we tend to relate to people only in terms of their titles or positions. We don’t engage at a level that might reveal private identities secretly vying for people’s attention. Looking at coworkers differently to better understand who they are can be difficult and uncomfortable.

However, it’s sometimes necessary. Those in leadership roles must increase their awareness of private identities and their potential impacts. Similarly, people who are living with invisible diversity traits need to learn how to manage themselves and possibly even “manage up” to educate superiors on what they need.

Managing others

Leaders’ responsibility is not necessarily to investigate everybody’s individual issues, but rather to be aware of potential challenges and create an environment that de-stigmatizes them.

For example, consider diversity in learning and communication styles. Many people need time to digest information on their own to generate good feedback and valuable ideas. Sending information in advance of meeting can help those people better perform and contribute in group meetings.

In a recent workshop, I heard from a recently widowed mother who found herself repeatedly late for work due to the difficulty of having to drive two children to school without her husband’s help. When her manager learned of her situation – which she’d hidden out of shame – he simply allowed her to shift her schedule to arrive and leave later each day.

Making such accommodations and removing stigma helps create a culture in which people can perform at their best. People should feel okay sharing pertinent private identities, and managers should be trained to become appropriately supportive when that happens. It’s not just about creating a feel-good environment, but rather being better equipped to recognize when patterns call for inquiry rather than discipline.

It takes courage to ask, “What’s going on? How can I support you?” With proper training, however, being observant, compassionate and proactive about invisible diversity simply becomes another leadership competency.

Managing ourselves

While leadership should enable an open and supportive atmosphere, it’s not their job to dig for the details of everyone’s life. If private identities impact your work, you must speak up. And when you do, choose your words and actions wisely.

In my own family, we’ve had to be transparent and proactive to support my son, who lives with obsessive compulsive disorder (OCD ) . Always a straight-A student, in private he spent extreme amounts of time checking and rechecking his work, among other unhealthy behaviors. As parents we had seek out a proper diagnosis, and today he does his share of work with a therapist to continually improve his situation. Together, we also sit down with his teachers and share a written accommodation plan that allows him to perform at his all-around best.

Advocating for Yourself

An important element in both the above stories is self-advocacy. If you find private identities negatively affecting your work, the following system can help resolve the situation.

Working together

When should accommodations be made? Or requested? I believe it’s circumstantial, case-by-case. I’ve discussed equity previously, which is an important part of this discussion. When equity is prioritized in an organization, there’s no problem with making accommodations that allow otherwise capable and willing workers to succeed. The myth of equality – treating everyone the same – can needlessly discourage flexibility and simple solutions.

If it’s your own private identity that needs attention, mindfulness is key. Are you looking to use your background or circumstances as an excuse for unrelated professionalism? Don’t. Not only does that damage your credibility, but it diminishes the opportunity for an empathetic environment that benefits everyone.

In seeing and supporting invisible diversity, we all must put in some extra effort. We can begin by just being willing to go beyond the surface – our own and others’. Get comfortable sharing, and let others do the same. Then, with your team in mind, take appropriate steps to make sure everyone is equipped for success.

Who Will Stand on Your Foundation?

Mon, 17 Sep 2018 21:46:00 GMT

It’s always good to practice what you preach, but it’s a blessing to be able to do so as part of a community. That’s the reality my husband, Carlo, and I are embracing as we create a foundation focused on Christ, Commerce and Community.Last month hundreds of community members joined us at the launch event for the Carlo and Nika White Foundation . Our goal is to share Christ’s love, which gives people the hope to make their big dreams come true, and to empower people with the resources to uplift them economically. The event was a humbling experience for me. Emotions flowed as we heard inspirational stories, honored hard-working entrepreneurs and reflected on personal journeys.

Why hope matters

Carlo and I are both entrepreneurs. At the event, he shared how the hope Christ has inspired gave us courage not only to embark on the adventure of marriage, but to strive toward continued excellence in our business endeavors. He talked about the fact that we have always dreamed together. We often sit at the coffee table and say, “What are we going to dream up next?”

A lot of us wish for this or that, but a true dream prompts focus and effort. When you see fruits of your labor take hold, that’s a special feeling. I believe being a dreamer is part of the leadership journey. That’s why we talk about leaders being visionaries able to inspire hope in others.

My brother in law shared a quote from John Quincy Adams: “If your actions inspire others to dream more, learn more and do more, well, you are a leader.” That is the kind of leadership that anyone can access no matter where you are on your journey.

Dreaming in community

Although Carlo and I could continue to work toward our dreams on our own, we feel a broader effort is crucial to having lasting impact. We want to unite a community of people around this biblical principle: You are blessed so that you can go and be a blessing to others.

That includes helping to support nonprofit organizations already doing good work in education for at-risk youth, helping them set the bar much higher and achieve more than what they can now imagine.

Our foundation also brings together donors who want to make financial investments into young businesses. In reviewing our first round of grant applications , we were so impressed by the dynamism of these small businesses. As a result, we decided even those who were not chosen to receive funding in the inaugural round should have free access to our upcoming entrepreneur leadership semina r . That way we can all continue to move forward, together.

Standing on strong foundations

Our parents loomed large over the event. It wasn’t just their attendance, but our repeated acknowledgement that their faith and striving made that night possible. Carlo’s father, who started a masonry company over 45 years ago that still operates today, has inspired us. I became emotional when I saw my mom. Like Carlo’s mother, she modeled the deeply personal and motivational relationship with Christ that we can claim for ourselves today.

When I think about intentional leadership, a big part of that is not just about being out in front leading people forward. It’s also being that person they will think of when they look back and see how far they have come. Sometimes people forget to give proper recognition to those who have done so much to help shape who we are, but we see the launch of our foundation as a tribute to the blood, sweat, and tears our families and others have sacrificed for us.

I encourage you to turn your wishes into active dreams. And, as you work toward those dreams, know that you are inspiring others. When those dreams finally come to fruition, become a true leader by remembering who helped you along the way and figuring out how what you’ve built can become be a foundation for others.

Why the Business World is Embracing Intersectionality

Fri, 17 Aug 2018 21:49:00 GMT

This month, Ellene V. Miles will join Sony Pictures’ marketing team as their Senior Vice President of Intersectional Marketing .

This newly created position reflects the business world’s growing awareness of what has been a major blind spot in their D&I efforts, one that has been costing them in terms of both talent and productivity.

What is ‘intersectionality’?

Legal scholar Kimberle Crenshaw offers this analogy:

This is a great illustration of intersectionality, an idea that is making its way out of academic circles and into the boardrooms of businesses and non-profits interested in attracting and retaining talent by fostering diversity and inclusion.

Merriam-Webster Dictionary defines intersectionality as “the complex, cumulative way in which the effects of multiple forms of discrimination (such as racism, sexism, and classism) combine, overlap, or intersect, especially in the experiences of marginalized individuals or groups.”

In simplest terms, intersectionality refers to the ways in which multiple identity categories such as race, gender and ethnicity relate to one another. While these definitions highlight the hidden or overlooked difficulties some groups face, they also point to an opportunity for organizations to deepen their understanding and practice of D&I. They can also define intersectionality in terms of its potential, rather than just a problem.

The opportunity lies in looking at D& I through a completely different lens, which lets us uncover deeper connections among identities, and helps us understand the multiple ways in which members of a particular group see and interact with the world.

How adopting an ‘intersectional lens’ can help

International consulting firm Deloitte offers an explanation of the one-dimensional nature of D& I, and the ironic position in which it leaves businesses who are trying to make improvements in this area:

“Any attempt to bucket groups for D & I initiatives is incomplete as a diversity framework … the very act of naming or categorizing group identities has the paradoxical effect of excluding or downplaying other intersecting identities of the individual members of that group.”

In other words, it’s an incomplete way of looking at diversity, but a way that has been perpetuated nonetheless, perhaps inadvertently.

By identifying with one aspect of self (race, gender, ability, etc.) in a given situation, one automatically is asked to disregard other intersecting categories of identity. This dilemma often goes unacknowledged in the workplace, making it difficult to understand problems of co-workers on a team.

It also keeps companies from connecting with the full range of consumers and other stakeholders. Sony Pictures is aware of this. The company is looking to its new VP of Intersectional Marketing to help craft marketing strategies that will connect them with the widest audience possible.

This inherent irony can blind us to the potential that exists at the places where identities intersect. I offer some insights in my forthcoming white paper on the compound identities that can exist within a business team or other organization and the changes that can occur when they are acknowledged and mined for the opportunities they present.

Intersectionality as a leadership competency

Adding this layer to the quest for diversity and inclusion in the workplace can be challenging. It demands a high level of emotional maturity, self-awareness and empathy. Leaders must be willing to reflect on their own compound identities and share their own stories, before asking others to do the same.

If there is potential for growth in diversity and inclusion through working with the intersectional identities of team members, that willingness to examine and understand how these identities work together must start at the top.

Keep in mind, the best leaders lead by example. Therefore, leaders must be open to using their own intersecting identities to inform their business relationships and decision-making.

Periodic, formal intersectionality assessments can help organizations better understand the identities shaping their workforce. A first step could be simply looking at how an organization treats identity categories. Are they treated as separate entities, or are they being tapped for the different potentials they hold? The answer could be the beginning of stronger D&I efforts that improve environments and outcomes for everyone.

The Dangers of Ignoring Diversity and Inclusion on Your Board

Sat, 14 Jul 2018 21:52:00 GMT

The traditional picture of a board of directors is a group of like-minded persons who will support the plans of the CEO and ensure an organization remains viable to important stakeholders.

Yet, as the workforce has become more diverse, and as the challenges facing companies have become more complex, CEOs are beginning to see the wisdom in having a board that can govern in a shifting environment, rather than one that complies with the status quo. Directors and board selection committees are beginning to realize that it is the breadth of perspective accompanying the inclusion of diverse traits that truly benefits an organization.

However, diversity for its own sake is not enough. Just “checking the boxes” and having a more diverse spectrum of board members because it’s expected of them, or even because it’s “the right thing to do,” is not a reliably compelling reason to make it happen.

When the question shifts from What should my organization do to advance diversity and inclusion? to What can diversity and inclusion do to advance the organization? you suddenly create opportunity instead of obligation.

Board diversity creates opportunity.

In conversations with directors of Fortune 250 companies about the benefits and challenges of boardroom diversity, global search and leadership advisory firm Russel Reynolds Associates found some recurring themes:

What’s more, a study by two Utah State University researchers uncovered the telling fact that a minority CEO alone was less successful in pursuing breakthroughs in governance and product development than one who had a high level of racial diversity on their board.

Board diversity drives profits.

In its 2018 report “ Delivering Through Diversity , ” global management consulting firm McKinsey & Company showed in detail the solid connection between diversity and profitability.

The findings showed companies in the top 25 percent for gender diversity on their executive teams were 15 percent more likely to experience above-average profits.

In addition, companies with more ethnically and culturally diverse boards of directors were 43 percent more likely to see above-average profits.

Lack of diversity limits resources.

Another finding of the Utah State study was that, when boards remain homogeneous, the networks and funding sources available to them also shrink.

It became clear that when ethnically diverse directors were able to call on an extensive and varied network of business contacts, firms with white male CEOs saw a more noticeable rise in the innovation and efficiency.

Access to capital is another resource now being stunted by lack of board diversity. Michelle Edkins, managing director of investment stewardship at BlackRock Investments, points out that board diversity is a concern for potential investors. She believes that investors need a board consisting of people who will challenge the status quo and bring their own ideas to the table

What’s more, it appears that a diverse board is actually more capable of assessing risk and protecting shareholder assets. A Wake Forest University study showed that firms with diverse boards are more risk-averse and more likely to pay dividends to stockholders.

The talent pool can also be impacted. The competition for talent is fierce today, and valuable employees will not see a long-term career for themselves at a company where they do not see themselves reflected at the top.

Board diversity is a responsibility.

We all like to stay within our comfort zones, and boards are no exception. It’s easier to run a meeting where everyone seems to agree. By nature, we prefer being around like-minded people, which presents a challenge in the development of a more diverse board. However, “groupthink” leads to a lack of information gathering and analysis, resulting in poor decisions.

One way to begin to break through groupthink is to view board work through an equity lens. You can begin by checking out my previous blog post , or my in-depth white paper on mastering the subject to move your organization forward.

Regardless of your first step, board diversity clearly has moved from being just a “nice thing to do” to being of primary importance to an organization’s survival and competitiveness. In the new and diverse marketplace, meeting client and customer expectations, retaining talent, and being seen as an innovator in their field will only happen by including a range of backgrounds and outlooks among those who have the highest level of responsibility for their organizations.

The Hidden Anxiety Issue with Diversity & Inclusion

Fri, 15 Jun 2018 11:00:00 GMT

Early in 2015, Apple committed over $40 million to the Thurgood Marshall College Fund, a non-profit that supports students enrolled in historically black colleges and universities.

“We wanted to create opportunities for minority candidates to get their first job at Apple,” said human resources chief, Denise Young Smith, at the time.

While Apple displayed commendable determination to embrace diversity in the workplace, they may have unintentionally alienated a large number of their employees at the same time.

It turns out a growing body of evidence indicates that white men – often, the workplace majority – feel attacked, left out and anxiety-ridden when faced with a company’s stated commitment to embracing diversity and inclusion.

What’s more, their minority counterparts also sometimes feel unseen threats from diversity initiatives.

Majority Anxiety

Results of several studies published in 2016 in the Journal of Experimental Social Psychology demonstrated this with crystal clarity.

In two studies, a group of young white men went through a simulated job interview experience. Half the “applicants” received recruitment materials that mentioned the company’s pro-diversity values. The other half saw no mention of diversity.

Regardless of their stated comfort levels with diversity and inclusion, the men interviewing with the pro-diversity companies performed worse during their interviews and showed physiological responses such as sweating and accelerated heart rate. Interestingly, even those who professed to be on board with corporate diversity efforts proved through their involuntary physiological reactions that the idea itself caused them stress.

Minority Anxiety

People of color and others who are the intended beneficiaries of inclusion programs have fears of their own. A survey of 3,000 employees in 20 large U.S. organizations revealed some startling realities about how “diversity anxiety” affects their behavior in the workplace.

Each of the organizations had a stated commitment to inclusion. Yet 40 percent of employees refrained from behavior commonly associated with their own ethnic group. To avoid standing out, 29 percent of them changed their attire, grooming or mannerisms in order to make their identity less obvious.

Many of these people also made conscious decisions to limit contact with their own group, and to stay silent when they observed discriminatory treatment of their group. Now, all of this happened in companies who support diversity and inclusion. In companies where diversity and inclusion are newly introduced, there can be even higher levels of discomfort for minorities.

Creating a New Framework

When white men feel anxious around the work of diversity and inclusion, there’s a part of them that thinks some opportunity or privilege is being taken away from them. Instead of attacking that thought, we need to validate it. They’re right: effective inclusion should create a wider pool of qualified people who might be up for that promotion they’ve worked for.

We also need to focus on cultural competence, not political correctness. When groups have a heightened level of intelligence about other cultures, they’ll have the vocabulary to help them understand and even advocate for a group, a viewpoint or an inclusion practice.

And, white males may feel less sting at their loss of privilege when they realize that, rather than disempowering them, diversity and cultural intelligence can empower them to improve their organizations in meaningful ways .

When everyone in a company is given a chance to acknowledge and understand that diversity and inclusion have impacts beyond mere compliance, they will be more likely to get behind those efforts.

Business Basics

As always, make the business case. We know there’s a solid body of research demonstrating the correlation between workforce diversity and company profits . Reiterating again and again the proven, positive business impact helps people understand that although they might be affected, they are not targets.

When leadership can broaden the concept and outcomes of diversity beyond race and culture, anxious stakeholders can actually become a constructive part of championing work that moves the whole organization forward .

Once the uncomfortable parts of diversity work are acknowledged with intention, and the focus moves to empowerment and improvement, the whole diversity and inclusion “thing” can become much less anxiety-provoking.

Great Expectations: Generation Z

Wed, 16 May 2018 22:03:00 GMT

If you think all the research and media dissecting Millennials (Generation Y) has prepared you for Generation Z, you might need to think again. Gen Z was born roughly between 1996 and 2010. That means the high school and college graduates showing up in our social media feeds this month are in the first waves of Generation Z to enter the workforce.

But do we really know who they are?

While there’s not nearly as much information on Gen Z as their Millennial predecessors, it’s become clear they’re a distinct group whose traits we should learn. Why does this matter? As our workplaces become increasingly diverse, the more we learn about each other’s differences, the better. Deeper understanding about distinct groups not only helps organizations foster individual success, but also leverage the assets difference can create.

What do we know about Generation Z?

This group sometimes goes by a few different names, including iGeneration, and Post-Millennials. In total, there will be two billion of them worldwide. Some previous generations assume Gen Z will behave pretty much like Millennials… They’re wrong. Here is a rundown of notable differences, compiled from multiple sources.*

* Inc ., Growing Leaders , Huffington Post , and Getting Gen Z .

What can bosses expect from them?

Gen Z tends to be early starters into the workforce. This results from the confluence of some of the characteristics listed above: less value on expensive formal education, a realistic streak, and a desire to co-create the world around them. So, we are working with them at a younger age we did Millennials.

Because Gen Z grew up during a recession that put parents out of work or left them under-employed, the young people place high value on employment. They’re likely to feel lucky to have a job, making them more loyal to employers. As consumers, they are much more driven by the perceived value than by brands , which is partly a reflection of how much they value their incomes.

The drive to keep jobs, coupled with a strong independent streak, might make them more competitive in the workplace , where Millennials are more collaborative. At the same time, loyal Gen Z sees security in having multiple income streams, or “side-hustles.” That means employers might need to manage competition, while also loosening restrictions on outside employment.

What about Gen Z diversity?

This generation is also interesting to look at in terms of diversity. Not only are they the most diverse age group in America, but they’re also the most inclusive. They are less likely to label others and are more accepting of fluid identities. That’s also how they expect to be treated. So, in communicating with Gen Z employees, we should be thoughtful about using labels they’re likely to reject.

The implications for Gen Z recruitment and retention harken back to other groups. Employers must ensure hiring managers are aware of the difference between Millennials and Gen Z, just like the different experiences and strengths of men and women, or majority and minority groups.

Like those other groups, Gen Z want to define themselves. To that end, I’ll close with a few videos that will allow them to speak for themselves. This Washington Post video highlights some of their views on technology . This New York Times piece gives some (often witty) insight into what Gen Z thinks of the Gen Z label itself. Finally, a video from HR firm Randstad asks two generations questions about Gen Z . It’s hilarious, but also thought-provoking about how wide the understanding gap is.

In the shifting workplace, you want to be sure you’re standing on the right side of that gap.

What’s So Unfair About Equality? Making a Case for Equity

Sun, 15 Apr 2018 22:05:00 GMT

America was just given a perfect example of the crucial difference between equity and equality.

Earlier this month, Democratic Senator Tammy Duckworth of Illinois was the first person to give birth while serving as a senator . But now as a new mother, she faces a rule that may affect her ability to do either job – state senator and parent – properly: Children are banned from the voting floor. That means if the senator has to vote at a time that she also has to care for her baby, she’ll likely have to be absent from work, and her voice will be silenced when her constituency needs it.

So, Duckworth is advocating that parents of any gender be allowed to bring children onto the Senate floor during the first year of the child’s life. Although she’s not the first woman to publicly address the challenges created by the lack of accommodations for senators with infants, what she’s really advocating for is equity – something very different from equality.

Here’s a simple way to start thinking about the difference:

Equality is when everyone has access to the same thing.

Equity is when everyone has access to what they need to be successful.

And that’s the thing that makes equity so tricky. What people need to succeed can vary from person to person and from one organization to another. Because equity can change depending on context, employers often back away from trying to resolve problems by addressing inequity. Instead, they try to be “fair.” However, that approach rarely solves the problem at hand.

“Fair” doesn’t always work for everybody.

If we look at Duckworth’s situation, the current rules are completely “fair.” Nobody can have children with them on the Senate floor. Everybody has the same restriction.

But because infants need to be close to their parents for a variety of reasons, the fair rules mean that a large segment of current and potential senators may have their opportunities to participate limited if they have small children. They won’t be allowed to perform their job if they need to do it with a baby in tow.

Choosing equality over equity can hurt your talent pool.

I find that a lot of key decision-makers err on the side of fairness and equality in the hiring process. However, they need to think more deeply about how they find talent, or they can miss a great hiring opportunity.

No matter what, we should always hire the best person for the job. We can’t tell the future, so we rely on basic criteria to inform our decisions. But sometimes the basic criteria need to change. For example, many companies are moving away from educational attainment as baseline criteria. Education level as a requisite can lock out potentially excellent candidates who did not have access to higher education or who gained the needed experience through other avenues.

Even companies that have gone the extra mile to create a diverse applicant pool need to be mindful of whether successful applicants can succeed within the company. If somebody hired is the only one of their group – the only woman, the only differently abled – they’ll face challenges that can keep them from advancing.

Equity is good for business.

There’s a solid and growing body of research on how diverse teams have been shown to make organizations more effective or more profitable . Such teams are built by taking a more equitable approach, not by treating everyone exactly the same. And, on a more common-sense level, the business case for equity goes back to some sayings we all know and fall back on:

“A rising tide lifts all boats.”

“You’re only as strong as your weakest link.”

If we’re allowing talented people to struggle or eventually leave in the name of equality, we’re diminishing our organizational capacity in the process.

There’s also a bigger mission here: How we operate as a society either offers the potential for everyone to achieve a great level of success – or it doesn’t. The truth is, some people are not going to care at all about equity versus equality, but leaders who are inclusion-minded need to be sure their efforts really offer access to what individuals need to be successful – not access to the same resources across the board.

Opportunities to improve are everywhere.

First, leaders must start with the mindset of being more sensitive to fact that their employees didn’t all take off from the same starting line. They need to recognize that in order to help each one be successful, the solution can’t be one size fits all.

Look at how – or if – various groups have access to resources such as funding, space, their leaders, or opportunities for advancement. A lack of equity in the organizational culture affects how resources are prioritized. Addressing the issues can help break cycles that perpetuate inequity and can boost peoples’ chances for success.

Finally, don’t forget future employees. It might be necessary to create a plan for equitable employment by reviewing hiring criteria and policies. (I offer some actionable tips in my most recent white paper .) You can also look at possible training initiatives, career development opportunities, and accommodations that might need to be made. Any of these would be a great start and should help build true equity and greater success in your organization.

The Many Faces of Success and Leadership

Sun, 18 Mar 2018 10:07:00 GMT

Earlier this month I had the pleasure of hosting an event with my business partner and husband, Carlo White. He is the owner of WH Trucks, which is only one of the most recent of several entrepreneurial endeavors. We gathered to celebrate the collective impact of African American entrepreneurs, and the accomplishments of four companies in our area whose industries and personal stories are vastly different.

Although there remain serious challenges to diversity and inclusion in the business world, entrepreneurship has been one way for underrepresented groups to make gains. Yet, that kind of leadership takes courage. Starting a business is inherently risky, but for minority groups who have less access to personal wealth and institutional resources, the risks of failure can be extreme. In the face of adversity, it takes tremendous courage to move forward.

Riskier Business for Minorities

As is also the case for many minority communities, the impact of new and successful businesses reverberates throughout the community. Carlo noted that people are watching when entrepreneurs of color courageously strive and succeed, and they’re taking note when we give up. Even greater than the entrepreneur’s personal story is the signal whether wealth creation, economic access, and business accomplishment are available to minority communities – or not.

As my husband, Carlo, put it, “Dr. Martin Luther King, Jr., said we need to build dikes of courage to hold back the flood of fear. So, it takes one, two, three, this room of all of us to build a dike of courage in our community to help us meet the challenge of the day,” so others can see it’s possible for them. He added that both courage and fear are contagious, with fear spreading much more easily that courage.

Leadership Lesson for Everyone

While the event focused on entrepreneurship among African Americans, Carlo had advice that applies to all of us in leadership roles. It’s not only business owners who are facing increased visibility and risk when they step up. All leaders constantly face problems that can shake our courage, so there are ways to reignite that courage in tough times.

First, appreciate your start through commemoration, pausing to consider the origin of our leadership journey. Challenging times are nothing less than an opportunity to revisit how you attained the leadership role you now have. I often say, “don’t compare your start to someone else’s middle.” Just recognize that where you are matters, to you and to the people who are watching.

Second, don’t go it alone: embrace struggles through collaboration . Carlo pointed out that the challenges of leadership usually are not unique. Other people have faced the same problems. What’s more, there are so many resources designed just to help us address these specific challenges. These can be business-specific like the federally-funded Small Business Development Center s, or more about leadership development, such as affinity groups within our organizations.

Third, we need to recognize success through celebration . He encouraged us to think of success not so much as a destination, but more as the goals accomplished along the way. These can be large or small, or even as simple as the fact that we showed up in our leadership role for yet another day.

Diversity in Leadership

From my standpoint as a D&I practitioner, another key lesson is the diversity of the leadership roles we can take on. Every type of business brings with it a different capacity for community impact. And within organizations, every type of person brings different leadership capabilities to pre-determine roles.

The types of businesses entrepreneurs undertake can vary widely, so they each have a unique impact on the community and different lessons to teach. The diversity among entrepreneurs allows different people to see themselves reflected and to be inspired. And, for all organizations, diversity among leaders means more and different capabilities are brought to existing roles, creating the ultimate environment for success.

5 Ways Small Companies Can Think Big About Affinity Groups

Sat, 10 Feb 2018 16:03:00 GMT

Affinity groups can be a great tool for diversity and inclusion (D&I), but what if your organization is too small to support a group just for women, Hispanics, or some other demographic not widely represented in the company? That doesn’t have to be the end of the conversation. With some creative thinking and the adoption of a few best practices from large companies, you can develop affinity groups that support minority populations and improve the entire organization.

Turn Up Your Megaphone

Looking back at last month’s nationwide Women’s Marches , held a year to the day after the first such event that drew 4.2 million for the largest single-day demonstration in U.S. history , it’s interesting to note how diversity issues cropped up even there – again. Although women and allies turned out by the hundreds of thousands, there was the lingering criticism that the event excluded the voices of women of color, transgender women, and anti-abortion feminists .

Some feel the messaging failed to account for intersectionality , the notion that people have multifaceted identities and face issues of marginalization that cut across those identities. As intersectionality gains more recognition in D &I work , it introduces new perspectives that are advantageous to small organizations building affinity groups.

Redefine Your Group

For small organizations, it might not make sense to have narrowly focused groups. Instead, affinity groups can be created to broadly address exclusion and the reduced opportunities that multiple minority groups experience compared to their majority-group counterparts. Not only does this tactic make practical sense, but it can also help acknowledge the role of intersectionality in diversity and inclusion. Rather than groups for a particular race, consider starting a multicultural professionals group.

Similarly, a multigenerational group can address the needs of the youngest and oldest employees, who often find themselves facing discrimination .

Find a Buddy Organization

If your organization doesn’t have enough people to warrant developing a formal affinity group, try looking outside its doors. One success tip I’ve shared with groups such as chamber organizations is to identify other small organizations with which to form groups. Two or more organizations can join forces to improve equity for key demographics, or smaller organizations can partner with larger ones whose established affinity groups are already making strides.

Involve Key Leaders

Executive sponsorship and involvement is crucial for the sustainability and effectiveness of affinity groups, especially at smaller organizations. Executives should serve as direct liaisons to company heads. Their involvement with affinity groups underscores that these groups don’t exist solely for the sake of a minority demographic. That’s a big part of it, but equally important is that the group is aligned with the larger organizational mission.

Direct involvement of key leaders can help the group stay in line with the organization’s objectives. It also maintains a channel for reporting back to higher-level leaders on how the group’s work is improving issues such as employee engagement, talent retention, innovation, and more.

Stand on the Bottom Line

Small organizations with their limited time and resources might be under greater pressure to show how healthy affinity groups can impact the bottom line. Luckily, there are plenty of examples for them to point to for the practical functionality of such groups. For instance, when Coca-Cola formed its LGBTQ affinity group, part of the work of that group and its supportive stakeholders was to identify how the company could better and more effectively appeal to the LGBTQ community.

Out of that came some very strategic ideas that the organization probably would not have conceived or implemented without having first given the LGBTQ group a very specific business challenge to solve. LGBTQ groups outside of the company have praised Coca-Cola for its inclusive Super Bowl ad this year , so the affinity group ended up being advantageous for its members and consumers as well as the company’s bottom line through a specially crafted appeal to an important customer base.

A combination of two or more of these approaches can help even the smallest organization become more inclusive through the implementation of viable affinity groups. It might require bringing in some help to get started , but the payoffs can be long-term – for its members, its leaders, and the bottom line.

Why Impact Beats Activity Every Time

Mon, 15 Jan 2018 16:06:00 GMT

It’s an awful feeling to look back on the body of your diversity and inclusion work only to discover that your efforts are not producing positive results. It may seem like you’ve done all the right things as an organization, but they’re not adding up to a level that makes a meaningful difference. Many people have this reaction when they focus on short-term activity goals rather than long-term, ongoing impact. The reality is that D&I work never ends.

What’s Wrong with Activity?

One common tendency of people who are so eager to become champions of diversity and inclusion is that they often end up creating a laundry list of activities to undertake. Don’t get me wrong, activity is good! It’s a signal to stakeholders that you are serious about diversity and inclusion, and it gives people opportunities to engage and learn. However, the danger in activity is that in the moment, it feels so right . The natural inclination is to check the box and move on.

Celebrating cultural events like Cinco de Mayo or Black History Month in the workplace is one common pitfall. These types of activities come with an end date. Yet, D&I work has to be treated as a continuous, sustainable initiative, not just a one-and-done event. The solution is not to discontinue these events, but rather to look at them as more of an entry point than an end goal . To move initiatives from “activity” into the realm of “impact,” you need to ask questions like:

Another pitfall I’ve observed is the lack of a succession plan for diversity and inclusion program leaders. An organization might create such a position and engage an enthusiastic employee, but then the role disappears once that person moves on – and their ideas go with them. If there is a replacement, they often have to rebuild from the ground up. In such cases, creating the position was just an activity, one with very limited impact. The solution is to build in a succession plan at the same time the position is created. Ask questions such as:

CVS Health has worked to guarantee impact by creating an entire team of colleagues dedicated to ensuring that youth, veterans, individuals with disabilities, and mature workers have a place within the company. As a result of those sustained and dedicated resources, the company has nearly 20 percent more women in senior leadership and 32 percent more blacks, Latinos, and Asians among people promoted into management than other companies on DiversityInc.’s Top 50 list.

What Exactly Is Impact?

Impact is quantifiable or potential change. The Institute for Diversity Certification , where I studied to become a certified diversity executive, stresses that impact happens in the economic, environmental or cultural, personnel and legal arenas. Measuring impact means figuring out what knowledge an activity introduces and how that knowledge is applied. Impact manifests as attitude and behavioral changes that make for a more inclusive environment.

Impact does not replace activity; it just ensures that activities ultimately pay off.

How Do You Bridge the Gap?

In the best-case scenario, you start off an activity with an eye toward impact. Part of its planning includes ways to assess attitudes or behaviors before and after the event during which knowledge is introduced. It is made clear to participants how the activity fits into a larger, long-term effort, and they understand their part in the equation.

If you’ve already undertaken a lot of activities, it’s not too late to reap the benefits. You can still do your best to understand how the experience categorically affected participants or subsets of your organization. You can marshal those who were most responsive to brainstorm a concerted follow-up effort, defining the end goals and determining how success will be measured to refine future initiatives.

Layering on an extra level of work can be a challenging way to approach diversity and inclusion, especially if you’ve already invested a lot of time and effort on that laundry list of activities. But approaching the work with an eye toward tangible, positive impact creates a level of accountability that does pay off – and will continue to pay off on the next watch. As good as activity feels today, it can’t compare to the deep satisfaction that comes with knowing that impact has made lasting change in individual people’s lives and in the organization at large.

4 Sexual Harrassment Lessons to Learn Right Now

Sun, 17 Dec 2017 16:07:00 GMT

There is no denying our country is in a pivotal moment when it comes to sexual harassment. While details vary from one scandal to another, an overwhelming majority of them are occurring in workplace and professional settings. That means the problem is not just about aggressors keeping their hands to themselves: what we’re really talking about is gender-based exclusion .

So, even as it feels like the turbulence is everywhere, these scandals shaking things up and allowing for real shifts in thinking. They’re also offering some lessons we can learn – and act upon – right now.

1. Good men (and women) can speak up.

Most men are not harassers. So, there are countless men who can help solve the problem. They need to consider how to actively foster change when sexual harassment happens in their midst, and take large and small actions to make a positive impact.

One difficult but effective response is to speak up. Responses like, “You are not funny,” or, “it is not a joke,” can quickly halt inappropriate behavior. More directly, one man can tell another to just “stop it.” When done publicly, these responses also send a message to women that their workplace is not as exclusionary and hostile to them.

What might feel even more intimidating calling out female aggressors. Yes, women, like this congressional candidate who just stepped down , have been accused of sexual harassment. In these cases, as well, both men and women have a responsibility to speak up.

2. Don’t make it worse for women.

Knowing that harassment happens within and across gender lines, let’s make sure women aren’t further disadvantaged by proposed solutions. I disagree with those who say men and women should never be together behind closed doors. Those kinds of measures would only serve to keep women at a disadvantage, making them less ideal for certain roles because communication would be more difficult. We must keep in mind that the point is to achieve equity – giving everyone what they need to be successful .

3. Everyone needs to reflect.

People “outside” of harassment situations aren’t necessarily off the hook. In fact, many of us need to start by taking a look at how our own privilege and power can factor into other people’s experiences.

The public radio show The Takeaway recently aired a fascinating 20-minute segment that tackled head-on the firing of the show’s own host due to allegations of sexual harassment, racial harassment and bullying. At one point, the replacement host – a man – reveals that when he saw others being treated badly, he only felt grateful to have been spared. When the guest presses him on why didn’t question his own preferential treatment, he answers simply and honestly, “I never thought to ask.”

The truth is, many people never do. It takes a certain level of awareness, beginning with mindfulness , to recognize the subtle ways our own responses can impact situations of inequity.

4. “Open secret” means toxic culture.

As Nolifer Merchant recently put it in a great article for Harvard Business Review, “Instead of thinking of sexually predatory behavior as a few (or many) bad seeds, we ask, instead… how do we change our organizations to rebalance power?”

The most appalling aspect of the recent wave of sexual harassment allegations is that many were considered an “open secret.” Lots of people knew about the behavior for a long time. But an open secret is really just a group decision to ignore a problem, and even exacerbate it by allowing the space for problems to fester and people to get hurt. That points to a cultural problem. In some cases, victims and onlookers did not feel that they could complain without jeopardizing their careers. At other times, complaints were ignored by the very people tasked with holding employees accountable.

Organizations need to demand zero-tolerance when it comes to harassment. However, that should come from a culture and inclusion perspective, not legal compliance perspective.

In many of the cases we are finding that there is reportedly a known culture in the organization. The phrase “open secret” keeps coming up. Organizations need to be asking, “what is our role as an organization?” Cultural change can seem incredibly difficult , but it’s key to solving the problem of sexual harassment. When harassment happens in workplace and professional settings, leadership has a responsibility to act.

While the current climate has some people nervous, it’s actually a great opportunity to assess our organizations and ourselves, and implement the lessons this moment is teaching us.

Why You Should Change Your Mind About Inclusion

Fri, 17 Nov 2017 16:21:00 GMT

There’s a hidden obstacle tripping up many of us working in the diversity and inclusion space.

When I speak with people in industries across the country who are looking to make real progress toward diversity and inclusion, there’s often something standing in the way that they can’t identify.

Why won’t people engage? Why don’t our programs work? Why isn’t this work more effective?

If you’re asking yourself any of these questions, you need to consider adding one more:

Could my own thinking be the problem?

An important reason why I coined the term “intentional inclusionist” is because intentionality is key to diversity and inclusion. There’s a lot of energy around D&I right now, but that momentum will be wasted if we don’t work to address issues in a deep and thoughtful manner.

But that’s the key: thought. Intentionality begins with awareness, but mindfulness is how we become aware. Mindfulness, then, creates the space in which intentionality can truly blossom.

We have to be mindful of the ways in which our brains work for or against us in our diversity and inclusion efforts. If we can manage ourselves, then we can manage others. Even if we are steeped in D&I best practices and case studies, all of that information could potentially pass through a faulty filter. We all record misinformation about people who are different than we are. Human beings regularly adopt ideas without even being aware of it. We all have habitual actions or responses that we don’t think twice about.

Mindfulness, on the other hand, helps interrupt those automatic responses. It causes us to take inventory of our attitudes and behaviors – and those of the people we aim to influence – allowing us to better recognize, understand, and address barriers to inclusion. This requires emotional intelligence, situational awareness, and intentionality.

Mindfulness Makes a Difference

Change is not always easy, but there are several benefits to adopting this mindful approach to diversity and inclusion that make it worthwhile. The very act of examining our own minds opens the door to change in our activities, their impact, and even the way we experience our work.

Help Is on the Way

I’ve been working on a resource to help experienced D&I practitioners maximize their impact through a mindful approach. A practical white paper, this resource will also be a great starting point for leaders who wish to become more inclusionary in practice and in mindset.

If you want to approach your work with a new perspective, need to learn how to do personal work to strengthen diversity practices, and/or desire to better understand diversity challenges on multiple levels, then this resource is a perfect addition to your toolbox, and will hopefully enhance what you’re already doing.

We’ve all heard the phrase, “Be the change you want to see in the world.” Now it’s time to get down to the fundamentals and take active steps that will help ensure the change we’re looking for is really what’s best for everyone, and that we have a clear mindset to get us there.

When To Swerve Outside Your Lane

Tue, 17 Oct 2017 16:22:00 GMT

It’s been just over a year since former San Francisco 49ers quarterback Colin Kaepernick started taking a knee during the national anthem before game time to protest police violence, but the controversy hasn’t died down. Instead, it’s taken on a whole new life now that even our president has jumped into the debate and our vice president flew all the way to a 49ers-Colts game in Indianapolis to stage a counter-protest of his own by walking out when the expected occurred.

What’s most striking to me is that all these athletes and administrators, for better or worse, decided that an issue well outside of their normal area of expertise was so important that they had to take a very public stand.

The NFL isn’t the only place where we’re seeing influential people weigh in on thorny public issues. More than 800 business leaders at the nation’s top companies joined together to speak out against the repeal of DACA , the Deferred Action for Childhood Arrivals program that allowed undocumented young people brought to the US as children to stay and work legally. Signatories of this initial letter include Julie Sweet, CEO of Accenture, and Mary Barra, CEO of General Motors. “ Bathroom Bill s ” that aimed at transgender individuals in North Carolina, Indiana, Texas, and elsewhere have spurred boycotts from organizations as diverse as the National Collegiate Athletic Association and the multi-million-dollar performance group Cirque du Soleil .

True Leaders Take Risks

Our culture praises leaders who take risks and win big. Steve Jobs is an obvious example. But things become trickier when topics touch on social issues, where we don’t consider them to be experts. In those cases, we worry about how an ethical or moral stance will impact an organization’s brand, or even its bottom line.

However, by taking these risks, leaders of social change often changed the game. When leaders who are not necessarily known as social activists leverage their platforms to exert their influence, they often have a huge impact on the way society responds to an issue.

The Danger of Playing It Safe

I’ve noticed that even within my own circles, many of the leaders I’m connected to feel the need to “stay in their lane,” even though they have strong convictions about an issue. Whatever space they operate in professionally, whether it’s athletics or economic development or marketing, they wonder, “Who am to try to have a voice about something that could be a potential distraction from what I’m doing?”

What they don’t realize is that the distraction is already there, and it’s not going anywhere if they ignore it.

What if the real danger lies not in stepping outside your sphere of influence, but in missing the opportunity to use your hard-earned credibility for a greater good? Especially when controversies lie at the heart of diversity and equity, we need to consider how they impact the people around us, and how we contribute through action or inaction. So, when contemplating whether to take a stand and leverage your influence, remember, it’s really about people. If you feel like you sell widgets and social justice shouldn’t be your thing, consider the employees, clients, and other humans up and down the supply chain who could be positively impacted and activated by your confident expression of your beliefs.

Elevate Other Voices

There’s another lesson to learn from the NFL controversy. It was one thing when a single player took a knee. The impact reached a whole new level when team owners began stepping into the fray to support players’ right to protest – or to denounce it . The reality is that even by their silence, the owners had been setting examples. When you’re a leader, you never really get to “sit this one out.”

Those of us with higher levels of influence within our own spheres need to keep these things in mind.

Finally, there’s one last aspect that I hope isn’t missed in this conversation. None of the business leaders mentioned here was the first to take a stand. What they’ve all done is follow the lead and support the efforts of people lower on the totem pole, who have less influence – but who took the first risk. They’re using their position to amplify what their leaders of social change are doing.

Leadership is not just about what we do day to day within the boundaries of our organization’s specific mission. Why not? Because the people we work with exist beyond the confines of the office, the stadium, the hospital, the university, or wherever we work. To not address what’s happening outside your door is a missed opportunity and breeds a false sense of security. If you sit out, then others will sit in, and you could find yourself on the wrong side of history.

Do Some Addicts Matter More than Others?

Sun, 17 Sep 2017 16:24:00 GMT

Opioid addiction is being called the deadliest drug crisis in American history. But is it really ? Or is it just getting an intense level of attention and sympathy because it’s a drug that predominantly impacts whites?

The constant stream of stories about lives – entire communities – broken by opioid addiction is heartbreaking. You can’t deny that. But it does make me think about the last time we faced a rising drug epidemic, in the 1980s. It’s troubling to recall that back then, particularly in minority communities, crack addiction was represented as a shameful, criminal issue. Looking at the ways in which the two crises have been packaged, there is an obvious bias.

YouTube compilation of 1980s news footage illustrates my point. When we see minorities, most of the time they’re being arrested. Their drug use is shown as menacing. Compare that to this recent coverage (warning: it’s hard to watch). You’ll hear the word “heartbreaking” within the first minute. I believe that’s completely true, but what message does this disparity send to minorities who remember how accusatory the stories were when the subjects looked like them? What message does that send to whites?

Why the Difference?

When a problem like opioid addiction is treated like a health epidemic as opposed to a criminal menace, there’s more support for addressing it aggressively. It just begs the question: Why was there not a similar response of compassion and urgency when drug addiction grabbed hold of African-American communities? Why was the media-driven conversation so completely different when the population that was most directly impacted by it was different?

These questions present an opportunity to examine how society often has an all-hands-on-deck response when the afflicted population is mostly the white and more w ell-off . On the other hand, there’s vastly more shaming when a non-white community is afflicted. The blame shifts to the victims. Blacks and Native Americans , for example, have endured stereotypes that fault the individual or their entire subculture for their problems.

How to Respond More Equitably

I don’t think people set out to be unfair. We are influenced by an unconscious bias.

When we look at a certain population and its issues, we need to first examine the frame we’re using. How can we practice more mindfulness when we’re making decisions about how to respond to problems like drug use? Then, we need to go even deeper than that to examine our motivations. Sometimes we’re more motivated to move mountains to deal with issues affecting a specific population when that population looks a certain way.

A recent discussion in my Intentional Inclusionist Facebook group featured a program that strengthens connections between children and their incarcerated fathers. To my surprise, many respondents thought it better to keep the kids away from their dads. I wondered why people didn’t have more support for intact families. Is it only because mostly minority individuals are impacted? I encouraged a response that is less judgmental and more focused on the ultimate good for all involved.

That’s what we need to do when it comes to opioid addiction. That’s what should happen whenever the uglier side of life creeps up and calls for a societal response.

Why Should We Bother?

We must tackle these thorny issues if we’re committed to equity and dealing with inequality. Many times, those who can generate the most noise about an issue – get all those hands on the deck – are people of influence who then can help create change. That might be you.

The lack of equity is what divides our communities and our country and keeps race relations difficult. People notice when they’re not afforded the same level of attention or respect by those with the means and resources to help. Who wouldn’t question that? Sending some groups the signal that they don’t matter as much breeds a culture among people who start to believe it’s true. We’re perpetuating this cycle and don’t even realize it.

The Business Case

I’m reminded of what Marcus Shaw, senior director of business development of Management Leadership for Tomorrow, said at the Greenville Chamber of Commerce ACE Leadership Symposium . He said it’s hard for someone to show up at their best when they always have to question whether or not they belong, or will be accepted, or are valued. That means those of us in leadership roles need to know how biases impact our colleagues and employees and look for solutions.

As we’ve seen with the opioid issue, some people who fall into addiction are family members or coworkers. For them, it’s going to be hard to show up at their best if the conditions aren’t right for them to get the support they need. It’s even worse when it’s obvious that people who don’t look like them can get the help they need – substantive help that can turn lives around.

Previously, conviction for drug-related crimes locked people out of the job market. Today, companies are willing to consider looking past some criminal history as opioid addiction disproportionately affects their workforce. That’s wonderful news, but let’s not forget to be flexible and supportive when problems strike in minority communities. Ask why there is – or is not – enough passion or aggression generated to resolve an issue. A demoralized workforce is simply bad for business.

Powerful Change

It’s not easy to think outside of the messages actively promoted in politics and the media. But, imagine the power of a new thought process to lead you to new conclusions. Even more, think about how that could impact the messages you receive and send and ultimately the lives of others.

Leveraging Human Difference: A Strategic Priority for Business Success and Community Prosperity

Fri, 25 Aug 2017 16:25:00 GMT

In the wake of what’s happening in our world to potentially compromise the work of equity and inclusion which has been implemented, the time is now to become even more vigilant in educating ourselves on how to best value and manage human difference. Viewing diversity and inclusion as a leadership function is vital for well- functioning organizations. Years of experience have taught us that a diverse, inclusive workplace doesn’t just organically occur. Yet, as we look to the future, we recognize that huge demographic shifts are happening that impact society, requiring strategic diversity and intentional inclusion be practiced at every level for optimal performance. To remain relevant, organizations must ensure their diversity and inclusion game is on and strong. To be passive about inclusion can be dangerous, and to ignore inclusion can be reckless. Matters of inclusion should be a c-suite level and board concern to set the tone for all corners of the organization. Now is the time to get in the game and be intentional about the work of inclusion.

Well intentions can be the greatest motivation to start a new initiative. But, sometimes plans fail to reach implementation because of misguided information. Diversity and inclusion is one of those initiatives often absent or lacking in effectiveness in organizations for a myriad of reasons. Most often the reason is the lack of “know how” or understanding of the value to the organization’s mission. Passion for organizational effectiveness and an inclusive society fuels my drive to help influencers understand the essentials of intentional inclusion leadership as paramount to successful organizations and thriving communities. This is why I am so honored that my company, Nika White Consulting, has been hired to plan and execute the inaugural Diversity and Inclusion Summit for the Greenville (SC) Chamber of Commerce.

Plans for the 2017 Diversity and Inclusion Summit, LEVERAGING HUMAN DIFFERENCE: A Strategic Priority for Business Success & Community Prosperity are underway.This Summit is scheduled for October 17, 2017, from 9 am to 6 pm at the TD Convention Center. This full day experience will engage business and community leaders across a wide range of private/public sectors and will consist of an opening plenary with keynote speaker, a luncheon with a keynote speaker and approximately 9 different workshops offered in between. The day will end with a LEVERAGE. LAUNCH. LEAD Networking Reception for all guests and speakers.

We have secured a dynamic roster of presenters who are all national and international experts skilled in a wide array of diversity strategies. This is a tremendous opportunity to learn from authorities who have years of experience. Viewing diversity and inclusion as a leadership function is vital for professional and personal development. The Summit will address a variety of topics relevant to helping leaders more effectively manage and value human difference to create high performing organizations and thriving communities. A full listing of session descriptions, speaker bios and registration information can be found online at greenvillechamber . org

If you are still not convinced that these types of efforts matter, consider that an effective diversity and inclusion strategy begins with believing that the outcomes are worth it. To believe in the results, one must first become educated on the benefits of inclusion, becoming knowledgeable on what it is and what it’s not.

Inclusion is not a program, it’s a mindset.

Programs get canceled, but mindsets prevail. Inclusion is a strategy, philosophy, standard, expectation, and a driver of business success. I sound the alarm on this message every chance I get! Don’t just take my word for it, but acknowledge the research from McKinsey, Catalyst and Deloitte and the likes who suggest that gender and ethnically diverse companies outperform their peers as measured by business, financials and talent outcomes.

I like to work with clients who believe that it is worth investing in their organizations to attract talent and yield high-performance results through strategic diversity and intentional inclusion. My clients understand that staying competitive in today’s marketplace requires sustainable solutions to effectively engage diverse constituents. One of the greatest appreciations I have about being a diversity and inclusion practitioner is that after spending time learning the culture and practices, I can reveal to organizations insights about their work environment that employees may be thinking or experiencing, but are reluctant to share because of perceived repercussions. Having a person of authority on diversity and inclusion to identify the opportunities and barriers can be helpful for creating sustainable efforts. It’s not always easy to address less than ideal realities of an organization’s culture that may hinder success, but it’s essential to conduct an honest assessment to know where improvements are needed. An effective diversity and inclusion consultant recognizes the importance of earning clients’ trust by confidently presenting data, offering solutions and encouragement to stay to course to reap rewards that come with strategic diversity and intentional inclusion. If you are a diversity champion in your organization focus on what’s right for the organization. You could very well be the difference needed to move your workplace to one that is passive about inclusion to one that strives to intentionally model inclusion.

The Big Question Missing from the Google Diversity Debate

Sat, 12 Aug 2017 16:28:00 GMT

You would probably need a Google Alert to try and keep up with this story, but here’s a quick summary: Google engineer James Damore recently distributed a 10-page internal memo against Google’s gender diversity policies. In it, he lays out several arguments for why Google – and the tech industry in general – should not try to “force” gender equality, or reshape itself so that there’s a 50-50 balance. He says it’s just not biologically logical.

This week, Mr. Damore was fired.Mr. Damore apparently wrote the document in response to Google’s efforts to address the gender gap in its company, seeing it as evidence of a culture hostile to dissenting viewpoints. Google swiftly dismissed him on the grounds that “portions of the memo violate our code of conduct and cross the line by advancing harmful gender stereotypes in our workplace.” What D&I leaders should be asking is not only where that line is, but whether this expectation was clearly communicated. Were there more employees who shared some of Mr. Damore’s sentiments leading to the bold position he decided to spell out and disseminate? Were warning signs dismissed or ignored prior to the proportions reached by Mr. Damore?

We need to take a big step back to the point before he first thought to sit down at a computer to write his manifesto. The big question is, what about Google’s company culture made him feel that it would be okay – or necessary? The warning signs must have been there. I have to wonder what about Google’s culture allowed a senior software engineer – a leader on some level – to feel it would be okay to write and distribute to employees a 10-page manifesto speaking against the values of inclusion when Google supposedly views inclusion as an asset. To me, this is what we need to dig into. To write personal reflections is one thing, but to have the confidence to distribute it to company employees is arrogant. People who tend to make “boss” moves like that have no situational awareness, feel justified, or simply don’t care about the consequences. We need only to look at some of the points in his argument to know that he was not writing from a framework that includes a mature and full understanding of diversity. It’s possible that Google did, in fact, present good information and opportunities for discussion that Mr. Damore simply rejected or failed to grasp. But taking his argument and document at face value, several myths he perpetrates are striking, including these two:

The story has already spun in many different directions and likely won’t disappear soon. Immediately after Mr. Damore was fired, people were concerned that other employees would no longer feel free to express themselves. I personally don’t buy that: it sounds more like an excuse to tolerate the most offensive and critical parts his argument, namely that women are generally biologically unfit for the work. Engaging in respectful questioning and sharing different opinions and perspectives is not what’s at risk, but a culture of equity, acceptance, inclusion and equality is at risk.

There is one thing Mr. Damore got right. He writes, “Philosophically, I don’t think we should do arbitrary social engineering of tech just to make it appealing to equal portions of both men and women. For each of these changes, we need principle reasons for why it helps Google; that is, we should be optimizing for Google—with Google’s diversity being a component of that.” The business case was missing for Mr. Damore; it is the organization’s responsibility to ensure that the business case for diversity is clear. Communicating the business case and communicating it often is key.

It’s our responsibility as leaders to take big, bold steps when it comes to fostering diversity and inclusion in the workplace. However, those steps must occur on solid ground. There should be a clear understanding of what is happening, and why, and there must be appropriate outlets for the inevitable pushback.

If you’re thinking about requesting or implementing diversity programming in your organization, don’t let the Google controversy have a chilling effect. In fact, let it stoke your fire to be smart about your messaging, and frank about your organization, and brutally honest about the needs. Inclusion is about making diversity of thought, and people with ideas like Mr. Damore’s need to know that they will be heard – even if not necessarily agreed with.

Model the Inclusion You Wish To See

Wed, 08 Mar 2017 16:31:00 GMT

Intention can be the greatest motivation to start a new initiative and achieve a goal. But sometimes plans fail to reach implementation because of misguided actions or lack of intentionality. The work of inclusion is an initiative that doesn’t always happen organically, but requires intention.

As leaders, we all are seeking positive outcomes. We hope for positive results to drive us toward a purpose. If we coach leaders to be intentional in their pursuits, it will create a dramatic change. One of the best ways leaders can create an impact is by committing to a lifestyle that values and leverages human differences. Imagine what the world would be like if we all were intentional in our pursuit of inclusion. Diversity and inclusion are vital assets to the performance of organizations and communities.

· Treat inclusion as a function of leadership.

· Be driven by values and a sense of fairness.

· Possess a strong sense of personal responsibility for change.

· Be open-minded and have a passion for learning about human difference.

· Engage in respectful questioning.

· Recognize that diversity in thinking is critical to effective collaboration.

· Encourage others to challenge existing practices that may unintentionally exclude.

· Lead by influence, not by authority.

· Empower others to grow by inspiring them to solve problems and come up with new ideas.

· Focus on results while holding others accountable for the performance they can control. Be courageous; stand up for what you believe in when you know it is right.

· Practice humility; admit mistakes and ask for feedback.

· Be proactive in finding ways to create a safe space for all in your sphere of influence to contribute and feel valued.

10 Principles of Personal Strategic Planning

Wed, 01 Mar 2017 16:33:00 GMT

After presenting recently on the topic of personal strategic planning to a diverse group of about 200 ambitious women, I realized the need to share this content with a broader audience of hopefuls who are eager to propel themselves to the next level both personally and professionally. It’s not by accident that with great humility and gratitude, I often get the opportunity to share my story. Many have seen my journey up close by following my career progression and by exposure to my professional brand. What I often share is that building that brand was and continues to be very intentional to my personal strategic plan. For several years now, I’ve been consistently implementing and nurturing my brand (well before launching my consulting business). Having a personal strategic plan has been a catalyst for accelerated success I’ve had the fortune to experience, which resulted from passion, perseverance and pure curiosity.

Many of us only consider a strategic plan when thinking of our companies or our employers. We associate strategic planning with the process whereby we enter conference room with our colleagues with pen, paper, flip charts and markers, as we revisit or establish our mission, vision, goals, objectives and the like. However, rarely do we think of strategic planning as it relates to our personal lives.

I love empowering others with tools and nuggets of wisdom that will help them chart a pathway of success with great intention. Therefore, I’m sharing with you the same principles that resonated with those 200 or so women I recently had the pleasure of spending a good portion of my evening with a couple weeks ago. I hope to inspire you with the principles that have guided me in my journey and proved incredibly beneficial when implementing my personal strategic plan.

Those who have heard me speak before know that my absolute favorite word in the vocabulary is Intentional. I do a lot of speaking engagements and I don’t think I’ve ever managed to get through a presentation without using this word. It is such a powerful word and it’s so important to this discussion of personal strategic planning.

Intention is the driving force behind what has worked so effectively in my life. Intention is what led me to a my purpose. Being intentional has a certain look about it. It’s focused, deliberate, calculated, action-oriented, conscious, planned, thoughtful, and assertive. It means to execute with a purpose for an intended outcome and involves mental activity such as forethought. Intention is at the heart of every principle I will share with you regarding developing your personal strategic plan.

Personal Strategic Planning – what is it and why does it matter?

Personal strategic planning is identifying your purpose and mission and exercising intention in executing that plan to accomplish what you set out to achieve – not much different from organizational strategic planning. Personal strategic planning matters because it is a self-leadership strategy – if you can lead yourself you can lead others. Leadership is about improving others because of your presence and making sure that impact last in your absence. Building a personal strategic plan becomes an ongoing exercise of self-leadership. The very best leaders throughout history like Susan B Anthony, Helen Keller, Rosa Parks and many others were all principle-based leaders. If the very best leaders throughout history subscribed to principle-based leadership, we are wise to do the same.

Principle # 1 – Pursue Passion for your Purpose

Possessing passion for your mission and vision is about knowing your purpose. What are your passions and values? Enthusiasm is infectious. Being enthusiastic about your beliefs and ideas adds power to your convictions. Passion keeps you focused on your why/purpose. Simon Sinek tells us that in all we do start with the why and that’s true for personal strategic planning as well. When we’re passionless, we procrastinate on the plan or become burnout trying to execute it. With passion, we approach our plans with excitement and a sense of urgency. Passion gives planning energy. Passion also gives planning focus by narrowing our vision so that the plan dominates our attention and distractions fade into the background.

Principle #2 – Have a Personal Mission Statement

Start with what you want to accomplish, who you want to become and why. Your personal mission statement should evolve over time. Writing it down creates a greater sense of commitment to your personal mission.

Principle #3 – Build Your Personal Brand

When you have a strong personal brand, people recognize and care about your name, what you’re working on, what you offer, and what you’re about. It gives you influence. To build that strong personal brand you must be willing to put in sweat equity. This world is run by those who show up not those waiting to be asked. The absence of sweat equity into the execution of a plan is simply talk or rhetoric. Be purposeful and intentional. Have a personal brand statement, and work tirelessly to deliver on your brand promise. Here are some tips for being strategic in building a strong personal brand.

· Add value to gain influence.

· Pursue excellence. Become an expert.

· Network, be visible, and promote yourself. PR is your friend.

· Associate with other strong brands.

· Determine your niche. What separates you? What makes you unique?

Principle #4 – Build Partnerships to Gain Influence

Find a group of people who challenge and inspire you, spend a lot of time with them, and it will change your life. No one is here today because they did it all on their own. I’m certainly not here today because I’ve gotten to this point on my own. In fact, I share all the time, that I am a believer in mentorships. Relationships are the single most powerful weapon that a person can have at their disposal to leverage.

A mentor is someone who you can be accountable to, a trusted confidant, someone with values and attributes you would like to emulate. The purpose of a mentor is to partner with you on your success. Mentor/mentee relationships can take on many different forms. Also, there’s something to be said for being strategic. Don’t rule out the potential of someone you normally wouldn’t connect with to be your mentor and advocate. Be versatile and open to learning from anyone.

Principle #5 – Pay it Forward

Promoting others and paying it forward builds your personal brand. I particularly love to see women supporting and promoting other women. Women must realize that part of our responsibility as women is to protect the full turf. So, believe in each other, support each other, defend each other and think and act as if your fellow sister deserves the world. Women accomplishing success has a leverage effect by providing role models and aspiring goals for other women and for girls at early stages of education and career decisions. Helping others have a significant effect on what it does for you just as much as what it does for others.

Principle #6 – Pursue Risks

Unless you try to do something beyond what you have already mastered, you will never grow. In fact, I always like to encourage women to take the worst, the messiest, the most challenging assignment you can find, and then take control.

I like to challenge myself to take on things before I’m ready. That’s how I intentionally grow. A courageous spirit can help actualize our potential to the fullest. Courage is necessary for us to operate at our full capacity. Life is inherently risky. We must see risk for what it’s worth. Each mistake teaches us something. If you are afraid to take risks because you are afraid of criticism, then stop reading this now and accept life as it currently is for you. Risks cause you to stretch yourself to build your capacity for even greater potential.

I wish to focus the last few principles on concepts that have worked for me to help keep me on track during those times when outside influences made it hard to follow my personal strategic plan.

Principle 7 – Have a Victor’s Perspective

The quality of your life is based on how you process the events of life. Be a victor and not a victim, especially when faced with adversity. If you have a victor’s perspective, then most events will be interpreted as necessary. A victor looks at every obstacle as an opportunity. A victim shuts down, stops trying. At the outset, I make up my mind to expect challenges, road blocks, and then I remember my why/purpose. Having a victor’s perspective gives you confidence during those times when you are faced with difficulty. To have a victor’s perspective you must build your confidence.

A victor’s perspective forces us to avoid confidence killers to prevent compromising our brand. Confidence is a weapon. I am a woman of great ambition, (we must have that level of confidence) and there’s only one way I know to do things and that’s with a heart of tenacity, spirit of conviction, source of clarity, and most importantly with intention!

Principle# 8 – Principle of not Taking Things Personal

It’s healthy to assume people’s actions are coming from a place of positive intent. We must see the good in others for our sanity. People in general have sensitive natures and along with this quality comes the tendency to input meaning and motive to the behavior and actions of others. Perhaps it’s not personal and then asks yourself…so what if it is? Sometimes silence is the best response. And, it will keep you out of a lot of trouble. Remaining out of trouble helps protect your brand and avoid distractions. Not having to react to everything shows that you are in control of your emotions. Emotional Intelligence is an incredible skill to have when building and cultivating relationships and executing your personal strategic plan.

Principle #9 – Strive for Progress and not Perfection

I don’t believe that there’s such thing as work life balance. Everything worth fighting for unbalances your life. Perfectionism is a confidence killer. The irony is that striving to be perfect, keeps us from getting much of anything done.

I’m learning each day to become more and more vulnerable, letting people see my human side. Being willing to be vulnerable and admit when you need help. Showing humility can be risky, but also rewarding because if forces you to remember that you are striving for progress and perfection.

Principle #10 Live by Principle

You must stand for something. Be intentional about having strong conviction for principles. Someone who stands for nothing will fall for anything. Standing for something takes courage. It takes the mindset of a trailblazer, a change agent. Your actions in moving towards your dreams should not compromise who you are. Maintaining your integrity and character is crucial to anyone concerned about charting a pathway of success and building a strong personal brand.

For me, my convictions for are equality, and inclusion, building a strong legacy that my children and community can be proud of, and more importantly on a personal note, living a life that honors God.

We must always remember that life’s bigger than us. So, have conviction for those things you care about. Be voice in areas that need our attention. Be a person of principle.

Post-Election Opportunity for Diversity and Inclusion Practitioners

Tue, 06 Dec 2016 16:34:00 GMT

The current political climate has many questioning the future for those who are often marginalized. Many diversity and inclusion practitioners may even view their role as less significant and threatened as a result of the newly elected commander in chief. The work of inclusion is complex enough. Having a president-elect whose actions and words left many feeling vulnerable creates frustration, and can compromise the mission of establishing acceptance and equality for all. What we must ask ourselves now is how can the outcome of this election work to our favor? I believe it’s to our benefit and see the election results as an opportunity. Through this historic election, we have been presented with a chance to work even harder to more effectively shift the paradigm of inclusion from one of obligation to one of opportunity. Some of the best solutions to social complex issues have come as a result of a crisis situation causing many stakeholders to become involved in instituting change. My hope is that the election outcome will spark urgency for those of us in the discipline of diversity and inclusion to refocus. And for those who do not carry the D&I title , my hope for you is that you will also find it necessary to get in formation to ignite greater inclusion in your respective organization and circles of influence.

Early in my career as a D&I practitioner, one of my mentors (also in the discipline) shared with me that the longevity of a D&I officer is typically around the five-year mark before it’s probably time to transition. The notion is that if a D&I officer is effective, he or she has most likely challenged the status quo multiple times, instituted about as much change as the organization can stand, and may have made some people uncomfortable. This often leads to the officer transitioning from the organization (sometimes willfully and other times not). But, in the end, that officer can rest well at night knowing that he or she was effective in making a difference. Diversity and inclusion is all about change and change management. We must ask ourselves as D&I professionals, how do we effectively manage the change and still get the results we seek. Here are four essential practices to not only survive, but thrive as a D&I practitioner in today’s society post-election.

3 Rules of Engagement for Effective Mentorships: How to be a Highly Appreciated Mentor/Mentee

Mon, 19 Sep 2016 16:37:00 GMT

Leadership today is all about connecting. Building relationships is a way to gain influence. Relationships may be the single most powerful weapon a person can have at their disposal to leverage for success. Some of the most important relationships of my career have been through mentorships. I’ve always believed that mentoring is the most selfless and worthy act a person can extend to someone that yields a significant return on investment.

I have mentors for every aspect of my life: spiritual, professional, doctoral journey, community/volunteer leadership, etc. This is important, because it is rare that anyone will find one person who meets all the criteria for what they would like to emulate. Plus, who would want that type of pressure? We must allow people to be human.

Criteria for a mentor include someone who is accountable, trustworthy, demonstrates integrity, and possess other attributes worthy of emulating. After all, the reason you would want someone to be your mentor is because they have qualities you wish to learn from and model in your own life.

Below are three critical points for engaging in effective mentor/mentee relationships. If followed, these practices can lead to a high level of appreciation for both parties.

Finally, I wish to leave you with a note from one of my mentees that I think we all could learn from. She sent me this note at the start of our mentor protégé relationship when I asked her to communicate what she was seeking from the relationship to inform how I could best help her. Here’s what she wrote:

“Good morning, I wanted to confirm our meeting for May 15th at 9:30 am and provide some topics to frame our mentorship. So how can you help?

1. Continue to challenge me with thought provoking questions

2. Offend me, if necessary

3. Teach me to collaborate and build meaningful relationships

4. Share your failures and how you overcame

5. Help me to set realistic goals and develop actions plans

6. Teach me how to increase my influence

As your protégé, I will:

1. Follow instructions,

2. Ask clarifications,

3. Operate in integrity

4. Be grateful for your time, energy, and everything else you bring to the table.

5. Be responsible for my own outcome

I am looking forward to growth.”

I continue to mentor this young lady. I learn from her hopefully just as much as she learns from me.

Debunking the Myths and Illuminating the Excuses

Tue, 06 Sep 2016 16:38:00 GMT

Well intentions can be the greatest motivation to start a new initiative. But, sometimes plans fail to reach implementation because of misguided information. Diversity and inclusion is one of those initiatives that I often hear about lacking in organizations due to myths and excuses. Consider these four points below designed to debunk the myths and illuminate the excuses that many organizations often are faced with.

Don’t let a myth or excuse keep your company from joining in the ranks of successful organizations that are committed to diversity and inclusion and are reaping the benefits.

The Impact of Economic Inclusion

Thu, 31 Mar 2016 10:52:00 GMT

Recently I had the opportunity to serve as keynote speaker for the Florence Chamber of Commerce Diversity Leadership Summit Luncheon. The topic I was asked to address was the economic impact of diversity and inclusion. Any time I’m given the opportunity to have a voice around the subject of economic inclusion, I always feel this strong sense of responsibility. I’m fortunate in that working in this space affords me the opportunity to be a change agent for something I am incredibly passionate about.

If we can address the economics, we can address a lot of the other challenges communities experience that require systemic solutions, transformative in nature in order to enhance community prosperity. In my delivery, I shared three significant principles that must be exercised to fully embrace and effectively realize the impact of economic inclusion.

I Take This Personal – Women’s Leadership – Part 3

Fri, 02 Oct 2015 16:53:00 GMT

The topic of advancing women’s leadership is personal to me.

I’ve spent a lot of time studying the topic and created a three part series dedicated to this incredibly important subject. My first blog post of this series shared statistics and reasons for the disparity in women’s leadership – there are many. Part two of the series is dedicated to answering why this matters. The final post in this series provides practical steps to address the disparity; things that can be done immediately to help women advance in leadership.

What can women do to address the disparity in women’s leadership:

Buying Black – The Empowerment Experiment

Wed, 30 Sep 2015 13:12:00 GMT

I had the privilege of introducing the keynote speaker, Margarita (“Maggie”) Anderson, for the Black Expo kick off breakfast event. Prior to this experience, I was not aware of Maggie Anderson, but having met her, my perspective has been broadened to a place I didn’t know was possible. To say that her presentation was compelling is a tremendous understatement. The standing ovation she received at the end was a direct result of how

awe-inspiring her delivery and message was and the recognition of just how lasting of an impact her message would have on all those who were fortunate to be in the audience. As I introduced her, I jokingly mentioned that the only problem with the event was that not every seat was filled. Little did I know how true that statement would become at the end of Maggie’s delivery. She autographed her book for me and I was too embarrassed to read her personalize message while standing in her presence. I anxiously waited until I got in my car. Here is what it said, “For my new best friend in Greenville, the beautiful, smart Nika…You may think that I inspire you. But, know that you inspire me. Love Maggie.” So, let me tell you about my new friend Maggie.

Maggie is the founder of the Empowerment Experiment and author of the critically acclaimed book, entitled, Our Black Year. Maggie’s book explores the reasons why Black businesses lag behind businesses of all other racial and ethnic groups in every measure of success. Maggie was born to an immigrant family as first generation Cuban American. Maggie and her family made history and dominated headlines as national media

covered their yearlong stand living exclusively off Black businesses, professionals, and products for an entire year. This first-ever real-life case study in self-help economics was called The Empowerment Experiment (EE). Their experiment resulted in a landmark study conducted by Northwestern University’s Kellogg School of Business, which proved with the data from the Anderson’s journey how incremental support of Black businesses can rescue the Black community and improve the American economy as a whole. Since the experiment, Maggie has become the face of a conscious consumerism movement uniting consumers and corporations of all kinds, and quality Black businesses that can rescue struggling communities and provide role models to Black youth.

Other aspects regarding Maggie’s journey that has left quite an impression with her are the opportunities she was afforded to learn and study under some of the most iconic leaders from corporate and political backgrounds. She spoke humbly about how during law school in Chicago President Barack Obama was her law professor and mentor. Before the empowerment experiment, Maggie was an aide to civil rights icon, Congressman John Lewis, the speechwriter for the Mayor of Atlanta, a corporate strategy executive at McDonald’s Corporation working under the CEO of McDonalds, and those relationships helped her find her calling. Collectively these experiences left a strong impression with Maggie and she committed herself to an economic empowerment-message platform to inspire people to think differently about consumerism, increase their overall awareness of issues concerning economic inequalities and spark urgency for proactive support of black businesses.

I hope you will get to know the work of my new friend Maggie, and help advocate for the important message of investing in minority communities.

I Take This Personal – Women’s Leadership – Part 2

Mon, 28 Sep 2015 12:13:00 GMT

The topic of advancing women’s leadership is personal to me.

I’ve spent a lot of time studying the topic and created a three part series dedicated to this incredibly important subject. My first blog post of this series shared statistics and reasons for the disparity in women’s leadership – there are many. Part two of the series is dedicated to answering why this matters and below are some of the more relevant reasons to care:

Why does this matter?

A Lesson from Kiara Kabukuru

Thu, 24 Sep 2015 17:14:00 GMT

I as many others in our community had the distinct pleasure of hearing Kiara Kabukuru give the keynote address at the 10 ^th Annual Upstate Diversity Leadership Awards Dinner held on May 6 ^th . I was fortunate to have sat next to the supermodel during dinner where we engaged in what I thought was going to be small talk. Instead, she challenged me, inspired me, and left me wanting more one-on-one time with her. Ugandan-born, Kiara Kabukuru grew up in Los Angeles where at the age of seventeen her beauty and talent was discovered and her career flourished from there. Her professional modeling experience spans too many honorable distinctions to name, including appearing in some of the top campaigns to ever exist. What was most remarkable is Kiara’s story of resilience, which gives life to anyone fortunate enough to hear it. In 2000, Kiara was severely injured in an accident where she collided with an 18-wheeler while riding a bicycle. Although she fully recovered, that experience shaped what path she would take going forward and the perspectives she would commit herself to in spite of circumstances around her. The reflections she shared from the podium were compelling as she spoke of her family and lessons learned throughout her life. However, it’s what she said to me one-on-one that resonated so deeply leading me to write about it.

As Kiara’s bio was read and she heard herself being referred to as a “minority,” she immediately turned me to and said, “I don’t like that word, and I don’t understand why it was used in that way.” We engaged in dialogue a little further about her level of offense and she went on to explain that based upon sheer numbers of people of color in the modeling industry, she is indeed a part of an underrepresented group. However, more importantly to her, she’s considered a “minority” in her industry because she has accomplished success at levels that have rarely been achieved by others in the same discipline. The use of the word “minority” to describe Kiara had the potential to serve as a high form of compliment, but instead the emphasis on “minority” focused the context on the color of her skin.

This unintended consequence served as a turning point for me regarding how I view and use the word “minority.” I have allowed convenience to cloud my judgment when using the word. The assumption has been that everyone understands that “minority” refers to underrepresented group. The problem is the negative connotation associated with the word and the reminder for some that the term is perceived as “less than.” The word “minority” certainly has the ability to be degrading to the people it represents regardless of race. As America’s ethnic and racial make-up changes, so, too, should the words we use. Isn’t it about time for society to find a replacement to the word “minority?” I will certainly be more aware of how and when I use the term and encourage others to be vigilant in doing the same.

The Ideal Village

Wed, 23 Sep 2015 10:15:00 GMT

I had the pleasure of serving as keynote speaker for an organization called Diaper Bank of the Carolinas. The theme of that event was It Takes a Village. In that presentation, I invited the audience to take a mental walk with me through the village. We first visited the ideal village where we encountered well-manicured yards, brand new school buildings, thriving families and everything needed to sustain an ideal village. We then continued our stroll where we encountered the exact opposite of the ideal village. The descriptions of the two types of villages were extreme, but it was to drive home the point that if it takes a village as the African proverb states, we must build it, maintain it, and sustain it to ensure it’s the ideal village.

Hilary Clinton popularized this African proverb when she served as the First Lady of the United States and wrote a book on the topic. This proverb describes the impact individuals and groups outside the family have on a child’s upbringing. As I thought about this theme, I was fully aware of the intent and meaning of the proverb in its original form, but I could not help but to ponder a point of concern that kept stirring inside of me as I thought about this proverb. Consider with me for a moment the circumstances under which this African proverb was created. During that time, everyone believed in the village and bought into the personal responsibility each person and entity in the village were to assume to make the village a community to be proud of and to trust your children to.

The reason I took the audience on that journey is that in discussing this topic, we must not just consider our view of today’s village. Some of us can be proud of our village, but some of our villages have work to do. Can we agree that the impact groups and individuals (both outside and inside of a family) have on a child can be for better or for worse? So, if I were to rewrite the proverb in consideration of what many of our villages look like today, I would have to consider qualifying the suitability of the village – whom within the village is appropriate to raise my child or anyone else’s child for that matter. In order for us to advocate for this message of involving or trusting the village to make a difference in our children’s lives we must be certain those behaviors and influences are for the child’s well-being and to the child’s advantage.

I ran across a graphic that was very illustrative of this point. Someone posted on social media a picture of a woman holding her young daughter close to her in a very protective manner and the caption on the image said, “They say it takes a village to raise a child. I’ve seen the village and they are NOT raising my child.” If we are to be the village (church, community, school house, etc.) how do we become that ideal village where we are consistently producing positive seeds avoiding the potential of negating the affirmative intent of what the village stands for. In my presentation, I shared the following three attributes that an ideal village must have to be worthy of raising our children:

Community – It’s not a myth that it takes a village. It certainly takes a village, but it takes a village that believes in community. When we buy into community, we are creating that village, which produces hope, opportunity and prosperity and the ability for us to gain significant influence to change the parts of our village that are less than ideal.

Courage – Someone who stands for nothing will fall for anything. Standing for something takes courage. It takes the mindset of a trailblazer or a change agent. Without courage, the progress that has been realized because of the great giants who came before us would not be celebrated today. Many of those giants were very instrumental in creating a village well equipped to produce positive impact. The reality is that many do not aspire to be a change agent because of the lack of desire to weather the storm as a trailblazer. Right now, many of us are only functioning at a small fraction of our ability. A courageous spirit can help actualize our potential to the fullest. Courage is necessary for us to operate at our full capacity. We need our children to see us operating at full capacity, always giving our best and setting the example.

Combat – I probably don’t need to tell you that in order to win our village back and have it to be something we are proud of, we must approach change as though we are in war. That level of tenacity and intentionality will bring back the foundation upon which our African ancestors and mothers came up with the notion that “it takes a village.” We need to shift our focus to understand that our fight now in 2014 is in the board room, in higher education, in our kids’ schools conversing with teachers and administrators, in our homes setting an example for our kids of what family should look like, in our ability to avoid judgment of others, in the marketplace pursuing excellence, it’s in business where we are increasingly growing as entrepreneurs and effective engines for wealth creation and job creation. It’s in our community giving back, volunteering, and participating in the responsibility of the village by helping others. We are in that fight. That’s what combat looks like today. That’s where we are going to gain influence and make a difference in our village.

Throw Out The Excuses

Tue, 22 Sep 2015 11:16:00 GMT

Last year I had the opportunity to attend my first American Chamber of Commerce Executives (ACCE) Convention, where I co-facilitated a session on growing diverse business. The entire convention experience provided great perspective on the work we are doing through CAPACITY. Specifically, the convention yielded an opportunity to benchmark against other chambers across the country. I look forward to implementing some of the ideas shared. It was refreshing to see the industry as a whole take a leadership approach to diversity and inclusion. In planning the curriculum, it was evident that ACCE considered the significance of D&I to the process of creating the “chamber of the future.” While attending the convention, a chamber exec from a different market engaged me in a conversation about Greenville’s initiatives and proceeded to share that, his chamber “invites diversity into its culture.”

At the time, the comment did not conjur concern because I understood the intent. Reflecting on the conversation later revealed an inaccuracy, which is that we do not have to invite diversity. Diversity is already here. We must; however; be intentional about welcoming and cultivating inclusion, because inclusion does not happen organically. Intentionality is incredibly important to the work of inclusion because it requires leveraging diversity to accomplish the organization’s mission. Recognizing that diversity already exists in our community, the question becomes what we each will do about it to make our community better.

One frequent reason organizations cite for not operating in the space of diversity and inclusion is that they simply do not know how to manage and implement a D&I initiative. I do not doubt this to be the case, but I also know that what an organization values, is what they pursue and dedicate resources to. Dr. Mel Gravely, when presenting at ACCE on “The Inclusion Imperative” said it best when sharing that if you do not know how, consider the thousands of resources available through textbooks, white papers, webinars, consultants, conferences, etc. In short, he helped many in the room draw the conclusion that if an organization is not engaged in diversity and inclusion practices because the organization does not know how, is simply an excuse to not get started. Dr. Gravely is quite an icon in the space of diversity and inclusion and minority business development, as well as an author, entrepreneur, civic leader, and corporate advisor.

My challenge to all organizations is to throw out the excuse of not knowing how and invest the time and energy necessary to learn how. It is just that important.

I Take This Personal – Women’s Leadership – Part 1

Sun, 20 Sep 2015 10:17:00 GMT

I’ve always found myself drawn to advocacy of groups that are often under-represented so it was no surprise that I ended up in the profession of diversity and inclusion. As a Diversity and Inclusion practitioner, I receive speaking engagement invitations on occasions. The opportunities that I am really passionate about are those where I am able to share my personal stories and reflections that empower women and populations that are often in underserved communities. For this reason, I wish to dedicate my next three blog posts to a topic that I spend a lot of time thinking about…leadership and empowerment. Empowering women is a passion and leadership is a lifelong study and pursuit of mine. Literally, 60% of my personal time right now is consumed with literature, studies, panel discussions and dissertation research related to leadership. I am currently working on my doctorate in management and organizational leadership and my dissertation research relates to board diversity – specifically the disparities of women and minorities on boards and in senior level positions. Usually when I do these talks, I am asked about handouts and presentation decks, etc., but I typically don’t use those tools with this subject. This topic is personal for me. I always wish to create an atmosphere that will foster intimate conversations in a safe environment. I find that these discussions are more meaningful when kept informal. What I’m finding is that the facts do not paint a pretty picture. In fact, the data uncovers that we have a lot of work to do to even the playing field and allow women to advance in leadership in greater numbers.

In this three part blog series, I’m going to give you some statistics, share reasons for the disparity, underscore real application that can make a difference, (things you and I can do starting today), and explain why it all matters (unfortunately, it is necessary to explain to some). In this post, I start with the statistics and reasons for the disparity based on the numerous articles and research I’ve encountered throughout my studies. Brace yourselves.

The Facts:

The Reasons for the Disparity:

The C-suite jobs tend to involve more pressure and less flexibility, which can be less appealing to women forming families or opting for greater control over their lives.

The lack of strong and consistent woman-to-woman support. Women we can be our own demise if we aren’t taking and creating opportunities to both publicly and privately advocate for other women.

Principle of Possibility

Wed, 16 Sep 2015 17:18:00 GMT

You have a better chance of accomplishing the possible than the impossible Gen 18:14 Is there anything too hard for the Lord?

The Principle of Possibility sits on the foundation of the Principle of Perspective in that this principle is an exercise of the mind. If you want to exponentially increase your odds of success then only spend your time, energy and money trying to accomplish what is possible. Do not waste your resources on trying to accomplish the impossible. I know some are thinking that is a small way of thinking. I know some are wondering, “How will anything great happen if people do not attempt the impossible?” It’s not about the size of the feat one attempt it’s about the mindset of the person attempting the feat. Henry Ford once said, “Whether you think you can or you think you can’t—you’re right.” If that’s the case, and according to the Principle of Possibility it is, then why not focus your attention on expanding what you truly believe to be possible to you and spend your resources accomplishing that ever expanding list of dreams? Most focus on accomplishing the impossible because they think it’s heroic or courageous to do so when in actuality they are setting themselves up to fail by approaching something that they have internalized as impossible. It may never have been done before, but rest assured the first person that does it will do it because they knew all along that it was possible. There are risks to setting out to accomplish the possible… there are no excuses. You see if you set out to accomplish the impossible you have a built in excuse that it was impossible, but if it was possible then you only can look to you and ask the question are you willing to pay the cost to make it happen in your life? If you have taken the time to read this blog then something tells me you are one of the few that’s willing to take the risk of attempting the possible, expanding your possibilities and answering with a resounding yes to the question of are you willing to pay the cost.

3 Tips to turning the impossible to possible

1. Faith in God: We fully understand that some reading this blog may not believe in a higher power. Our hearts go out to you because if your assertion is true then that puts the burden of survival and success solely on your shoulders. That’s a lot to have to carry alone. Without faith in God you can only achieve what you see is possible in your own strength. That is very limiting and burdensome and not something we would ever wish on anyone. For those who believe in God you must make sure you do not forfeit the benefit of believing in God, which is the assurance that a supreme power is incapable of failing. This understanding can be liberating as the pressure of living this life becomes heavy and even perplexing in our own human strength. When we figure out in our heart what’s possible for God, we then have the opportunity of truly tapping into what is possible for those of us who believe in Him.

2. Growth: Now that everything that you could even dream of is possible to God, you now have to wrestle with what is possible for you. Unfortunately, most of us only assess what’s possible to us based on our current limited talent, skills and knowledge. Consider what is possible to you if you grow! When we consider the fact that we can grow we began to ask ourselves questions like, “Can I grow into the spouse I need to be to have a great relationship or can I grow into the leader needed to start my own business, or can I grow to handle more responsibility in my career.” The answer is absolutely you can! Rest assured no one is born great at anything. It takes tremendous sacrifice and sweat equity to become great. It takes the mind to grow at a particular skill. In his book Outliers, Malcolm Gladwell, states that it takes roughly ten thousand hours of practice to achieve mastery in a field. It is true that some are born with natural gifts that give them an edge, but it is also true that natural gifting alone is not enough. If you can embrace that it is possible for you to grow then you can be confident that it is possible to achieve whatever your mind can conceive.

3. Good Model: It is critical to find a good model because a good model makes whatever you are trying to accomplish possible for you. What constitutes a good model? A good model is someone that you can relate to and that you can see yourself in. This allows you to challenge yourself with the fact that your dream is possible for someone that looks like you, come from the social economic background like you, or any other challenge that may offer itself as a reason you cannot accomplish your dream. A model is so important because if you have never seen it done by someone like you, then you are doing the impossible. Remember the trick is to move away from the impossible and only set out to accomplish what is possible. Please note that you do not have to have a one on one relationship with someone in order for that person to serve as a model. Use books, biographies and memoirs of great people to inspire you to greatness. A good model will ensure that you never forget what’s possible for you.

The post Principle of Possibility appeared first on Nika White Consulting .

Principle of Perspective

Tue, 15 Sep 2015 17:19:00 GMT

Your quality of life is based on how you interpret the events of life.

Prov 23:7 As a man thinks in his heart, so is he

A sound understanding of the principle of perspective brings meaning to “everything happens for a reason.” The hardest thing about everything happens for a reason is waiting for that reason to be revealed. If not careful, this waiting period can breed the mentality of a victim. The principle of perspective states that quality of life is based on how a person interprets the events of life. Most people equate their life to their current circumstances. That thought process violates the principle of perspective and puts the mind on the proverbial emotional roller coaster of life. No one wants to be on an emotional roller coaster experiencing extreme highs and extreme lows from situation to situation, but so many are. Unfortunately, most think the ticket off the roller coaster can be found in external pursuits. Too many search for mental stability or happiness through the pursuit of fame, fortune, or relationships. Life has proven over and over that it has a unique set of problems for everyone including the rich, poor, healthy, sick, famous and obscure. No one escapes life difficulties… no one. Regardless of the circumstances, if you view your life as positive, then you will enjoy all the rich pleasures of living the “good life.” If you think your life is bad, you will suffer through life as a victim. Events of life are neither negative or positive, but instead neutral. When individuals interpret the events of life, that becomes their reality. We are not given a good life or a bad life. We are given a life and we determine it to be good or bad. Based on how you view the events of life you will either be empowered to move forward or enslaved to the past. Mary Engelbreit stated it like this, “If you don’t like something, change it; if you can’t change it; change the way you think about it.” It does not matter if you change something you don’t like or just change the way you think about it the outcome is the same…the situation no longer is a negative influence in your life. A positive perspective promotes a healthy lifestyle, which positively develops you mentally, emotionally and spiritually.

There are three steps to practicing the Principle of Perspective .

1). R ecognize when your perspective is turning negative. This is typically at the point of experiencing failure or difficulties. This is the Victim’s perspective. A Victim feels powerless to change the circumstance so they become negative and enslaved to the thought that something or someone is keeping them from succeeding. It can be as simple as a past hurt that someone inflicted or a current disappointment. You have to recognize quickly when your thoughts are turning negative and leading you into a powerless disposition of harping on things you cannot control… like other people. Don’t focus on the negative including your fears. Coco Chanel said,”success is most often achieved by those who don’t know that failure is inevitable.” — Coco Chanel . Being aware of your fears is smart. Overcoming your fears is empowering.

2) R edirect your mind to engage in the things you can control. This is the Victor’s perspective. A Victor’s mindset overcomes the fact that someone or something victimized them and take control of the one thing that they can control… how they will respond to the event. A Victor is not powerless because they have the option to learn from the disappointing events of life and apply what they learn to become better rather than bitter. The Victim looks at the events of life as being negative while a Victor looks at the events of life as being necessary. A Victor knows that failure, hurt, pain, and shortcomings communicate valuable lessons and therefore conclude every event in life is of necessity. A victor commits to becoming better because of the shortcoming. This truth is universal and works no matter your income, race, gender, ability or disability. We all have to fight the Victim mentality and embrace being a Victor in every circumstance of life.

3). R edefine success. Success is not about reaching a destination it is about starting and moving forward on a never ending journey towards your dreams and goals. Be brave enough to start. What determines success from day to day on a journey is simply if you are moving forward. With this understanding, you will free yourself to engage in the practice of this principle, which is Recognizing and Redirecting without the burden of making something happen today. Success is moving forward each and every day towards your goals and dreams. Some days redefining success will come easy, but many days you will have to intentionally practice redirecting your thoughts so that you feel like you can achieve what you put your mind to. This mindset provides empowerment to move forward and to sow your very best effort even when you cannot perceive your best will be good enough. Moving forward in the face of adversity, uncertainty, and even fear is success. Winston Churchill once stated, “Success is not final, failure is not fatal: it is the courage to continue that counts.” Continuing to move forward daily in your career aspirations, relationships and your most lofty dreams despite the odds against you is success.