CultureAlly’s Post

Please join me for my Diversity Suite titled Intersectionality. In this presentation, I will cover the following: "The construct of intersectionality notes the premise that human experience is jointly shaped by multiple dimensions such as race, gender, education, or working style. Intersectionality is a theoretical framework wherein consideration of heterogeneity across different intersections of identity dimensions is integral to understanding health and social and workplace experiences. Individuals cannot be adequately understood through a one-dimensional lens. To understand the worldview and diverse experiences of others, it is imperative to examine how intersectionality shapes and molds individual identity.    Participants will: ●     Understand the impact of various diversity dimensions and how they shape an individual’s worldview. ●     Explore the role of privilege and oppression through an intersectional framework. ●     Learn the ADDRESSING Model for conceptualizing human experience including the workplace experience. ●     Complete an assessment to better understand intersectionality in the workplace." https://lnkd.in/gxZTw3Mw

🌟EXPLORE EXPERIENCE🌟 Week 3: Diversity, Inclusion, and Privilege Hello everyone! In EXPLORE Experience, I'll be reflecting on my experiences at the EXPLORE Residential Leadership series on campus, and how each EXPLORE meeting reflects my work experiences and me as an individual. This week's topic was "Diversity, Inclusion, and Privilege". I really liked this one. I knew that diversity, inclusion, and privilege were all important in terms of doing things for others - you should advocate for the inclusion of people who aren't as privileged as you, end of story. But this EXPLORE session taught me to look inward. I found there were identities that I thought about more (like my disability, gender, and economic class) than others (like my age and national origin). In a way, if I found more people like me in a specific community (I live in college and I'm American, for example, so I'll see more people who are both), I tend to think about it less. It never hurts to think about people who don't fit into the mold of a community more often so that their voice is heard. Unfortunately, not everyone is encouraged to or gets to learn about diversity and inclusion. It reminded me of a moment during my SAC Spring Training where someone from the WCU Career Center was hosting a session - and said to all the Sykes Union staff, "Knowledge is privilege." There are a lot less welcoming communities who don't give the privilege to learn about diversity and inclusion, etc. There are even places like Florida where that type of education is outlawed to certain students. Or, there are schools that are underfunded to the point of not being able to teach diversity education to their students. I have all this privilege through semesterly training, and the least I can do is set a good example and call for better education about these topics I've mentioned. Overall, I think a welcoming community equals welcoming people, and welcoming people equals successful diversity education.

Here’s the scene: Your talent management team is committed to diversifying candidates applying to open roles. While attending college recruitment events, you make a point to host special networking sessions with students of color. However, you’re still not seeing an increase in the diversity of qualified candidates. What do you do? We run into these scenarios all the time. And without careful intentional planning, we can create situations that foster exclusion, inequities, or even injustice. Join us November 9 for “Equality? Equity? Or Justice?”, a facilitated session where we’ll use scenarios just like this one to understand how equality, equity, and justice differ and which techniques lead to what impacts. Join us: https://buff.ly/45A3mi0

Check out this insightful summary of the recent Colorado New American Inclusion Summit that I had the privilege of contributing to last month. My colleague beautifully encapsulated the essence of the event, including a playbook with actionable steps for employers to tap into the potential of New American talent. I invite you to explore the post and playbook linked below for a deeper understanding. This program, facilitated by the Colorado Office of New Americans, offers employers free access to invaluable resources. If you're interested in learning more or know of an employer who could benefit, please don't hesitate to comment below or reach out directly. Let's empower our communities through inclusive practices and diverse talent. #NewAmericanInclusion #DiversityandInclusion #EmployerResources

To continue our February series on DEI, we wanted to give you some resources to enhance diversity, equity, and inclusion (DEI) across the workplace. Massachusetts Institute of Technology (MIT) has a great website for these resources including some of the following documents: - Affirmative Action data, guidance, tools, and training - Decision Tree: A framework for engaging in a meaningful local DEI effort - Defining Diversity, Equity, and Inclusion is a concise explanation of the concepts of Diversity, Equity and Inclusion and why each is necessary in an institution. - The Four Layers of Diversity to help unpack how aspects of our identity intersect and affect the way we engage in the workplace. - Creating an Inclusive Workplace outlines a variety of ways to begin addressing DEI within an organization. - Creating a Culture of Respect - Ensuring bias-free hiring: Find a diversity posting guide, interviewing do's and don'ts, workshops, bias interrupter resources, and more. - Tip sheets: These tip sheets provide an explanation of concepts and suggestions for effective engagement for both managers and individuals https://lnkd.in/gGHTv5HY

Been thinking … 🤔 What factors influence a person to change their perspective about a group of people they’ve been othering? In my inclusion work, the following seems to work: 👨🏫 Education: Oftentimes people are misinformed about the group they are othering. Educating and guiding them through information can be helpful. 🤝 Humanizing: Building relationships or even meeting individuals from the group they’ve othered can foster empathy and understanding, helping to overcome biases. 💭 Shared Experiences: Understanding the common ground can bridge gaps and alter perspectives. 📺 Accurate Media Representation: Most of our understanding of groups we don’t typically interact with comes from the media. It is the responsibility of the media to accurately portray a diverse representation of groups. These are things we can all engage in to make the world a softer and more inclusive space. [image: Leo is not facing the camera. He is wearing a black shirt and looking into the sunset.]

At ChoiceLocal, fostering a culture of inclusion isn't just a goal – it's who we are. We're not just talking the talk; we're walking the walk when it comes to creating an environment where everyone feels valued and respected. Here's how we're making it happen: ✨ Embracing Diversity: We celebrate the unique perspectives and backgrounds that each team member brings to the table, recognizing that diversity is our strength. ✨ Equal Opportunity: We're committed to providing equal opportunities for growth and advancement, ensuring that everyone has a chance to shine. ✨ Open Dialogue: We believe in open and honest communication, creating a safe space for dialogue and feedback where everyone's voice is heard. ✨ Training and Education: We invest in training and education programs to ensure that our team members have the tools and resources they need to succeed, regardless of background or experience. ✨ Community Engagement: We're actively involved in our local communities, supporting initiatives that promote diversity, equity, and inclusion both within our organization and beyond. At ChoiceLocal, we're not just building a business; we're building a community where everyone belongs. #companyculturematters #companyculture #choicelocalcares #teammatesuccess #welcoming

"Allyship, the practice of supporting and advocating for equity-deserving groups, plays a crucial role in creating workplaces that celebrate cultural additions, challenge complacency, and promote justice. As a privileged, white, cis woman navigating the professional realm, my journey toward allyship has been one of self-discovery, education, and a commitment to dismantling systemic barriers. In this short exploration, I will share my experiences, challenges, and triumphs in embracing allyship in the workplace." 👉 Read the blog now: https://hubs.li/Q02gN36R0

Over the past month, my alma mater made the disheartening decision to shut down several vital resource centers on campus. This move has highlighted for me the need for crucial conversations not only about the impact of these centers on our communities but the importance of safe shared spaces, education, and sharing. As someone deeply entrenched in the world of Diversity, Equity, and Inclusion (DEI), I really battle with the emotional fatigue that comes with the constant barrage of negative news. As I have often found myself feeling helpless, I have been thinking about ways I can help to make changes and create safety. For me, I think that will look like sharing my voice and discussing my lived experiences as well as talking more openly about the work I do every day with my colleagues at DeEtta Jones & Associates. This is way out of my comfort zone to be sharing on an open platform, but growth and change doesn't happen in a silo, so here goes nothing. Here are a few thoughts I wanted to share to get started: ✨ Creating Spaces of Belonging Resource groups are more than just a support system; they are lifelines for students who don't see themselves reflected in places of power or even in their classrooms. These centers provide a safe space for underrepresented students to connect, find support, and thrive. ✨ Moments of Realization Every day in my work, I witness incredible "light bulb" moments—instances where people recognize their biases, understand different perspectives and commit to fostering inclusive environments. These moments are powerful reminders of why DEI work is not just important but essential. ✨ A Unique Perspective I stand in a unique space as a multiracial Black, queer woman working in DEI. My experiences shape my passion and dedication to this work. It's not just professional for me; it's personal. Sharing these stories and insights is a step toward building a more inclusive and understanding world. If you have made it this far, thank you for being here! I would love to hear your thoughts and questions. I look forward to sharing more soon. #DEI #Inclusion #ResourceCenters #CommunitySupport #LightBulbMoments #DiversityMatters

“More than a Monolith: The Advancement of Hispanic and Latino/a Talent" reveals the persistent challenges Hispanic and Latino/a professionals face at work in the U.S. The study explores the complexities of racial and ethnic identity, shedding light on the pressures to assimilate and the barriers hindering their success. Through an intersectional lens, the research examines how stereotypes and perceptions impact career advancement, providing solutions organizations can use to foster equity and inclusion in the workplace. https://lnkd.in/g2XtYyrv