Leeya Brewster’s Post

This headline is anti-Blackness in full effect. A daily reality for Black women leaders. They go low, and we are expected to go high. Yup, that’s a nod to our forever First Lady Michelle Obama 👑 Yet, here’s the thing - going high is also steeped in the unrealistic expectations of Black excellence. You know, working twice as hard and exceeding in spite of the goal post constantly moving. DEI is not the enemy. I mean, let’s break down the acronym - Diversity. Equity. Inclusion. In the land of the free and the home of the brave, these are 3 nouns that act as values and guiding principles that are not explicit in our founding declaration. DEI needed to be spelled out for a reason. Yup, read that sentence line again. In fact, this 248 year experiment with American democracy was founded when my ancestors were living radically different lives. My yt DAR (daughters of the American Revolution) side of my family tree, and the Black and likely Indigenous side. Here’s the thing - America isn’t being forced to do anything. We each have a choice. I truly believe. Even as a Black woman living the gender and racial wealth gap. It’s up to each of us to have the awareness to step out of the delusion of our comfort. And yes, I’m looking at the leaders at SHRM and CFRE International 👀 You cannot lead with inclusion without first addressing the inequity. Are you a DEI professional in title or the core work you hold in your role/work? Are you looking for a community that decenters ytness and the shenanigans that comes with it? Are you needing a listening partner to navigate these socio-politically charged times? Then let’s chat 💬 As DEI continues to be under attack, let’s be mindful of the bullying taking place and the illusions being sold as fact. What gives me hope is Black women leaders will continue to defy expectations amidst our ongoing exhaustion and the conditioning - like this headline - that tells us otherwise. How are you finding hope today? In Lovelution… p.s. If you believe change is possible, then you are a changemaker. Change begins with you!

#SpotlightSaturday: Celebrating the Unseen Support Networks Empowering Black Women in Personal Assistance Space.🎉 As we shine a light on the remarkable achievements of black women in the dynamic world of personal assistance, let's not forget to acknowledge the unwavering support systems and mentors who have paved their way to success. Today, I am honored to highlight these heroes whose guidance, encouragement, and camaraderie continue to uplift our community. Black women in personal assistance are breaking barriers and redefining excellence through their dedication, resilience, and innovative approaches to client management. However, it is crucial to recognize the vital role played by supportive networks that foster growth, provide resources, and champion equality within this industry. From professional organizations like the Executive Leadership Council (ELC), which offer networking opportunities, career development programs, and leadership training, to informal groups such as mentorship circles and online communities, these platforms serve as beacons of hope and inspiration for aspiring black female PAs. Moreover, the importance of family, friends, and colleagues cannot be overstated. These individuals often act as soundboards, offering emotional support, constructive feedback, and valuable insights into navigating challenges unique to black women in the workplace. Let us pay tribute to the pioneers who broke through barriers and created opportunities for later generations, such as Mary Winston Jackson, Katherine Johnson, Dorothy Vaughan, and countless others. Recognizing the value of cooperation, connection, and respect for one another, we can build an inclusive atmosphere where everyone's opinions are respected, heard, and celebrated. Let us unite to elevate the experiences of black women seeking personal assistance, honor their accomplishments, and recognize the transformative influence they offer. Ultimately, when one person succeeds, we all do too! #blackwomeninleadership #personalassistantexcellence #supportnetworksmatter #losangeles #saturdayspotlight #success #collaboration #socialsaturdaysquad

This Black History Month, we honor the resilience, strength, and achievements of Black women in the workplace. 🌟 🤔 As we reflect on their experiences, it's crucial to acknowledge the unique challenges they face and the importance of allyship in fostering an inclusive environment. 🖤 Black women often find themselves navigating through a maze of microaggressions, performance and hiring biases, yet their determination remains unwavering. Despite the obstacles, they continue to strive for excellence, with 96% expressing the importance of their careers and a strong desire for advancement. Black women who have strong allies are more likely to find fulfillment in their jobs, believe in equal opportunities for advancement, and feel empowered to bring their authentic selves to work. 💪 ▶ A few actionable steps for leaders: offer mentorship programs, educate yourself on the disparities and challenges Black women encounter in the workplace, ensure pay equity and advancement opportunities, speak out against racism, and provide allyship training for your team. It’s important to remember to keep showing up. Together, let's strive for a workplace where everyone feels valued and empowered to succeed. ✊🏿✊🏾✊🏽 #BlackHistoryMonth #allyship #inclusionmatters

This Black History Month, we honor the resilience, strength, and achievements of Black women in the workplace. 🌟 🤔 As we reflect on their experiences, it's crucial to acknowledge the unique challenges they face and the importance of allyship in fostering an inclusive environment. 🖤 Black women often find themselves navigating through a maze of microaggressions, performance and hiring biases, yet their determination remains unwavering. Despite the obstacles, they continue to strive for excellence, with 96% expressing the importance of their careers and a strong desire for advancement. Black women who have strong allies are more likely to find fulfillment in their jobs, believe in equal opportunities for advancement, and feel empowered to bring their authentic selves to work. 💪 ▶ A few actionable steps for leaders: offer mentorship programs, educate yourself on the disparities and challenges Black women encounter in the workplace, ensure pay equity and advancement opportunities, speak out against racism, and provide allyship training for your team. It’s important to remember to keep showing up. Together, let's strive for a workplace where everyone feels valued and empowered to succeed. ✊🏿✊🏾✊🏽 #BlackHistoryMonth #allyship #inclusionmatters

🤔 How can we go beyond commemorating history to co-creating an equitable present and future for Black folks in the workplace? This #blackhistorymonth I want more for us. According to Coqual's 2019 study "Being Black in Corporate America" researchers found that due to low representation and little career advancement,  there was a bigger risk of attrition with Black employees being 30% more likely to intend to leave an organization than White employees.   As 1) a Black woman and 2) a #DEI professional I must acknowledge how occasionally hollow this month can feel when there’s only celebration of the past without action to improve Black professionals experiences today. Our work to address racial inequity in the workplace requires long-term action and accountability. Through Janna Allen Hines Consulting I want to support organizations in taking substantive action and co-creating workplaces that uplift and retain Black employees. #diversity #equity #inclusion #DefendDEI #consulting #retention #attrition #deitraining

In undertaking groundbreaking research on Black women leaders' experiences, I've been struck by the lack of explicit Black women's voices across existing publications. →Grouping all minorities under broad labels like BAME/BME obscures unique challenges. →The limited participant numbers also reflect the gross underrepresentation of Black women in senior roles. This inadvertent erasure must be countered by amplifying lived experiences. →That is why at Happiworkers, we built our model from the inside out based on recognizing that all employees need mental health support attuned to their cultural, racial and ethnic backgrounds. →A one-size-fits-all approach fails to capture diverse development needs. →My research aims to spotlight the rarely documented narratives of Black women who have ascended to leadership against the odds. Your stories hold invaluable lessons on dismantling barriers. →We can drive actionable change by elucidating the specific organizational factors that impede and empower Black women's advancement. You deserve workplaces where you can thrive as your authentic selves. If you are a senior Black woman leader interested in contributing your perspective, please reach out. Together, we can cultivate more inclusive cultures where everyone's potential is recognized and unleashed.

This Black History Month, let's take a moment to honor Audre Lorde, a visionary Black, lesbian, feminist writer, and activist. Her multifaceted approach to social justice, addressing issues of race, sexuality, class, and more through her writing and activism, continues to inspire us today. Despite facing numerous struggles throughout her life, Lorde's legacy teaches us that true leadership requires intentionality. Her powerful words and lived experiences challenge us to move beyond performative gestures towards conscious inclusion and diverse representations in leadership spaces. Lorde's message matters now more than ever. Here are a few reasons why: - Power of representation: Seeing leaders who reflect our communities fosters a sense of belonging and inspires future generations to claim their rightful place at the table. - Beyond tokenism: Diversity isn't just a checkbox. It's about dismantling systemic biases and creating equitable opportunities for all to thrive. Lorde's fight for social justice compels us to go beyond mere numbers and ensure genuine inclusion. - Collective strength: Diverse teams bring a multitude of perspectives, fostering innovation and problem-solving that benefits everyone. Lorde's words remind us that unity in diversity is our greatest strength. Let's turn awareness into action. Here are a few steps we can take to build a more inclusive and equitable world: - Interrogate your biases: We all have them. Regularly reflect on your own implicit biases and actively seek out diverse viewpoints to challenge your assumptions. - Champion equity, not just equality: True inclusion goes beyond providing access. Work towards dismantling systemic barriers that create and perpetuate inequalities. - Be an active ally: Speak up against injustice and discrimination, and use your privilege to empower and advocate for others. Remember, leadership is not a title, it's a responsibility. Let Audre Lorde's legacy inspire us to lead with courage, intentionality, and a commitment to building a more inclusive and equitable world, where everyone has the opportunity to thrive. #BlackHistoryMonth #DiversityInLeadership

Reflecting on my early leadership days in local government, I remember a pivotal project within my division. Despite recognizing flaws, the fear of being the only Black woman among 84 colleagues stifled my voice. In an environment where dissent wasn't welcomed, I hesitated to speak up, fearing isolation and lack of support. Years later, having embraced my voice and overcome those fears, I've realized the significance of psychological safety. It's about more than just feeling secure to speak up; it's about knowing that your perspective will be valued and respected. Yet, today, over 75% of employees, especially minorities, grapple with the fear of backlash or dismissal when raising concerns. As leaders and allies, it's imperative to create inclusive environments where diverse voices thrive. My journey underscores the need for organizations to foster cultures of belonging, where every individual, regardless of race or gender, feels empowered to contribute and advocate for themselves and their ideas. #PsychologicalSafety #DiversityandInclusion #Empowerment

You are invited! Black History Month Being Heard: Moving Business and DE&I Forward Thursday, February 01, 2024 4:30PM - 6:30PM EST.   Program  Summary Organizations continue to develop strategies to implement equitable diversity policies with minimal accountability or methods to measure ROI. While some employees, those policies impact have experienced slow movement in representation in senior roles and struggle to find their voice to lean in to contribute to the solution. The data supports why organizations adopt DE&I policies; companies that are more gender and racially diverse outperform their peers in innovation, effectiveness, and see improved financial performance, according to a McKinsey report, Diversity Win – Inclusion Matters. Therefore, we want to explore operationalizing DE&I for impact on the business, for people of color to be heard, and to showcase personal brand effectively for opportunity.   Program  Objectives ·        Business goals and DE&I intersectionality impact on individual performance ·        Why going beyond representation with equality and opportunity matters ·        Why does prioritizing a DE&I culture matter to your bottom line ·        Operationalization of DE&I to drive opportunities for underrepresented groups and the organization to win This program features: Opening Speaker: Myshell Gresham, ARM - Ascot Group Moderator: Raumert Hubert - Travelers Panelist: Owen Williams - Ascot Group Panelist: Doug Melton, PhD - Aon Partners: Evelyn Karaj, James Bradley, Romario Duncan, Steven Flowers & Natina Berry Register: https://lnkd.in/eqfJsKhf