Leigh Felton’s Post

I wanted to reflect on one very special course I had the pleasure of taking this semester with Robyn Hankerson-Printemps: Diverse Voices. This class has taught me the reality of diversity, equity, and inclusion in today's world, from how organizations have made great strides to the vast lack of it. I always knew I wanted to add a minor during my academic experience and chose Public Relations because I thought it highlighted one of the priorities of the workforce nowadays: People! However, what I have come to realize is that sometimes the work culture we are in does not provide us with the necessary environment to leverage what we can individually bring to the table. Instead, many organizations choose to implement a "one size fits all" approach to supporting and integrating their teams. The reality of the situation is that we are all different, with different backgrounds, perspectives, and skillsets. So why would one approach fit us all? I resonated with much of our discussions, as I have always thought that my "unusual" combination of interests might be a disadvantage as I join the workforce. Nothing could be further from the truth. As a STEM student, I love my math/statistics classes, but have also developed interest for creative industries, like fashion/design. So which direction was right? This course has taught me how diversifying my palette is value in itself. In order for us to provide that value, organizations also have the responsibility of creating the bridge that integrates DEI promises into their core, beyond just the verbal "brand" of it. DEI is not a program, position, or title, but rather embedded in the structure of an organization through action and change. Throughout this course we have referenced the book "Diverse Voices: Profiles in Leadership" to learn about different public relations leaders and their obstacles/successes in DEI. One specific leader that struck a chord with me was Rosanna Fiske, Global CCO for Royal Caribbean Group. She reflected on her journey as a member of the PRSA and a fellow Latina in the industry, how she utilized her own unique combination of interests, and the importance of emotional intelligence and perspective on crises. She pointed out the "retention problem" of today's workforce, in that as the new generation enters it, they require an inclusive environment to stay there. She explains the idea that "Diversity and Inclusion is an expectation" now, where 20 years ago it was still widely overlooked, and without providing an individualized culture, people will simply leave and find better. Her interest in incorporating analytics where her peers did not highlighted the power behind being the “odd one out”. As a native-born Argentine and fellow Gator, I was inspired by her story to embrace my culture as a strength. I am grateful for all my learning this fall and look forward to one more amazing semester. Go Gators! #DiverseVoices https://lnkd.in/gMYE55Tv

Diversity Equity and Inclusion (DEI) are hot topics these days (if you may have noticed) But what do they mean? How do these definitions vary? What do they mean in your private and professional life? When do you know you are translating their meanings into your life context? During the online DEI course, we dive into the definitions, what they mean to you, their impact, and developing a broader understanding of their implications on the world around us. Find out more about the course via the link in the comments 😉

In equity I’ve often wondered if we as a society here have not often looked into the value of delivering a thought appropriately? How have we communicated to our employees a thought in different ways? What could be a taboo in one could be a norm in another… Have you delivered it through different though processing of an employee with a different background? Has your point come across as exactly how you intended it to or has it turned offensive in the deliverance. It could have been not offensive but not in the exact way you intended it! That’s where equity and inclusion comes in and unites that thought using different ways of messaging and delivering of a single message or thought. Not communications but The equity and Inclusion team’s job. My question: How did you understand my post? What was my message? Has it come through appropriately and safely(😅) to you? Have a wonderful day!

What are diversity, equity and inclusion (DEI) initiatives going to look like in 2024 and beyond? The push for DEI in the workplace has become more of a struggle in recent years - debate has become politicized and polarizing, budgets have been cut and strategies reworked. For the next few weeks we will be focusing on ways that companies can combat DEI fatigue and continue to progress the important work being done. Be sure to follow us on social media at InclusionNL to stay in the loop!

In our industry, supporting diversity, equity, and inclusion (DEI) is not just a commitment—it's an essential part of how we operate and innovate. Here are several ways our sector is actively working to promote DEI: 1. **Diverse Hiring Practices**: We prioritize building diverse teams by implementing inclusive hiring practices. This includes leveraging diverse job boards, employing blind recruitment techniques to minimize bias, and ensuring diverse interview panels. 2. **Inclusive Work Environment**: Our industry understands the importance of creating workplaces where everyone feels valued and included. This is achieved through regular DEI training, establishing employee resource groups (ERGs) for underrepresented employees, and ensuring all voices are heard and respected in decision-making processes. 3. **Equitable Growth Opportunities**: We are committed to equity in career advancement. This involves transparent promotion paths, mentorship programs, and leadership development opportunities, specifically designed to support underrepresented groups within our sector. 4. **Community Engagement and Support**: Recognizing our responsibility extends beyond our immediate operations, many in our industry engage in community outreach and support initiatives. These range from partnerships with organizations working to increase industry access for underrepresented communities to sponsoring scholarships and internships. 5. **Policy Advocacy**: Our industry leaders actively advocate for policies that promote DEI, both within our sector and in the broader business community. This includes supporting legislation that enhances workplace equality and fighting against laws and practices that perpetuate discrimination. 6. **Continuous Learning and Adaptation**: Finally, we acknowledge that the journey toward full inclusivity is ongoing. Our industry is committed to continuous learning, listening to diverse perspectives, and adapting our strategies to better support DEI. In ELITE IMPERIUM GROUP LLC, we mirror our industry's dedication to DEI, recognizing that diverse teams not only make us stronger but also drive innovation and success. We're proud to be part of an industry that not only seeks to reflect the world around us but also strives to make it a better, more inclusive place.

On this final day of Women's History Month, I want to share a personal story that highlights the importance of being "too good". As a young, black, and female federal employee, I faced many challenges early on in my career. Despite having a 4-year degree and being just as qualified as my colleagues, I was made to feel like a favor was being done for me when I received a promotion from an admin supervisor to a program analyst with a career ladder to a GS-12. When I requested a four-month extension to make childcare arrangements for my daughter during a month-long work trip, I was not only denied but also given a letter of reprimand and moved back to my previous position. I learned firsthand how difficult it is to prove racial discrimination. However, I eventually returned to my promoted position, and one of my former supervisors/mentors (an African American male) uncovered the truth about my situation. He was told that I was removed from my position because I "thought I was too good to do what was required of me". In reality, my career successes far exceeded anything my bosses could have imagined. So, on this last day of Women's History Month, I encourage you all to be "too good". Don't let anyone make you feel small or undeserving of your accomplishments. Keep pushing forward and striving for excellence. Let's continue to break barriers and pave the way for future generations. #WomensHistoryMonth #BreakingBarriers #TooGoodToIgnore

Given the number of "DEI is over/under attack/ineffective, etc." click-bait articles, I thought I would share the attached, excellent article (as well as some portions of the piece below) which outlines the fact that DEI initiatives, done right, actually work. _______ 'Inclusion, as we define it, creates the conditions in which everyone can thrive and where our differences as varied, multidimensional people are not only tolerated but also valued. A willingness to pursue the benefits of D.E.I. — the full participation and fair treatment of all team members — renders organizational wholes greater than the sum of their parts.' ... 'Erik Larson’s firm, Cloverpop, helps companies make and learn from decisions. When Mr. Larson and his research team compared the decision quality of individuals versus teams, they found that all-male teams outperformed individuals nearly 60 percent of the time, but gender diverse teams outperformed individuals almost 75 percent of the time. Teams that were gender and geographically diverse, and had at least one age gap of 20 years or more, made better decisions than individuals 87 percent of the time. If you’ve ever called a grandparent for advice or tested an idea with a skeptical teenager, you get what this research was trying to quantify. We often learn the most from people who think most differently from us.' ... 'Individuals...are more likely to share their views in an environment that does not belittle, or worse, punish those who offer differing opinions, particularly to more powerful colleagues. In a recent study of 62 drug development teams, Ms. Edmondson and Henrik Bresman found that diverse teams, when assessed by senior leaders, outperform their more homogenous peers only in the presence of psychological safety. More diversity is not always better — from a performance standpoint, diversity without inclusion can actually make things worse.' ... 'Inclusion work is a way to create the conditions where people you don’t already know — those who are separated from you by more than one or two degrees — can succeed. For example, many U.S. tech companies have successfully created workplaces where young, straight, white men they know can thrive, but have a harder time recruiting, developing, promoting and retaining women, people of color, people from the L.G.B.T.Q.+ community, people over the age of 35 and the young, straight, white men they don’t know. Organizations with these outcomes are typically relying too much on familiar networks — the people they know — and when they find someone good enough in those networks, they stop looking.' ... 'We know that historical change is like sleep. It happens gradually, sometimes fitfully, then all at once. We are in the fitful stage of our evolution toward truly inclusive organizations. But let us not get confused: Inclusion is an end goal that channels universal hopes for meritocracy, reflects America at its best and creates the foundation for an even more competitive future.'

The spotlight on corporate diversity efforts intensifies, with many industry experts deeming it a make-or-break moment for organizations committed to fostering inclusive workplaces. The urgency surrounding diversity, equity, and inclusion (DEI) initiatives is not merely a matter of trend but a reflection of the transformative changes reshaping the corporate landscape. It’s important to take meaningful strides toward diversity, equity, and inclusion, and position themselves as leaders in a global business environment that values diversity as a driver of success. Read more in this article: https://wapo.st/3TIbzOH #WashingtonPost #DEI #CorporateDiversity #Diversity

In her 2015 bestseller "The Year of Yes," Shonda Rhimes advocated embracing opportunities with an affirmative spirit. However, this year, I'm flipping the script, especially for my women of color clients, particularly Black women, advocating for a "Year of NO." Too often, the historical mammy archetype has cast a long shadow over the workplace, burdening Black women with the expectation to say yes to everyone and everything except themselves. Our society still benefits from the unpaid labor of Black women. We're pressured to take on stretch projects without fair compensation, to sit on every committee, attend every meeting, and contribute to every focus group. When we push back, we're met with guilt trips and assertions that our unique perspective is missing. Yet, this unique perspective rarely translates into leadership roles or increased pay. We're tasked with leading DEI efforts without proper compensation, expected to fill in for departed colleagues without acknowledgment, and denied promotions despite evident qualifications and contributions. This year, it's time for women of color and Black women to reclaim their agency and collectively say no. Say no to excessive meetings, uncompensated extra work, and anything that deviates from our goals, values, and vision. Before committing to any new obligation, take a moment to reflect: - Does this align with my personal or professional goals? -Will this add value to my life or career in a meaningful way? - Am I being fairly compensated for the time and effort required? - Will saying yes to this detract from my well-being or fulfillment? - Can someone else fulfill this role or task more effectively? Review your calendar, and don't hesitate to decline commitments that don't serve your best interests. Prioritize your joy, happiness, and well-being by saying no to unnecessary burdens and embracing the power of self-care

"Congratulations, Katy Burke! 🎉 What an inspiring article showcasing the impactful work of TeamWomen in empowering and supporting women's career development in the Twin Cities. It's an honor to serve on the board and witness the positive difference we're making together. Keep shining bright! ✨ #TeamWomen #womenshistorymonth #CareerDevelopment"