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Gen what? Last month, I had the honor of moderating Bryan W. Gill and Brittany McCaffrey in a phenomenal event titled: *Leadership Evolution - The Importance of Style, Communication and Education for the Dynamic Generational and Neurodiverse Workforce I continue to receive exceptional feedback on the uses of the content presented and the recognition for Bryan W. Gill and Brittany McCaffrey contributions to our #worldclassleadership vision, employees, #communities and #culture. Bryan W. Gill head of the Office of Disability and Inclusion, discussed that our 1st WIN JPMorgan Chase & Co. is that we have removed barriers for folks, educated their managers and led them to pursue their highest career #aspirations. Our 2nd WIN is that JPMorgan Chase & Co. gets access to incredible talent that we may otherwise not had access to, which is helping achieve our business objectives in distinct and amazing ways. Finally, our 3rd WIN is that we are helping the #disabilitycommunity at large, close the #wealthgap At JPMorgan Chase & Co. we remove outdated barriers, support entrepreneurs of all abilities, standing by positive legislation and elevate the priority to achieve #equity for the #disabilitycommunity. We want to be the employer of choice for ALL, creating safe and trusted spaces, where allies and colleagues engage with #compassion and #empathy to be the very best. Brittany McCaffrey spoke about Generational Diversity at the Workplace: #BabyBoomers, #GenX #Millenials #GenZ and more! She stressed the importance in understanding differences in Core Values and Behaviors, to ensure we achieve #cooperation and a balance of perspectives at the workplace. One of the most fascinating things about this topic are the parallels that we draw between generational diversity and #neurodiversity, in terms of HOW Managers can focus on development through: Leadership Customization. To get the best from individuals we must be transparent, practice engaging #coachingforsuccess that is interactive, manage #burnout, create team experiences -HAVE FUN. Brittany McCaffrey -I must say is not only an innovator and a pioneer, but also a self-starter who has done a ton of research on this topic and applied some of these concepts to her team all across the board -we are lucky to have her at JPMorgan Chase & Co. Lastly, I want to thank John Bonhomme for his leadership, bringing this topic to my team, and supporting it’s development. #dontsettle #becurious #embracedifferences and #beEmbraced

Truly a worth while session that can assist us in moving ahead of the competition in terms of bringing on board a hugely under represented workforce. In addition, to pointeibg out how our coaching & training will continue to evolve with a more diversified team!!! Great takeaways!!!

Women’s History Month is coming to a close but it's not over yet, and Citi Trends has more talented women to celebrate! This week we are shining a spotlight on Wendy, one of our Planners within the Allocation team. Wendy is a great team player and is always willing to step in and help where needed. We asked her a few questions about her career. Here is what she shared with us.   Q: What do you love most about your job? A: What I love most about my job is that I'm constantly learning and growing through the projects, processes, and people I work with and engage in. I get to collaborate with passionate people who have diverse perspectives, and the opportunity to expand my knowledge base. It's incredibly rewarding to build businesses with my team that serves local communities.   Q: What challenges have you faced in your career? A: One of the main challenges has been adapting to new technologies and evolving work environments. Keeping up with the latest trends and tools requires continuous learning and flexibility. Working in a fast-paced industry such as ours means that priorities can shift quickly, requiring me to stay agile and adaptable.  Despite these challenges, I've found that each one has presented an opportunity for growth and development.   Q: What has been your most meaningful accomplishment so far? A: My most meaningful accomplishments so far have been helping others achieve their goals and succeed by providing support and guidance.   Q: What advice would you give someone who has just graduated from college and is starting their first job in their desired field? A: My advice would be to stay curious, be open to learning, and don't be afraid to ask questions. Take the time to understand company culture and seek out opportunities to grow and develop your skills. Build relationships with your colleagues and mentors, as they can provide valuable insights and guidance. Most importantly, believe in yourself and your abilities, and don't be discouraged by setbacks.    #CitiTrends #womenshistorymonth #womenempowerment #careeradvice #LiveBold

DEI, or Diversity, Equity, and Inclusion, aims to create a supportive and welcoming environment for individuals of various backgrounds. It's crucial to remember the core principles amid the negative backlash. DEI isn't about tokenism but recognizing the value each person's experience and identity brings. It's about providing opportunities based on skills and aptitude, not just academic knowledge. Research from McKinsey consistently demonstrates that diverse leadership leads to financial success and better problem-solving. In an evolving world, are your teams equipped to develop products that resonate with a diverse population? Does your team culture embrace inclusivity? #deiintech #diversitymatters #teksystems #ownchange

Wonderful to dialogue with Ray Dempsey once again in recent days on the opportunities and challenges for DEI. Grateful to Ray making time for the conversation. 🙏🏽 Highly recommend this recent dialogue between Ray and Dean Forbes where Ray effortlessly brings DEI to life aided by insightful questioning from Dean. https://lnkd.in/e9jzav4u Ray offers us a glimpse into his life journey, which has involved much travel, making him a world citizen as it were. He reflects on his journey as Chief Diversity Officer at Barclays and the role of ERGs. Key DEI Pillars coming out of the dialogue are: data transparency, creating conversations through storytelling and accountability- not just the right thing to do. Here are some penetrating insights from Ray from this engaging conversation… “I have a view that inclusion, full inclusion can’t really be achieved without diversity and diversity cannot be sustained without inclusion and the access to both is through a deep determination around equity and equitable processes.” “Without treating diversity equity inclusion just like you do any other imperative in your business, you’re just hoping for a better future, and often that just doesn’t work.” “The only way to make progress, to learn and to build empathy, and ultimately to be committed to the necessary changes is by actually hearing and understanding lived experiences.” #diversityequityandinclusion #Barclays

At UMB, our goal is to hire associates who will stay with us for many years as they grow their careers and gain both niche and broad expertise. And we’re extremely fortunate that we’ve had many who have done just that. The average tenure for a UMB associate is 8.48 years, which is nearly twice the industry average. In fact, some associates have worked at the company for 20, 30, and even 40 years. On the blog, we highlight associates who share what it is about #LifeatUMB that has kept them connected to the company and our people. #UMBCareers

The top end of the IWD experience in Minneapolis will include a conversation on what it means to break bad habits. In hiring, in business and in our inability - both men and women - to sponsor and support one another. Our panelists will act in part as voices of the audience. Still, we'll ask any and all present to engage. > To discuss. > To consider. What bias might you have when it comes to selecting the hiring pool, making a choice or delivering an offer? As a Business Development and Account Management leader with Fulcrum Consulting, Danny Belkin will share his perspective. And then we'll discuss. What's working? What's not? How might we strip the process of bias in a meaningful way and one that gets to the inspiration of greater inclusion> No easy task. No one person's work. See you then and there! IWD: March 7th / Mosaic Venue / Minneapolis

Great article from the Beeb on DEI. I have learned that you certainly do need executives to be fully invested in DEI initiatives and not just as part of hiring campaigns. During the lay offs in the past couple of years there have no doubt been job losses amongst those running these programs. So it has been good to see more DEI roles opening again in early 2024. #diversityandinclusion

🤝 Corporate Sponsorship: A Catalyst for Change 🚀 Corporate sponsorship is more than just financial support; it's a commitment to empower underrepresented talent. While I’ll always lift as I climb when I identify amazing colleagues, I keep a passion for speaking on behalf of corporate sponsorship in fostering diversity and inclusion. As we continue to strive for equitable and representative workplaces, let's focus on uplifting African American women. By sponsoring African American women, we: 1️⃣ Break Barriers: Open doors to leadership roles and opportunities they deserve. 2️⃣ Cultivate Talent: Nurture diverse perspectives, fostering innovation and creativity. 3️⃣ Drive Change: Promote an inclusive workplace that reflects the richness of our society. #DiversityandInclusion #CorporateSponsorship #EmpowerWomen #InclusiveWorkplaces #AfricanAmericanLeadership #leadershipcoaching #leadershipdevelopment