Perrigo Company plc’s Post

🌟 Exciting Announcement 🌟 Partner with a Black Owned Diversity Consultancy like mine and be part of the change! I founded Inclucive to drive meaningful change. My mission? To cultivate inclusive cultures within organisations, fostering environments where individuals from marginalised backgrounds can thrive authentically. Many of you already know me and understand my unwavering pride in my heritage. As a British-born individual of Nigerian and Trinidadian descent, I am a proud black woman leveraging my platform to ignite change. Every day, I'm committed to expanding the circle of allies and accomplices because their voices - YOUR Voices are crucial in effecting positive transformations. I recognise the challenges that individuals like myself encounter in navigating the corporate landscape. Hence, I collaborate closely with organisations, championing Awareness, Education, and Action. While I typically refrain from talking about the positive feedback I receive, I've decided it's time to change that. So, here I am, sharing the impact Inclucive is making. If your organisation is seeking passionate consultancy services centred on Allyship and Anti-Racism, consider partnering with a black-owned consultancy like mine. By doing so, you're not just embracing change – you're initiating it. Let's embark on this journey together towards a more inclusive future. Reach out today, and let's make a difference, one step at a time. #InclusiveCulture #DiversityandInclusion #Allyship #AntiRacism #ChangeMakers #BlackOwnedBusiness #Consultancy #InclusionMatters

Today, Juneteenth, is an incredibly significant day in American history. This momentous occasion marks the emancipation of enslaved African Americans and stands as a symbol of resilience, liberation, and progress. At HRD*, we honor and recognize what today represents. As a leadership development company, we recognize the importance of fostering diverse perspectives, promoting equality, and amplifying voices that have been historically marginalized. We are committed to creating an environment that values and celebrates differences, empowering individuals to become transformative leaders who advocate for positive change. In observance of Juneteenth, we encourage everyone to take this opportunity to learn more about African American history, engage in meaningful conversations, and participate in events that promote unity and equality. Let us embrace this moment to deepen our understanding, challenge systemic biases, and promote a more inclusive society for all. After all, creating an environment that embraces diversity and encourages inclusion is JUST GOOD LEADERSHIP. 

In honor of Juneteenth, let's look at some of the ways corporate America can honor the holiday from the lens of a Gen-Z Black woman. - Pay Black people 💰 In every single company I've worked for, black people have been paid severely less than our white counterparts. My experience aligns with the US Census Bureau's findings that black women make almost 40% than their team mates, even when doing the same job. We often "fall through the cracks." - Analyze org hierarchies 🔺 In my 6 years in tech, I have never had a black leader. This aligns with the general population, as the US Bureau of Labor found that just 8% of managers and 3.8% of CEOs are black. Hire more black leadership; ensure that different voices are at the table. - Advocate for diversity, inclusion, equity, and belonging 👐🏾 Typically, DEIB is an illusion of inclusion. What as an ally can you do or say to ensure black voices are lifted? Companies setting clear diversity targets, prioritizing retention and growth of black people at your company, and holding leadership accountable are ways we can strive for justice. Saying "Happy Juneteenth" is nice, but honoring and working towards real change requires ACTION! There is much work to be done ✊🏾 #Juneteenth #DEI #DEIB #BlackInTech

Levelling the Playing Field for Black Canadians: A Call to Action for Leaders  This research explores how Black Canadian professionals' social and emotional skills are perceived at work. It delves into the impact of racial identity on skill recognition, highlights risks of undervaluing skills, and emphasizes the advantages of acknowledging diversity in the workplace. The Conference Board of Canada: https://lnkd.in/gZ6Mw2eu #diversity #workplacediversity #racialidentity #racialequity Future Skills Centre - Centre des Compétences futures

With it being Black History and Global Diversity awareness month, we’ve published some specific research and recommendations on how businesses can continue to ensure working environments are inclusive of all cultures and perspectives. This can be particularly challenging in a hybrid working set-up, especially when people feel disconnected from each other.   Check out our latest article on the practical steps you can take to embed inclusive practices in your company: https://bit.ly/3tnPv0N   #IDEXConsulting #BlackHistoryMonth #GlobalDiversityMonth 

In my last book, #InclusiononPurpose, I wrote: "Simply being a person of color also does not make you immune from the benefits of racist systems. So pervasive is the system that it can benefit people of color in nuanced ways too, often rewarding those who are considered more proximate to whiteness, while punishing those who are deemed further away from it. Some examples include English-speaking immigrants who can successfully code-switch to assimilate, lighter-skinned Asian, Black or Latinx people. This book demonstrates how white people, including white women have benefited from racist workplaces. You will learn how many Asians and Asian Americans have benefited from racist systems too. And how, for many Black, Latinx and Indigenous communities globally, those racist systems have been set up at the expense of their progress." It breaks my heart to see anti-Blackness perpetuated by our South Asian communities, particularly the "zero-sum" thinking I've seen demonstrated by some South Asian women who benefit from Black women's leadership but never stop to examine how to use their privilege to ensure Black women are credited. This Women's History Month, let's ensure equity is intersectional and that we continue shining a light on Black women's leadership. From Janice Gassam Asare, Ph.D. to Lola Bakare, from Dr. Tina O. to Aiko Bethea, Esq., PCC (she-her), from Amber Cabral to Minda Harts and so many more incredible leaders, we can learn so much and must.

I've been struggling all morning with the comments by Frank Hester about Diane Abbott. Some people went into work today like any other day, I couldn't. It felt like an annoying stone in my shoe having conversations at home about the statements, "want to hate all black women" and "she should be shot”. I urge everyone reading this to consider 3 things: 1️⃣ How do you feel about what you have read? 2️⃣ How do your Black friends & colleagues feel (speak to them)? 3️⃣ How would your team or organisation react if that was said by a person you worked with? To unlock difference and embrace inclusion, these are the hard conversations that need to be had to remove the stone in your shoe. I urge leaders to be brave, have the conversations, learn how people feel and be progressive in creating an environment where people from all backgrounds can belong and be themselves.

Do I feel a responsibility to educate my non Black colleagues on race, racism, and reality of the experiences for people of colour in the UK? No. Am I excited to talk to my colleagues about my history, culture, and some of my past experiences in the workplace that I believe were influenced by my race? Yes, I am. That’s because: ✅ This is just another in a series of lunch and mean style events where I’ve learnt about the cultures and lives of my colleagues in return ✅ This isn’t just an empty invite to talk about negative experiences with no roadmap to changing the culture within the business ✅ They’re paying for lunch! And we’re planning an Afro-Caribbean spread 🙌🏽 Are you being asked to take part in any activities at your place of work this Black History Month? How do you feel about it? Culture Shift #bhm #blackhistorymonth #blackhistorymonth2023 #blackhistorymonth23 #equity #DEI #Inclusion #culture #culturechange #culturaltransformation #workplace #workplaceCulture