San Diego Gas & Electric’s Post

It's not too late to start planning your #BlackHistoryMonth events. Extend your Diversity, Equity, and Inclusion (DEI) initiatives beyond February by strategically planning events and activities throughout the entire year. #culture #diversityandinclusion #blackexcellence

  The dialogue on equity and equality persists. Shoutout to Nicola M., PR queen, for amplifying the discussion. 2020, many corporations posted black squares, shouting "We Are With You." Who exactly are they with?   The numbers don't lie: →6%, senior roles are held by ethnic minorities. →0.02%, Black women receive startup funding. →7.1%, Black ethnic minorities secure startup funding.     The racists don’t want Black people to love themselves. They know our melanated skin provides a feeling and a deep sense of knowing we are made of something stronger.   A strength and a pride that no racist can touch or destroy As a marketing, professional and event organiser working with foodie founders, I refuse to remain silent. I speak out against the racism Black individuals get daily. Are you a Black or ethnic minority foodie founder? Do you want to get your product in front of supermarket buyers? Join us at the Spill the Beans Get your 🎟 👉🏿 https://lnkd.in/eUR6zjj9 📌P.S. Check out Marco Pierre White's video teaching ethnic folks how to cook Rice & Peas. Standby for his "punchy jerk rice" hitting the shelves. 🛒….MADTING ----------------------------------------------------------------------------- 👋I’m Colin, aka (“the food scene’s Kanya King”) a London-based food and drink Content Creator🧙 📚Helping foodie brands promote themselves via storytelling. 💻Connecting foodie brands with their target audiences via social media 🗣 Wanna chat? 📲Connect with me, and we can talk about your projects😁

Supporting Black and diverse businesses fosters a stronger, more inclusive community. Danielle Hines shares her top 4 tips to help you make a meaningful impact. #SwingForSuccess #NationalBlackBusinessMonth

In honor of Juneteenth, which occurs every year on June 19th, many employers now recognize and observe this day to demonstrate their commitment to racial justice and equity. While recognizing Juneteenth is an important step, organizations must apply equitable practices every day of the year. Incorporating Juneteenth into a company’s broader initiatives can reinforce its commitment to these values. Many companies may offer the day as a paid holiday or provide holiday pay to those who work. Beyond this, employers can use the time around the holiday to foster an inclusive environment and demonstrate their commitment to racial equity through various initiatives. Some companies also use this day to educate all employees about Black people's rich and challenging legacy in the US. However, it's not just about recognizing a single day. It's about how organizations treat the Black people they serve as customers and clients and support Black employees daily. Real change comes from everyday actions and decisions that ensure fairness, respect, and equity for all. At Equius Group, we believe fostering racial equity is an ongoing journey. Recognizing. Juneteenth is just one piece of a much larger puzzle. Please visit our website to learn how Equius Group can help your organization embed equity into its daily practices and interactions. #Juneteenth #FreedomDay #EquiusGroup

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

Today, SPINS joins the nation in celebrating Juneteenth, a day of profound significance in American history. On June 19, 1865, Union soldiers arrived in Galveston, Texas, and announced General Order No. 3, proclaiming freedom for enslaved people in Texas, almost two years after the Emancipation Proclamation was issued. Juneteenth is not only a celebration of freedom but also a time to reflect on our ongoing journey towards equality and justice. At SPINS, we are committed to fostering a diverse and inclusive workplace where every voice is heard and valued. We believe that our strength lies in our diversity, and we strive to create an environment where everyone can thrive. As we celebrate this historic day, let us also renew our dedication to building a future where equality and opportunity are available to all. We encourage everyone to learn more about the history of Juneteenth, engage in meaningful conversations, and take actionable steps towards creating a more inclusive society. A vital part of this journey involves supporting Black-owned businesses. The consumer-packaged goods (CPG) industry has long played a crucial role in shaping consumer behavior and driving economic growth. This sector has been a cornerstone of American commerce, providing essential goods and fostering innovation. Recognizing the contributions and potential of diverse and Black-owned businesses within our industry is essential. At SPINS, we keep a pulse on consumer trends and serve as the language of CPG, uniquely positioning us as informed advisors to our partners, brands, and retailers. Supporting and bringing awareness to Black-owned businesses is not just a matter of social responsibility; it is also a smart business strategy that aligns with the growing consumer demand for diversity and inclusivity. We encourage everyone to explore and support Black-owned businesses, not just today, but every day. Whether through purchasing products, amplifying their voices, or partnering with them in meaningful ways, we can all contribute to a more equitable and vibrant marketplace. Happy Juneteenth from all of us at SPINS! #Juneteenth #FreedomDay #DiversityAndInclusion #SupportBlackBusinesses #SPINS

In honor of #BlackHistoryMonth, we interviewed Nakiya Parker, Product Specialist for SimplePractice and the president of the ENGAGEBLK #ERG. Learn more about Nakiya and what Black culture and history mean to her: 🛤Can you share a bit about your personal journey and what Black History Month means to you? For many years of my life, my mom was my primary caretaker and she paved her own way for herself. I come from a long line of women who wanted better for themselves and their family but experienced various difficulties based on their socioeconomic status. As I grew older and learned more about Black history, and all the factors that placed certain groups at a disadvantage, I realized that I was making history in my own right. This pushes me, each day, to enjoy life and achieve the goals that my ancestors dreamed of. Black History Month is a time where we are called to honor the many individuals who (not so long ago) paved a way so that future generations can have the same rights and freedoms as others. This time is meant to look back at how far we’ve come and to look forward into all the work that needs to be done to continue tearing down barriers for all. 🏢What do you hope to achieve as president of the ENGAGEBLK ERG? As the president of the EngageBLK ERG, my primary goal is to initiate meaningful change by fostering support for the growth and advancement of Black individuals within our organization. I’d like to highlight those who have made impacts in a place that not everyone may feel fully represented or heard. . I’d also like to create a safe space where we can support and push each other professionally. 🔎How has your role as president of EngageBLK impacted your perspective on #DEIB efforts at EngageSmart and SimplePractice? In my time, I’ve definitely seen a push to create and maintain groups where employees can be represented. I feel that with the DEIB initiative, we’ll set up future individuals to be fully supported within the applicable groups. With this, our ability to utilize the DEIB newsletter helps spread the voices and contributions of each ERG and it increases our ability to share important events and celebrations with the team. This has helped make space to create opportunities for team members to meet together for shared learning opportunities. It’s been exciting to see the level of dedication that goes into creating an inclusive environment through amplifying peer voices and providing insight on different holidays. ✊What message would you like to convey to your team members during Black History Month? You can be and do absolutely anything that you are called for. There is a way to achieve your goals, and that way may require you to have confidence in yourself, speak up for yourself, and believe in yourself fully.

DEI Event: Don’t Put People in Boxes: In a powerful Diversity, Equity, and Inclusion (DEI) event, we embraced the theme "Don’t Put People in Boxes." It is so easy to categorize people, drawing lines and creating sides - us and them, those we feel comfortable around and those we don’t. However, this event reminded us that despite our differences, we stand together. Some of us have many chapters in our lives, while others are just beginning their stories. There are those we share something with and those we don't seem to share anything with. Yet, irrespective of all these differences, we are united as one Concord family. This event encouraged us to break down the barriers of prejudice and misunderstanding. Instead of putting people in boxes, we were inspired to understand and celebrate our differences. It was a heartfelt reminder of the importance of inclusivity and the strength we gain from our diverse backgrounds and experiences.

Celebrating Juneteenth: More Than Just a Day Off (But That's Important Too!) Juneteenth, the commemoration of the end of slavery in the United States, is a significant day for reflection and celebration. But its importance extends beyond a single day off work. Why Juneteenth Matters in the Workplace: Diversity & Inclusion: Recognizing Juneteenth demonstrates a commitment to acknowledging all voices and experiences within your organization. Employee Engagement: Celebrating Juneteenth shows employees their company values diversity and fosters a sense of belonging for Black employees. Historical Context: Juneteenth serves as a reminder of the ongoing fight for racial equality, sparking valuable conversations in the workplace. Community Connection: Supporting Juneteenth events can strengthen ties to the Black community and potential customers/partners. Here's How Businesses Can Celebrate Juneteenth: Educational Programs: Organize workshops or lectures on the history of Juneteenth. Employee Resource Groups: Empower Black employee resource groups to lead celebrations or discussions. Community Involvement: Sponsor or participate in local Juneteenth events. Company-Wide Recognition: Share the history of Juneteenth and its significance through internal communications. Juneteenth is an opportunity to celebrate, educate, and commit to a more equitable future. #Juneteenth #DiversityandInclusion #BlackHistory #EmployeeEngagement #Community Let's discuss! Share your thoughts on how to authentically celebrate Juneteenth in the workplace.

The "illusion of inclusion”: What does this mean? Imagine you have a house with some broken parts inside. Instead of fixing these parts, you just cover them up with nice-looking panels. From the outside, the house looks fine, but the problems remain underneath. In the same way, if a company just talks about DEI and puts up posters without changing its actual practices, nothing really changes. It's like pretending everyone is invited to the party when, in reality, only a few are getting the invites. What do you think? Want to learn more? Check out my article: Is DEI an ILLUSION OF INCLUSION in your organisation? https://www.rfr.bz/ll8qxot