Jennifer Brown Consulting’s Post

🌈 The Importance of Diversity, Inclusion and Personal Authenticity 🌟 Personal post I’m married to a woman. Thanks to the work of many, many people, it’s safe for me to say that now. But I remember the days when it wasn’t. I remember writing special letters so that we could visit each other in the hospital. I remember the years of referring to “my housemate” or “my partner.” People take our couplehood for granted, and I'm grateful. AND, I know it would be harder if I were trans, or non-binary. It would be harder if my difference was visible on the outside. To honor those whose differences are visible, I make an effort to practice Intentional Diversity. My podcast, Speakers Who Get Results launched in 2020. By June of that year, it was obvious that there would be no Pride parades, so I recruited LGBTQ+ experts as guests. What a pleasure! Intentional Diversity as a podcast host has enriched my life immensely, forcing me out of my comfort zone to meet interesting new people. As Pride Month unfolds, let’s remember the importance of fostering inclusivity and embracing authenticity in our workplaces and communities.   🌟 Reach out to colleagues with different backgrounds and ask them how they feel. 🌟 Speak up if you see bias.  🌟 Apologize if you say something that lands wrong.  Say, “I’m trying to do better. Help me learn.” 🌟 If you feel “othered” look for allies who can open doors for you. Pride month reminds us that love knows no boundaries and that every individual deserves to live free from prejudice. We can do better. #allies #lgbtq #pridemonth #authenticity #visibleandvalued

THIS WEEK ON Your Queer Career®: my weekly newsletter on LinkedIn focused on empowering LGBTQ+ (& Ally) professionals. Vol 8. This week’s question: Hello “Gay Leadership Dude®”… I’m exhausted. Like you, I live in Florida, and between the “Don’t Say Gay” fiasco and the “Stop WOKE Act ” shenanigans in our state alone, I’m feeling frustrated and lost; like we’re going backward. I try to promote equity both in our community as well as in my workplace (I’m one of the heads of our Employee Resource Group). What do you suggest I can do to keep up my spirits and continue the fight, and not get frustrated and give up? ~ Annoyed Advocate My 2¢ : This reflects my frustration and the negative emotions I've felt due to legislative attacks on the LGBTQ+ community, which have been compounded by the pandemic, economic concerns, and global conflicts. Drawing from my expertise in change management and resilience, I have a lot of insight into the importance of adapting to change and overcoming adversity. There are three key resilience strategies: maintaining a positive outlook, nurturing a healthy self-concept, and effectively handling ambiguity. I encourage taking action, however small, to make a positive impact. I want to remind everyone that you're not alone in your struggles. Stay positive, recognize your worth, and focus on what you can control, while allowing time for rest. WHAT DO YOU THINK? To stay connected, you can subscribe through the link below. And help me break the 4,000 subscriber mark? PLEASE? :^D https://lnkd.in/eH38iTuf #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership

As a member of the LGBTQ+ community, I spent years hiding parts of my identity. In the early stages of my career, I believed I had to downplay who I was to succeed, both as a performer and later as an entrepreneur. It wasn’t until I became LGBTQ+ certified as a diverse supplier that I fully embraced the intersection of my identity and business. Despite the progress, I still find myself navigating a world where I must weigh how much of myself I bring into every room. Like many, I struggle with "covering"—downplaying stigmatized identities to fit in, a concept coined by Kenji Yoshino and Christy Smith in partnership with Deloitte. Whether it's as a woman in male-dominated spaces or as someone who is LGBTQ+, there’s an ongoing mental calculus: How will sharing this part of me affect my credibility? My authority? This experience is far from unique—61% of us, across various diversity dimensions, cover in some way. It’s an invisible burden we carry, often without even realizing it, and it’s one that organizations must actively address if they want to truly create inclusive spaces. At the heart of this work is the belief that our full selves—the parts we may hide or downplay—are what make us stronger, more innovative, and more resilient. It’s time to stop covering and start showing up fully, for ourselves and for each other. If you're looking to create a culture of true belonging in your organization, where every voice is valued, let’s talk. I’d love to share how we can work together to foster environments where everyone thrives! https://lnkd.in/eke9CEtX #Covering #LGBTQIA #DiverseSupplier #InclusiveLeadership #LeadershipDevelopment [ID: Jennifer Brown (she/her) on standing on stage holding a microphone. She appears to be mid-speech, smiling enthusiastically with her hands out as if she's telling a story]

If you ask any LGBTQ+ person, they have a horror story (or many) of bad leadership that forced them to hide who they were or actively discriminated against them for being LGBTQ+. Many of us also have stories of leaders who exemplify what it means to be not just an ally, but an advocate. Here are 5 ways to be that advocate from someone that has seen the good and the bad in the military and corporate world: 1. Take your ego out of the equation: When you do this, you focus on the impact you create rather than becoming defensive or worried about saying the wrong thing. You will say the wrong thing, but you will learn from it. 2. Use inclusive language: Make space for people to share their pronouns, but don't make it a requirement as not every person may be ready to share. When you speak inclusively, you can build trust. 3. Don't make assumptions: Is your default to assume people are heterosexual? Or that people do or want to have kids? What other default assumptions do you have? We all have them. We must question our assumptions to deconstruct them. 4. Challenge others, especially leadership on problematic behaviors: At work there is a power dynamic between leaders and individual contributors. Don't make it the responsibility of an individual contributor to call in a director. 5. Ask your LGBTQ+ employee (and really all your employees), "How can I help?": This is an invitation for employees to talk candidly. They may not be candid at first, but if you build trust and create a psychologically safe team, this question will yield insights that you can act on. Choose to be a leader who is an advocate. #Leadership #LGBTQ #Advocate

PODCAST! I had a great time recently being a guest on the "Workshops Work Podcast” with Dr. Myriam Hadnes. We took a look through the iridescent, rainbow lens of leadership to ask the question: what does it mean to be a truly inclusive leader? Diving into DEI goes beyond mere token gestures; it's about embodying inclusion, a trait the LGBTQ+ community exemplifies flawlessly. Embracing authenticity, empathy, communication, connection, and shaping workplace culture are key. Understanding the importance of pronouns, bringing one's whole self to work, and addressing unconscious bias reveal the deep value of diversity. Through personal experiences and the "superpowers" of the LGBTQ+ community, it's clear that true leadership and connection come from authenticity, learning from mistakes, and daily growth. Let's commit to genuine inclusivity, celebrating our unique contributions and transforming our environments together. https://lnkd.in/e-_GtGAM lgbtqa #diversity #inclusion #thegayleadershipdude #leadership

THIS WEEK ON Your Queer Career®: my weekly newsletter on LinkedIn focused on empowering LGBTQ+ (& Ally) professionals. Vol 19. This week’s question: Greetings “Gay Leadership Dude®” … As we enter yet another election season, I wanted to see what you think about talking politics at work. I know it’s typically a taboo topic, but these days it seems it’s on everyone’s mind. What should I—or shouldn’t I—do about sharing my political leanings in the workplace? ~ Pink State My 2¢ : When navigating political discussions in professional settings, it can be challenging. Here are some tips for engaging in respectful and genuine conversations. Avoid assuming someone's political views based on their demographics. Instead, share your political stance through your personal values rather than party labels. Ask others about their candidate preferences to understand their viewpoint. Be aware of unconscious biases and avoid party stereotypes. If discussions become intense, it's okay to gracefully step back. Following these suggestions can help you maintain a respectful and open political dialogue, enhancing your authenticity and leadership as an LGBTQ+ professional. Remember to always exercise your right to vote. WHAT DO YOU THINK? To stay connected, you can subscribe through the link below. And help me break the 5,000 subscriber mark? PLEASE? :^D https://lnkd.in/eQZAehD3 #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership

THIS WEEK ON Your Queer Career®: my weekly newsletter on LinkedIn focused on empowering LGBTQ+ (& Ally) professionals. Vol 8. This week’s question: Hello “Gay Leadership Dude®”… I’m exhausted. Like you, I live in Florida, and between the “Don’t Say Gay” fiasco and the “Stop WOKE Act ” shenanigans in our state alone, I’m feeling frustrated and lost; like we’re going backward. I try to promote equity both in our community as well as in my workplace (I’m one of the heads of our Employee Resource Group). What do you suggest I can do to keep up my spirits and continue the fight, and not get frustrated and give up? ~ Annoyed Advocate My 2¢ : This reflects my frustration and the negative emotions I've felt due to legislative attacks on the LGBTQ+ community, which have been compounded by the pandemic, economic concerns, and global conflicts. Drawing from my expertise in change management and resilience, I have a lot of insight into the importance of adapting to change and overcoming adversity. There are three key resilience strategies: maintaining a positive outlook, nurturing a healthy self-concept, and effectively handling ambiguity. I encourage taking action, however small, to make a positive impact. I want to remind everyone that you're not alone in your struggles. Stay positive, recognize your worth, and focus on what you can control, while allowing time for rest. WHAT DO YOU THINK? To stay connected, you can subscribe through the link below. And help me break the 4,000 subscriber mark? PLEASE? :^D https://lnkd.in/eQZAehD3 #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership

THIS WEEK ON Your Queer Career®: my weekly newsletter on LinkedIn focused on empowering LGBTQ+ (& Ally) professionals. Vol 19. This week’s question: Greetings “Gay Leadership Dude®” … As we enter yet another election season, I wanted to see what you think about talking politics at work. I know it’s typically a taboo topic, but these days it seems it’s on everyone’s mind. What should I—or shouldn’t I—do about sharing my political leanings in the workplace? ~ Pink State My 2¢ : When navigating political discussions in professional settings, it can be challenging. Here are some tips for engaging in respectful and genuine conversations. Avoid assuming someone's political views based on their demographics. Instead, share your political stance through your personal values rather than party labels. Ask others about their candidate preferences to understand their viewpoint. Be aware of unconscious biases and avoid party stereotypes. If discussions become intense, it's okay to gracefully step back. Following these suggestions can help you maintain a respectful and open political dialogue, enhancing your authenticity and leadership as an LGBTQ+ professional. Remember to always exercise your right to vote. WHAT DO YOU THINK? To stay connected, you can subscribe through the link below. And help me break the 5,000 subscriber mark? PLEASE? :^D https://lnkd.in/eH38iTuf #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership

PODCAST! I had a great time recently being a guest on the "Workshops Work Podcast” with Dr. Myriam Hadnes. We took a look through the iridescent, rainbow lens of leadership to ask the question: what does it mean to be a truly inclusive leader? Diving into DEI goes beyond mere token gestures; it's about embodying inclusion, a trait the LGBTQ+ community exemplifies flawlessly. Embracing authenticity, empathy, communication, connection, and shaping workplace culture are key. Understanding the importance of pronouns, bringing one's whole self to work, and addressing unconscious bias reveal the deep value of diversity. Through personal experiences and the "superpowers" of the LGBTQ+ community, it's clear that true leadership and connection come from authenticity, learning from mistakes, and daily growth. Let's commit to genuine inclusivity, celebrating our unique contributions and transforming our environments together. https://lnkd.in/etE9GEZd lgbtqa #diversity #inclusion #thegayleadershipdude #leadership

Four Types of Organizational Cultures re: Diversity (excerpt from The Conversation by Robert Livingston): 1.      Toxic organizations encourage overtly hostile, bullying, and antiegalitarian behaviors toward women, LGBTQ+, people of color, and other groups, because they see such a culture as being indicative of masculinity, power, or status. 2.      Laissez-faire organizations are apathetic toward diversity and tout themselves as being gender- or color-blind. …doing nothing amounts to complicity in the perpetuation of racism. Nevertheless, many firms implicitly or explicitly espouse a hands-off approach. They figure it will happen organically, and if not, then so be it. 3.      Prodiversity on paper organizations hail diversity as being an integral part of their values and aspirations. However, there is little action beyond verbal commitments. Within it are two subcategories: (1) companies that want diversity but don’t have it because they don’t know what to do or simply haven’t done it, and (2) companies that privately and candidly do not want diversity but nevertheless publicly extol the virtues of diversity. 4.      Prodiversity in practice organizations actively work toward building and enhancing diversity and achieve praiseworthy outcomes. #leaninleanthinkers #diversityequityandinclusion #diversityandinclusion #diversityintheworkplace #leadership #antiracism #racialequity #blackleanthinkers