Analiza Wolf’s Post

One theme I’ve witnessed since becoming Alder is that too often when folks talk about the future of an area of the city — when it comes to Black people, also being there — the imagining is often really soaked in stereotypes. the imagining becomes wrapped with a call for more police, more on-site security, vs how do we ensure this area is welcoming and authentically inclusive. this is one reason why I created the Progress Center for Black Women. because too many times I felt like just being the Black person in a space — some people found that to be offensive/a problem. and I lost count of the stories Black women shared with me about how they felt in this city. to feel this way before serving in an elected position, coupled with now witnessing how people across the city create the energy where to be Black is to be unwelcomed and deserving of being over policed — can be taxing on some days. this also why I continue to imagine spaces that we are safe in and I’m working to build on what I’ve already built. because it is the “liberalism” so often preached about here that actually doesn’t f__k with us. anyways, I encourage you to create space for yourself away from toxic liberalism. it’s so necessary to maintain your peace of mind. ✌🏾 #madisonwi #inclusion #leadership

Honoring Juneteenth: A Celebration of Freedom and Resilience Today marks three years since Juneteenth became a federal holiday. Juneteenth commemorates the emancipation of enslaved Black Americans, recognizing the day on June 19, 1865, when Union soldiers arrived in Galveston, Texas, to announce the end of slavery – a full two and a half years after the Emancipation Proclamation. This day has grown from a Texas celebration to a national symbol of freedom and resilience for all Black Americans. At Women In Bio-San Francisco Bay Area, we honor the invaluable contributions of Black Americans in the sciences, the workplace, and our communities. Our commitment to creating opportunities for traditionally disenfranchised groups extends beyond Juneteenth, as we strive for inclusivity every day. Juneteenth serves as a reminder to support your local Black-owned businesses and foster diversity and inclusion in all aspects of life. Let’s celebrate and uplift each other not only on this holiday, but every day. #Juneteenth #Juneteenth2024 #FreedomDay #EqualityForAll #DiversityAndInclusion #HonoringJuneteenth #DiversityinSTEM #WomenInBio

Juneteenth - a day to celebrate freedom, resilience, and the enduring spirit of Black Americans. A day steeped in history, a reminder of the ongoing fight for racial equality and a call to action to keep pushing for a more inclusive future. Juneteenth - a catalyst to take action – to educate ourselves, amplify Black voices, and dismantle systemic barriers. As an HR leader, I'm committed to fostering inclusive workplaces where everyone feels valued. We can create spaces that celebrate diversity and empower everyone to be their authentic selves. I'm so grateful to work at a company that celebrates and recognizes the importance of Juneteenth, but let's be real, not all companies are there yet. Let's use Juneteenth as a springboard for progress. We can all contribute to a more equitable future by advocating for racial justice in our workplaces and communities. Here's to dismantling barriers and fostering a more inclusive future, one where everyone feels valued and respected!! ✊🏾❤️🖤💚💛🖤✊🏾 #Juneteenth #BlackHistory #DiversityMatters #BuildinganEquitableFuture #Buildinginclusiveworkplaces #Blackexcellence #blackgirlmagic

Shauna Knox's poignant piece explores the intricacies of Black female leadership in today's workforce. As we reflect on her words, it's essential to consider the impossible dilemma faced by Black women: the choice between drowning in systemic oppression or disappearing by conforming to expectations. In predominantly White spaces, Black women are often pressured to assimilate, to silence their truths, and to ignore the pervasive racism that surrounds them. Those who conform may find temporary success, but at what cost to their identity and integrity? As Shauna eloquently points out, the Angry Black Woman trope serves as a tool to marginalize and silence those who refuse to conform. It's a sobering reminder of the systemic barriers faced by Black women in leadership positions. Moreover, Shauna's analysis extends beyond White-dominated organizations, highlighting the pervasive influence of Whiteness in shaping workplace culture. Even in spaces led by Black women, the pressure to conform to White standards can lead to marginalization and mistreatment. The stories of Kimberly Bryant and Kim R. Ford serve as stark examples of the challenges faced by Black women leaders, both within and outside of predominantly White spaces. Shauna's piece challenges us to confront the realities of Black female leadership and to question the systems that perpetuate inequality. It's a call to action for all of us to advocate for equity and justice in our workplaces and beyond. As we navigate these complex issues, let's remember the importance of amplifying Black voices, supporting Black leaders, and dismantling the systems of oppression that continue to hold them back. #SupportBlackWomen #Equity #Race #Inclusion #Leadership #LeadBoston

From the civil rights era to the digital age, Black women in DC have defied the odds, shattered stereotypes, and paved the way for future generations of leaders. Learn more about some of DC’s past and present Black communicators who have shaped our industry: https://bit.ly/3UWWvxF

With #DEI and #affirmativeaction laws under attack, it’s more important than ever to not just reflect on the legacy of slavery, but to take active steps to bridge the diversity, equity, and inclusion gaps within your own companies. Here are just a few example actions to get you started. #Juneteenth

Allyship and support comes in many forms

Today is #Juneteenth — a day for us all to observe the end of slavery in the U.S.. Since becoming a federal holiday in 2021, at least 28 states and D.C. legally observe Juneteenth as a permanent paid holiday, but giving employees the day off is not enough. Even in 2024 — 159 years since the U.S. abolished slavery — there are still clear signs that our institutions continue to systemically undervalue Black lives and experiences, particularly those of Black women. Our research shows that by almost any measure, Black women are facing disproportionately high barriers in the workplace and, in some cases, are having the worst experience of any group. We hope that you take today to not just reflect on the legacy of slavery, but to take active steps to bridge the diversity, equity, and inclusion gaps within your own companies. Here are just a few example actions to get you started. How are you supporting the Black women in your workplace and bridging the DEI gap?

"Many Black women in positions of leadership earnestly believe that they cannot afford the luxury of a more integral moral ecology because they are being made to choose between their livelihoods and their ideals." It is imperative that we make professional space for Black women to share their collective abuse. I can only hope to be of support as I continue to advocate for those who work directly and indirectly with me. I live at the intersection of anti-Black maleness in a field that views my peers as vectors and villains while Black women live in a wholly different place where they are expected to bring #BlackGirlMagic to fix decades-long internal abuses without support to dismantle to status quo. And if they ever do that nearly impossible work, they will pay a dear price...often with public admonition. To address these issues takes transparency and higher levels of support. It was nothing but shocking to see first-hand the professional abuses that a Black woman in leadership faced at an org that I led. 1) Staff openly questioning her academic credentials (read: Black women don't/can't earn doctorate degrees) 2) One individual stating that they did not want to report to her but to a white leader who didn't even have her skill set (read: I prefer reporting to someone who looks like me) 3) A Black woman peer who sent numerous threatening text messages if she preformed corrective action on her due to her egregious and demeaning behavior with staff and peers (read: Not all skin folk are kin folk) 4) A white man who was being investigated for improper behavior who was immediately terminated for attempting to destroy evidence who then became verbally & physically aggressive which led to her locking herself into an office and having to call the police (read: Black women must already know their place on society's Privilege Flag Pole) 5) Being told by staff that she should not have called the police and that she must have done something wrong to make the white terminated employee so upset (read: Be prepared to die and then have people say you were complicit in your own death) Too many Black women have these and worse experiences on a habitual basis. Systemic violence is putting your head in the sand and hoping that well-meaning "Allies" who have no history of openly supporting Black women will suddenly do so when faced with their daily realities. We must do better. #iSupportBeverly #TrustBlackWomen

Promoting DEI (diversity, equity, and inclusion) in the workplace necessitates intentional efforts. Merely hiring a diverse workforce does not guarantee DEI. Creating an environment that genuinely supports DEI involves essential elements such as psychological safety, inclusive practices, and awareness of biases. Wishing you a Happy Juneteenth Day! #biotechnology #innovation #humanresources #management #leadership