Impact Organizations of Nova Scotia’s Post

How are your staff and managers being supported on their DE&I journeys? Having DE&I Champions is a means of embedding good DE&I Practice into your organisations. Get in touch to find out more by contacting [email protected]

Celebrating a major milestone today! My trademark for "40 Hours for 40 Acres" is officially registered! Two years ago, I launched my first coaching program, 40 Hours for 40 Acres®, a multi-week bootcamp to empower Black women in career transitions. The name reflects the unfulfilled promise of "40 acres and a mule" - a symbol of the ongoing fight for fair treatment and compensation for Black workers. We see the legacy of this broken promise in workplaces today, where Black employees often contribute significantly but don't receive equal recognition, protection, or compensation. The mission of “40 Hours for 40 Acres" is to provide coaching, resources, and community that unlock sustainable, rewarding paths to professional fulfillment and financial freedom while companies get their acts together. Within months of completing the program, most participants secure raises and promotions. Some even start new businesses from our work together. This program became the foundation for my current work to improve experiences and outcomes for underrepresented workers using career and leadership development coaching. It’s been a long road getting this trademark and I’m proud of how far my work and leadership have come since creating 40 for 40. The marathon continues 🏁🚀💪🏾 https://lnkd.in/dsDfdTW2 #BlackExcellence #CareerCoaching #DiversityEquityInclusion

In her LA Times piece, English numerates some questions for those who employ DEI individuals to assess how far they have actually come: What purpose do these roles serve in your organization? To whom do these roles report? What authority are these leaders given to make decisions that directly impact the business? How are they and their teams being funded? Who is tasked with coming up with solutions? Who is responsible for implementing solutions? How is the accountability for achieving these solutions shared across leadership? How are you taking the weight of this work off the shoulders of a select few? How is success being measured? How are you ensuring that individuals in these positions are given the grace and gratitude to try, fail and try again?

“I sat in the crossfire between the communities I was advocating for and those I was calling on to champion change. On both sides, there was fear. … Fear created an impasse.” I felt this so deeply. I’m not a CDO, but a couple years ago, I started to believe that moving between being gaslit by your peers and having your Black card taken by employees was simply the Black-ad-agency-CPO’s plight. I had begun running that play daily, from meeting to meeting. I started to believe that continuing this career as *me* meant accepting that plight, and even made it my mission to deconstruct that particular part of the system. It broke me. I broke a little. I started holding my breath like I hadn’t ever before. I struggled to do my work as *me* even though I believe(d) it to be part of what makes me good at the most strategic (and human) parts of my job and valuable to an agency/this industry. Gross, right? Maybe it is our (unoriginal) plight as Black CPOs, or it’s a zero-sum game. Maybe corporate DEI’s mark on history will be that even the marathon was never going to be enough—because it, corporate DEI, was the broken thing. For me and for now, I’m in repair. I’m remembering to breathe again and I’m back to believing that both things can be true: Me *and* my work. And that’s a (re)start. #agencylife #humanresources #chiefpeopleofficer #dei #leadership #blacklinkedin

🚀 DEI at a Crossroads: With societal and legal challenges facing affirmative action and DEI efforts, it's clear we're at a pivotal moment. A. Solomon Recruits believes this is an opportunity to reaffirm our commitment to diversity, equity, and inclusion, particularly during Black History Month. #blackhistorymonth 👁 Identifying the Great Pretenders: This moment in time separates those genuinely dedicated to DEI from those who have merely paid it lip service. We guide companies to be leaders in DEI, setting examples of genuine, impactful action. 🌟 Rising to the Occasion: Now, more than ever, it's crucial for organizations to take bold steps towards creating truly inclusive environments. We're here to lead the charge, supporting companies in navigating these challenges and making real progress. #DEICrossroads #TrueInclusion #LeadershipInDEI #blackhistorymonth https://lnkd.in/dcUMdpPB

Black Voices Leader's establish policies that support ethnic diversity, provide opportunities for underrepresented groups to voice their perspectives, and ensure fair treatment for all employees regardless of their background. By embracing and respecting ethnic diversity, leaders can enhance creativity, collaboration, and innovation within the organization, leading to a more engaged and empowered workforce. Ultimately, when leaders prioritize inclusivity, they pave the way for ethnicity to flourish and contribute positively to the organization's success.

Race Unity Day-Appreciation of Cultural Diversity Today is Race Unity Day. Cultural diversity enriches our communities and brings a wealth of perspectives and experiences that can propel organisations forward. The UK currently has only 4% black individuals at management or director level roles as suggested by Gov.UK. It is therefore crucial for organisational leaders to truly champion diversity and inclusion efforts to create a welcoming and inclusive work environment. Equity, Diversity and Inclusion are not just mere tick boxes for reaching a strategic goal. They are thought provoking, de-centring positive actions taken to ensure all cultures are embraced and enhanced within a company. This year, we challenge organizational leaders to become trailblazers in enhancing cultural diversity within their teams. By fostering atmospheres of openness and trust, supporting the development of all staff, and ensuring fair recruitment practices amongst others, leaders can truly make a positive impact. At Empower Diversity, we believe in the power of diversity to drive innovation, creativity, and success within organisations. As we celebrate Race Unity Day, we are reminded of the importance of embracing and celebrating cultural diversity in the workplace.

🔍 Where Are the Receipts? Black Women in Leadership Demand Accountability Black women leaders are asking the tough questions: Where are the receipts? It's time for organisations to deliver more than empty promises on racial equity. Being clear you want to address the underrepresentation of Black women is just the start. You must have a concrete plan and hold yourself accountable. Yet, on racial equity, many organisations lose clarity and commitment. Unlike other goals, it becomes "fluffy and rainbows" with no real action. This must change. Racial equity initiatives require the same rigour as any priority - clear goals, KPIs, robust plans, resources, and expertise—no more lip service. Show the data and impact. Prove that your hiring practices are unbiased. Nurture and retain diverse talent. Platitudes must give way to transparency and accountability. Black women have wisdom to share - if leaders are ready to truly listen.

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

When Eric Guyer was Director Of Community Justice in Jackson County, he invited Celebrate Diversity! to provide Cultural Agility training to his staff. Here are some of his comments about the impact of our collaboration: "We wanted to take a deeper dive to understand our community better, for our staff to comprehend how people have experienced the criminal justice system, and provide opportunities for dialogue. We were familiar with your approach and professionalism and wanted to go beyond awareness to shifts and openings in attitudes and disposition. Champions for this work emerged and we demystified topics of equity, diversity, and inclusion (EDI). We developed leadership and identified this work as a value in the department. We recommend this to all organizations, especially those who believe EDI work is not needed, or if there is uncertainty, or resistance. Celebrate Diversity's style is human-centered, meets people where they are at, and is very inclusive." -Thank you, Eric, for having engaged with us and being part of the change we wish to see in our communities! This work strengthens organizations from the inside out. Contact us to bring connection and help your organization thrive! #equityandinclusion #workculture #leadership #healthyworkplaces