Beck Bailey

This year I decided I wanted two things: 1. To publish a book 2. To open and close a conference with reflection activities My book will be published on 10/7/2025. This Friday 11/1/2024 I’m opening and closing the SOLD OUT ATD Sacramento conference. Both took doing something I’m learning to do: 1. Asking for help 2. Offering what I want to do to others (since apparently they can’t read my mind) So, yes, I’m kind of proud of myself. But I’d also like to offer my experience as encouragement. What do you need to ask for? And what help do you need? I’d love to support you.

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Got some free time on Thursday at 11 am PT? If you're a #DEI professional, an advocate, or are interested in supporting DEI efforts, we would love to have you join the discussion. Register for this live Cultivate Empathy webinar, where we will talk about the DEI Backlash and how we move forward and continue the work of #DEIB despite the noise. Link in the comments. #inclusionatwork #empathycultivators #culturecatalyst

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I recommend this HBR article to those interested in advancing women to leadership roles in their organizations. One caution, however - not all interventions focused on building negotiation skills recommend that women should adopt the traditional "male" model of using power to force solutions. Au contraire, the best negotiation skills training instead encourages women (and men!) to consider a more strategic approach. Successful negotiation outcomes are a result of effective planning as well as a clear understanding of the traps that can undermine success and what to do to avoid them. This is the way women can embrace their negotiation power!

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Embracing the Future of DEI: Strategic Thinking & Collaboration In today's diverse landscape, the discussion around Diversity, Equity, and Inclusion (DEI) remains crucial. Rather than viewing DEI as divisive, we should focus on collaboration and building consensus. In my recent blog post, I highlighted how aligning DEI initiatives with organizational goals, analyzing data, and seeking diverse perspectives can enhance decision-making and drive innovation. This shift promotes inclusivity and showcases the value of diverse voices in the workplace. Together, we can foster a culture of collaboration and success! Read the full post below. https://lnkd.in/eUF_DdT4 #DEI #Diversity #Inclusion #Leadership #Collaboration #Innovation

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Everyone approaches work differently. You might be like Gurpreet, enjoying the freedom to learn and grow, or like Shelleena, who values a culture where she can truly thrive. Read this blog about how my colleagues are shaping a sustainable future at ICF. https://bit.ly/480wLoo

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In the lead-up to the U.S. elections, diversity and inclusion (D&I) are making headlines — and not always in ways that promote unity. Some candidates are questioning the value of D&I initiatives, even labeling them as politically motivated. This discourse presents an opportunity for us, as leaders and colleagues, to consider how D&I can truly enrich our workplaces, creating cultures where people feel respected, included, and valued for their unique perspectives. When conversations around D&I become polarized in the public sphere, they can impact workplace culture, creating uncertainty or even division among teams. However, rather than sidestepping these discussions, leaders can lean in, using this moment as a powerful opportunity for connection and learning. Whether in the U.S. or globally, elections shine a spotlight on issues that affect us all: How do we ensure fairness? Whose voices are represented? What values do we want our organisations to uphold? As workplaces become more diverse, employees increasingly expect inclusive environments, especially younger generations who prioritize D&I when choosing employers. By addressing the current D&I conversation openly, leaders can reaffirm their commitment to inclusivity and foster a culture where everyone’s perspective matters. For example, discussing the value of diverse teams isn’t just a response to a political climate but a way to highlight the real, positive impact of inclusion on innovation and team morale. 👉 How can we start? Acknowledge that D&I isn’t about politics — it’s about people. Encourage open dialogues within teams, giving space for questions, concerns, and differing opinions. By doing so, we can create workplaces where D&I isn’t a checkbox or political talking point but a shared value that strengthens us all. Are you ready to transform this moment into an opportunity for meaningful change? Let’s bring the conversation back to what D&I truly means in our workplaces. If you'd like to feel more confident talking about D&I in the workplace, check out our latest online course here --- https://lnkd.in/eFqkusze #Diversity #Inclusion #Leadership #USPolitics #WorkplaceCulture

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How can we handle sensitive conversations this Thanksgiving? In my latest blog post, I share my experiences as a Black woman in an interracial family and my background in Diversity, Equity, and Inclusion (DEI) consulting. I offer practical tips on fostering understanding and connection during family gatherings, helping to bridge divides and create a safe space for dialogue: https://lnkd.in/eCxD3ijv #Thanksgiving #ConsensusBuilding #FamilyDynamics #Diversity #Inclusion #PersonalGrowth

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Board directors aren't just figure heads—they're game-changers in shaping a company's strategic direction and overall health. To make an impact, they need a mix of experiences and skills that match today's demands and future challenges. Here's a startling fact: Latinos make up nearly 19% of the U.S. population but hold only 5.0% of board seats in Fortune 1000 and 5.4% in Fortune 500 companies That's a massive pool of untapped talent! I joined Latino Corporate Directors Association (LCDA) because they're smashing the myth that high-caliber, board-ready Latino executives are hard to find. Their programs are top-notch, preparing and positioning highly credentialed Latino leaders for boardroom success. Plus, I've loved serving on several non-profit boards over the years—some even more complex than most corporations. As a battle-tested global Chief People Officer who's worked in the executive ranks of some of the world's most admired companies, I have much to share about future-readying workforces. But here’s the challenge: Corporate boards need fresh perspectives, yet breaking in feels like cracking a secret code. To change any system, you’ve got to understand it, examine it, and engage with it. That’s where LCDA steps in. I just wrapped up an incredible two days at LCDA's BoardReady Institute (BRI) in Chicago, and my mind and heart are brimming with new insights and relationships. Here are my top three takeaways: 1. Strong board governance matters more than ever A great board ensures good governance and organizational health through integrity, accountability, transparency, and sound risk management. Tom Monahan, said it best: "The world needs great governance." 2. Discussions matter, too Deliberation is crucial to understanding what's at play or to catching what others might miss. A stellar board culture thrives on healthy disagreements, finds consensus, and still enjoys coffee together afterward. Don’t be a wallflower; be an active participant. Emma Rodriguez-Ayala summed it up, "Challenge until they know themselves." 3. The death of DEI has been greatly exaggerated, but Latinos still face significant barriers to board seats Being the only one on a corporate board is still lonely and challenging. As F. Daniel Siciliano put it, "Be the better director." Yes, that means working twice as hard, even after jumping through all the hoops. So, why bother with corporate boards if the system isn't set up for everyone? Because change is possible. We pursue corporate careers not just to feed our families and keep a roof over our heads but because we know our unique skills and insights can transform products, services, ideas, and, ultimately, organizations for the better. We can open doors wide from within. LCDA proves it. Who else is ready to create value and shape the future of leadership through board service? #boardreadiness #directors #boardofdirectors #leadership #governance #diversityequityandinclusion

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The Future of DEI in Corporate America: Trends to Watch Midyear 2024 (Part 1) As we navigate through 2024, Diversity, Equity, and Inclusion (DEI) continue to be at the forefront of corporate strategy. By understanding and implementing the latest DEI trends, organizations can foster inclusive environments, drive innovation, and enhance employee engagement. Here are key DEI trends shaping the corporate landscape midyear: Gaza and Corporate Responsibility The mass destruction in Gaza has heightened global awareness around human rights and corporate responsibility. According to the Edelman Trust Barometer, 76% of consumers expect CEOs to take a stand on social issues. Increasingly, brands are expected to take a stand on global issues. Engaging with these issues strengthens brand reputation and builds trust with employees and consumers. AI and DEI Artificial Intelligence (AI) is enhancing DEI initiatives by reducing bias in recruitment and providing personalized development programs. McKinsey & Company highlights a 20% increase in diverse hiring from AI in talent management. However, unchecked biases in AI can undermine trust and damage reputations. It's crucial for organizations to ensure AI systems are regularly reviewed for biases to foster fair workplaces. Data-Driven DEI Strategies Organizations are using data analytics to drive DEI efforts. Metrics and KPIs help track progress, identify gaps, and enhance strategies. Gartner reports 75% of companies plan to increase DEI data analytics in 2024. This data-driven approach ensures accountability and transparency, enabling informed decisions that support DEI goals. Intersectionality Recognizing multifaceted identities, companies are adopting intersectional DEI approaches. This involves understanding how race, gender, sexual orientation, and disability intersect and impact experiences. The Harvard Business Review notes intersectional DEI can boost employee engagement by up to 30%. By considering these identities, organizations can create more inclusive policies reflecting diverse workforce experiences. Inclusive Leadership Development 2024 emphasizes developing inclusive leaders who champion DEI initiatives. Leadership programs are building skills in cultural humility, emotional intelligence, and fostering inclusive environments. The Center for Creative Leadership notes inclusive leadership training can improve team performance by 17%. Leaders with these skills are better positioned to support diverse teams and drive success. These trends highlight the evolving nature of DEI in corporate America. By integrating these trends, companies can create more inclusive, equitable, and innovative workplaces. Trust me, you're going to want to save and share this article to stay ahead of the curve. Stay tuned for part two, where we'll dive into the next five trends shaping DEI in 2024. What DEI trends are you watching in 2024? Share your thoughts in the comments!

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What is #LatinaEqualPayDay ? It's the day that Latinas finally earn as much as the average white male in the US. At 51 cents on the dollar, Latinas run far behind in income and financial security. I'm reposting a virtual and live conference 10/3 to draw attention to the disparities and how to build wealth. Thanks Dr. Patty Delgado for sharing this important event and participating as a keynote speaker! Registration link is below in the HACE post, and here's a link to learn more about Latina Equal Pay Day. https://lnkd.in/ggZ6m-nE

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This is a long-overdue post, and we all have an action to take. We are less than six months from the U.S. elections. Voting dramatically impacts the lives of corporations, communities, our military, families, individuals, and our allies outside the U.S.. Voting is essential if you are passionate about DEI, ESG, human rights, immigration, infrastructure, employment laws, business expansion, profit, taxes, growth, and unemployment benefits. As a business leader, you can plan initiatives to encourage employees to vote. You can launch a team to start working on this now. If you aren't working, you can help register people to vote, volunteer for a campaign, volunteer at the polls, or block Tuesday, November 5 on your calendar. #vote

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📚 Can Even Diverse Organizations Do Better? Looking for a fresh perspective on how to build a truly inclusive workplace? This week’s read by Nancy Duarte, CEO of Duarte, Inc., offers powerful insights into advancing diversity, equity, and inclusion (DEI) in organizations. Here are 3 things you can expect to learn from this article: 📖 How to address the gap between leadership and employee perceptions of inclusivity. Discover why many leaders feel they’ve created an inclusive environment while employees may think otherwise. 🧐 📖 Learn how this reverse-order approach to Justice, Equity, Diversity, and Inclusion can help organizations create lasting, systemic change. 💡 📖 Practical steps to build inclusivity: From auditing internal sentiment to partnering with Historically Black Colleges and Universities (HBCUs), Duarte shares actionable strategies you can apply to your organization. 🌍 🔗 Link to Article - https://buff.ly/3Yzkvbd #SaturdayReading #DiversityAndInclusion #DEI #InclusiveLeadership #WorkplaceEquity #LeadershipTips

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DEI and Corporate Social Responsibility (CSR) are increasingly intertwined, each amplifying the impact of the other. We specialize in integrating DEI strategies with your broader CSR goals to enhance your company’s social impact and brand reputation. Learn how aligning DEI with CSR initiatives can not only help you meet regulatory requirements but also resonate more deeply with customers, employees, and stakeholders.

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Check out my latest Human Capital Leadership article, "Creating an Inclusive Culture: Fostering Psychological Safety for Black Women in the Workplace." From the conclusion: "In today's climate of amplified social consciousness around issues of diversity, equity and inclusion, corporate leadership must move beyond performative allyship and implement substantive, sustained strategies that foster an inclusive culture where all employees feel psychologically safe to bring their whole, authentic selves to work. For Black women navigating the intersecting challenges of gendered racism, specific solutions are needed to support representation and mitigate psychosocial threats that undermine well-being, performance and advancement. By applying principles of inclusive leadership through the frameworks outlined - from developing allies and brave spaces to cultivating cultural competence and executive accountability - companies have a meaningful opportunity to create real change and ensure Black women, along with other marginalized groups, can fully participate and thrive. An investment in psychological safety through inclusion is not only the right thing to do morally - research shows it drives innovation, collaboration and business success. Overall, cultivating an environment where people from diverse backgrounds feel empowered to contribute their perspectives without fear of repercussion will strengthen the workforce and lead to even greater outcomes for companies committed to this important work." Take a look at the full article and leave your comments below! https://lnkd.in/gU8azfk6

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As we celebrate #HispanicHeritageMonth, I find myself reflecting on the rich diversity within the Hispanic community. As someone deeply invested in #REDI/ #DEIB work, I know how crucial it is to understand that “Hispanic” doesn’t describe just one identity—it reflects a beautiful range of experiences, from racial backgrounds to national origins. @PewResearch’s latest insights dive into how individuals define themselves, challenging assumptions and emphasizing the importance of honoring personal identity. When we truly embrace this complexity, we strengthen our #DiversityEmotionalIntelligence (DiversityEQ) and build deeper, more authentic connections. Let’s continue celebrating and uplifting these voices! #DiversityEQ #HispanicHeritageMonth #IdentityMatters #Inclusion https://lnkd.in/epGSsjwY

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Who else will be at TNW conference this upcoming Thursday & Friday? Hereunder, you can read learn about the DEI Coalition, which features a dedicated space to explore the diverse perspectives, experiences, and strategies shaping the future of DEI in tech.

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