Cindy Class (she/her/hers)

I am still in my feels around 'Black Jobs' and the label of 'DEI hire.' By now I am sure you have heard the buzz. But I want to hear from YOU! 🎤 Your turn to speak! If you are up to it, I have questions. Have you ever been labeled as a "diversity hire"? How did it make you feel? What are the misconceptions about DEI hires that need to be busted? How can we better educate others on the value of diverse leadership? Let's have an open and respectful discussion. Share your stories and perspectives. I have to believe that DEIB is core to successful business. I believe that together, we can inspire change and understanding! #DEI #Leadership #InclusiveWorkplace #Diversity #InclusionIsEveryone

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Afrotech Reflections: Get You a Friend Who Knows Tech (and Selfies!) AFROTECH never disappoints, and this year was a standout because I got to reconnect with two of my favorite Product leaders: Julie M. Wenah and Bahja Johnson!! Julie brings brilliance and grace to every space she enters, and Bahja? She’s not just an innovator at Apple —she’s basically a selfie cheat code. (Pro tip: Look at the green dot on your iPhone 📱. Thanks to Bahja, my selfies are officially next level!) In the fast-paced tech ecosystem, finding colleagues who become friends, mentors, and cheerleaders all in one is rare. I’m so grateful to count these two powerhouses as part of my circle. They embody what leadership is all about: driving innovation while creating space for others to shine. Take a moment to reflect: Who’s in your circle, lifting as they climb? Make sure you celebrate them today ✨. #Afrotech #Leadership #DiversityInTech #WomenInTech #Innovation #LiftAsYouClimb #Inclusion #womeninleadership

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We gon talk about the big fat elephant 🐘 in the room again or nah? We gon talk about the myth of meritocracy? 😳 77% of VC dollars went to companies with a White founder regardless of gender. 😳 More than 90% of VC partners went to Stanford University and/or Harvard University. 😳 More than 70% of startups that raise venture capital have a White male cofounder who went to Stanford University and/or Harvard University. https://lnkd.in/gJ9386_A Do the math! Does this add up??? If the US population is ONLY 58% White and if you are blocking the less than 1% that goes to Black people, specifically Black women, then the thought process behind these decisions are very simple: *** White people are inherently better. If you're Black and receive position or money, it's a scam because you're inferior *** Because why is no one questioning why SO much money is going to White VCs? Why is no one questioning why White folks are overrepresented in senior and executive leadership? Why is merit simply accepted and assumed when the beneficiary is White? Let's call a spade a spade ♠️ The WHY is anti-blackness, racism, White supremacy and misogynoir yet again... and it's bullshit. And before anybody gets their high blood pressure up because they don't know what White supremacy is... READ 📚 QUOTE: "Both conscious and subconscious white supremacist beliefs are visible in social patterns that show, for instance, that university professors give more attention to potential students who are white; that many people regardless of race believe that lighter-skinned Black people are smarter than those with dark skin; and that teachers punish Black students more harshly for the same or even lesser offenses committed by white students." https://lnkd.in/g8PaqiDZ And this applies to every other situation regarding power, status, capital and position where the math is just simply not mathing... Brotha Jean-Pierre Adéchi said it best: "We have to do it for ourselves." P.S. I am so sorry this is happening to you Fearless Fund. Let us know if there's anything we can do.

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Today is #BlackWomensEqualPayDay where the wage gap can cost a black woman nearly $900,000 over her 40-year career. Where the gender & racial wage gap robs black women of retirement security, and threatens black women's ability to save for a home, start a business, and pay off their student loans. These are hard but true conversations that need to happen on national and global scale, followed by real change and action. #EqualRemediesAct #BeHeardAct #PaycheckFairnessAct #SalaryTransparencyAct #EqualityAct

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Finding My Path, My Way As we celebrate Black History Month, I’ve been reflecting on the theme of Reclaiming Narratives. For me, it’s not just about honoring the stories of the past, it’s about owning and shaping our own journeys. Every path has its twists and turns, and mine has been no different. When I first moved to the UK, I had no idea what I wanted to do. I was drawn to anthropology because I’m fascinated by people and culture, but life had other plans. I got pushed into a “practical” route that didn’t feel right, and for a while, I was totally lost. Then, after conversation after conversation with my people the topic around HR came up. With zero experience but a “why not” attitude, I jumped into a master’s program. No grand plan, just hoping to figure it out along the way. That’s when everything started to fall in place. I was seconded into an HR systems and data role, and suddenly, it all made sense. I wasn’t just crunching numbers, I was uncovering stories. Real insights about people, their experiences, and how the workplace could change for the better. That’s when I knew: this is where I want to be. Now, I’m using data to make real impact, helping organisations understand their people, and making sure diversity isn’t just a buzzword. And I’m doing it on my terms, with my own story leading the way. This Black History Month, it’s all about reclaiming our narratives. We don’t always have the perfect roadmap, but the journey teaches you who you are, and where you’re meant to be. 🙌🏾Don’t be afraid of detours – Your path might not always be clear, but every step teaches you something valuable. 🙌🏾Find your passion – When you’re unsure, keep exploring. The right fit might surprise you, just like data surprised me! 🙌🏾Use your skills for impact – Whatever your niche is, find ways to make a difference. In my case, it’s using data to help build better, more inclusive workplaces. 🙌🏾Ask for help – Conversations with mentors, family, or peers can open doors you never considered. Sometimes all it takes is a chat to change your #BlackHistoryMonth #ReclaimingNarratives #HRData #MyJourney #DiversityInAction #MakingAnImpact

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Kim Godwin’s choice to step down from her trailblazing role as the first Black woman to lead ABC News is a powerful testament to the complex realities Black women face in leadership. Her tenure, marked by excellence and resilience, also came with seemingly blatant backlash and scrutiny—a reality all too familiar to many of us. As leaders, the burden of exceptionalism can be heavy, especially when our efforts are met with undue criticism rather than the recognition we deserve. This environment underscores a deeper, lasting sting that Black women endure, one that is often misunderstood and rarely allowed the space for healing. Kim's decision to prioritize her well-being and family is an act of courage. Hghlighting self-care in a world that demands so much from us. Her move is a powerful statement on the importance of personal health and familial love over relentless professional pursuit. Be inspired from Kim’s example. Remembering to care of ourselves, support each other, recognizing our strength lies not only in our achievements but in our ability to prioritize our well-being amidst challenges. Kim Godwin’s legacy reminds us that true leadership includes knowing when to step back and embrace the love and care we deserve.

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It’s time to shift the narrative. Black women are too often viewed through the limited lens of being a "DEI hire," which overlooks their vast leadership potential and capabilities. This article by Chief entitled, "Black Women Are More Than a 'DEI Hire' and It’s Past Time to Make Space for Them as Leaders" highlights the need to go beyond tokenism and genuinely empower Black women to step into leadership roles across all industries. Black women bring invaluable perspectives and innovative thinking—key qualities for navigating today’s rapidly evolving business landscape. Yet, they continue to face significant challenges, from being underestimated to being passed over for leadership roles. Inclusion in diversity initiatives isn’t enough; we must actively create space for Black women in decision-making roles where they can effect real change. This involves not just acknowledging their contributions but also advocating for equitable access to leadership development, mentorship, and career advancement. https://lnkd.in/eyhu_aCF #Leadership #Diversity #Equity #Inclusion #BlackWomenInLeadership #DEI

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Of all the powerful cultural principles I embraced at Twitter, none has impacted me more deeply than "Take Up Space" - a transformative concept born from the #BlackBirds that changed not just how I show up, but how I empower others. Too often, we find ourselves: ·     Feeling "grateful just to be invited" ·     Making ourselves small so others can shine ·     Morphing our authentic selves to fit in The cost? When we operate from this place of constraint, we filter every experience through layers of hesitation and self-doubt, delaying our contributions and dimming our impact. "Take Up Space" flips this narrative. When we truly embody this principle, we: ·     Bring our whole selves to every room ·     Share our perspectives without apology ·     Stay radically present to hear, think, and act ·     Remove the filters that delay our impact ·     Create space for others while owning our own In today's world, this mindset is more crucial than ever. It's not just about being physically present - it's about showing up fully, engaging deeply, and contributing boldly. Whether I'm parenting, mentoring, or leading, this principle has revolutionized how I navigate both personal and professional spaces. The power of taking up space isn't just in what we gain - it's in what we give when we show up as our complete, unfiltered selves. #Leadership #Inclusion #PersonalGrowth #Authenticity #ProfessionalDevelopment #Mindfulness

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Check out my latest solo episode on the Black Woman Leading podcast (S5E13), "Transitioning from an Operational Leader to a Strategic Leader." I share the cautionary tale of the Black woman leader who is unable to advance because she is too deep in the “tactical weeds” of her role. Many people have come to me for coaching after being rejected for a role and receiving this constructive feedback, which is why I wanted to cover this topic on the podcast. I provide an overview of strategic leadership competencies that are critical for career advancement. And, I cover five functions of strategic leaders to help you conduct self-assessment and determine if it's time for you to proactively invest in developing your strategic leadership skills. Finally, I share recommended next steps to implement these insights into your career development journey. If you desire to advance to more senior levels of leadership, this episode is for you! Tune in wherever you get your podcasts or on our website at https://lnkd.in/ei6aatK4

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Unpopular opinion: I think integration was one of the worst things that happened to the Black community. 400+ years of slavery and we’re still living in a modern version of Jim Crow. We are not wanted. They do not want us to thrive in their environments and yet whenever we build our own things so we can support ourselves, they kill that too (Tulsa, Rosewood, Oscarville, Seneca Village, etc.) So what does it say about an environment that won’t accept you and won’t let you go? Where do we go from here? It’s giving pearls before swine every time we enter a glass cliff situation and I’m tired of wondering where we would be if we weren’t continuously wasting our best talents on trying to prove we belong in a system that clearly is not built for us to survive (much less thrive). There will never be a voluntary wealth transfer. Yes, I know that hurts to read, but honest question — what incentive does a ruling class that was built by (and has never atoned for) theft, slavery, brute force, and intentional inequality have for making this equitable? Who desires diminishing their money and power, especially when it serves to keep a status of domination? The system is not designed to let us build that wealth within their systems either. So where do we go from here? It breaks my heart every single time I see a sister or brother achieve a level of success only to see the follow up story of how they’re no longer part of that company due to a glass cliff situation. I just wrote about my own experiences in this type of situation where you’re either brought in to fail, or not given the tools needed to support your work and then dismissed. Aren’t you tired? We deserve safety, success, and power too.

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Heyyyy Family! I will see you tomm walking the Halls at the Afrotech Conference. ✨ Super excited to be attending AfroTech this year, joined by my fantastic colleagues from Zynga, Take-Two, and 2K! This is my third year attending, and it’s always a powerful space for connecting, learning, and innovating within our community. 🌟 As we prepare for an incredible experience, here are 4 key networking tips to make the most of your time at AfroTech: Be Intentional: Make a list of the people or companies you’d love to connect with, and prioritize those interactions. Being strategic helps you make the most of each conversation. Engage Authentically: Focus on building genuine connections. Share your experiences, ask questions, and show interest in others' journeys. Authenticity always resonates! Follow Up Quickly: Connections don’t end at the event. Following up within a few days is key to keeping the conversation going and establishing lasting relationships. Stay Open-Minded: Sometimes, the most impactful conversations happen spontaneously. Be open to unexpected opportunities! Looking forward to seeing everyone at AfroTech and building a stronger, more inclusive future in tech! 🚀 #AfroTech #Networking #DEI #InclusiveTech

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LinkedIn Framily, Community voting is now open for SXSW 2025! The amazing Syia Lewis asked me to join Fawn Weaver and Marcus Bullock in a sure-to-be-dynamic conversation about how the lack of accountability in the workplace can circumvent justice and inclusion. How could I say no to possibly being on stage with THE FAWN WEAVER. While I don't purport to be a DEI specialist, I do have some thoughts I'd love to share. As some of you may have read in my previous posts, I received many calls about media-related DEI jobs after the murder of George Floyd. None of them felt right primarily because they didn't have success metrics, and what doesn't get measured, doesn't get done. I've also shared here how I prefer "belonging" over "DEI" because words matter. Check out the proposal for an honest discussion about accountability in DEI and the future of work after the dismantling of many DEI initiatives. In order for this conversation to be had at SXSW, the panel has to be in demand. So, please VOTE VOTE VOTE before the August 18 deadline - https://lnkd.in/gxYDvy6Q #sxsw #sxsw2025 #belongs #dibs #DEI #panelpicker #diversity #equity #inclusion

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For my first piece for Afrotech, I touched on the different ways that Harris & Trump could impact the future of tech & innovation in the United States https://lnkd.in/g_VRKgTT

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Did you know we’re living in the Decade of Black Innovation? For the past few years, I’ve been a proud member of Black Innovation Alliance, an organization at the forefront of building the equitable economy we all deserve. As a member, I’ve had so many incredible opportunities to develop as a business leader, ecosystem builder, and innovator. Each year, BIA hosts an annual Sustainability Summit to engage and energize our members from around the world. This year, I had the privilege of vending during the opening reception and sharing more about my book, The Ghetto VC. I’m so proud to share this was the first time I was able to sell out of my inventory, and I’m so grateful to everyone who purchased a signed paperback. Before BIA, I felt very alone in doing the work that I’ve committed my life to. After joining, I’ve realized there are so many others like me doing the work, whether they get the recognition they deserve or not. If you’re an organization supporting Black innovators in your ecosystem, BIA is here to support you. If you’re a resource provider, funder, or government entity, please consider how you can become an accomplice in our mission. And of course, if you’re interested in leveraging startup investing as a means to combat gentrification and classism, check out my book here: https://theghetto.vc/ #startups #venturecapital #nonprofit

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This is a great read for those with the understanding that this is difficult time for many people namely, black people for the reasons outlined below by Paul. The other groups we need to consider using this wonderful thoughtful speak up / reach out model are our Jewish, Palestinian and other middle eastern colleagues experiencing the discriminatory behaviors attached to the heart wrenching events in Israeli-Gaza region. If you know you care, show you care. Don't let fear of saying the wrong thing stop you. Try this out and modify if needed for your authenticity. Remember: Silence is not a option - it only encourages / empowers the oppressors and does nothing for the oppressed (except cause greater hurt and pain). Let's be there for each other, especially in the workplace. Susan LCA Consulting - Learn | Create | Achieve #FeelThinkAct #SpeakUpReachOut Kate Rubin Deborah Riegel

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This post has a great diagram that can help if you aren't 100% sure how to handle recent tragic events, particularly as they relate to marginalized communities. Thanks for the insight Paul.

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We know we have to fight, and will, but any Black woman you know who works on campaigns or as a political appointee, or in my case, both, is exhausted and likely struggling. The same may hold true for those who don’t. Again, what we all witnessed this week exemplifies (publicly) what we deal with every single day. Of course we are a very resilient people, and must ultimately GET okay, but know and accept, we are not yet. Having done the 2020 campaign and inauguration, moving how I could this cycle, and serving in the administration — knowing what I’ve done on the racial equity front will likely be completely destroyed - first - isn’t a good feeling. Knowing I’m the first (because of the incomparable and truly Honorable Marcia L. Fudge) and likely last person to ever serve as “Senior Advisor for Racial Equity” to the U.S. Secretary is unsettling. I had a chance to sit in silence some and BE with colleagues. Both have helped. The planning is underway. We are tired, but we are not out! #blackwomen #qualified #inclusion #policy #politics #workplace #culture

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I think we are grappling with male athletes being marketed as dominant athletes with amazing athletic skill. That’s why so many black men dominate there, even though there are still nonblack men as well, as long as they’re extraordinary too. The point is, what is being marketed is sheer athleticism. But in women’s sports, they aren’t marketing athletic skill or dominance. They’re still marketing (or have gone back to just marketing) beauty standards, which are Eurocentric. Hence the bias toward white women athletes as “more marketable”, regardless of truth. This is why I dislike it when people say x women are more marketable due to demographics, when “more marketable” is a subjective decision based on what the marketer chooses to market. Regardless of the fact that the only accepted beauty standards are Eurocentric is problematic anyway, a marketer marketing an ATHLETE could choose to focus on athleticism! I mean - I *thought* the US was a meritocracy. 😏

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