Janice Gassam Asare, Ph.D.

Critical thinking skills were fully engaged at today's Twin Cities Diversity, Equity & Inclusion Roundtable. The current state of flux in DEI work is highlighted in this piece from HR Dive yesterday (https://lnkd.in/e4irGW-j) Regardless as to where you stand on the topic, as with many things in life, constantly reimagining what we do and how we do it can be good practice. Dr. Ramon Pastrano IV, D.Min., MATS, MSM led a great session in Human-Centered Design. Cassandra Gomez led a thoughtful and reflective conversation about mental health. Thanks to co-Chairs Philomena Morrissey Satre and Kevin Lindsey, and the entire TCDEIR team who put the work into making these gatherings happen. “The greatest danger in times of turbulence is not turbulence itself, but to act with yesterday's logic” - Peter Drucker. #dei #inclusiveleadership #diveristyequityinclusion #curiousleadership #professionaldevelopment #learninganddevelopment #humanresources

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Discover practical tips for Black women to maximize their potential and navigate workplace discrimination in 'I'm Not Yelling.' Empower yourself and join the community of resilient women. #PersonalDevelopment

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More women are needed in leadership roles When we take a look at those who are in positions of executive leadership, in the majority of cases we will find that more men than women, occupy those positions. We will also find that women of color, particularly Black women, are less likely to be in the C-Suite than their male counterparts. According to the 2023 LeanIn Women in the workplace report, an important dynamic to this phenomenon is due to the "broken rung". The broken rung refers to the barriers women face when trying to advance in their careers, often early in their career, which limits their ability to achieve higher level leadership positions. The impact of the broken rung is unfortunate in that it limits the advancement capacity for women as well as their influence to impact on organizational outcomes. Among strengths that women leaders bring to the table include that of empathy, connection building, and inclusiveness, and their impact can include benefits to the organization's overall revenue performance, engagement, and employee satisfaction, among other positives. Since the broken rung is clearly a hindrance to both women and the organizations they work in from experiencing their best, what can be done to minimize the broken rung effect?  Several things such as: ✔️raising awareness of it to all levels of staff, especially to the leaders ✔️creating a workplace culture in support of advancement (providing mentorship and sponsorship to women) ✔️providing training to managers to help them upskill, to name a few But perhaps one of the biggest things is creating a supportive network within each organization that embraces a 'we' mindset. As I climb, I help you climb. That is definitely a shift in our American individualist society that is often 'I focused', but it may be just what is needed- not only from woman to woman, but from men to women as well, and visa versa. After all ladies, we need men to help us climb. We need each other to help one another climb, and as we each climb, the higher we will be able to ascend. Do you agree? #climb #workplace #organizationalculture #womenempowerment #LeanIn #brokenrung #DiversityandInclusion #WomenLeadership #CareerProgression

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‘To truly flourish, companies must appreciate that these Black leaders have to uphold the traditional expectations of exceptional leadership in addition to other responsibilities required by community bonds’. Great article on how organisations (design and tech here but it’s applicable to every sector) can create the conditions for Black leaders to flourish: provide the power and influence to create change; retaining connection with the Black community; maintain an appreciation for Black culture; encourage conditions of grace in relation to how Black leaders engage with systems; provide opportunities to grow; create flexible working. Organisations often focus on diverse recruitment; this is an important reminder that creating the conditions for Black leaders to thrive is equally important.

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Social connections at work are integral to our happiness and work satisfaction, sometimes can more influential than the connections we form outside of work. Research supports this practice of fostering trust and support in work relationships. They enhance our performance and contribute significantly to our overall health. By cultivating a work environment where mutual respect, empathy, and authentic connections are prioritized, we create a supportive atmosphere that benefits both individuals and organizations. Let’s recognize the importance of our work relationships and strive to build stronger, more supportive connections within our workplaces. #WorkplaceWellbeing #EmployeeEngagement #Leadership #CoachCapella #WhenIsNow #JoyWarrior

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If you have a topic on #Neurodiversity and would like to present at the Data Platform DEI Neurodiversity Day on Oct. 3rd, please consider submitted your session during the CFP at https://lnkd.in/g5_NgFet #DEI #ADHD #Autism #AuDHD

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I just finished listening to another talk about the backlash. Once again, I heard comments about how we need to double down on current efforts, argue for the "business case for diversity," work on making individuals behave better, and focus on broader societal issues of fairness and justice. At the cost of upsetting some of my DEI colleagues, this is just the wrong thing to do. If something has not worked, doubling down has never been a sound strategy—especially when some of the things on which you double down are the heart of what caused backlash in the first place. If you *really* want to understand the root causes of the backlash and hear about some strategies that are more likely to succeed, then please come to my webinar on May 14 - and help me spread the word. #measuringinclusion #DEI #backlash #Aleria

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I'm so glad to see McLean & Company working to help organizations be more trauma-informed. Its new report notes that, “regardless of industry, failing to be trauma-informed can have negative impacts on organizational outcomes, including decreased productivity and increased absenteeism and turnover” and that "becoming trauma-informed is a key part of being a safe workplace.”   I also appreciated the admonition that being trauma-informed never means requiring people to share their trauma with you; rather, it's about ensuring that individuals know that if they choose to open up, they will be met with empathy and a lack of blame, and that the "organization will respond by asking them what they need and facilitating access to the support.” See more on the link below! Ramsha Munshi Emma Schwichtenberg Elysca Fernandes, MIRHR https://lnkd.in/euxzTd-P #humanresources #traumainformed #leadership

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There was a lot of interest in a recent post I wrote about addressing #antiBlackbias. In this MIT Sloan Management Review, Meg Warren, Ph.D. and Tejvir Sekhon write about how leaders can be allies to marginalized employees. Following some of the advice that the article I summarized, this review similarly highlights the need to explicitly address #transgressions in the moment, but also notes alternatives that address different goals. The points I appreciate the most in this article are their suggestions on how leaders can make #allyship part of the #organizationalculture, rather than a once-in-a-while occurrence. These are their suggestions: Make allyship less interpersonally risky. Normalize allyship actions. Help a broader contingent of employees develop skills in allyship interventions. Model a variety of allyship behaviors, in appropriate doses. https://lnkd.in/eiF8iEeP

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The Society for Industrial and Organizational Psychology (SIOP) just posted the call for nominations to the Executive Board, including President-Elect. I encourage you to think about nominating someone you trust to lead SIOP. Any Member, Fellow, or Retired member can make a nomination. I'm currently in my third and final year in the Instructional and Educational Officer role. It has been eye-opening just how much influence each officer, and especially the president, has on the direction of our Society. The decisions of the elected Board directly drive what SIOP provides by making tough financial and governance decisions. Each member of the Board has significant individual influence on the policies and processes of the Society by advocating at Board meetings and pushing for initiatives they are passionate about. SIOP exists only because of the creativity and generosity of its volunteer workforce, which includes the Board! For example, one big initiative I led this and last year was running a Task Force to identify SIOP's audiences. I recognized that what our members now want out of SIOP is very different than when the Society was incorporated in 1982. Thus I led a group to redefine our audiences, coordinated and conducted focus groups of our members, and developed member profiles/personas and specific recommendations for the Board and our professional Staff on how to best serve our membership that are already being used. Thanks to Steven Z., Jolene Skinner, Christopher Rotolo, Liberty Munson, Tiffany Poeppelman, Krystyn Ramdial, Ph.D., Mark Frame, Tonya Baker, MA, Xin Wei (Serena) Ong, M.S., Cam Dunson, Esther Boluwatife Oladiran, and many others whom I could not find on LinkedIn for their work on this Task Force! All of that is to say that each person on the Board can make a BIG difference on the lives of many people. It's especially valuable if the person you nominate, which can be you (!), has prior experience as a Committee Chair, since you have a broader perspective on how SIOP operates. If you're on a committee now and think your Chair is doing an excellent job, nominate them! It's easier to see what cracks need filling when you've fallen in them before!! I ask and hope you nominate someone who can make a positive impact on our Society. I'm also happy to answer any questions about my experiences as I&E Officer and recommendations for whomever comes after me! Members, Fellows, and Retired members can nominate themselves or someone else here: https://lnkd.in/gGQ3j4JP

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If you don't set your own goals for advancement, it is unlikely that anyone else will set them for you. Here are some great goal setting tips from Dr. Twanna Carter, ICF/PCC, MTM!

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🌟🎙️ I had the immense honor of being a special guest on the UFSC 50th Anniversary podcast, and what an exhilarating experience it was! 🚀 As I reflected on how far minority professionals have come over the past half-century, I couldn't help but feel a surge of excitement for the future that lies ahead. https://lnkd.in/e9cbk-_7 During our conversation, I delved into the critical theme of interdependence—how we thrive when we support one another, especially within our communities. In the ever-evolving landscape of financial services and entrepreneurship, it’s vital that we lift each other up and champion the progress of small businesses. 🏢✨ https://lnkd.in/e9cbk-_7 I shared my insights on how advancing financial literacy for moderate to affluent income earners can be a game-changer. It’s not just about numbers; it’s about empowerment! Equipping individuals with the knowledge they need to make informed financial decisions is a cornerstone for building successful enterprises and thriving communities. https://lnkd.in/e9cbk-_7 Moreover, I offered some key advice for small business owners to avoid the "leadership trap." It’s all too easy to get caught up in the day-to-day grind and lose sight of the bigger picture. By fostering a culture of collaboration and continuous learning, business leaders can navigate challenges and seize opportunities like never before. As we celebrate 50 remarkable years, I am filled with hope and excitement for the next chapter. Let’s continue to break barriers, uplift one another, and create a future where minority professionals are not just participants but leaders in every realm of business and entrepreneurship. Together, we can make a difference! 🌍💪 https://lnkd.in/e9cbk-_7 #UFSC50 #Leadership #MinorityProfessionals #FinancialLiteracy #Entrepreneurship #Empowerment #CommunitySupport #LeadershipDevelopment

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How TO: talk about the importance of skills-first hiring. New research from the Topos Partnership team!

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Do you want to learn how to turn the current DEI challenges into opportunities? Then join my new free webinar on May 14. This webinar brings together multiple topics that I have addressed in more detail in various webinars and workshops, to provide a good panoramic view of some of the key issues and approaches that work. I'll touch on a number of topics: * What are some of the real, practical reasons for the current backlash (hint: it's NOT because white men are trying to hold on to their power—though some certainly are) * What are some of the mistakes we have made in DEI that have contributed, and how to overcome them * Why and how we should focus more on inclusion and equity * How to define inclusion and equity in clear, measurable ways that can be linked to the organization's financial health * Why "organizational biases" matter more than individual unconscious bias, and how they impact on your ability to attract and retain talent ... and more. #DEI #Aleria #measuringinclusion

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