Jasmine Bland Hawthorne, MBA

If you're a Black business owner looking for financial support, check out the latest grants and venture capital funds available! From the NAACP's Keep It Local Fund to Google's Black Founders Fund, explore opportunities that are still open for application. Don't miss your chance! 🔗 Read more. >>> https://bit.ly/4fko23l #BlackBusinessOwner #BlackEntrepreneur #FundingOpportunities #BusinessGrants

10

About 80% of Black leaders who seek out my coaching services and aspire to become more effective and impactful leaders lack employer support. Often, they are even fearful of asking their employer for this investment. Instead, they fund it out of their own pockets. ❗Keep in mind, Black women earn 58.5% less than White men (Catalyst, 2022 via Canadian Women’s Foundation), making it challenging to invest in themselves. From my experience, these are the three common scenarios Black women face regarding coaching: 1. Unaware of Available Coaching Opportunities: Many Black employees do not know if coaching is part of their organization's talent management strategy. If they are unaware, it effectively means it isn’t accessible to them. 2. Denied Requests for Development: When Black employees ask for development opportunities, the answer is often no, or the process for approval requires a business case rationalizing the request. Excuses range from budget constraints to doubts about their potential or impact. This reflects outdated and biased talent review practices. 3. Hesitation to Advocate for Themselves: Many Black employees, even those in senior roles, feel hesitant to ask for investment in their development. This hesitation stems from a lack of normalized support and the internalized belief, based on lived experience, that they are not worthy of such investment. Although I’ve developed a self-advocacy guide to help them request these investments, it shouldn't be necessary. I’ve yet to encounter this issue with non-Black employees whose organizations contract my services. Employers, sponsors, and allies need to recognize that investing in Black women’s development through coaching is crucial. This investment should place them in environments where they feel safe, understood, and are given the space to thrive. Are you willing to break the barriers and invest in the growth and development of your Black employees? #LeadershipDevelopment #EquityInclusion #BlackWomenLead #BrilliantColours #blackexcellence #womenofcolor #allyship

40

1 Comment

Struggling with employee retention? You're not alone - 49% of organizations are, per SHRM's new report. But those bucking the trend credit one key factor: outstanding company culture. A remarkable 70% of organizations not experiencing retention issues point to their positive workplace environment as the top reason for keeping employees engaged and on board. Want to retain your best talent and gain an edge over competitors? Prioritize building a great company culture that makes people want to stick around. Check out SHRM's Talent Trends 2024 report for proven strategies. Read the full report here. At Huddle Minds, we believe in the power of a positive workplace culture. Interested in learning how we can support your team? Let's connect and explore how we can work together.

1

📣 Calling all Black women and Non-Binary founders 📣 A few spots are left for The Well Work's Build Wellth Founder Academy (BWFA)'s Fall Cohort! 👉🏽 Why Join Us? In just 4 transformative weeks, you'll become adept and confident in navigating the unique challenges that Black women and non-binary founders often face in securing capital. What sets us apart is our approach—leading with love for and commitment to the community ✊🏽 . We don't just teach the fundamentals of funding; we immerse you in an environment that strengthens your connection to your business and purpose. 🤎 APPLY HERE: https://lnkd.in/gfmrdPyN Our alumni gained more than just knowledge; they gained: → Mentors who provide invaluable guidance and support during and after the program. → Grant and investment wins that have propelled their businesses forward. → New friendships with fellow founders that feel like family, creating a supportive community in an often lonely journey. → A deeper understanding of their brands, the communities they serve, and effective strategies to engage with audiences—whether they are customers or venture capitalists. Brittney Dimes Bickham, Founder of Puzle and BWFA Alum, shared: “Our opening session was incredible and SO needed. I wept afterward because I knew this was going to be powerful.” Dr. Rebecca Cesar, DHSc, MS-MHA, Founder of Tinted Health and BWFA Alum, said: "The program was great. It was well-paced, well-diversified, the speakers were excellent, and the material was relevant. Thank you!" Casey Ariel Thobias, Founder of Blaze Group and BWFA Alum, commented: "I was dealing with a lot of transition and pruning during this time, but the program integrated well into my life and helped me to keep my mind and spirit focused on the main task at hand - which was refining an executable funding strategy." 👉🏽 What You Can Expect: BWFA is designed for Black founders aiming to secure funding and grow their businesses sustainably. Beyond funding, we're committed to strengthening the Black entrepreneurial ecosystem. Our sessions are designed to foster a sense of belonging, safety, and resilience to tackle business and personal challenges. We believe collective advocacy, strategic networking, and community are the most impactful ways to grow your business, especially in light of recent challenges facing Black-owned businesses. 🤎 APPLY HERE: https://lnkd.in/gfmrdPyN Learn more here: https://lnkd.in/gKWTs4nr Fall 2023 Cohort's Impact Report: https://lnkd.in/gPSxE9zX -- The Well Work - is on a mission to teach Black Founders how to get funding. Learn more: https://lnkd.in/emFQU-N Join our mailing list: https://lnkd.in/g_S9Qe_B Follow The Well Work for more grants and funding resources @thewellworkco on IG

127

12 Comments

Shout out to the newly launched Untapped Investing! Founded by three Black women and announced on Juneteenth, this angel investing group will focus on supporting #BlackWomen and other underrepresented entrepreneurs. A collective of 46 founding members of the network will provide underserved entrepreneurs with capital and services, including access to executives and industry leaders. Their work will help address the problem of extremely low venture capital funding for #BlackFounders, who receive only .48% of capital, and women founders, who are stuck at a longstanding 2% of venture funding. Gender-diverse founder and leadership groups outperform on financial and operational metrics. Women founders show relative strength on achieving venture funding exits. See bit.ly/GLIQ for our latest quarterly analysis of equality-focused investing. POCIT Sara Keenan #VentureCapital #AngelInvesting #EqualityFocusedInvesting #GenderLensInvesting Mica Eades Mayo Attica Alexis Jaques Felicia Mayo

17

2 Comments

At Human Capital Group, our coaching isn’t just about immediate goals—it’s about giving you the hope and tools to achieve long-term success in both business and life. Ready to see what’s possible?🌟

3

SUPPORT B.O.B: Owning our own economy is a path for creating sustained, multi-generational wealth. Making a point to support #BlackOwnedBusinesses today can help close the racial wealth gap now, and 200 years from now. LET’S SHOP BLACK!  #ByBlackBuyBlack  #ShopBlack #BlackBusinessMonth #BuildBlackWealth #OurEconomyOurCommunity #BRICFundCo

17

To maximize your DEI initiatives, you need more than good intentions – you need actionable insights. Our latest blog explores how HR analytics can be the missing link to effective DEI. Don't settle for surface-level DEI efforts. Leverage the power of HR analytics to drive meaningful change and build a workplace where everyone thrives. 🔗: https://bit.ly/4aLxZEm #DEI #HRAnalytics #InclusiveCulture #DataDriven #WorkplaceDiversity #LeadershipCommitment #TrainingPrograms

4

Did you hear the news? CEO Day is going VIRTUAL! 💃🏽 There was NO way I was going to host this experience, and leave anyone out. It's essential for Black Women CEOs to have a dedicated workspace where their only priority is themselves. Their work! & where everything else can wait. Why CEO Day? Because without it, you'll keep putting things off, adding to your endless workload. You'll keep "working hard" and not getting anywhere. You DESERVE to be further along in your business than you were last month, or even last week. I'll help provide you with ACTION steps + ACCOUNTABILITY to get you there. Only thing you have to do is DECIDE you're done being in your own way.   Inside of CEO Day I’ve prepared for you the ‘Guide to Getting It Done’ workbook that teaches you how to structure your work efficiently, so you can avoid wasting time on where to start. Plus, additional CEO Day Work Materials targeted towards what you want to focus on. And, you can bet you'll receive hands-on support in a room full of Black Women CEOs that you can relate to. I have it covered! Be prepared to join a 'Do Not Disturb' work space, and leave feeling accomplished. CEO Day kickoff Saturday, July 27th from 11am - 3pm CST. Secure your CEO Pass today for just $97. I'm looking forward to supporting you on your next business move. https://bit.ly/45oDOpF #womenceo #blackwomeninbusiness #ceoday #vipday #womeninbusiness #operationsmanagement #systemsstrategist #businessmanager #womenentrepreneurs #launchstrategy #operationsstrategist

2

Inclusion is looking a lot different in the wake of last year’s Supreme Court “Harvard” decision. Since that landmark ruling, anti-DEI activists and lobbies have doubled-down, threatening litigation against both corporate and law firm diversity initiatives. If a university admissions office cannot give someone an explicit edge because they are a member of a protected group, these activists argue, then neither can private business. So we took notice of an announcement from Westbound Equity Partners, of their new $100 million investment fund that favors “black, latin and diversity-minded founders” That’s the kind of language and branding one can expect to see more often on what are (now guardedly) called DEI initiatives: showing there are opportunities open for those who are members of an underrepresented group AND for others who are focused on diversity or who have been touched by discrimination. This isn't just about diversity for diversity's sake and placing labels on innovators — it's about looking at individuals to back the best applicants and companies. SCOTUS says, that’s OK. And so does the data: as we noted, at a recent Entrepreneurs conference at Princeton University, one VC after another said they had looked at the data, and learned that diverse management teams make for higher returns. Westbound says their goal is to transform the startup world into a more diverse and inclusive space, where wealth-building opportunities are accessible to all. We hope that opens doors for innovators from all backgrounds, including those championing neurodiversity. We are looking forward to seeing the full effects! #inclusion #DEI https://lnkd.in/eQzdwj9y

4

“It will take 210 years at the current pace for Black Communities to reach economic parity.” Shifting from Incrementalism to Transformative Impact. Final keynote by Adair Mosley at African American Leadership Forum We currently live in a paradox of the best of times and worst of times. Progress is not linear. But on the other side of the struggle is liberation. We design the future we want to live in. Engage for Good #EFG2024

2

I completely resonate with your experience as a Black woman in leadership. Navigating spaces that weren’t built for us can be an uphill battle, but it’s also an opportunity to redefine what leadership looks like. One way companies can improve is by fostering mentorship and sponsorship programs specifically designed for underrepresented groups. It’s not enough to open the door—we need to make sure there are clear pathways to success, ensuring Black women and other marginalized voices can rise into positions of true influence. Creating these systems will ensure we’re not just present, but empowered.

3

1 Comment

 FREE MASTERCLASS: The Key Pillars to a Successful Retirement for Black Women Are you a Black woman who needs help with planning for your retirement? I understand the unique challenges you may encounter. Join me LIVE on May 21st @ 7:00 pm for my FREE masterclass, where I’ll show you the EXACT steps needed to plan for a successful retirement transition. During this masterclass, I will share my retirement journey and offer valuable insights alongside practical strategies to help you craft a successful retirement plan that aligns with your needs. Click below to register for this powerful event. https://lnkd.in/eKE9K7xA

1

2 Comments

🌐 Today, I am honored to co-host the “Navigating the Post-Election Landscape” Roundtable beside Anthony P. Howard, with a special focus on Black HR Professionals. In this session, we are addressing the unique challenges that Black HR leaders face as they navigate the next normal in our workplaces and communities. With so much change and opportunity on the horizon, it is essential to explore how we can best support each other and advance strategies that foster inclusive, resilient environments. Our goal is to equip each participant with insights and tools to lead effectively through these transitions. Looking forward to sharing key takeaways from this impactful dialogue. #BlackHRLeaders #PostElection #Roundtable #Diversity #FutureOfWork

21

1 Comment

I'm starting a new journey and in line with my commitment to share information with those who desire to receive it I will try to make regular status updates here on that journey. As a proud member of the latest cohort of the Black Boardroom Initiative, I am both honored and driven to contribute to meaningful change in our corporate landscapes. The journey toward equitable representation in the boardroom, especially for Black directors, is a path marked by both progress and persistent challenges. Recent years have shown a heartening increase in Black representation in Fortune 500 boardrooms, with a rise from 8.2% to 9.6% in board seats held by Black directors since 2020. This increase, catalyzed by a national reckoning on racial inequality, underscores the critical need for diversity at the highest levels of corporate governance. It's encouraging to see that 85% of the S&P 500 now includes Black directors, up from 60% in 2016. However, the total of 14 Black American board chairs and lead directors reveals there is much work to be done. Despite these advances, traditional recruitment methods continue to be a barrier. Often reliant on insular networks, these practices maintain the status quo rather than foster diversity. To break this cycle, we must expand our search beyond familiar circles, embracing talent from varied backgrounds, much like integrating players from diverse backgrounds strengthened Major League Baseball or the National Basketball Association. The phenomenon of "recycling" Black board members, where individuals serve on multiple boards, while beneficial in some respects, also highlights the limited pool of candidates being considered for these roles. It's vital to broaden our horizons and include more Black professionals in these crucial roles without overburdening the few. As we move forward, it is not enough to merely place Black directors in the boardroom; we must also support them through robust training and development programs. This ensures they are not only filling seats but are equipped to thrive and lead. Leadership roles, which are less frequently held by Black directors despite comparable qualifications, are particularly crucial in shaping the future of corporate governance. Organizations like the Black Boardroom Initiative https://lnkd.in/eFPVgWCm are pivotal in this transformation, striving to increase the presence and impact of Black executives on corporate boards through enhanced access and opportunities. The path to a truly diverse and inclusive boardroom is complex but achievable. It requires a concerted effort to dismantle old barriers and build new bridges. I am committed to this cause, knowing that our collective efforts will lead to richer discussions, more innovative solutions, and a corporate governance structure that truly reflects the diversity of our society. #DiversityAndInclusion #CorporateGovernance #BlackBoardroomInitiative #Leadership #BBI #Deloitte #PerkinsCoie

139

14 Comments

🌟"Why Black Tech Startups Need Partnerships with HBCUs to Build Incubators and Boost Workforce Development"🌟 In the rapidly evolving tech world, Black startup founders face unique challenges—limited access to funding, fewer networking opportunities, and underrepresentation in critical ecosystems. But here's the thing: **HBCUs hold the key to transforming this narrative.** 💡   Here's why partnerships between Black tech startups and HBCUs for incubators are a **win-win strategy**: 🔹 **Talent Pipeline**: HBCUs are brimming with untapped talent—students eager to innovate and contribute to cutting-edge solutions. Startups gain access to a workforce that's diverse, ambitious, and deeply rooted in community-driven impact. 🔹 **Cultural Synergy**: The shared mission of Black startups and HBCUs to uplift communities creates a natural alignment. Together, they can foster innovation that's not only profitable but also **relevant and transformative** for underserved markets 🔹 **Shared Resources**: HBCUs offer infrastructure, research capabilities, and community trust. Combining these assets with the agility and innovation of startups creates a robust ecosystem for growth. 🔹 **Economic Empowerment**: Partnering with HBCUs can turn incubators into **economic engines**—launching businesses, creating jobs, and driving wealth in Black communities. 🔹 **Bridging the Gap**: These collaborations can open doors to funding, mentorship, and visibility, helping Black startups overcome systemic barriers while amplifying HBCUs' role in tech innovation. The bottom line? **When Black startups partner with HBCUs, they build ecosystems that empower businesses and entire communities.** It's a strategy for growth, equity, and lasting impact. Let's discuss how we can foster more partnerships like this. Drop your thoughts below! ⬇️ #BlackTechStartups #HBCUInnovation #TechForDiversity #InclusiveGrowth #StartupEcosystem

4