Jen Lewi

Deceny and civility have long been tools of white supremacy to gaslight those who would seek change. Decency and civility are culturally coded aesthetic norms used to enforce social hierarchy. It wasn’t decency and civility that led to huge advancements in LGBTQ civil rights. It was a brick thrown at the original Stonewall riots. It wasn’t decency and civility that led to the dismantling of Jim Crow laws. It was protests, boycotts, lunch counter sit-ins, and marches. It wasn’t decency and civility that led to greater gender equity for women. It was calling the shit out and burning some bras along the way. The British used the excuse of “civilizing the heathens” to justify their violent, murderous colonial conquests, with the unspoken (sometimes spoken) acknowledgement that they would always be the pinnacle of civil society. The fact that Johnny C. Taylor, Jr., SHRM-SCP lumps decency and civility in with inclusion, fairness, equity and belonging shows how little expertise SHRM has on the matter of DEI. They can’t even properly define the work they claim to have some authority over.

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I am looking forward to presenting to this group tomorrow on Strengthening Personal Resilience and Its Impact on Building Stronger Teams. #resilience #behaviors #team #disruptivebehaviors #psychologicalsafety

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"...Ageism manifests in hiring practices, pay disparities, and workplace dynamics. The study also finds troubling negative emotional and financial effects on workers who experience age-related discrimination." Workers over 40 are most likely to experience ageism, learn why in this article: https://lnkd.in/eXwQkUTK The best way to set yourself up for a successful job search is with an impressive resume - overcome ageism by highlighting the value you bring to the table. If you want to know how your resume stacks up, email me for a free review: [email protected] #ageism #ageisjustanumber #bias #inclusion

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The State of Work Today: Building Empathy and Inclusive Workplaces In this episode of The State of Work Today, I interview Dennis Okema (Denis Okema), Director of Diversity, Equity, and Inclusion at SEI. Dennis shares how "building empathy is my job description" and explores how DEI efforts, backed by strong leadership, can transform workplaces into more inclusive environments. From employee resource groups to creating safe spaces for neurodivergent individuals, learn how Denis is building a culture where everyone can thrive. Tune in to discover why DEI is a journey—and why younger generations are demanding more from organizations on social justice and inclusivity. Listen today! https://pod.fo/e/26ff7f #Diversity #Inclusion #Leadership #EmployeeEngagement #Neurodiversity #CorporateCulture #SocialJustice #TheStateOfWorkToday #HRpodcast

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If you are a People Professional leading or supporting diversity, equity, and inclusion initiatives, then you know that stakeholder management is a huge part of the job. Often, it's helpful to have a plan for each of your stakeholders. Here's a list of five of the many partners DEI practitioners must have on speed dial and on rotation. And here are some questions you might find helpful to ask yourself: ❓ Are any of the stakeholders listed missing from your rotation? ❓ Do you have an intentional plan for engaging each of these stakeholders? ❓ What stakeholders are not mentioned here but should be on your list? #StakeholderManagement #DiversityEquityInclusion #ProjectManagement

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Looking forward to ICF San Diego Chapter's event today with the author of How to Work With Almost Anyone, 📚 Michael Bungay Stanier! Relationships are a vital part of EVERY aspect of our lives: social, familial, cultural, organizational, corporational... the list goes on. It's inevitable that your relationships will affect your outcomes - so why do we so readily leave it up to fate to maintain the invisible between us? We have to pay attention to the invisible space within ourselves, and between self and others - this space determines whether magic or tragic happens! I am excited to learn something new and dive deeper into WHY this falls wayside for so many and HOW we can practice better habits that prioritize the wellbeing of relationships. #keeplearning #growthmindset Let me know if you're a fellow ICF member and planning to attend! #EmployeeWellbeing #EmployeeEngagement #ICFSanDiego #InternationalCoachingFederation #ExecutiveCoach #OrganizationalTransformation #OrganizationalCulture #LeadershipDevelopment #RelationshipManagement #EmotionalIntelligence #EI #EQ #Communication #ExecutiveCoaching

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A convenient, scalable approach to coaching, which caters to the needs of frontline managers — it allows for not only covering the learning-and-doing gap, but also makes remote management easier. Offering a taste of every critical aspect to leadership development, microcoaching does complement the ongoing organizational programs. An interactive and personalized solution for management people to lead with confidence. Innovative thinking Lauren Herring!

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🎙️ New Podcast Episode Alert! 🎙️ In this episode, we dive into the essential role of DEI coaching for leaders and how they drive inclusive cultures within their organizations. 🌟 Leadership isn't just about strategy—it's about empowering diverse teams and creating spaces where everyone thrives! 💼💬 #Leadership #DEI #InclusionMatters #DiversityAndInclusion #InclusiveCulture #LeadershipDevelopment #CoachingForLeaders #Podcast

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Last week, Peter and I learned that our podcast received 1000 downloads, and we are still riding that wave of excitement. Let's keep the momentum going!!! 🙌🏼 Our latest episode is now live. You can listen here 👉🏽 https://bit.ly/dtpep28 or on your favorite podcast platform. #designthinkerpodcast #designthinking #designthinkers #podcast #podcastepisode #newepisodealert

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Feeling worthless because of someone's words can really hurt. I'm in the studio with Erica Rivera, CPCC, CPRW (@careerdivacoaching) for the https://lnkd.in/gxczgGtC DocuSeries. She shares: in 2018, after facing multiple rejections in her job search, Erica landed an interview at a small engineering firm. She was hopeful, excited even, as she advanced through the rounds of interviews in her quest to move from her secretarial position to that of an engineer. But during the final interview with the CEO, everything changed. Sitting across from him, Erica's anticipation turned into shock as he suggested that she should stick with what she knows and does best. Those words stung deeply, leaving tears in her eyes as she struggled to hold them back. In that moment, Erica felt like her worth was being diminished to just what she knew and what she had always done. It was a defining moment, a crossroads where she had to choose between accepting the limiting beliefs imposed on her or fighting back to define her own worth and future. Despite the pain and doubt, Erica chose to stand tall and take control of her destiny. She refused to let someone else's opinion dictate her value and potential. Instead, she decided to rewrite her story, one of resilience, determination, and unwavering self-belief. Today she is a successful business woman helping people get the job of their dream doing what they love. My BIG Takeaway: Your worth isn't about what others say. It's about believing in yourself. When you stop seeking approval from others, you can be your true self. You have the power to shape your own story and follow your dreams. Join us: Share your story in a "Netflix"-style movie at https://lnkd.in/gxczgGtC DocuSeries. Stay hungry. Stay humble. Che Brown www.EasySalesHub.com Let’s connectG: @IAmCheBrown 📸 🎥 by @MediaExpertzy #MakingOfAnEntrepreneurDocuSeries #CEOSalesHuddle #TodayIsMyJanaury1st

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🎙️ What do you do to create #psychologicalsafety in the workplace and help your team and organization continue to evolve? This was a great conversation with Ed Miller President of Pro Tapes If you are looking for tips to help your efforts in #leadership or growing your business and how to level up your teams, you can find the episode here or on YouTube under my channel, SimplyRadia https://lnkd.in/eFbp_6mn #tips #growthstrategy #business #levelup

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Few of us enjoy making difficult choices about the workforce—especially when it comes to downsizings or terminations. However, when respect, compassion, and appropriate resources accompany those decisions, it creates stronger outcomes for all involved. The right outplacement support is one important factor to consider. #NavigateForward #HumanResources #Outplacement We’re looking at the best practices in this article: https://lnkd.in/g6Ha4BXR

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I agree with most of the content in these interviews. But similar things can also be said about healthcare professionals, first responders, educators, and many others. As leaders we need to model the courage and strength to push forward and make a difference. Lead with empathy, real listening, compassion and facts. All of us can make a difference. What is your learning journey? www.cahnreidy.com #leadership #corporategovernance #humanresources #humancapital

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Join us in this week’s episode of Impact Driven Leader Podcast as we sit down with Katie Quesada an inspiring speaker and storytelling consultant and explore the power of personal stories to transform lives, forge connections, and inspire teams. Katie shares practical advice on creating compelling narratives and reveals the essential ingredients for impactful storytelling. Tune in to learn how you can unlock the magic of storytelling in both your personal and professional life. 👇 #impactdrivenleader #storytellingexpert #communicationtips #communicationadvice #businesshacks

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Tapping back into my entertainment industry roots, Lisa Gardner and I talk about resilience, reinvention, and mindfulness on her Uncompromise Podcast. Check out my story about how I left DreamWorks Animation and somehow managed to have the foresight and the gumption to (essentially) fire myself from my job before they realized it was time to fire me. If you're seeing the signs that you're no longer a fit for your job, it may be time to get proactive and get strategic about making a change. Don't hide or languish in denial that somehow this is all going to work out.And don't think that you're powerless to do anything about it. Remember: your attitude about your issue IS your issue. Be positive, constructive, and proactive. Stand up for yourself and believe in the value that you have delivered and can deliver again. After all, they hired you into that job because they saw your value and picked you out of a pack of other candidates. You'll land again.  Check out the interview for more! https://lnkd.in/ePJkvaWr #newjob #careerdevelopment #careerpivot #careercoaching #careergrowth #jobseeker #executivecoaching #networking #personalbranding #thoughtleadership #gethired #careeradvice

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At HEX we love people and helping them to reach their full potential. We appreciate that they’re diverse, funny, serious, structured, messy, and creative, but we know they're also complex creatures that need structure, care, and support in their roles. And sometimes organisations have complex people problems that need expert advice and support. We're often asked to provide human resources consultancy services that go beyond developing skills, capability, and mindset. You might need to professionalise your function or firm, restructure and reduce costs, or have an issue that needs expert support to investigate. You might just be short on resources in your people or HR function and need a bit of short or medium-term support. Whatever it is, HEX can help. We’ve racked up more years than we care to remember in leading and developing HR teams and functions, so we know what we're doing. We can provide you with support and expertise across most areas of HR. And if nothing else, we'll provide a friendly ear to listen and provide initial advice at no cost. If we can’t help, we’ll be able to recommend another organisation from our incredible network that can (and no, we don't receive kickbacks when we do this!). So, feel free to drop me a DM or get in touch and book a discovery call where we can discuss the HR needs in your organisation. It's free and there's no hard sell or obligation at the end of it! https://lnkd.in/eAUMeaKe #HRConsultancy #HumanResourcesConsultancy

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Like many of you, I have always advocated for EMPLOYEE ENGAGEMENT and what drives it so with that in mind, I wanted to share the results of a 2020 Gallup study on: “The Relationship Between Engagement at Work and Organizational Outcomes”. Excerpts: "The purpose of this study was to examine the: 1) true relationship between employee engagement and performance within organizations 2) consistency or generalizability of the relationship between employee engagement and performance across organizations 3) practical meaning of the findings for executives and managers This study involved 456 research studies across 276 organizations in 54 industries, with employees in 96 countries. In total, this included 112,312 business and work units that, in turn, included 2,708,538 employees. Eleven outcomes were studied and the results are as follows: Across companies, business/work units scoring in the top half on employee engagement more than double their odds of success compared with those in the bottom half of the items studied. The following were the median percent differences between top-quartile and bottom-quartile units. 10% in customer loyalty/engagement 23% in profitability 18% in productivity (sales) 14% in productivity (production records and evaluations) 43% in turnover for low-turnover organizations (those with 40% or lower annualized turnover) 81% in absenteeism 58% in patient safety incidents (mortality and falls) 41% in quality (defects) 66% in wellbeing (net thriving employees) 13% in organizational citizenship (participation) Some of the overall satisfaction items (criteria that employs here asked about) were (The following is not the full listing): -Overall Satisfaction. -I know what is expected of me at work. -In the last seven days, I have received recognition or praise for doing good work. -My supervisor, or someone at work, seems to care about me as a person. -At work, my opinions seem to count. -In the last six months, someone at work has talked to me about my progress. -last year, I have had opportunities at work to learn and grow. The point of this analysis, consistent with the literature that has taken a serious look at this utility, is that the relationship between employee engagement and organizational outcomes, even conservatively expressed, is meaningful from a practical perspective." So what does this actually mean for the leaders? Some of the important questions that we may need to ask (based on this study) are: ➡ What actually drives employee engagement at our organization? ➡ What is your organizational culture like? ➡ Do employees have clarity on what is expected? ➡ Are our core values being represented in the way we operate? ➡ Have we defined core competencies? ➡ Are leaders having the immediate and ongoing conversations that matter? ➡ How are developmental goals being addressed? #employeeengagement #culture #conversations #leadership #performancemanagement

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DEIB hasn't been working. That was SHRM's stance and I tend to agree. Though I don't claim to know that their new approach is the better way, nor do I know what is. Today I tuned in to a webinar that said research shows training that focuses on our differences isn't working, and even causing people to solidify their biases. Again, I don't claim to have all the answers, but here's what I DO believe. Focusing on belonging can help. What are some ways we can do that? -Break favoritism by getting feedback from a variety of people across different levels. -Stand up for the interrupted person. -Ensure no one is left out for that special lunch or celebration. -Have lunch with different people, rather than always the same people. -Help every leader in your organization believe they belong in leadership. -Show the same level of respect to the "annoying" employee as you do the quiet one. -Don't have "cliquey" conversations and "inside jokes". This isn't high school. -Don't treat the new people as outsiders: "I know you are new here, but...". -Stop using unique acronyms without defining them clearly. -Review similarly situated employees before making employment decisions to ensure precedent and policy is considered above personality and other factors that allow bias. What are ways you can foster belonging in your organization? What have you seen be effective in the realm of DEIB? Please contribute to the conversation! #belonging #DEIB #HR #Leadership #humanresources

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