Karen L. Bowen (she/her)

🌟 Storytelling is so much more than just sharing tales; it's a powerful tool for making sense of complex issues and enhancing public discourse, especially for marginalized voices. By telling impactful stories, we can bridge gaps and foster understanding across diverse audiences. 💬✨ Every great story starts with characters that resonate with us. When we connect emotionally with these characters, our motivation and commitment to an organization’s goals grow stronger. Effective storytellers masterfully blend data with relatable narratives, engaging both hearts and minds. By actively listening to and cultivating a rich collection of stories from various sources, we can enhance our storytelling skills and create deeper connections within our teams and communities. The journey of integrating storytelling into our professional identities is something we should embrace together, utilizing role models and constructive feedback as guidance. 🌈 In today’s tech-driven world, let’s remember: effective communication and genuine connection are at the heart of leadership. Explore how storytelling can build trust and inspire action in your organization. Read more here: https://bit.ly/3yNBxIy #Storytelling #Leadership #Connection

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📍Pivot, don’t pause your DEI program📍 In today’s polarizing climate, many organizations are feeling pressure to pause or pull back their DEI efforts. But here’s the thing: this work is more important than ever. #Diversity, #equity, #inclusion, and #belonging aren't trends — they’re essential to building resilient, innovative, and forward-thinking organizations. So, instead of pausing or pulling back, it’s time to pivot. How do you pivot and what does a pivot look like? Check out this thoughtful article by Anna Kerr, senior news and feature writer at Lexology, on how to do just that 👉🏾 https://lnkd.in/eJpiyduw Anna asked me to weigh in and share my thoughts on how organizations can adapt their strategies, broaden their perspectives, and ensure DEI is woven into the fabric of everything they do despite the current anti-DEI backlash. No TLDR excuses! There’re lots of helpful gems in this article so I’d encourage you to read the entire article and learn how you can help your organization pivot its DEI efforts and initiatives. Feel free to share with your network to amplify the message. #DEI #DiversityAndInclusion #EquityMatters #Belonging #KeepTheMomentum #pivotdontpause

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Earlier this month, Intersections of Our Lives, a collaboration of National RJ organizations (National Latina Institute for Reproductive Justice National Asian Pacific American Women's Forum (NAPAWF) & In Our Own Voice: National Black Women's Reproductive Justice Agenda) published our third poll regarding women of color attitudes on voting and issues that are top of mind. We found that women of color want to HEAR and SEE our experiences and issues addressed by policymakers. Some toplines: 1. Voting is seen as extremely important to create the change women of color want to see in the country by 65% of Black women, 64% of Latina/x women, and 62% of AAPI women. Nearly nine in ten women of color say voting is extremely or very important. 2. Rising costs and concerns about the economy are priorities for women of color. These concerns encapsulate many other issues important to women of color, like ensuring access to affordable health care (including abortion and birth control), fair housing, the cost of living, and closing the pay gap. 3. Women of color strongly support full bodily autonomy and access to abortion care. Women’s rights and abortion, combined, are top issues for 31% of Black women, 34% of Latina/x women, and 36% of AAPI women. When combined, these issues are tied for rising costs and prices as a top voting issue for women of color. 4. 79% of Black women, 76% of AAPI women, and 75% of Latina/x women agree that it isn’t enough to make abortion legal. We must make sure people can access abortion care, no matter where they live or how much money they have. 5. 93% of Black women, 84% of AAPI women, and 79% of Latina/x women agree with the statement that racism has gone on too long and that it’s time we have a leader who will advance racial equity policies that are long overdue. The poll was conducted by Conducted by Lake Research Partners and HIT Strategies. To read the full polling results, visit: https://lnkd.in/ej4Ya2Xi

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Interesting article from The Chronicle of Philanthropy on how making a big gift can contribute to a donor’s psychological well-being. Part that resonated with me the most was the response to this question: When asked "what were the most important resources they think they give to charity, almost nobody said money. Everybody defined resources much more broadly. They talked about giving money, but they also talked about giving themselves and their time, their connections, their networks. Even for the people who only started their philanthropic journey recently, it was never the sense where money is the only thing that they give." That rings true for me. Once people get excited about the work, they want to be part of the work in a meaningful way, and they want to bring others along with them. Suddenly, you have this group of allies and supporters helping build and launch entire programs and initiatives. It can be invigorating.

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“Without this essential social infrastructure, we are disconnected from each other and our institutions, as well as from the places where we live. And, for many communities, this disconnection has led to disinvestment, furthering racial, economic, and social inequities that prevent upward mobility. For decades, we haven’t invested enough in the design and management of places where connections happen: our parks, community gardens, plazas, trails, greenspaces, libraries, apartment communities, and neighborhoods. So, instead of expecting people to solve for their own loneliness, it’s time for planners, policymakers, and designers to lead the way.” https://lnkd.in/e5sFVfT6

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Great conversation with Don Frederico and Karen Green for Don's Higher Callings podcast. Check out our discussion of the WJP's work, threats to the rule of law, and what we call can do to reverse the negative trends.

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GREAT RETALIATION START JULY 2022 FILED CASE TO COURT Anna received retaliation when Teoh Pia an ex employer of Anna at Citibank punishes Anna her ex employee for advocating for Anna's rights from employment discrimination while she works at Citibank for 5 years, a discriminatory workplace culture at Citibank (Anna found 30 Malays who got fired by Citibank not Anna alone), violations of law intended to protect health and safety, and acting as a whistleblower lodged an official report to Citi Ethics Office at United States. An array of federal and state laws are available to protect Anna's rights when facing retaliation started from AIA Bhd till date(law not found in Malaysia but outside territory of Malaysia) : ☑️The Civil Rights Act of 1964: this Federal Law administered by the EEOC prohibits Pia the ex employer from penalizing Anna from asserting Anna's rights to be free from discrimination ☑️Connecticut General Statute sec 31-51q: prohibits Pia the ex employer from retaliating against Anna the ex employee of Pia who Anna had engage in protected speech under the First Amendment to the U. S. Constitution or the free speech provisions of the Connecticut Constitution. Protected speech include opposition of Anna made toward unlawful activitied of Pia against Anna, speech regarding serious wrongdoing of Pia committed toward Anna, threats Anna received from Pia to health of Anna and safety of Anna ☑️The Connecticut Fair Employment Practices of Act: it makes it illegal for Pia to retaliate against Anna ex employee of Pia for Anna actively opposing workplace discrimination or reporting it of what had happened to Anna from Citibank, AIA and wherever Anna worked as of now till date ☑️First Amendment to the U. S. Constitution: makes it illegal for Pia ex employer to retaliate against Anna the ex employee who exercise Anna's rights to freedom of speech JUSTICE FOR ANNA JUSTICE MEANS ACCOUNTABILITY ACCOUNTABILITY MEANS CAPITAL PUNISHMENT ANNA BEEN TORTURED FOR 4YEARS SINCE 2016 TILL DATE THINGS BECOME ROUGH WHEN ANNA REPORTING IT AND GETTING WORSE AFTER ANNA FILED OFFICIALLY TO COURT IT GETTING WORSE WHEN COURT ACCEPPTED ANNA CASE TO BE TRIAL! #China #SouthChinaMorningPost #Shanghai #HongKong #GuangdongProvince #Hainan #Fujian #Zhejiang #Yunnan #Sichuan #Shandong #Hunan #Henan #Jiangsu #Guizhou #Jiangxi #Hebei #Anhui #Hubei #Shaanxi #Liaoning #Shanxi #Gansu #Heilongjiang #Qinghai #Tianjin #Jilin #Beijing #Chongqin #Shanghai #VoiceofTibet #Tibet #WorldNEWS #EweSweeKheng #Kheng #YeLinSheng #Anna #UpdateonAnnaCase #CaseAnna #CaseAnna Reference Source: Madsen, Prestley & Parenteau LLC, Attorney by Uptime Jurispage

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My friend, April Baskin, was on a panel in San Francisco recently and was talking about white supremacy, anti-semitism, and anti-Black racism. April mentioned a quote from an artist and organizer, Ricardo Levins Morales: “The work we do should be slow, deep, and irreversible.” Slow, deep, and irreversible. This phrase has not left my brain or my spirit. When April said these words, I felt something shift deep within me. What would it look and feel like to do work that is slow, deep, and irreversible? This type of work directly goes against the demands and nature of white supremacy. White dominant culture wants quick wins no matter who or what is sacrificed even if that's language, culture, tradition, community, or our colleague sitting in the cubicle beside us. The US Western culture of whiteness favors and rewards a false sense of urgency, optical allyship, and opportunistic campaigns with communities of color whether that’s a Pepsi commercial commodifying activism or large corporations offering discounts by co-opting the momentum around pressing social justice movements. Our institutions would rather make Juneteenth a holiday instead of having real conversations about power and anti-Black violence within their own walls. Our institutions and organizations are microcosms of the larger systems of domination and harm we find ourselves in. We work hard every day to build an equitable world, but it feels like for every one step forward, we have to take three steps back. This kind of labor is insidious and endless because we let it go unchecked. Then, the work of creating concrete, material change becomes demoralizing and exhausting. We become numb, desensitized, and stop challenging the status quo. We ignore our physical, emotional, spiritual, and social needs. Simply put, we lose our humanity. There will always be diminishing returns without collective care and joy. Movement and justice work cannot be done in isolation. Now, what does irreversible change look like? It looks like us creating a future where work doesn't equate to harm, extraction, and burnout but rather the work of our institutions and our movements are built upon a foundation of collective care and dignity. To do work that is slow, deep, and irreversible, we must nourish and protect our individual and collective empathy, humanity, and imagination. I plan to devote time this summer digging deeper into what irreversible change could look like. I am bringing back my self-paced, on-demand writing program, Sister Summer. Registration opens in May, and we write in June! Stay tuned for details!

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“Asking ‘who benefits?’ is very useful in feminist analysis. It reveals the shocking extent to which our male society is male supremacist.” Who benefits when women are coy, delicate, and nurturing the way we’re socialized to be? Who benefits if young women are taught that violent porn is empowering? Who benefits if young women are taught that violent and abusive sex is liberating? Who benefits if young women are taught that they should enjoy being strangled during sex? The irony is that no one benefits. The masochistic woman doesn’t exist. The idea that masochism is a natural or typical trait of women fails to question the social and cultural narratives that reinforce such views. We need pervasive female-informed discourse exploring women's desires and experiences, free from biased or patriarchal interpretations. The sadist man does not exist. The stereotype that men naturally possess or enjoy sadistic tendencies is a product of harmful cultural narratives that promote dominance as a male trait. This misconception that men in power reinforce, traps men within rigid norms of masculinity that equate strength with aggression and control. The idea doesn’t acknowledge the broader range of human emotions and behaviors that men are capable of exhibiting. Like the masochistic woman, the sadist man is a social construct that misrepresents both male and female sexual and psychological nature. MAMAMUSE™

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This is an important article, both for saying the quiet part out loud, but also for highlighting so many of the misconceptions around diversity hiring that lead to backlash and, in some cases, legal challenges. So here's a diversity primer in response. First things first, the author refers largely to "diversity hiring" but defines that term as "using demographic factors (usually race and gender . . .) as pivotal criteria in hiring faculty members." That, however, is not "diversity hiring," that is - as the author rightly acknowledges at the end of the article - something else entirely, namely "affirmative action." The two are NOT the same. The Pew Research Center study cited to prove that most Americans oppose race and gender-based hiring also reveals that most Americans value "workplace diversity." While the two are not mutually exclusive, they are fundamentally different. They differ in the reasons for trying to increase the share of underrepresented groups (as the author acknowledges "affirmative action" is about redressing past discrimination; whereas "diversity" is about improving institutional performance), and they also differ in the means by which the goal of increased representation is achieved. "Affirmative action" assumes that race and gender are explicit considerations in the hiring process; diversity does not. Here is the most problematic consequence of conflating the two. It is so easy to accuse employers (whether colleges and universities or corporations) of skirting the law when you think they are "using demographic factors [like race and gender] as pivotal criteria in hiring." I have no reason to doubt the stories the author tells about some institutions using these practices (although notably the most blatant come from Canada where such practices are legal), but I also know (both from personal experience in faculty hiring and from consulting with other employers) that most institutions are well aware of the requirements of US anti-discrimination law and take care to comply with those laws in their hiring practices. Finally, the author bemoans the fact that employers are not being forthright with candidates who are "wast[ing] their time applying or interviewing for jobs [when] there is no intention of giving them full consideration." Sounds like the Brian Flores lawsuit. Flores sued the NFL in 2022 claiming that teams conducted "sham interviews" under the auspices of complying with a diversity hiring program, despite the fact they had already identified a white male candidate for hire and had no intention of hiring the minority candidate. This kind of "closed network" hiring has operated to the disadvantage of women and minorities for decades, but "to those accustomed to privilege, equality feels like oppression." Yes, we should be having forthright conversations about diversity policies and practices, but those conversations have to be based in facts, not falsehoods. #DefendDiversity, #DailyDiversityMoment

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"It's not enough for us, in this environment, to just do the work. We also need to defend it and train those we work with to defend it in the public sphere, to combat forceful misinformation with just as forceful TRUTH, asserting that we ARE seeking to undo and correct inequity precisely by building organizations that are healthier and fairer for EVERYONE—and that workplaces and leaders strike down this work at their own peril." PHEW. Diversity work is so many things: data, strategy, counseling, politics, coalition-building. But it's also messaging and message discipline. It is imbuing the spirit and justification of the work clearly and consistently every time you speak so anyone can say it back with moxie. It is also about instructing those colleagues in positions of authority to speak on your behalf when you're not at the table: "This is what I would like you to say. These are the stakes. Here is why this approach is legitimate." Empower them to be an effective surrogate. Equity is the outcome where your demographics do not equal your destiny. Rinse and repeat.

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Ever felt the weight of isolation at work? I know I have and as the founder of Black Counsel Forum, I regularly hear first-hand the silent struggles of Black lawyers who feel isolated, whether they are at the top of the career ladder or just starting out. Opening up about these struggles isn't easy, especially with someone who has not walked in your shoes. And outward demonstrations of self-doubt are just not in the successful lawyer playbook. However, feelings of isolation might be impacting the engagement, retention and performance of Black lawyers in your teams. This is a problem and one that you as an effective leader and people developer should be looking to solve for. So what’s behind these feelings of isolation? There are numerous reasons, but let me share with you a few that I have heard recently..... Black lawyers feeling that they are rarely first in line for those career-defining opportunities despite being excellent at what they do. Or not seeing anyone that looks like them several years further up the career ladder and questioning what that means. Not being able to identify a leading lawyer who is truly deeply invested in their success. And lastly feeling disenchanted by the lack of vocal pushback to the well-orchestrated anti-Blackness campaign being waged by anti-DEI activists. So what's the solution? In my experience, apart from having a supportive eco-system, I have learned that providing opportunities for authentic connection is a great way of addressing isolation - the ability to learn from and share with our peers is vitally important. And these are the key objectives of our 2-day professional development conference, BCF24, taking place in Windsor, 27/28th September. Your lawyers will be in a positive and uplifting space where they have numerous fantastic role models from the UK and all over the world who understand their journeys and have fashioned time-tested navigation strategies for the future. Your lawyers will make great friends, meet mentors, expand their support networks, and rub shoulders with potential clients. And we PROMISE that they will leave feeling highly engaged, with a renewed sense of purpose, direction, and ambition! Can you afford for your colleagues to miss out on this unique experience with hundreds of lawyers from top law firms, law departments and chambers? If you want to understand how BCF can help you or your colleagues send me a LinkedIn message to set up a call or email us at [email protected]. Register for our mailing list and newsletter here: https://lnkd.in/gr8q8xyP Check out our programme and register for Early Bird Tickets here: https://lnkd.in/e2Dk2Xgu

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Part 2! Of my interview with Ludovic Blain, ED of California Donor Table. This one right here is chock full of hard earned reflections. Almost every paragraph Ludovic takes on some important topic in the world of social justice philanthropy, donor organizing and electoral power building, pointing us away from any simplistic analysis and towards a more complex understanding. I hope we can use his boldness to inspire (and agitate) all of us to think and act more rigorously about this work many of us do. I'd love to hear your thoughts. https://lnkd.in/gyFeRzji Quotes to pique your interest... "If unions and progressive elected officials, both of whom are elected (and funded) by large bases, are not amongst the folk we are listening to and following, philanthropy won’t succeed." "The Left is really good at opposition but our power building gets weak the closer it comes to power wielding." "In many ways, the individual donors are less stuffy than many of the biggest foundation boards. And it can be a little bit clearer how to get individual donors to grapple with their privilege, compared to getting the top 2 or 3 levels of a foundation to do so." "What we really need is wealthy donors who understand the medium and long term strategies. We need donors to understand that we invest in places that we are absolutely going to lose for the next two, 4 or 6 years...So the questions become, are we losing forward?" "We have a lot of wealthy white folks who are not really accountable to anybody, so they can literally fund whatever they want (for good and bad). Many wealthy people of color are in a different situation. Their wealth might be mostly due to their income, so they’re accountable and dependent on the wealthier person who’s paying them...it's a weird thing where we have sets of white folks who are more able to be ideologically bold with their wealth, & are motivated because maybe they don’t like their grand-parent who made the wealth in an oppressive way. They are able to do both the right thing (take a progressive stand) & also do the rebelling thing at the same time. A win-win for them! Whereas for the people of color w wealth, they’re often new money, so it's their kids who might be the leftist rebel, but the money hasn’t passed to them yet." "Most (wealthy) donors are white and the country is becoming more and more majority people of color. And more political contestation isn't just between white folks and people of color anymore, it’s also amongst people of color. More and more, doing this work requires racial understanding 501, if not 701. Creating multiracial coalitions that we need to win is going to continue to be very complicated and uncomfortable for everyone, including people of color. I think people should expect messiness, lack of clear ways forward, and very few kumbaya meetings. Almost every step will be hard. Worth it, but almost drudgery. We are making this road by walking."

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Sharing this amazing piece, https://lnkd.in/ea3MfvpW, by Grantmakers Concerned with Immigrants and Refugees 2022 Convening Speaker Qudsiya Naqui and former AALDEF colleague Nermeen Arastu. "We observe the limited acknowledgment of the role that ableism has played in erecting systems of oppression and the consequent absence of anti-ableist strategies to achieve a vision of abolition that eliminates the categorization and stratification of bodies. We then look more closely at the immigration system and the ways in which it creates categories of exclusion based on perceptions of worth and productivity. We also illuminate how ableism has fueled the erection of access barriers for disabled immigrants, and the resulting disempowerment of these individuals as they navigate complex immigration procedures. We contend that decoupling migration from ableism and advancing access as a pathway to power and self-determination for immigrant communities must become a part of the abolitionist vision. This approach encourages the exploration of new solutions drawn from the lessons of the disability rights and disability justice movements."

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Interested in learning more about Harvard Law School Project on Disability and how you can get involved in our exciting #disabilityrights work? Join us in person for our annual #openhouse event on September 12th from 12:15-1:15pm in Harvard Law School's Hauser Hall to learn how HPOD is advancing #disabilityclimatejustice, the #humanrights of #olderpersons, #inclusiveresearch, #selfadvocacy, global #peaceandsecurity, and much, much more! #ASL provided.

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What is the difference between a victim and a survivor? In feminism, language is a powerful tool for shaping perceptions and ideologies. By referring to someone as a "survivor" rather than a "victim," there is a deliberate move away from a narrative of helplessness to one of resilience and active recovery. As Merle Hoffman shares, it is “very important not to see yourself or define yourself as an oppressed person.” The concept of a "victim" often implies passivity and a focus on the suffering endured due to an external event or action.  Conversely, the term "survivor" carries a more active and empowering connotation. It highlights resilience and the ability to overcome challenges, regardless of the nature of the trauma. This aligns with feminist principles that advocate for agency and self-determination, particularly in the contexts of sexual assault and domestic violence, where individuals—often women—are at risk of being seen only as passive recipients of violence. Overall, the evolution of this terminology in feminist contexts underscores a broader commitment to reshaping how society views and responds to trauma. To persevere and seek change, it is essential to use the right language to do so. MAMAMUSE™

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