Karlene Gordon, CDE®

A really excellent read. One of the top books I’ve read in the last couple of years. ‘‘It is a white person’s obligation to address white supremacy and unlearn it so that they don’t continue to uphold the legacy of segregation and violence towards non white people’’. The challenge is significant but also internal, if we take the time to educate ourselves on BIPOC issues in our own field of expertise, the global impact of breaking down systemic issues can be achieved. It begins with us all individually. A whole new perspective on what allyship really means - it’s a never ending journey of learning and unlearning.

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At Truist, we’re doing something special. We’re putting our purpose and our value of #Care at the center of everything we do. That’s why we are recruiting ‘Catalysts for Care’. Leaders with the energy and ideas to take us further, and faster as we deliver on our purpose. Together, we can accelerate and differentiate the way we build better lives and communities. The Leadership Development Program (LDP) was designed to help us with actualizing our purpose. 💜 That's right, recruitment for the 2025-26 LDP cohort has begun! This is a great opportunity for those interested in beginning their career in financial services. For those who are not familiar with LDP, I invite you to check out my past posts. You can also learn more via the job description. There are 3 different tracks as part of this immersive educational program experience: 💜 Enterprise, where I serve as the Program Manager 💜 Credit, led by Matt Callaway 💜 Tech & Innovation, led by Britton Frampton Along the way, teammates are in the best company with LDP alumni, program partners, and early career sponsors. Every aspect of LDP is designed to help teammates connect, learn from each other, and experience the power of #OneTeam. 💜 I also invite you to share this amazing opportunity with early career professionals and leaders! #like #comment #share #earlycareer #career #leadershipdevelopment #cataylstsforcare #opportunity #financialservices #purpose #purposedriven #ldp

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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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For my fellow DEI practitioners: What sources do you use to keep up with industry news or gather case studies?

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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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A very insightful and relatable perspective. The load is quite heavy.

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Women make up more than half the total number of employees working in banking but only 7.5% of bank CEOs are women. This imbalance might mean missed opportunities. Jennifer Docherty, CEO of Bank on Women Inc., said “If we don’t have leadership teams that reflect our communities, we’re not able to access markets effectively,” during American Bankers Association Women and Allies Forum. 73% of women are unhappy with their financial services, creating an opportunity for banks to better understand and position themselves. Commitment to change starts with the bank’s board of directors, says Mary Kay Bates, who today is CEO of Bank Midwest, One Place. A gender balanced board is more likely to result in a gender balanced executive team. Tyler Clinch, CEO at First Community Bank of East TN points to the importance of being mentored and sponsored. “My [former] CEO taught me so much, [and] when he was ready to retire, he told the board ‘You need to promote Tyler.’ It was a seamless transition.” Lisa J. Oliver, CEO of The Cooperative Bank of Cape Cod explains that women who are asserting themselves as leaders are sometimes called out as "too aggressive." Today, she embraces a different communication style that invites dialogue. “If I can change the way I speak and be confident in what I’m saying, and believe in my point, but express it in a way that invites dialogue, it’s perceived completely differently,” she says. Sarah Long, CEO of Delaware Bankers Association recommends that women should be proactive and ask for advancement. "And if you keep asking and the answer is ’no,’ you may not be where you should be. You may be in the wrong role, you may be in the wrong organization. It may not be a fit for what you’re looking for.” Kudos to Jennifer Huffman for moderating! You can read more words of wisdom in the attached article.

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U.S. Bank is proud to be recognized as a best place to work for disability inclusion. For the seventh consecutive year, we’ve earned a score of 100 on the Disability Equality Index® and are an American Association of People with Disabilities and Disability:IN #BestPlaceToWork24 for #DisabilityInclusion. The Disability Equality Index has become the leading independent, third-party resource for the annual benchmarking of corporate disability inclusion policies and programs, and is now trusted by more than 70% of the United States Fortune 100 and nearly half of the Fortune 500. The index is a comprehensive benchmark that helps companies build a roadmap of measurable, tangible actions across five scored categories: Culture & Leadership, Enterprise-Wide Access, Employment Practices, Community Engagement, and Supplier Diversity. We’re proud of the progress we’re making towards disability inclusion and will continue exploring ways to ensure our services and products are accessible for everyone.   Learn more about the #DisabilityEqualityIndex via Disability:IN at https://lnkd.in/gtAjjqYm

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In my morning reflections I thought about my role as a leader in the spaces of DEI and people development and I am reminded daily that our journey towards inclusivity is both a privilege and a profound responsibility. In my role, I am constantly learning—embracing new ideas, perspectives, and experiences that challenge and expand my understanding. And sometimes it’s hard, but necessary. I was reminded that to lead effectively, we must first be avid learners, we must be curious, we must challenge assumptions—-that includes our personal assumptions and beliefs. In our commitment to create more inclusive, equitable and diverse environments, it is essential to recognize that we don’t just set strategies; we evolve with them. Each day offers a new opportunity to listen, to understand better, and to apply our insights in meaningful ways. This path we’re on is about more than policies and practices; it’s about people. It’s about making a real impact on lives by being open and responsive to the human experience in all its diversity. We must all lean into learning—with open hearts and minds—so we can fulfill our greatest responsibility: to be better humans. #DiversityAndInclusion #LifelongLearning #inclusiveleadership #becurious

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Re: Dear C-Suite ... your people are not ok today WHO? Puerto Ricans, Jews, Black people (someone somewhere in your organization ...is not ok today). Be aware Be mindful Be careful Be intentional Check in with your direct reports to gauge.... Companies expect employees to bring their best self to work ... it's challenging for some people to do that when dealing with heavy external factors that are hard to shake... things that threaten their livelihood. TODAY and the next few weeks YOU NEED A STRATEGY for how you will handle and think about if your managers are equipped. How are you all feeling today... drop an emoji below. #workplaceculture #workforceengagement #psychologicalsafety

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Here's to a reset and focus on personal growth and mental health...so check out this article on why every Black Executives needs a coach. While this article is geared toward Executives, I would say we all could benefit from executive coaches to help us navigate our careers, specifically as Black employees as we face unique challenges. Being Black is just one facet, so please don't miss my point. Most of us navigate our world's knowing we should eat right and exercise etc. We also know that top performers in sports, business, or whatever receive help along their journeys. So why not you? This article has stats on coaching and demographics (important but not the highlight), what to expect from coaching (important), and questions you should ask and be asked when trying to determine the right coach for you (highlight). The entire article has gems, and scripts you can use. Happy reading, have you had a coach before?

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Today is the day!!! Be sure to register for today's webinar about Small Business Lending and Underwriting. There will be a special guest providing you with information about writing your business plan. https://ow.ly/iNpZ50SN9RY

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Enrollment in small and mid-size colleges is trending lower. So how will your institution fund its mission? I can show you various ways you might address this strategic challenge. Let’s talk. bit.ly/4f2rVdb

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The purpose of an infographic is to visually present information and data in a clear and engaging way that makes complex concepts easier to understand. Infographics help people communicate messages quickly, simplify large amounts of data, and identify patterns and relationships within data. They are also valuable tools for monitoring changes in variables. Great insight!

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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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Enrollment in small and mid-size colleges is trending lower. So how will your institution fund its mission? I can show you various ways you might address this strategic challenge. Let’s talk. bit.ly/4f2rVdb

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https://lnkd.in/eGgZrijc Leaders, all people leaders, please understand the landscape and ensure that opportunities are available for all to thrive.#DEI#DEIA#Leadership

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