Kameka M. Dempsey

Want to be featured on our podcast? I'm interviewing Alim A. Dhanji, the chief people officer at Equinox, next week. He’s had a remarkable 25-year journey crafting diverse, high-performance teams that deliver stellar results. Before his time at Equinox, he led as president of adidas Canada, guiding business strategy across multiple channels. Do you have questions you would like to ask during the show? For example: -How do you nurture a thriving workplace culture? -What are the most effective strategies for driving performance? -How do you get your people to care about work? Submit your questions here: https://lnkd.in/eVMrazhd This is a fantastic opportunity to make your voice heard and gain insights from a seasoned leader in the industry. Feel free to jot down your queries in the comments below. #cultureleaders #podcast #qna #culturekeynote

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Braving the UN Council traffic in NYC last night was an adventure in itself—but totally worth it to get to DisruptHR! 🚦🌆  Last night’s event was anything but your typical HR gathering—it was an electrifying mix of bold ideas and paradigm-shattering talks. If you haven’t experienced the 5-minute, 20-slide format yet, you have to try it. 🏃‍♀️ I had the honor of talking about feeding our HR souls - "If You Are Unhappy and You Know It: Feed Your Soul."  I shared how finding true purpose in our work can help us overcome the very real challenges of HR fatigue. For me, purpose came through helping justice-impacted individuals find meaningful employment, which transformed how I view my own career. And now, at Stash, I’m fortunate to continue delivering well-being through financial wellness programs that make a real difference.  And I get to evangelize the good work we already do at Stash for million of customers through our new offering StashWorks (https://lnkd.in/guapKcTZ) which helps companies deliver financial well-being to their employees.  PS - I had a Stash customer come up to me after and tell me how great our product is – changed his family’s financial trajectory with Auto-stash. ❤️ warming! We love our customers!   Huge shoutout to all the incredible speakers last night: Stephen Smith, LaToya Lynn, Robert Rigby-Hall, Rebekah Marette, Iris McQuillan-Grace (SPHR), and Elliot Epstein. You all were extremely inspiring! 🙌 Purpose fuels engagement, and that’s what keeps us HR leaders going—so find what feeds your soul, and the impact will follow. #HRLeadership #PurposeDrivenWork #JusticeImpacted #DisruptHR #FinancialWellness #Leadership #StashWorks #nextchapter #stash #lockton

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Ever find yourself blindly following routines at work without questioning them? Aimee Horowitz (she/her)’s blog for HAVEN | human asset ventures encourages you to take a step back and reconsider. Think about your meeting habits, how you handle work hours, or who you seek out for advice. Are these habits truly helping your performance—or holding you back? Are you and your team operating in a way that actually boosts productivity, innovation, and collaboration? Learn how to break free from old patterns, empower better decisions, and make room for growth and high performance: https://lnkd.in/eyn_X8ei #leadership #hr #performance #teams 

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Non-Profits Seek New Kinds of Leaders with Help from Search Firms As seen in Hunt Scanlon Media's recently released Non-Profit Executive Recruiting newsletter, recruiters say that non-profits, generally, are increasingly seeking executives and #management teams who can provide strong #leadership, articulate a compelling vision, and inspire stakeholders. “Executive search for non-profits is quite active at the moment,” said Nathaniel Schiffer, CEO of The Christopher Group, Agile HR Business Solutions. “Many #nonprofit organizations are looking to strengthen their leadership teams to navigate the complexities of the current socio-economic environment. The demand for experienced leaders who can bring strategic vision, operational efficiency, and fundraising expertise is high. As non-profits face increased pressure to deliver on their missions with limited resources, the search for capable executives who can drive growth and innovation remains robust.” Read more >> https://lnkd.in/eck_TgF

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✅ Representation. ✅Visibility. ✅Co-creation. ✅Belonging. My prediction is that in the near future #DEI won’t be controversial in any way because every organization will embed it in every business process and workflow. That’s why I’m loving this blog post by the team over at Gather Voices. Check it out! https://lnkd.in/dTKYUtZZ

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DEI, when woven into core strategy, drives results. If an organization treats DEI as a side project, it misses a huge strategic lever, a proven path to financial gains and market edge. Today’s challenges—attracting top talent, fostering innovation, boosting performance—require more than traditional thinking. It’s time to integrate, elevate, and reap the rewards. Explore how DEI Practice Bundles can elevate an organization in the article below. #DEI #strategy #business #diversity #equity #inclusion

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Ready to make 2025 the year you align your actions with your aspirations? I’m thrilled to spotlight my former Harvard classmate and incredible BREAKTHRU client, Nell Derick Debevoise, who is empowering leaders to lead with clarity and intention through her Lead in 3D community. This isn’t your average leadership group—it’s a hub for self-reflective, ambitious, and change-making leaders who are ready to embrace positive peer pressure to improve their performance and well-being. Nell's groundbreaking "Have Your All" framework challenges the myth of "having it all" and encourages leaders to define their version of success. With live sessions twice a month (or on-demand), plus an online platform and mini-course, members connect across three dimensions: Me (personal alignment), We (relationships and teams), and World (broader impact). Curious to learn more? Visit: https://lnkd.in/g9KuGNs5 Let’s make 2025 the year we step into leadership that’s ambitious, impactful, and sustainable—just like Nell inspires every day. #LeadershipDevelopment #LeadIn3D #ImpactfulLeadership #CommunityDriven

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Who is your favorite Catalyst? “My favorite Catalyst is Van Ton-Quinlivan who is the CEO of Future Health, start there and then take your journey and, and look at what a catalyst has accomplished, but also the journey of transformation of a human who is a Catalyst.” (Amy Kaufman, Senior Talent Strategies - CEO Leadership Alliances) Listen to the full conversation here: https://lnkd.in/eMAJEEw6

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This conversation with SIMMA Lieberman about Breaking Bias for her podcast, Everyday Conversations on Race for Everyday People, really gets to the heart of my work. To begin breaking bias, we need to understand that bias is tied to every one of our multiple, intersecting identities – not just race or gender. In the aftermath of the election and as we enter what’s sure to be a tumultuous 2025, I’m feeling grateful that I get to bring Breaking Bias to a hurting world. I genuinely believe that this work is medicine for our current era of polarization. Check out the podcast – and get your copy of my book, Breaking Bias! Links in bio. Listen to the podcast: https://lnkd.in/e-eebnec Get your copy of Breaking Bias: https://anuguptany.com/ #Election #2024Election #BreakingBias #Belonging #BelongEverywhere #BreakingRacialBias #Mindfulness #Mindful #Meditation #Neuroplasticity #Science #Belonging #DEIB #Antiracism

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Another powerful insight from Emily Whiting, Head of Talent at Vannin Chief of Staff, as shares her insights on navigating values, building trust, and making impactful decisions in your professional relationships. 💼 Navigating the complex dynamics of business relationships can be a true test of one's values. How do you ensure transparency and build trust? 🌟 Did you know that 82% of employees say trust in their employer is essential to their job satisfaction? (Source: Edelman Trust Barometer) 📈 If this one hit home, reach out and we'd love to learn what Emily's words mean to you: https://buff.ly/4akG1U1 FOLLOW EMILY WHITING: Vannin Chief of Staff on LinkedIn: https://buff.ly/3ULMtxB Vannin Chief of Staff Website: https://buff.ly/4bmaan1 Emily' Personal Profile: https://buff.ly/4dHIcUq #TrustBuilding #EthicalLeadership #TrustWorthyPodcast #TrustWorthyLab #TrustWorthyTuesday

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Real Success Goes Beyond Titles: Reflections from my many conversations & cohorts Over the past months, I have had the privilege to volunteer time with phenomenal groups of women-typically cohorts of driven & deeply aspirational leaders and entrepreneurs. Our time together wasn’t just about sharing stories; it was about creating a space where we could be open, #authentic, and #safe. It was powerful, profound, and at times, painfully relatable. In our discussions, we uncovered a truth that too many women know firsthand: the challenges women face in the workplace are real, and especially pronounced at senior levels. #Misogyny is real. So is discrimination. Success can often look seamless from the outside, but for many of us, it’s a daily act of navigating #landmines of compromise, facing off with subtle (and not-so-subtle) #biases, and dealing with behaviors that attempt to undermine our confidence — #gaslighting, narcissism, and endless #politics. It’s not just about excelling in performance but also about navigating the insecurities and discomfort #confident #women can unknowingly stir in the workplace. Despite the strides women have made, our conversations kept circling back to one point: there is so much more work to be done. We must keep speaking up & standing tall. Because our efforts aren't only for ourselves; they’re for all the women out there who are grappling with self-doubt, apologizing for their #ambition, or shrinking themselves to fit into environments that don’t see them for all that they are. I could resonate with so many of these struggles. After more than two decades in the workplace and building businesses, I’ve dealt with bias, intimidation, and politics. I’ve taken the blows and still turned up the next day—because the #purpose is greater than any obstacle. What I can share from my journey is this: 1. If there’s no #equality without a fight, then fight we must. 2. Respect is earned, and it comes through #tenacity, hard work, and staying unapologetically true to yourself. 3. Be clear on your non-negotiables—the #values that define who you are... beyond any title. 4. Stay #curious and always hungry to learn. Let no one else’s insecurities or toxicity dim your drive or determine your worth. The power of a support network of purpose driven men, women and others like these is pure GOLD! Because these are the people who see you beyond the title, the accolades, and the #success—they see YOU for the person you truly are. They are there when things get tough, and they’re ready to stand by your side. So to every woman and person out there fighting their fight: never give up. Be #real, be #bold, and remember—you are building a legacy for those who will come after you. SonderConnect Vital Voices Global Partnership NSRCEL Iron Lady Lathika Pai Smita Tharoor Rajiv Kuchhal Ravi Raman CAIA, CFIRM, FIII Kritika M Anju Shenoy Bhavana Rao Rekha Mallan Deepak Rahul Poornima Shenoy Alyse Nelson #WomenInLeadership #entrepreneurlife

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Want a quick masterclass on some tips on how to leverage consulting techniques in recruiting? Listen to my colleague Paul M. Norman discuss these topics and other outstanding concepts with Ben Eubanks on his podcast. I promise it is worth the time spent to listen to Paul’s insights!

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The future is fractional. Why? So many Chief People Officers like me, and other executives are trading in their corporate salaries for more flexibility and the chance to design their lives the way they want to live. And companies are tapping into this talent - it is affordable and flexible for them. I’m thrilled to be a part of the future- and I got to share some of my thoughts in this Worklife article, along with my friends Morgan Williams and Anessa Fike. https://lnkd.in/eQdzPN8F

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Are we wasting senior leader time on the WRONG things in the DEI space? My advice is to: Decide why an inclusive culture would help you as leaders (ie get the narrative right). Generally this will be way bigger, more impactful and clearer on the ‘what’s in it for me’ for leaders because we know increasing inclusion increases not only diversity but also safety, engagement, retention etc. Now this approach requires a lot more work, time and effort, BUT its what leads to real change and a BIG ROI. Start to focus on building highly effective and productive teams via embedding inclusion rather than a tokenistic ‘diversity’ approach, you will not only start to see more impactful results, you just might get the leaders excited about being inclusive! You will reduce diversity and inclusion fatigue and last minute ‘tick boxes’ and get to the real benefits and promise of an inclusive culture. If you want to read more, check out my article: ‘I’ve just made a DIVERSITY hire’!! https://www.rfr.bz/llaaavv

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"It's Lonely at the Top." This phrase is one I hear often from C-suite leaders, and a recent conversation at a Blend member event in New York really brought it into sharp focus. A member really opened up to me about the isolation that comes with leadership. As a C-level executive, finding a safe space to share real challenges, express doubts, ask the stupid questions, or simply be vulnerable isn’t easy. In most environments—whether it's within your organization or industry forums—there's an underlying sense of competition, even among peers, and that creates barriers to truly opening up, and since covid this hasn't got even easier. She shared that Blend is the first space where she’s felt truly heard. As a founder who's striving to build something different and authentic this floored me, feedback like this makes all the late nights long days and travel schedule all worth while. What makes Blend different is the diversity of roles and experiences around the table. It's not just about connecting with people in similar positions, but having the space and opportunity to expand perspectives, evolving thinking, and finding solutions together. For leaders like her, finding a C-suite community that’s safe and inclusive for authentic, open dialogue is rare—and essential. This is why Jeff Tepel and I founded Blend. The community exists, to create the space where C-suite leaders can come together and grow, not just as executives, but as people. We are proud to be building Blend, and even prouder to be trusted by our members to support them on their leadership journeys. It turns out it doesn't have to be lonely at the top anymore... #JoinBlend Learn more here - https://lnkd.in/ebE_XVQX #LonelyAtTheTop #LeadershipGrowth #InclusiveLeadership #ExecutiveDevelopment #PeerSupport #DiscoverDifferent

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There's no way that women can keep this up! While it's inspiring to see more women reaching the C-suite, we must address the pipeline problems threatening these hard-earned advancements. This insightful article from Chief explores the challenges and opportunities ahead. Let's ensure these gains aren't just temporary victories but lasting changes in the corporate landscape. What are some of the ways your organization is building their pipeline of women? #Leadership #WomenInBusiness #Csuite #Diversity #Inclusion #CareerDevelopment #FutureOfWork

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"McKinsey & Company research has shown that companies in the top 25% for racial or ethnic and #gender #diversity were respectively 36% and 25% more likely to have superior financial returns. And a study by the World Economic Forum shows that companies with better than average diversity scores drive 45% average revenue from innovation, while companies with below-average diversity scores drive only 26%." And there are many more studies like these that show the benefits of diversity, #equity and #inclusion (#DEI), including work from my Gartner research colleagues, yet it continues to be a struggle to implement for many organizations. As pointed out in this BBC article, "Data from Standard & Poor Market Intelligence, published in March, shows the growth in women's representation among all senior leadership positions in the US dropped to the lowest rate in more than a decade in 2023. And across all C-Suite positions, women lost seats for the first time since S&P started collecting data in 2005." There could be a number of reasons for this drop, one of which is potentially the changing nature of work and the requirement for people to be back in the office most or all of their working days in a week - something Nick Bloom has brought up in some of his posts. According to the article, there also seems to be some pushback on DEI initiatives and a lot of "DEI theatre" with no actual action to back statements around improving DEI. Is your organization committed to DEI? How does this manifest in the actions the organization takes and are they having an impact? #leadership #HR

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