Lynn George, M.Ed, PHR, CMCS, ACC Chief Meaningful Work Officer

As organizations strive towards diversity and inclusion, it's important to acknowledge the unique challenges faced by Black women in the workplace. The intersectionality of race and gender creates a complex dynamic that must be addressed. The reality is that there are very few Black women in executive positions or positions of power, and this is not a coincidence. While the concept of the glass ceiling is well-known, for Black women it can feel more like concrete. The inability to ascend into certain positions within Corporate is a harsh reality that must be acknowledged and addressed. It's time for organizations to actively work towards breaking down these barriers and creating equal opportunities for all employees, regardless of their race or gender. Allies: "What specific actions can you take within your own roles to support Black women in your organization to reach their leadership potential?" Women of Colour: "What specific support do you need from your organization to help you thrive and advance in your career?" #allyship #womenofcolor #dei #diversityequityinclusion #womenempowerment #glasscliff

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As a first-generation college student and a Black woman in HR, I have come to appreciate the indispensable role of equity within the DEI framework. Equity is not an optional addition; it forms the fundamental cornerstone. While inclusion and diversity initiatives are crucial, they fall short without equity. Our aim should be to guarantee that everyone not only has a place at the table but also an equal chance to voice their thoughts, make contributions, and thrive. Omitting equity from DEI undermines the strides we aim to take. In light of SHRM’s decision to embrace "I&D" instead of "IE&D," I must express my firm opposition. While SHRM's dedication to inclusion is praiseworthy, the sidelining of equity is regressive. Equity ensures a level playing field for all and the necessary resources for success. For marginalized communities, it involves acknowledging the distinct challenges and barriers they encounter and actively working to eradicate them. Let's be unequivocal: our commitment to inclusion and diversity must be resolute, but it must never come at the expense of equity. Without equity, we cannot genuinely attain the inclusive environments we aspire to create. Let's persist in advocating for comprehensive DEI frameworks that prioritize equity and guarantee that every voice is heard and every individual has the opportunity to thrive.

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🌟 Breaking Through Impostor Syndrome: Rise Above Toxic Environments 🌟 Dear Professional Black Women, Are you feeling 😫triggered to believe you're an impostor to yourself due to toxic work environments? You're not alone. The pressure to prove ourselves in spaces that don't value our worth can take a toll on our confidence and self-esteem. But here's the truth: You are not defined by the toxicity around you. Your worth is inherent, and you deserve to thrive in environments that uplift and empower you. If you're struggling to navigate through the fog of impostor syndrome and toxic workplaces, know that there is hope. You don't have to suffer in silence. It's time to reclaim your power and rewrite your narrative. Join me for a breakthrough call where we'll explore your options and create a roadmap to help you rise above the challenges you're facing. Together, we'll uncover your strengths, set boundaries, and chart a course towards a brighter future. And as you navigate this journey, remember this affirmation: "I am worthy, capable, and deserving of respect. I refuse to let toxic environments define my worth. I choose to rise above and create a life of abundance and fulfillment." The first step towards transformation begins with a decision to take action. Book your breakthrough call today and let's embark on this empowering journey together. You deserve it. 💪💃🏽💃🏽💃🏽💃🏽🌟 Join the Impostor Syndrome Solutions Comminuty for Black Women and other People of Color. 👸🏽❤️Like 🖤Follow 💚Share #BreakThroughImpostorSyndrome #Empowerment #ProfessionalBlackWomen

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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

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The conversation starts with me... Black Woman CEO & Entrepreneur In Tech Why Now Why Me Why Global with Lori Pelzer. It's deeply Personal & Strategic. The tech industry + Black women entrepreneurs + My solution. Check out this insightful video on the topic: #techindustry #womenentrepreneurs #diversity #inclusion #blackwomeninbusiness #blackwomenentrepreneurs #leadership #technology #entrepreneur #ai #speaking #marketing #branding #10x #mindset #event

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Leaders who wait for change to happen miss the mark. To truly support Black Talent, leaders must take intentional, proactive steps. Great leadership transforms potential into performance. We can help you with that 👉🏿 [email protected] #Leadership #Blacktalent

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Ensuring your organization has a strong pipeline of talent tomorrow means you need to invest in people today. This CUSTOM CREATED experience is one-of-a-kind. It layers 1:1 executive coaching, group coaching and interactive group learning sessions. This approach ensures that insights are not only gained, but incorporated into real-life practices and habits. Please listen to this quick interview to understand more about this very unique opportunity that is kicking off soon!

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CONFIDENT BLACK WOMEN? The journey of Condoleezza Rice, the former U.S. Secretary of State, is a powerful testament to the importance of Authenticity, Connectedness, and Competence in building true confidence. As covered in my narrative literature review, being authentic means staying true to oneself both internally and externally. When individuals, particularly black women, are unable to do this, their confidence can erode, limiting their growth opportunities (Harris & Davis, 2023; Crawford, 2019). Rice's career exemplifies the impact of maintaining authenticity despite societal pressures as she climbed the political ladder. Connectedness, especially the sense of belonging, plays a critical role in an individual’s confidence. For many black women, social isolation in the workplace can be a significant barrier, preventing them from fully engaging with colleagues and sharing their experiences (Kannan & Veazie, 2023). Rice’s ability to navigate the often isolating corridors of power in Washington demonstrates the importance of fostering strong professional and personal connections. Lastly, competence is deeply affected by the quality of feedback received. Black women frequently face misrepresentation and stereotypical biases, which can undermine their confidence and hinder their professional growth (Yoong, 2022; de Leon & Rosette, 2022). Rice’s experiences remind us of the necessity for constructive and unbiased feedback to ensure that competence is accurately recognised and nurtured. Through her journey, Condoleezza Rice illustrates the crucial elements of authentic confidence, providing a powerful narrative that aligns with contemporary research on the experiences of black women in the workplace. I am currently an MSc student exploring 'Confidence' in black women at work. If you are a black woman and interested in sharing your experiences I am planning some interviews so please get in touch... many thanks... [email protected].

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Historically, societal expectations have often discouraged men from expressing vulnerability or seeking help for mental health issues. Men face unique challenges and pressures, from work and family responsibilities to societal expectations of strength and stoicism. It's important to remember that seeking help and expressing emotions are not signs of weakness but of strength and wisdom. Acknowledging mental health struggles and taking steps to address them are vital parts of overall well-being. Where can we start? - Open Up: Encourage the men in your life to talk about their feelings and experiences. Create a safe space for open and honest conversations. - Support Systems: Promote the importance of seeking help, whether through professional counseling, support groups, or trusted friends and family. - Practical Steps: Share resources and practical steps for managing mental health, such as regular exercise, balanced nutrition, sufficient sleep, and time for relaxation and hobbies. Men's Mental Health Month is a reminder that mental health is crucial for everyone. By fostering a supportive environment and encouraging open discussions, we can help men feel empowered to take care of their mental well-being. Let’s commit to supporting one another, offering compassion and understanding as we walk this journey together. #msmentormecareercoach #MensMentalHealthMonth #MentalHealthAwareness #SupportEachOther #BreakTheStigma #GodCares #FaithAndWellness #CommunitySupport #MentalWellbeing #OpenConversations #EmotionalStrength #CastYourAnxiety #SupportingMen #HealthyMinds #FaithAndHealing #StrongerTogether

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Stronger Together: The Power of Black Businesses Uniting When Black businesses come together, we create a force that is unstoppable. 🌟 Collaboration over competition leads to shared resources, expanded networks, and a thriving community. By lifting each other up, we build a legacy of success that benefits us all. Let's continue to support, empower, and celebrate each other—because when we work together, we achieve more. Together, we rise! ✊🏾 #BlackBusinessExcellence #CommunityPower #StrongerTogether #blackowned #blackownedbusinesses #supportblackbusinesses #supportourcommunity #sofloblackpages #shopblackownedbusinesses

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All I have the energy to say is: If you want to know what Black women mean when we say that we have to come with triple the qualifications for 1/3 of the pay in order to even be allowed to stand next to mediocre WM… Watch the US Presidential debate. If you want to know what it’s like for Black women that are not running for president of the United States behind the closed doors of boardrooms, salary negotiations and performance reviews… Watch the US Presidential debate. And if you want to witness the catastrophic phenomenon of white male deference so deeply entrenched in our systemic DNA that a former president, a convicted felon and pathological liar, is the best candidate a major political party of the largest socio-political power in the solar system has managed to put forth for this election… Watch the US Presidential debate. Imagine spending your entire career building a resume that qualifies you for this office, only to have to entertain wholly unserious arguments from a wholly unserious individual running a wholly unserious campaign for a VERY serious job. This is being a Black woman in this world. And we. Are. TIRED.

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It matters who likes you! I heard this phrase for the first time from one of Apostle Selman’s teachings and it stuck with me since then. Imoleayo Ashogbon, MBA, CCMP, GPHR, SHRM-SCP, CPHR would always say that “people love to work with the people that they like” A study published in the Harvard Business Review also alludes to the fact that “employees who are well-liked are more likely to receive support and cooperation from their colleagues, leading to increased productivity and job satisfaction.” As professionals, we often prioritize competence and expertise, which are essential and non-negotiable. However, based on the above premise, we can infer that beneath the surface of “competence and expertise “ lies a powerful yet often underestimated force known as like-ability! It is the ability to connect with people on a personal level, the courage to inspire trust, and to build genuine relationships which can significantly influence one's success in the workplace. Likeability is not just about being popular or charismatic; it is a blend of qualities such as empathy, approachability, trust and authenticity. When colleagues genuinely like and enjoy working with someone, collaboration becomes more seamless, communication flows more smoothly, and conflicts are often resolved more amicably. In a team setting, individuals who are perceived as likeable are more likely to garner support for their ideas, rally others around common goals, and get results faster. They tend to be natural leaders, not because of their authority or title, but because of their ability to inspire and motivate others through their positive attitude and approachable aura. Employees who are well-liked are often viewed more favorably by managers and peers alike, leading to greater opportunities for mentorship, promotion, and recognition. During interviews , candidates who are well liked by the interviewers based on the fact that they possess some of these endearing qualities are more likely to be selected. However, it is pertinent to mention that likeability is not a one-size-fits-all, or copy and paste trait. What resonates with one person may not necessarily resonate with another. Authenticity is key; trying to be someone you're not in an attempt to be liked will only backfire. Instead, focus on being genuine, empathetic, and attentive to the needs and perspectives of others. In conclusion, while competence and expertise are undoubtedly important in the workplace, the power of likeability should not be underestimated and it can be built. Cheers to a week of wins! #Authenticity #Trust #PromotingPositiveWorkCultures #WorkPlaceTips #LinkedIn

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I'm honored to have been interviewed in Lean In's Leadership Fundamentals for Black Women series. https://buff.ly/4eaojpc While Juneteenth celebrates some of progress made in this country, we still have a ways to go. Black women still earn 63.7 cents for every dollar earned by White men. A McKinsey study shows a significant decline in promotions rates for Black women in the last couple years; we are promoted at only half the rate as all men. We still need to advocate for ourselves when it comes to promotions and raises. Check out the "How to get the recognition you deserve at work" segment below for powerful tips as we continue to navigate these challenges.

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Dear Christian school and university leader, What message does it send to students when the majority of the people serving food or cleaning the campus are black, but there are hardly any black teachers or leaders? What message does it send when the only black teachers are the football and basketball coaches? I know it's hard to find minorities willing to work in Christian schools and universities, for a whole host of reasons. But there are ways to increase black applicants.* 1) Develop relationships with black churches in the area. Meet their pastors. Take them to lunch or coffee. Build trust. Identify ways to serve these churches. Then, when you have an opening, you can call these Christian leaders and they can announce the job, post the job, and inform their networks. 2) Host a job fair at your school or university. In hosting the job fair, you can partner with other schools or universities in the area, but be sure to recruit minorities to attend. Which leads me to... 3) Recruit from HBCUs (Historically Black Colleges and Universities). There are Christian graduates who may be interested in openly expressing their faith while fulfilling their vocational interests. HBCUs are also producing strong graduates in the STEM fields. 4) Form a parent group comprised of parents who are interested in diversity and unity. You will have parents from all different races and backgrounds who want to participate. Even if the group is small, their network will be vast. By using this strategy I was once introduced to at least five black qualified candidates for an open middle-school principal position. 5) Pray that God will send you those kingdom minded black people who share your biblical values. Prayer works. 6) Ensure that you address possible impediments to minority flourishing that may deter black candidates or lead to low retention. This is not about simply hiring black people regardless of their qualifications. This is about contesting the narrative that says there are no qualified black leaders and teachers who love Jesus who can contribute to your school. This is about breaking down the walls of segregation that still exist in our communities. This is about being hospitable to the stranger and welcoming him or her in. This is about me. I've been working at predominantly white schools and universities for the past eight years because leaders saw the value in intentionally bringing my cultural perspective and background to their institutions. There are other men and women who God wants to use to bring light, love, and leadership to your school. Trust Him, and start taking the steps today! *These lessons also work for minorities of any ethnic background.

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The confusion comes because we can make the assumption that we are automatically united by what you observe as skin colour. Diversity in politics seems to me to promote more division, at the same time playing with our hopes. Maybe he called it the “Audacity of Hope” for a reason. We keep falling for this thing that says in politics if someone looks like you they are for you. Politics keeps showing us that this is not the case, nor is unification a priorty. What is the purpose of attaching the label black in this article? What does it ensure? It continues to fuel a misguided assumption. What can unite us all is what is in the heart. My heart tells me a different story from my head. We have to move our thinking beyond politics to see the truth, by defeating what is designed to keep us captive in that place called the head. The head, the left in particular is the receptacle for what you have been told. The realisation, the right brain and heart give, is that not all you have been told is true. This discernment takes you beyond your current education and assumptions. It takes you to a place called progress, where we will stop going round in these contrived circles and move towards human potential.

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[7] reasons why Black men need to participate in helping with leveling the playing field. To level the playing field for others, it's where we actively engage in mentorship, advocacy, creating opportunities, and community involvement. 1. Representation Matters: 🤴🏿 Black men's participation ensures diverse voices and perspectives are included, creating a more equitable environment for everyone. 2. Breaking Barriers: 🚧 Active involvement helps dismantle systemic barriers and challenges that hinder progress for Black men and other marginalized groups. 3. Role Modeling: 🌟 Serving as role models, Black men inspire future generations by demonstrating resilience, leadership, and determination in overcoming obstacles. 4. Empowerment: 💪🏾 Participation empowers Black men to advocate for their rights, access resources, and pursue opportunities that contribute to personal and collective advancement. 5. Community Strength: 🤝🏾 Collaborative efforts foster solidarity within the Black community, fostering unity and collective action to address common challenges. 6. Impactful Change: 🌱 By participating, Black men contribute to creating lasting change that promotes fairness, justice, and equal opportunities for all. 7. Future Generations: 🌍 Investing in leveling the playing field today ensures a brighter future for generations to come, where all individuals have the opportunity to thrive regardless of race or background. By sharing knowledge, advocating for equality, and participating in initiatives that address systemic issues, you'll be providing opportunities and support for those who may face barriers. Through empowerment and role modeling, you are encouraging individuals to recognize their potential and advocate for their rights, contributing to a more equitable and inclusive society. ______________ Visit my website: https://richardacross.com Check out my books and journals + more! ______________ POSITIVELY SHAPING THE FUTURE™ #1millionblackmalestudents #motivation #inspiration #education #mentoring #HBCUsMatter #LeadingWithIntegrity #TheBlackMaleImpact #Blackexcellence #ChallengeCharacterAssasination #PersonalDevelopment #Perspective #Psychology #leadingchange #CulturalTransformation #Knowledge #MillionaireMindset #BlackBoys #changethenarrative #EmotionalIntelligence #PositiveImpact #Book2024 #DrRichardACross #PositiveInfluence #BestVersionOfYourself

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Thank you Dr. Nicole DeKay (She/Her) for this impactful post! I’m going to add this to my #leadership trainings! Leaders need to look for their patterns. 🌀 How many leaders have a “golden employee” (Teacher’s pet, Halo Bias) that is then a target? 🎯 Yes!! This can be a type of bullying. We must discuss it. It can look many ways, but going from “pet to threat” is one way. Think back to your workplace experiences. How many times have you witnessed it, but didn’t have the words? #bullying #antiBullying #workplaceCulture #imposterLeaders #HR #humanResources #DEI #ToxicWorkplaces

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The Black Women Rising Gala was absolutely spectacular! A huge thank you to Denise Mayhew for the invitation. Leanne Pero and the entire BWR team's work is beyond words, especially considering they have achieved so much with very little funding. It’s truly outstanding. On the night, BWR raised a little over £10k, but there is still so much more to be done. If you’re reading this, please consider donating, following Black Women Rising UK, and digging deep to support their incredible work. The statistics shared that night moved me to tears: In England, around 25% of Black African women and 22% of Black Caribbean women are diagnosed with stage 3 or stage 4 breast cancer at diagnosis, compared to 13% of white women. Facts: Black women are also more likely to be diagnosed with triple-negative breast cancer, which has fewer treatment options. These numbers are a stark reminder of the disparities Black women face in healthcare. That’s why supporting BWR is so important—they’re creating safe spaces and advocating for real change. Make this BHM the opportunity to reclaim the narrative on health disparities and take actionable steps to support resilient charities and organisations with the little they receive; imagine what they could do with the many they receive today! #BlackWomenRising #CancerAwareness #HealthEquity #Support

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