Mary Beth Ferrante, PCC

*for those local to Irvine, CA* I'm hosting an in-person emotional tapping workshop with the wonderful Alison Keiper! Master Your Stress, Master Your Work: Daily Practices for Professional Women Daily workplace annoyances? Manageable. The accumulating weight of unresolved stress? That's what transforms your workday from manageable to overwhelming. It's a common misconception that starting each day with yesterday's stress is just part of the job. We're here to challenge that notion and offer you a solution. Introducing our Emotional Tapping Workshop: Join us for a transformative experience where we'll dive deep into somatic, mind-body techniques designed to not just manage, but master workplace stress. Why You Can't Miss This: - Learn Emotional Tapping techniques. - Experience real-time stress relief through somatic exercises. - Connect with like-minded professionals seeking growth. - Leave with practical tools to navigate stress with confidence. 📅 Date: June 20th 🕒 Time: 6:30 PM 🌐 Location: Irvine, CA This isn't just another workshop. It's the opportunity to transform your workday stress and solve burnout. ✨ Spots are limited to ensure a personalized experience. Secure your place now. 🔄 Feel this could benefit your network? Share this post and let's spread the power of transformation together! #StressManagement #PersonalDevelopment #EmotionalTapping #MindBodyConnection #ProfessionalGrowth

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My thoughts about the "Dismantle DEI Act"... 1. The move away from "equality of outcomes" means...you want un-equal outcomes. It may not bother some people now because they think they will benefit from such actions, but somehow these initiatives never work out the way people want them to. For example, allowing rampant drug abuse or promoting guns all throughout America... 2. Black and Brown Americans, as well as female citizens, pay taxes too. Taxation without representation (in employment and contracting) is an abomination. Full stop. 3. Dr. Martin Luther King Jr.'s quote is often intentionally used out of context, specificially this part: "People should be judged on the content of their character and their individual achievement rather than their sex, race, national origin, or ethnicity.” Do not use this quote if you are advocating for injustice, inequality, and unfairness. It is better to use a quote from a hate group instead of lying on Dr. King's legacy. 4. DEI is not ideology, it's a strategy that is used around the world. From governments to multi-national corporations, organizations utilize DEIA to prepare for a future workplace and marketplace that will be incredibly competitive and will require diverse human-centered solutions for complex problems. The outdated way of thinking about Diversity is to define it by polarizing social categories, like Black/White, Male/Female, Gay/Straight. In a world where intersectional identities reign supreme, organizations must be intentional about delivering value to unique users/students/constituents by designing positive and memorable experiences. The only way to do this successfully is by leveraging the knowledge of many different employee groups. Note: applying a DEIA strategy in an inconsistent manner (due to changes in political administrations) will not yield expected results. 5. DEIA is the future. While the government can try to "slow it down", you can put a fork in DEIA-- because it's done. Remember, the President-elect COULD NOT WIN without crossover from diverse groups. Perhaps you can turn the clock back an hour, but it is completely unrealistic to think that people can control the next generation with half-baked ideas. There is a reason why God is God-- He alone knows the future.

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Did you know Black women face a substantial wage gap, leading to a loss of $1,843 per month, $22,120 per year, and an astonishing $884,800 over a 40-year career? Today is Black Women’s Equal Pay Day, and I didn't want to let it pass without bringing attention to the stark reality facing Black women in the workforce. The persistent wage gap for Black women is not just a number; it demonstrates the impact of both racism and sex discrimination on Black women in the workplace. We can take concrete steps to close the wage gap by reaching out to Congress. The Salary Transparency Act would promote pay equity by requiring employers to provide salary ranges to job seekers and workers. Tell Your Representative to Co-Sponsor the Salary Transparency Act! Let’s work together to create a more equitable future. #EqualPay #BlackWomensEqualPayDay #PayEquity #SalaryTransparencyAct

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3 signs your DEI & Culture Change initiatives are failing (...and how to fix them FAST): When a health equity organization came to me, they had been spinning their wheels on their culture change and DEI goals for years with little progress. The top 3 red flags? 🚩 No clear vision— They couldn't articulate their end goals for an equitable and inclusive culture. 🚩Siloed efforts—DEI was seen as HR's job vs. a shared responsibility for all divisions. 🚩Lack of strategy—They had done training, but no cohesive plan to achieve their aspirational vision for change. Sound familiar? Here's how we turned it around: 💫 Clarified the "why" and defined the organization's unique DEI vision as a foundation. 💫Mapped the "how”— Built a multi-year roadmap linking all efforts to key goals. 💫Engaged all levels and formed a DEI committee with reps from across the organization to drive change. The result? In just 1 year they: - Integrated DEI into leadership development for all leaders - Boosted equity in hiring by 20% - Improved psychological safety scores by 25% The lesson? Successful organizational culture change requires: 1) A crystal clear vision 2) A comprehensive strategy 3) Collective ownership Skip these and you'll stay stuck in surface-level change. Ready to build a sustainable strategy to embed equity and inclusion in your organizational DNA? DM me “Elements” and I can send you a free guide to learn the 12 essential elements for building a great workplace culture.

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The "illusion of inclusion”: What does this mean? A lack of leader commitment to DEI can show up in different ways: only talking about DEI during certain months or events, not providing resources or training for DEI initiatives, or ignoring feedback from employees about inclusivity issues. What do you think? Want to learn more? Check out my article: Is DEI an ILLUSION OF INCLUSION in your organisation? https://www.rfr.bz/llcdxdd

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According to EEOC, a candidate is not obligated to disclose a disability according to the ADA guidelines. A Healthcare company was penalized because the CEO refused to accommodate a new hire with vision problems because she had not disclosed the disability during the interview process. I agree. I have filled out thousands of applications and I have always seen the section asking if the applicant has a disability. I have always replied yes. Then the next question is about needing some type of accommodation. I have always replied no because asking to be treated with respect is not an accommodation approved by the ADA which should reevaluate the concept of disability since employees’ mistreatment and bullying have become more intense. The interviewer and HM should already know if the candidate has a disability. The applicant is not obligated to disclose the disability but, if he/she needs accommodations, why would you want to disclose it besides the fact the HM discriminates and reject you? More important is the question: why would you want to work for a company practicing unethical hiring practices? https://lnkd.in/gnFrdSbk

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The one DEI practice you'll never see me recommend to my clients? 👀 DEI committees! At least, not until the company has laid a very strong equitable and inclusive foundation, hired a DEI Team, and has a DEI Head reporting directly to the CEO. Usually, DEI committees are built by very well-intentioned humans trying to make change happen, but they rarely have any actual DEI or Talent Experience. And it's not their fault at all! They're navigating an inequitable organization with the tools and resources they have, under Leadership that doesn't understand what DEI or does. If companies don't make finance, systems, or business decisions based on a voluntary committee's opinion... why would DEI be any different? 💌 Need help building those foundations? Ping me! I'd love to collaborate with you and your team.

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With DEI in the crosshairs, some colleagues and I have been talking about how do we say what we do, without saying what we do? DEI has been weaponized and demonized, so we have to stay away. Hmmmmm, how do we do that? Have you ever wanted to discuss diversity, equity, and inclusion (DEI) without actually saying the words? Maybe you’re worried about sounding too corporate, or perhaps you’ve said “DEI” so much this week that you’re starting to dream in acronyms. Fear not—this blog is your unofficial guide to the delicate dance of talking about DEI without really talking about DEI. #diversity #equity #inclusion #WarOnDEI #diversityandinclusion

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I'm always skeptical when I see this statistic of 76% Chief Diversity Officers being White... Because where the f*ck are they? I rarely see them at the DEI conferences. They don't come to the DEI "cookouts?" The award shows, the learning events, etc. I did a "Chief Diversity Officer" search here on LinkedIn and you know what I see? ⚫️ Black people mostly. I had to scroll A LOT to find two White women and they were one of a rare handful that also hold the title of a Human Resources leader. Which is also telling because IYKYK 👀 Here is a quote from an article that resonated with me by Amira K.S. Barger, MBA,CVA,CFRE: "Blind belief is dangerous. Any desired narrative can be extrapolated from data and can be aggressively biased depending on the quality, quantity, methodology, source, and the individual interpreting and analyzing it. Growing up, particularly in math classes, my teachers would constantly exhort us to show our work. I expect nothing less from those producing data outputs. How was the data collected? By whom? For what purpose? And to serve whose interests?" https://lnkd.in/g2bGeaac Anyway I'm no data scientist so I could be wrong but I also believe I have a right to be skeptical of that widely used stat considering the rooms I'm in and the countless Black folks I talk to who are frustratingly busting they asses in this space. If we were to entertain the idea that that stat is wrong, we would need to contend with an equally horrifying reality or concept: 👉🏾 That majority White owned, led and run institutions are putting the lion's share of intellectual and emotional labor on Black and Global Majority practitioners and giving them shoestring budgets and little power to carry that work out. I'd love to hear from other Diversity, Equity and Inclusion practitioners operating in corporations and institutions about this one.

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I was recently asked as a Fast Company Executive Board member why DEI efforts should move out of the HR department and be embraced by the c-suite. It took me a while to think of what to say -- not because I don't agree, but because our entire c-suite is people of color as is 80% of our organization. In other words, understanding why DEI efforts are important is second nature to us. I spent the early part of my life feeling left out and left behind. I fought hard for a lot of the successes that have built my career. I know very personally what it feels like to be in a workplace culture that doesn't care about diversity, equity and inclusion. In other words, representation matters. In the article below I share a simple tip I learned from The Management Center quite a while ago. We use SMART”IE” goals to ensure every department deeply embeds inclusion (“I”) and equity (“E”) in their annual plans and KPIs. https://lnkd.in/gsnRYdAq

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BIPOC mentorship programs are the best way to support the development of capable yet underrepresented employees while allowing your organization to more fully reflect the multicultural society in which we live. See more HERE: https://lnkd.in/e6-RFA2v #diversityandinclusion #antiracism #systemicdiscrimination #workplaceculture

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The interview is coming to a close, and you’re excited about this candidate. You give them a chance to ask their questions of you. They say: “I noticed that the people on the leadership page of your website all look pretty similar. And, I don’t see any people of color in your department. I’m curious about what your organization is doing to move #DEI forward?” Does this question take you by surprise? Maybe it’s a white male candidate, and you made an assumption that DEI wouldn’t be a priority for them. Or maybe it’s a woman or a person of color, and the perspectives they have would add vital new decision-making power to your team. But as a white and/or male manager, maybe you’ve always allowed other people to be the mouthpiece when diversity was the topic. I bring up this scenario when I lead workshops on interviewing for hiring managers. I urge participants to be prepared with an answer to the question. Participants who are in the majority groups at their organizations sometimes push back. “We don’t know all the statistics!” they say. Or, “Well, our firm really isn’t diverse. I want to make us look good.” I answer: Learn the statistics. If the statistics aren't great, be knowledgeable of the efforts that your organization is making. You don’t want to be the person who says, “Hold on, let me get my Black colleague.” And even if the numbers are not where you want them, share them and be honest. You could say: “You're right, you are going to be one of the only women at this level. And here’s what we are going to do to support you, and continue to build a more diverse team around you.” Recently, a workshop participant—a white male law firm partner—endorsed this approach based on his experience. He told the group: “Just yesterday I was doing a follow-up interview with a Black woman. She asked me about the firm’s diversity efforts. So I talked to her about our progress...and our challenges too. She thanked me for being open and honest. In fact, she told me I was the only person at the firms she is considering who has not tried to make it sound like everything is perfect.” People who have been excluded in their field know what they’re getting into. They don't want to be tokenized. They want to be part of an organization that is working to transform, and whose leaders can articulate why it matters and why it’s hard. The candidate in this story appreciated that an organization was candid about where they were in their journey, rather than trying to sugarcoat it. And people of color are in demand among high-level companies. The top candidates have options. They may choose a firm that is already diverse, or they may choose the one that has a commitment and a plan to get there. But only if the person interviewing them shows comfort and awareness—as opposed to being uncomfortable and clueless. https://wix.to/3TCvOv8

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✅Rebranding and Renaming DEIB Efforts is a growing trend… ✅Organizations are rethinking and renaming their DEIB initiatives to better reflect their unique cultures and strategic goals. Moving away from traditional terms like "diversity training," they are adopting more specific terms such as "Inclusive Leadership Development" or "Equity Advancement Programs." ✅This rebranding emphasizes that DEIB is core to the business strategy, not just a peripheral initiative… ✅For example, Walmart Inc., whose U.S. CEO, John Furner, appeared recently on CBS This Morning to address changes to their DEI policy, which includes elimination of the term “Latinx” and replacing the acronym “DEI” with the term “belonging.” He said, “What we’re trying to do is to ensure every customer, every associate feels welcomed here to shop. And to feel like they belong.” ✅Learn more from this Forbes article, Change is Here: 5 Hard Truths & A Blueprint For Your DEI Plan In 2025. https://lnkd.in/eRdw5FGS #rebranding #diversityequityandinclusion #2025 #businessstrategy #belonging Inclusiveleadersgroup.com

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How often do you hear these arguments in your organization listed in this article? By addressing these common arguments against DEI, you can help reframe your colleagues’ understandings of the need for, and benefits of, DEI work. https://lnkd.in/gABvW9Pk

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Hi 👋🏽 I’m Dr. Claire! I'm an unapologetic humanist and intersectional mental health, public health, and racial & social justice thought leader, speaker, practitioner, and advocate. May is Mental Health Awareness month and as we think about intersectionality, it is important to consider who gets seen, valued, heard, supported, advocated, and cared for (and who doesn’t). Social factors and experiences of discrimination/marginalization/erasure, impact our mental well-being and life span.   May 5th, 2024 is 𝗡𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗠𝗶𝘀𝘀𝗶𝗻𝗴 𝗮𝗻𝗱 𝗠𝘂𝗿𝗱𝗲𝗿𝗲𝗱 𝗜𝗻𝗱𝗶𝗴𝗲𝗻𝗼𝘂𝘀 𝗣𝗲𝗿𝘀𝗼𝗻 𝗔𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀 𝗗𝗮𝘆. 💞 Native and Indigenous culture is expansive, diverse, powerful, and incredibly beautiful. The contributions and gifts these communities have given to America and the world are innumerable. It breaks my soul to think about the untold number of people who are harmed and trafficked everyday, the families left with unspeakable grief, and the ongoing complex community trauma that is being passed from generation to generation. It makes me angry that the lives and humanity of those impacted are clearly not significant enough for adequate attention, resources, justice, accountability, and support to be consistently provided to the people who make up these diversely beautiful communities. It enrages me that this is even happening, and adding insult to injury, this is happening on THEIR soil! 🌍 I’m not Native American, however, I’m human. Our shared humanity means that I don't need to know you, speak your language, share your religion, or be from your country/town/community to know that I am you and you are me.  Your joy is my joy, and your sorrow is mine too. According to information and facts sheets available on Mental Health America’s website, Native and Indigenous Americans represent approximately 1.3% of the US population (4.3 million Americans) and of those, almost  20% report having a mental health illness.  Additionally, compared to the overall population in America, nearly 2x as many people who identify as Native or Indigenous are living in poverty. According to the U.S. Department of Health and Human Services (HHS) - Indian Health Services (2023) “studies show Indigenous people have disproportionately higher rates of mental health needs such as su.ic.ide, post-traumatic stress disorder [PTSD], violence and substance use disorders” Native communities have the highest rate of su.ic.ide among any minority group in America and rates have increased in the past 20 years. Sadly, these communities also have the highest rates of substance use disorder of both illicit drugs and alcohol use. Mental Health is deeply connected to our society's value of communities, people, justice, equity, and well-being.  To learn more and explore how to support, seek insights from Native and Indigenous communities. LISTEN to them! To learn more: Link to U.S. Department of Justice-Tribal Justice and Safety in comments

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Positive Intelligence (PQ) is one of my favorite coaching tools! When I asked Brenda if she faces impostor syndrome, her answer so resonated with the tool, "Yes, impostor syndrome exists, but not for too long. I explore how I can transition out of it." #PositiveIntelligence #ImpostorSyndrome #PersonalGrowth #CoachingTools #MentalFitness #leadership

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I had the opportunity to speak with Dana Sherrod, MPH, co-founder and executive director of the California Coalition for Black Birth Justice. We talked about the why behind alarming stats that show Black women are three to four times more likely to die from pregnancy-related complications than white women. What needs to happen to improve maternal health outcomes for Black women and their families in SoCal and across the state? Listen now on socalvoices.com or your favorite podcast player. #BlackMaternalHealth #socal #socalvoices #podcast 

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📢 Burnout in DEI work is a growing issue, especially for BIPOC professionals, who often shoulder the most challenging work. In my latest episode of Conscious Pathways, I spoke with Sarah Toutant, PhD, Director of Diversity, Equity, and Inclusion, about strategies to prevent burnout. Her advice? Take time off. Dr. Toutant reminds us that whether you’re in higher ed or another field, you must unplug and find balance, especially in demanding work like DEI. For those of us doing this important work, how are you creating space to recharge? Let’s normalize self-care as part of our professional practice. #DEI #PreventBurnout #MentalHealthInTheWorkplace #ConsciousPathways #WorkLifeBalance #EquityAndInclusion #BIPOC #DEIWork #DiversityAndInclusion #BurnoutPrevention #SelfCare #MentalHealth #WorkplaceWellness #Empowerment #ViralTopics #CommunitySupport

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3 lessons learned from the American Medical Writers Association (AMWA) Pacific Coast Conference in Santa Clara June 7-8. 1. Ongoing learning is crucial for medical writers to stay current and competitive—Genevieve Walker, PhD. 2. Passive voice is sometimes the elegant choice—Crystal Herron, PhD, ELS 3. Current AI is the dumbest it will ever be—that's why we need to get to grips with it now—Núria Negrão, PhD #lifelonglearning #medicalwriter

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