Adriana Vaca Parra’s Post

🚨The reality of leadership inequality for Black Women… 📌𝟰.𝟲% of UK leadership roles are held by people of Black, Asian, or minority ethnic backgrounds 📌Over 𝟱𝟬% of Black women in the UK have quit jobs due to racial inequalities 📌In 2023, only 𝟭𝟬.𝟰% of Fortune 500 companies were led by women … and just 𝟮 of them were Black. 📌𝟴𝟰% of marketing professionals in the UK identify as white You might find these statistics shocking, but as Black women, we’ve seen these barriers up close. These numbers aren’t just statistics - they represent real obstacles and systemic challenges that must be addressed. 🍭𝗕𝘂𝘁 𝘁𝗵𝗲𝗿𝗲 𝗶𝘀 𝗵𝗼𝗽𝗲 𝗮𝗻𝗱 𝘄𝗲 𝗮𝗿𝗲 𝗯𝗮𝗰𝗸 𝘁𝗼 𝘁𝗮𝗸𝗲 𝗮𝗰𝘁𝗶𝗼𝗻🍭 lollipop mentoring, founded by Maria McDowell, is on a mission to empower Black women into leadership roles and build a supportive industry network. Our tailored mentorship programs are designed to create opportunities and guide Black women in overcoming these barriers to achieve their full potential. 𝗗𝗼𝗻’𝘁 𝘄𝗮𝗶𝘁 𝗳𝗼𝗿 𝗰𝗵𝗮𝗻𝗴𝗲—𝗯𝗲 𝘁𝗵𝗲 𝗰𝗵𝗮𝗻𝗴𝗲! Sign up to join our new upcoming mentoring cohort this November. As a mentor, or a mentee, your participation is crucial in driving diversity in our industry. Be part of the change 🔗 [SIGN UP] https://lnkd.in/eCJmQRMw #BlackWomeninmarketing #lollipopmentoring #mentoringmatters #BlackWomenlead #sendtheladderdown

According to the Center for Global Development, women are under-represented in leadership positions in schools, a pattern that seems to be common across most countries and income groups. NACSA knows a more diverse, thriving profession results in better and more sustained decision-making about educational opportunities for ALL students. Learn more about closing the DEI gap in authorizing: https://lnkd.in/gDb-6wk7

Outstanding Women in Leadership The American Psychological Association, 2023, shares with us that, "When women are empowered to lead, everyone benefits. Decades of studies have shown that women leaders help increase productivity, enhance collaboration, inspire organizational dedication, and improve fairness." Unfortunately, the fact remains that despite this, just under 11% of Fortune 500 companies are led by women. CBHA is proud to share that we see women. We recognize women for their strength, steadfastness, and individuality. Their commitment to work, creativity, innovation, family, and fairness. We honor and admire women who inspire us through transformational leadership. Today, the RESJ Committee is proud to recognize 7 Outstanding Women in Leadership, who embody all the traits mentioned above. Back in March, we asked each woman to share with us a few words about what Women's History Month meant to them as well as which women in their lives have influenced them. It is important that we see and recognize women each and every day, not just during a particular month. Please help us uplift and honor these incredible leaders, as we think about all that has been accomplished by women, and all that is yet to be accomplished. Join us in reading their words: https://conta.cc/3REhNgK

Last week, we had the incredible opportunity to meet with Harriet Yocum, a remarkable leader and friend. As the CEO and Owner of Madison Investments, Harriet has dedicated her career to championing equity and inclusion, serving on over 15 boards that uplift our community. Her insights as a pioneer for BIPOC representation left a lasting impact on all of us. During our discussion, we shared powerful reflections: 💬 "Harriet has taught me to be unapologetically myself and take up space, even if I’m the only one who looks like me in a room." 💬 "My big takeaway is to rise above hardships and find ways to contribute to create a lasting positive impact." 💬 "What stood out was hearing everyone’s experiences and Harriet’s perspective on making an impact. We can’t expect change if we don’t keep trying when times get tough." We are so fortunate to call Harriet our friend and mentor. Her dedication inspires us all to uplift our community and strive for a more equitable future. Now, we want to expand this initiative! Our group includes high school students, college students, young professionals, and individuals hopeful to begin or advance their careers. We’re seeking more ladies in leadership to host discussions and share their experiences. Many of our members are international students, local residents, and individuals who have faced marginalization, creating a rich environment for growth and support. 💡 Are you interested in hosting a session in the greater Sioux Falls area? Let’s connect! Together, we can empower the next generation of women leaders and create lasting change. Comment below or send me a message if you’d like to get involved! 🌟

Women at the helm are catalysts for change! This recent read highlighted the impactful journey of Karen Freeman Wilson, a trailblazing female leader making waves in driving positive transformations. Here's a reflection and a conversation starter on the power of female leadership in today's landscape: Dive into discussions: How can we further empower and support female leaders in breaking barriers and reshaping industries? Share your insights on the vital role of diversity in leadership and the impact it has on fostering innovation and progress. Reflect on the importance of mentorship and collaboration in nurturing the next generation of female leaders. Let's amplify the voices of women driving change and create a dialogue that propels us towards a more inclusive and empowered future. Join the conversation! #WomenLeaders #Empowerment #DiversityAndInclusion #LeadershipMatters #ChangeMakers https://lnkd.in/g7tHkDxj Rich Woman Magazine- The Woman Re-imagined

An internal women in leadership program is not serving your Diversity, Equity and Inclusion objectives. Here they go again my long time followers will be sighing - it is true you don't need to read any further. I am absolutely going to say the same thing again 😜 These programs do the following: 🔨 They tell the organisation that women do not know how to lead and must be taught (but our men don't) 🔨 They prevent men from receiving the vital education they need on equity and inclusion 🔨 They take valuable resources away from the work of identifying and eliminating barriers to inclusion. 🔨 They often exclude or de-prioritise the needs of women with disability, LGBTIQA+ women and gender diverse folks, Aboriginal and Torres Strait Islander women and women who speak languages other than English or have been forcibly displaced. So what's the alternative? ✅ Deep and meaningful consultation with employees to identify barriers and enablers ✅ Data analysis to identify policy improvements and systemic barriers ✅ Engaging and interactive opportunities for leaders and employees to learn about the barriers and enablers to inclusion I would say I will stop criticizing women in leadership programs now, but I probably can't promise that. I do believe there is value in people attending leadership programs whatever your gender and I also advocate for connecting with people who have shared lived experiences. But.... Beware of DEI programs that drain budgets without tackling systemic barriers. True progress requires addressing the root issues that hinder career advancement for underrepresented and underserved groups. #genderequity #inclusion #systemicbias PS To hear more of my approach to DEI, I'm running another free mini workshop at the end of this month. Registration link in the comments 👇

Full of gratitude and appreciation for the women that participated in this study and shared their knowledge and lived experience. There is a path forward to address gender discrimination and foster equality in organizations. #equality #equity #empowerment #empoweringwomenandgirls #research #socialimpact https://lnkd.in/gRjQjgfh

It’s critical that strong female leaders continue to mentor and inspire young women and men (so they can normalize the concept of women in leadership, director, CEO, CAO, partner and president roles - a female in a leadership role shouldn’t be a breaking news item - it should just BE). Also agree that solidarity is so vital! It’s critical that as women, we continue to mentor one another, build our colleagues up, support one another in our successes, and stand tall together.

Women today are navigating an array of roles—whether as professionals, caregivers, leaders, or activists. Many women manage careers while raising families, leading organizations, and contributing to their communities. This ability to multitask and excel across different domains is a testament to their adaptability and commitment. #women #professionals #leaders #activism #leadership #community #commitment #adaptability #testament #education

Did you know 🤔 Too many talented women of colour fall through the cracks of academia’s ‘leaky pipeline.’ At every stage of recruitment, retention, and promotion, women of colour face systemic barriers that push them out of higher education and leadership pathways. What does the leaky pipeline look like? ✖️Women of colour are under-represented at recruitment stages. ✖️Many face discrimination and unequal access to mentorship and professional development. ✖️By the time we look at leadership roles, the numbers are scary, fewer than 35 Black women professors in the UK out of 23,000. 🟰The result? ✖️Institutions lose diverse talent, perspectives, and leadership potential. At Women of Colour Network (WOCN), we work with universities to: 👉🏽Mentor and retain women of colour at every stage of their careers. 👉🏽Create culturally competent leadership programs to break through barriers. 👉🏽Support DEI strategies that address the root causes of the leaky pipeline. It’s time to fix the cracks and create inclusive pathways where women of colour can thrive and lead. If your institution is ready to take action, let’s talk. Together, we can create a stronger, more inclusive future. Please share this post and pass it on to your institution’s leaders change starts with awareness and collective action. #DEI #womenofcolour #highereducation