Angela Penteado’s Post

No matter how fast-paced our workplaces become, we need to remember DEI can’t ever be on the backburner. And diversity and inclusion come from leaders — specifically the skills they develop. Agility, emotional intelligence, and empathy are all key markers for a more diverse, inclusive culture — so leaders, gear up those skills 💪 #diversity #inclusion #leadership

Still, the pervading theme regarding interpersonal skills and DEI themes tends to be referred to as soft skills or the ‘fluff’ side of business. Yet, the data tells us otherwise. #theexodusway #exodusconsultinggroup #leadership #leader #empowerment #management #diversity #equity #inclusion #dei #diversitytraining #teambuilding

We’re more than halfway through 2024, and it’s a good time to remember that leadership — and by extension, the workplace — is changing for the better. It’s also a good time to remember that leadership skills that support DEI are more essential than ever. The ability to look into the future, be agile, and be empathetic are all key skills leaders need to keep developing. In fact, according to the Word Economic Forum's Future of Jobs 2023 report, qualities associated with emotional intelligence such as resilience and empathy are still highly revered by employees. #DEI #skillsdevelopment #leadership #emotionalintelligence

Thank you to Heather MacArthur for interviewing me for her latest #DEI article in Forbes! This piece stemmed from insights I recently published on the leadership experiences of executive women of color. 🔑 The article's key message: "Instead of viewing DEI as a threat to the status quo, it will benefit leaders everywhere to see it as a chance to develop the skills they will need for their careers to continue to flourish." Click the article link to get: 🔸 Eye-opening stats on the changing workforce 🔸 5 specific skills to build to navigate nuance 🔸 4 day-to-day opportunities to put skills into practice I also want to acknowledge Heather for role-modeling how to create a trusting environment to have these conversations. In our engagement, she was: 🔹 Gracious - she expressed gratitude for the opportunity to extend the research 🔹 Respectful - it was important to her that I felt I was being accurately represented in her work 🔹 Collaborative - we shared personal experiences and built on one another's comments 👇 Read the article for more on how DEI can help you grow, then share your thoughts in the comments! (And thanks to Sehreen Noor Ali whose comment on one of my posts kicked off the convo with Heather) https://lnkd.in/eqNSYPEr

Research and data prove that diversity and inclusion initiatives are positive economic drivers. Studies have shown that organizations with higher levels of diversity outperform their less-diverse competitors by nearly 40% in revenue. If this doesn’t highlight the positive impact of diversity and inclusion, I don’t know what will! And despite over 80% of leaders recognizing the importance of DEI, less than 25% possess the knowledge or expertise to implement these initiatives beyond basic hiring practices. This gap presents a unique 3R (revenue, reputation and retention) opportunity for business leaders who are ready to do the work and make the investment to integrate DEI into their long-term strategic plans. Besides, “woke” positioning has proven it’s bad for business (ask Bud Light, Disney, or Target). Even if it means deviating from the "cool kids" or trending social narratives (which I recommend), companies that align their operations and messaging with core values become the rebels, making yours stand compared to others. That’s a good look. 😉 What’s your company’s position on DEI? #DEI #woke #thoughtleadership #strategicplanning #revenueoptimization #tlthoughts #figit #lion

🌟 Reflecting on the relevance of this article today, a year after its publication. In our current election year, navigating increased politics and attacks on diversity, equity, and inclusion (DEI) initiatives feels more crucial than ever. 📅 Exactly a year ago, I explored the complexities of sustaining DEI commitments amidst political polarization. I highlighted strategies to foster inclusive dialogue, harness storytelling, and strengthen leadership accountability. These insights are now invaluable as we confront new challenges in maintaining organizational equity. 🔗 Read the full article here: https://lnkd.in/e5nnBxCT Let's continue to prioritize DEI efforts and overcome polarization through informed dialogue and proactive leadership. Together, we can build more inclusive workplaces and communities. 🌈 #DiversityandInclusion #DEI #Leadership #Polarization #ElectionYear

Empowering women in leadership is more than a fleeting movement; it signifies a profound shift in our corporate culture. Here's what's evolving: Tailored Leadership Development: Customized programs are sparking the ambitions of potential women leaders, providing mentorship and opportunities that shape their careers. Flexible Work Dynamics: Striking a balance between professional and personal life is essential. Companies are increasingly accommodating with adaptable work options to enable women to excel in their careers without compromising their personal commitments. Bias-Free Recruitment: Revamped hiring practices have been established to create a level playing field, employing diversity-focused committees and inclusive job postings to attract a wide array of talent. Transparent Trajectories: Clearly defined career pathways are being made available, offering a roadmap for advancement. Clarifying the processes removes the mystery from the journey to leadership positions. Empowerment Networks: The establishment of internal women's networks strengthens the community and encourages collective growth, helping to close gaps and building a solid support network. Accountability Targets: Gender diversity objectives are evolving from lofty ideals to practical measures, with explicit criteria for success and leadership responsibility at every level. Success Spotlight: Recognizing and celebrating the achievements of prominent women sets the stage for the next generation of leaders and reinforces the company's commitment to a balanced leadership framework. #WomenInLeadership #DiversityInBusiness #InclusiveWorkplace #telife #tritonexec Collectively, we are not just constructing a route but a vast highway to leadership for women in the business world, all founded on community, connectivity, and consistent support.

Discover the top strategies for success from inspiring women leaders! In this insightful article, learn how these remarkable individuals have navigated their paths to success and overcome challenges in the corporate world. From cultivating a strong support network to embracing authenticity, these six key strategies provide valuable insights and actionable advice for aspiring women leaders. 1. Build a Strong Support Network: Surround yourself with mentors, sponsors, and allies who can provide guidance and support throughout your career journey. 2. Embrace Authenticity: Be true to yourself and your values, and don't be afraid to let your unique voice and perspective shine through in your leadership style. 3. Develop Resilience: In the face of setbacks and obstacles, cultivate resilience and perseverance to bounce back stronger and keep moving forward towards your goals. 4. Continuously Learn and Grow: Invest in your professional development and never stop learning. Seek out opportunities for growth and skill development to stay ahead in your field. 5. Advocate for Yourself: Don't wait for opportunities to come to you—be proactive in advocating for yourself and your career advancement. 6. Pay It Forward: As you climb the ladder of success, remember to lift others up along the way. Mentorship and support for other women in the workplace are essential for creating a more inclusive and equitable corporate environment. At IWBD, we believe in empowering women to thrive in leadership roles and championing diversity and inclusion in the workplace. Join us in fostering a supportive community where women can learn, grow, and succeed together. Read: https://lnkd.in/dq_qvWSA #WomenLeadership #SuccessStrategies #DiversityandInclusion #EmpowerWomen #CareerDevelopment #IWBD #CorporateLeadership

Hey LinkedIn Family! In recognition of ShiftED’s upcoming anniversary, we're thrilled to share part two of our "Coached by Vanity" series. Last week, we introduced Mismatch, who bravely navigated the stress of a toxic, racist workplace. This week, we’re exploring a scenario many women of color encounter: stepping into management roles. Let's be real—management isn't for everyone. While the prospect of a higher salary is enticing, it's not the ultimate goal. For those aspiring to leadership, how do you transition smoothly? Check out this week’s letter for my advice to Nervous Wreck, a new manager anxious about leading her first team. From advocating for professional development to building trust and setting clear goals, this letter offers actionable steps to ensure a successful transition. Read the full blog on our website and discover how you, too, can navigate this critical career step with confidence and grace. #Leadership #WomenOfColor #CareerGrowth #Management #ShiftED #CoachedByVanity #momprenuer https://lnkd.in/gCrjGAnM

As someone who has had to work hard to advocate for myself, I found this Inc. article quite telling, and a bit disheartening, about female leadership advancement and retention. I have learned that I need to be vocal about getting support that I need to grow as a female leader - feedback, coaching, additional challenges - but my understanding didn't come right away and I also felt many of the things mentioned in this article at some point in my career. Net net...women need to be offered the same opportunities as men for advancement in leadership. We can do this through advocating, mentoring, supporting, and encouraging women in their careers, both yourself and others. #WomenInLeadership #WomenLeaders #BusinessCulture