Victoria Farris, Ed.D.’s Post

Continuing our spotlight on #ReclaimingNarratives during Black History Month Nadine L. shares her three words on her experience as a black marketer: Me, myself & I – as a client-side marketer it’s only really when I’ve worked at large international or global organisations that I have worked with other black marketeers.   Change – because that has been my experience, I’ve made a conscious effort to support and advocate for a more diverse industry at all levels, as Join Our Table co-founder, Lollipop mentor, Bloom in Colour co-lead and more.   Resilience – Managing challenges, perseverance are all capabilities you need to be a successful marketer. When you are from a minority group you can sometimes be the person who has to advocate for different groups, that may have to say, that campaign lacks representation or is tokenistic and that can be a heavy burden. Increased representation, more awareness and a desire to do better would remove some of that weight from people’s shoulders. #BloomUK #TogetherWeBloom #BlackHistoryMonth

Should I stay or should I go? 🤔 This is the question many Black professionals are asking and I am intrigued to hear your thoughts. A couple of months ago, I shared my concerns about how Black senior leaders are under huge amounts of pressure to represent the Black community well, perform to a huge standard, take up innumerable speaking engagements, and mentor all upcoming talent. Don't get me wrong, none of these things are inherently bad - especially when it comes to supporting the next generation, that's what I'm all about! But the question remains: is it sustainable? The post sparked a lot of conversation. In the comments, there were various thoughts and feelings - some highlighting that this pressure extends to all levels of an organisation, some noting the importance of other leaders of different backgrounds stepping up to share the load, some mentioning the importance of programmes to address this. And others, who quite frankly thought - if you're not being supported, leave! Go and find an employer that will give you what you need, and don't stick around for those who won't. So - what are your thoughts? When a work environment isn't allowing you to thrive holistically, do you stay or do you go? What factors would you consider at this crossroads? For the Senior Leaders, when have you stayed... and when have you left?

In the white section of the human race, if a leader, black or white screw up, he or she is immediately pointed out and appropriate action is taken. In the American slave section of the human race, if a leader, black or white screws-up....? Black leaders figure as long as our followers don't know we are incompetent and whites don't care, our supporters will keep supporting us in our leadership positions. To uncover the sore of slavery so the fresh air of truth can enter and begins the healing process, we must remove the outer scab of slavery, which is the "African American" misnomer. Our thrust is go to the core of slavery and root out the poison that erupts into race riots, racial killings and wholesale inner-city murder. During the exposure process, both black and white leaders will be exposed to the stinging light of truth. Scrutinizing black leaders and exposing those who are useless based on the results of optimistic investigation, could give us a clearer understanding of America and of our surroundings. We would finally know who we really are and what we are supposed to be doing to help our culture advance into mainstream America. Prior investigation has proven that black leadership is inferior to white leadership. Current investigation is proving that black leadership is nonfunctional nationwide. Consequently, evaluating a small group of black leaders for ineffectiveness and analyzing the results of a selected few would give ASI a clearer picture of America's racial situation nationwide. Pinpoint testing allows us to be able to isolate exactly what is slowing slave descendants' group's progress. Compiling and sharing information, and then giving appropriate direction that is understandable would allow black leaders to grasp THE AMERICAN SLAVES, INC. RENAISSANCE PLAN concept. ASI's mission is to inject 'American slave pride' into black leaders. A strong dosage of slave pride would improve the overall leadership capability of the American slave culture. Publicizing that for the first time in America's history, we have a plan to advance the American slave culture into mainstream America in an orderly fashion, without incident and that leaders are responding favorably to the upgrade would instill racial pride into black leaders nationwide. www.Slaves-USA.com

Day 24: Commit to Policy Change Within Your Organisation Black History Month is more than just celebrating achievements; it's a call to action. Today, let's commit to turning reflection into real change within our organisations. Here's how we can make a difference: 1. Review and Revise: Examine existing policies for inclusivity gaps. Do they actively promote diversity and combat discrimination? Are there barriers to career advancement for Black employees? 2. Listen and Learn: Create safe spaces for Black employees to share their experiences and suggestions for improvement. 3. Set Measurable Goals: Establish clear targets for increasing Black representation at all levels, from entry-level to leadership. 4. Invest in Development: Provide mentorship, sponsorship, and professional development opportunities specifically designed to support Black employees. 5. Hold Leadership Accountable: Ensure leaders are champions for diversity and inclusion, and that progress is regularly tracked and reported. Remember: Meaningful change requires ongoing effort. Let's make this Black History Month a turning point for lasting progress within our organisations. #BlackHistoryMonth #ActionNotWords #PolicyChange

MLK Day is a time to reflect, but also a time to act. With Black History Month just around the corner, NOW is the time to book me to help your organization create a more culturally conscious and unbiased workspace. This is not just about a moment; it’s about creating long-lasting, impactful change in your team’s environment. From keynote speeches to workshops that inspire true inclusion, I bring actionable strategies that move beyond surface-level discussions. It was an incredible honor to be featured on national news at my alma mater, Marian University, during their MLK Day celebration. To be chosen as a speaker there, where my journey began, was a powerful reminder of the work we still need to do. This is bigger than likes—it’s about real progress. Secure your date now before the calendar fills up. Let’s make your organization a leader in creating conscious, inclusive, and unbiased spaces for all.

🎉 Celebrating Black History Month beyond February, take a few minutes to read “Who is Black? One Nation’s Definition” by Floyd James Davis. It's short, I PROMISE! 😆 Davis, Floyd J. (2014). Who is Black? One Nation’s Definition. PBS. https://lnkd.in/gST7pYgf. SUMMARY: Davis goes back to the origins of the term Black by the USA’s cultural definition and clarifies the often misinterpreted terms; race, culture, and ethnic group. The label “Black” was originally imposed by White people on Black people without consent as a control tool to restrict access. 💧 The One-Drop Rule effectively stigmatized Black people and is still relevant today. #blackhistorymonth2024 🤔 LEADER REFLECTION: As leaders, what additional labels (created by dominant group members) do we impose on Black people without their consent? #dei BONUS LEADER QUESTIONS: Is it possible for Black leaders to impose labels on themselves and other Black people that were created by non-Black people? ⭕ How can we be allies and break the cycle of internal oppression as leaders? #leadershipcoaching #deileadershipcoaching Alt. Text. Photo of the article with the title "Who is Black? One Nation's Definition. by F. James Davis." The subheading reads "The One-Drop Rule Defined."

 Embracing diversity is not just a goal; it's a necessity. As we commemorate #BlackHistoryMonth, let's amplify the voices of Black leaders and acknowledge the richness they bring to the business landscape.  #InclusiveLeadership #StructuredStrategies #KesiHoward

Day 24: Commit to Policy Change Within Your Organisation Black History Month is more than just celebrating achievements; it's a call to action. Today, let's commit to turning reflection into real change within our organisations. Here's how we can make a difference: 1. Review and Revise: Examine existing policies for inclusivity gaps. Do they actively promote diversity and combat discrimination? Are there barriers to career advancement for Black employees? 2. Listen and Learn: Create safe spaces for Black employees to share their experiences and suggestions for improvement. 3. Set Measurable Goals: Establish clear targets for increasing Black representation at all levels, from entry-level to leadership. 4. Invest in Development: Provide mentorship, sponsorship, and professional development opportunities specifically designed to support Black employees. 5. Hold Leadership Accountable: Ensure leaders are champions for diversity and inclusion, and that progress is regularly tracked and reported. Remember: Meaningful change requires ongoing effort. Let's make this Black History Month a turning point for lasting progress within our organisations. #BlackHistoryMonth #ActionNotWords #PolicyChange

In celebration of #BlackHistoryMonth, we are highlighting some of the voices of Black leaders who have joined in this work, offering insights into the challenges and opportunities that lie ahead in the healthy buildings movement. Their voices are essential in creating spaces that promote health, equity and well-being for all. https://ow.ly/zPcJ50QIrMe

"They say the definition of insanity is doing the same thing and expecting a different result. Black folks are insane. You know why? We keep expecting something different from the people and the places who have shown us over and over again who they are. This is the #1 mistake we make: We don’t believe what we’ve actually seen. And that’s on us more than it’s on them." This is one of my favorite quotes from my chapter in Triumph in the Trenches. Racial trauma in the workplace is real, but here's an unpopular opinion: Many of our negative workplace experiences are on us - because why do we keep expecting the workplace and the people in it to be anything different than what it has always been? That's crazy. Y'all. The first round of books is all gone. G O N E. And the feedback that I continue to get from readers is both humbling and overwhelming. It was my intent to be transparent about my professional journey, inform advocates and allies on the realities of being Black at work, and inspire Black professionals toward a new way of experiencing and thriving in the workplace. If you didn't get your copy in round one, the second round is on the way! You can preorder using the link below. The ONLY way to get a book is to order online using this link. Use the coupon code TRIUMPH for a little discount. ;) Oh, and a great big shout out to Sara Fairley-Luna, M.A. for sharing with our Leadership Fort Worth Class today and supporting the project! #impact51 #blackatwork #blackprofessionals #triumphinthetrenches #triumphwithsharla #equityatwork #workplacehealth https://lnkd.in/gsaUXfWn