Dr. Alvin Glay’s Post

As leaders, we want our employees to feel comfortable showing up authentically. In honor of #BlackHistoryMonth, I want to focus on how we can do that for Black team members. Start with celebrating Black voices in the workplace. In our journey towards inclusivity, let's amplify Black voices in our workplace. Listen, learn, and engage with their experiences and perspectives. It's not just about having diverse teams, but about truly hearing and valuing each unique story. #Inclusivity #BlackExperiences

As we celebrate Black History Month, let's not just speak about the past but actively shape the future. Lets build workplaces that truly embrace diversity, not just during February, but throughout the year. Promoting inclusivity in an organisation involves intentional efforts that go beyond surface-level initiatives. Here are some strategies that organisations can use to foster inclusivity in the workplace: - Leadership Commitment - Diversity in Recruitment - Inclusive Policies & Procedures - Recognition & Rewards - Employee Resource Groups - Conflict Resolution - Training & Education - Continuous Feedback & Improvement - Inclusive Communication - Community Engagement People Skilled

As leaders, we want our employees to feel comfortable showing up authentically. In honor of #BlackHistoryMonth, I want to focus on how we can do that for Black team members. Start with celebrating Black voices in the workplace. In our journey towards inclusivity, let's amplify Black voices in our workplace. Listen, learn, and engage with their experiences and perspectives. It's not just about having diverse teams, but about truly hearing and valuing each unique story. #Inclusivity #BlackExperiences

What is Juneteenth and how does and why does one celebrate it? The answer is simple if you are curious. Here is a 2 minute read that will help you do just that. Or if you prefer a quick video, posted by Cynthia Hailey a professional coach should also help you be more curious. #HappyJuneteenth . https://lnkd.in/gZgBuT4h

This week in #workingwisdom (a little late, but I’m here!): Black women deserve sponsorship. I’m spending the month going back to the movies. I watch way too much television and think way too hard about pop culture, so the challenge of connecting Black stories to the world of work during #BlackHistoryMonth is sooo me. First up: the movie adaptation of the Broadway musical version of “The Color Purple”. “The Color Purple” is one of my favorite films. I was much too young for most of the themes the first time I saw it, but flipping through channels and seeing a Black girl’s face made me stop and watch—it didn’t happen all that often when I was a kid. I’ve watched it at least five times since, in different eras of life, and in different adaptations. This story has had so many lives. It has persisted through generations and modifications and risen as a beautifully pained tableau of Black life and storytelling with each rebirth. Here’s the thought that struck me leaving the theater that was worth sharing here: You might not know Alice Walker’s name had there never been a Steven Spielberg. This is not because she was not a talented writer: she’d already won a Pulitzer for “The Color Purple” before it was adapted as a screenplay. It is because Black stories told by Black people rarely achieve mainstream success. Black genius impacts white spaces only when white folks are willing to vouch for it. Growth in corporate leadership requires sponsorship. The fastest path to a new level or arena of impact frequently comes from the sponsorship of someone already established there. This, on its face, is colorblind. Human beings, however, have a tendency to see and seek talent in those who remind them of themselves. When all of the human beings who occupy the seats at the round table are demographically homogeneous, so too will be the next wave of young stars tapped to succeed them. I am not suggesting that every white CEO find a woman of color and make her a leader to satisfy a diversity quota. I am suggesting that when Americans see a female pilot or a Black doctor and are suddenly concerned about competence, it is in part because we subconsciously know that these people are frequently denied access to the opportunities that nurture excellence even when they are already more than competent.

As Black History Month comes to a close, it's important to recognize and celebrate the contributions of black leaders in the workplace. One such leader is Willie Grant, Global Head of Human Resources at CooperSurgical. In an article shared by The SR Group, Willie discusses his journey and the importance of diversity, equity, and inclusion in the workplace. Check out the article to learn more about Willie's inspiring story and the work he's doing to promote inclusion in HR. #blackhistorymonth #hr #dei #blackleaders #inclusionmatters Link to the article: https://lnkd.in/eFtRYww7

Since 2020 at the height of BLM, I have closely observed the recruitment and subsequent removal of numerous Black and Brown professionals in roles related to Diversity, Equity, and Inclusion (DEI) and other leadership positions in our backyards. This period has brought heightened attention to issues of racial injustice and inequality, prompting organizations to focus on diversifying their workforce. However, it is disheartening to note that a significant portion of these newly hired individuals, including myself from my former employer, has experienced a premature exit. This phenomenon raises questions about the challenges faced by Black professionals in maintaining their positions within organizations. The reasons behind these departures are complex and multifaceted, and they underscore persistent issues within workplace dynamics. The removal of individuals from these roles may be indicative of broader challenges in creating inclusive work environments, where the contributions of Black professionals are valued and supported. This situation highlights the ongoing need for organizations to address systemic issues, foster inclusive cultures, and implement sustained diversity initiatives that go beyond symbolic gestures. It is crucial to create an environment where professionals of all backgrounds can thrive, contribute meaningfully, and have equitable opportunities for career advancement.

October is UK Black History Month and I'm taking the chance to speak up on what it's like to be Black in the workplace today. Many of us find ourselves comparing company culture in 2023 to 2020. As diversity and inclusion hires are laid off, initiatives are abandoned and budgets are slashed... lots of Black employees miss the enthusiasm, allyship and support they felt from their team and managers in 2020. And it's not just Black professionals who feel the cultural shift and backlash. It's entrepreneurs, too. In 2020 teams were actively working on being anti-racist. Our Hustle Crew workshops were flying off the shelves and we could barely keep up with demand. In 2023 we're back to teams avoiding the subject of racism all together. Our workshops are in demand, but often with a request for a huge discount, or for our content to be white-washed. So how does this make me feel? I look back on 2020 and see how unsustainable many company's inclusion efforts were. They were knee-jerk reactions, ill thought through with no long term plan. Those who take this work seriously, always have done, and always will. I am incredibly grateful to have friends like Michael Berhane of People of Color in Tech and Sharmadean Reid MBE of The Stack World to speak to about my experiences as an entrepreneur in the inclusion space. [Here we are pictured outside a bookshop where our friend Emma Gannon did a reading of her book, 'The Success Myth'] Having friends like these to call on throughout my career really helps. I surround myself with change makers who challenge the status quo on a regular basis. Their courage is infectious and helps me keep going even in the tougher times. Having friends and career connections who are relatable role models feels like a necessity for me as a Black woman working in an industry where I'm a minority.

The first issue of NOTABLE is live and folks are asking me how we chose the name for the magazine. The word Notable has a double meaning for us.   First, it derives from the concept of this “table” we speak about in corporate America, a euphemism for the power structure. Black women have unique intersectional experiences in the workplace as employees, bosses, co-workers and business partners. We know that a seat at the table (if we get one), does not necessarily wield us the power needed to make a positive difference for others or even ourselves. So being the change-makers we are, we want to flip the table over, dismantle the system to make it equitable. Black women want to rebuild a workplace where there is NO TABLE (see what we did there?). That’s why within the logo you will see the “table” flipped upside down over the “A” because that’s exactly what we intend to do – knock that m*f over!   Second, Black women deserve a place where we are recognized for our achievements. Since this magazine is for us, we want to ensure that it sends the message to Black women that everything we are and continue to do is worthy and deserving of praise – it is notable.   We are notable. Undra Duncan Adebisi Wilson Dr. Angela Neal-Barnett Shaakira Haywood Stewart, PhD Robin M. Moore, D.O. Jessica Ekong Stephanie Serlin Nichole Jean Philippe Layla Nielsen Lauren Bell Cierra Gross, MHR Michelle Lewis Tamiko White Pam Kelly

This past Black History Month, ADR Associate Consultant, Karina Karbo-Wright, shared "What to Do When Your Belonging Has a Time Frame," a blog discussing the relationship between Black History Month celebrations and the reported satisfaction of Black employees. Karina writes, "Many employees have communicated that these events feel performative because they often lack the follow up. It seems the biggest barrier to making impactful strides toward equity in the workplace is the inability to follow these events with real, structural change." As companies continue efforts to signal inclusion amidst the decline in DEI initiatives nationwide, it is important to keep in mind that cultural and identity-based recognitions and celebrations are not enough to make employees of underrepresented identities feel safe to show up authentically in the workplace. In the blog, Karina shares a few key ways that companies may increase the impact of their recognition activities, including, planning intentionally and developing a larger action plan. Read the full article on our website now at https://lnkd.in/gRirsbVf #BlackHistoryMonth #WomensHistoryMonth #ADRConsultingGroup #WorkplaceCulture