Federal Reserve Bank of Atlanta’s Post

Gender and intersectionality must be thought about together! You can’t expect advice for one to apply for all. I have been saying this for years…in fact every year before, during and after Women’s History Month. Intersections matter! Race, ethnicity, age, sexuality, abilities, etc…must be incorporated into conversations and recommendations! There are layers of intersectionality that change the dynamics and if you are a white woman, you will not understand. When hosting webinars that offer advice to women, it’s NOT enough to have a gentleman on the panel! Can we please please please see some diversity beyond gender? What you offer to ‘women’ ONLY applies to white women. It does not nor has it ever worked for the rest of us women. We are characterized differently. We are treated differently…and check the news…the same rights and advocacy do not apply to us! So…as you start planning your speakers, panels and posts for Women’s History Month, make sure you are bringing Intersectionality into the conversation…otherwise, your efforts for inclusion will actually be efforts for exclusion. #intersectionality #genderdiversity #inclusiveleadership #inclusion #canwegetitrightthisyear #speaker #podcastguest

As professional women, we've climbed mountains and shattered glass ceilings. Yet, the fight for equity, advancement, and belonging isn't over. We need to champion an intersectional approach to inclusion within our own women communities. Let's face it, we all have biases. Our backgrounds, experiences, and privileges shape how we see the world. This can create blind spots, where we fail to see the challenges faced by women from different backgrounds. Women are not a monolith. Our experiences vary greatly based on race, ethnicity, sexual orientation, socioeconomic status, and more. A one-size-fits-all approach to women’s empowerment simply doesn’t work. Intersectionality acknowledges that these identities overlap, creating unique experiences and challenges. A Black woman may face a different set of barriers than a Latina entrepreneur, or an LGBTQ+ woman in STEM. Uplifting Every Woman, Everywhere This month, let's commit to: 1. Educating ourselves on the diverse experiences of women. 2. Actively listening to the stories and challenges faced by women from different backgrounds. 3. Mentoring and sponsoring women who might not have the same access to opportunities. 4. Advocating for policies that promote equity and inclusion in the workplace. Together, we can build a stronger community where every woman feels valued, supported, and empowered to reach her full potential. Happy Women’s History Month! #WomenEmpoweringWomen #BreakTheBias #womenshistorymonth

“Don’t be a dick” would be a great podcast title.  Or so I told myself as I did the pre-production research for Series 3 for Unsaid at work. The idea for this new series? To give a platform to CEO’s who are in the minority. In other words CEO’s who identify as women, and/or are in the LGBTQ+ community and/or are in racial minority in their country. Then e.l.f Beauty STOLE the show with their press release last week. Looking at the boards of almost 5,000 publicly traded companies in the US, they found the data to show what we know to be true : diversity stops before the C-Suite: Here are some eye-opening stats from their press release: 💹 There were 566 men named Richard, Rick, or Dick (Dicks) serving on these public company boards. 💹 Black women and Asian women barely outnumber men named Dick, with only 806 Black Women, 774 Asian Women. 💹 There were only 283 Hispanic Women on these same boards, only half the number of “Dicks.” 💹 There are 19x more men named Dick than the 29 women of Middle Eastern descent on these boards. 💹 There are only 3 Native American Women serving on these boards compared to 566 men named Dick. I’d be interested to see the stats across gender, sexual orientation, disability and race for the UK and the US. 🔥 What’s the most frustrating excuse you've heard for a lack of diversity in leadership? (and follow up question, what should I call Series 3? :-)) #unsaidpodcast #diversityinleadership #ceosofminority #womeninleadership #lgbtqceo #minorityrepresentation #equalityatwork 

🏳️🌈 Intersectionality Lets learn about the concept of intersectionality and its profound impact on the LGBTQIA+ community. What Is Intersectionality? Intersectionality recognizes that our identities are multifaceted and interconnected. It’s not enough to focus solely on one aspect of a person’s experience (such as sexual orientation) without considering other dimensions like race, gender, disability, or socioeconomic status. Origins and Kimberlé Crenshaw: The term “intersectionality” was coined by legal scholar Kimberlé Crenshaw in 1989. She highlighted how systems of discrimination (such as racism, sexism, and homophobia) overlap and compound, affecting marginalized individuals differently. Crenshaw’s work emphasized that the experiences of Black women, for example, couldn’t be understood by examining race or gender separately—they were shaped by both. Relevance in the LGBTQIA+ Community: Race and Sexuality: Intersectionality sheds light on the unique challenges faced by LGBTQIA+ individuals of color. They navigate racism, homophobia, and transphobia simultaneously. Transgender People of Color: Transgender people, especially those of color, often face higher rates of violence, discrimination, and economic hardship. Their experiences are shaped by both their gender identity and racial background. Disability and Queerness: Disabled LGBTQIA+ individuals encounter barriers related to accessibility, healthcare, and acceptance. Intersectionality reminds us to consider their needs holistically. Remember, intersectionality enriches our understanding of the LGBTQIA+ community. 🌈 #CelebrateDEI #Intersectionality #InclusionMatters #Diversity #SocialJustice #EqualityCareers #30daysofallyship      

🌟 Embracing Diversity: Ensuring Accurate Representation 🌟 In our journey towards fostering diversity and inclusion, it's essential to ensure accurate representation of all minorities. Whether it's women, disabled individuals, multigenerational groups, or the queer community, every voice deserves to be heard and respected. As we strive to create inclusive environments, let's remember that diversity goes beyond checkboxes. It's about acknowledging and celebrating the unique experiences, perspectives, and contributions of every individual. Together, let's commit to creating spaces where everyone feels seen, valued, and empowered to thrive. #Diversity #Inclusion #RepresentationMatters 🌈♀️♿️👵🏽👩🏿🦱👨🏽🦱

“DEI is more than race and gender” and as DEI Strategist and Consultant, Lily Zheng points out, it's often reduced to a reactionary sentence to avoid discomfort. Zheng explains “the people who use it almost always frame dimensions of difference like race OR gender OR sexuality OR ability, etc., rather than race AND gender AND sexuality AND ability, etc., which reframes the possibility for intersectionality into an incomplete and antagonistic set of single-issue struggles." — #Diversity, #Equity, and #Inclusion is also about disability, sexuality, religion, class, caregiver status, size, and so much more. Which REALLY means: 🎯 We should be centering queer, disabled, Black muslim women. 🎯 We should be centering trans Indigenous nonbinary immigrants. 🎯 We should be centering working-class racialized people living at the intersections of marginalized identities. If we care about building a more inclusive, equitable, and just future, it's our responsibility to reframe this rhetoric whenever we see it.” — For more information about how WOCGN can help to improve equity, inclusion and belonging in your organisation, drop us an email at "womenofcolourglobalnetwork@gmail.com". #diversity #workplace #discrimination #inclusion #equality #womenofcolour #womeninbusiness

What's the best budget app out there? You're not going to believe this, but... It doesn't matter. I always tell my clients that they should have awareness around their spend and it doesn't always come from an app. Use whatever works for YOU. That might be an app or it could be: Spreadsheets Credit card statements Handwritten notebooks Choose whatever will work for you and keep you organized. ---- ⭐ I’m a millennial mom educating and empowering women, LGBTQIA+, and Employee Resource Groups to give them a fair shake in this world. ⭐ Less than 15% of financial advisors are women! ⭐ Follow me on Facebook, X, Instagram or LinkedIn @jessicakmartini Want to learn about the planning our team does? Book a discovery call here: http://spr.ly/6045igTGf Need a speaker for your next women’s/LGBTQ+ event? Let’s chat: http://spr.ly/6046igTGA #womensempowerment #womaninfinance #financialindependence #educateandempower #mompreneur

Only 2% of women-owned businesses in the U.S. *ever* reach seven figures. Even though women (especially women of color) start businesses at a much higher rate than men, only a small percentage of women-owned companies ever scale past $1 million to create real wealth and impact. As a proud woman-owned and LGBTQ-owned company, we’re gate-openers for women, BIPOC, and LGBTQ+ business owners ready to get visible to drive sales and blaze a path for more representation in their field, industry, and world at large. We need more role models out there. We’re still basking in the fact that Full Swing Public Relations ranked #20 on the 2024 #IncRegionals list of fastest-growing companies in the Rocky Mountain region, and #1 for Idaho. When Caitlin founded Full Swing with nothing but a trusty laptop (and a solid friend in Holly Conti helping her on the side) during a weekend in 2019, she was steadfast in her mission to be the woman doing *the* thing.  We hope Full Swing’s story shows more #entrepreneurs who don’t fit the mold that they can do it too, even from a place like Idaho, its trigger ban and enshrined LGBTQ discrimination be damned. Because we did it, we know you can, too. #WomensHistoryMonth #ReclaimYourPower #WomenLeadership #QueerVoicesMatter #WomenHelpingWomenEntrepreneurs

March is Women's History Month! This year's theme highlights women who advocate for diversity, equity and inclusion. We are living in a society that wants to get rid of DEI. Diversity, equity, and inclusion (DEI) is a conceptual framework that promotes the fair treatment and full participation of all people, especially populations that have historically been underrepresented or subject to discrimination because of their background, identity, disability, etc. It is so important that we all recognize differences and respect everyone, regardless of their backgrounds. #perdue_counseling #womenshistorymonth #celebratingwomenshistorymonth #diversity #equity #inclusion #letstalkaboutit #yourmentalhealthmatters #anxietyisreal #depressionisreal

How do you present your value & overcome barriers in gender/race wage gaps? Skeptical of overcoming stereotypes? Check out this convo w/ Chris Do... Top 10 Takeaways? 1. Focus on elements within your control 2. Earn your value through positioning and merit 3. Identify areas where you can elevate your brand's perceived value 4. Write case studies talking about results you're able to achieve 5. Focus on merit, status, and unique selling propositions 6. Set the intention 7. Make a list of all the things your prospects care about as markers of success 8. Set concrete actions toward achieving recognized status in your field 9. Every morning ask: what am I doing today to achieve these things? 10. Then you manifest. Set clear intentions for the partners and projects you want to attract and create a plan incorporating status elevation and authoritative case studies to communicate your undeniable worth and capability. Forget those who don't see it. That's their problem. Final thoughts for all the women, Latino/a/x, Black, Muslim, immigrant, LGBTQ+, introverts, young, old, and other underestimated people out there... Today is the day we decide not to allow others' limiting beliefs, assumptions, or budgets to dictate our value or get in the way of our purpose. No more limits. No more discounts. We've earned it. Let's go! 🚀