Black Talent Awards’ Post

Know an alum or chapter who is an Equity Champion? Nominate them for a Convention award! The Alumni Equity Champion Award recognizes an NLC alumni who has advanced equity in the causes and organizations they serve. Ideal awardees use their professional role, personal affiliations, and NLC network to dismantle white supremacy and combat policies or practices that are racist, sexist, ableist, or otherwise exclude or harm people in their community. The Chapter Equity Champion Award recognizes an NLC chapter that has made new advancements in incorporating equity into their programming and operations. This chapter advances equity in their cohort and community. Examples include efforts that go above and beyond to recruit Fellows from populations that are not historically invested in or finding creative ways to provide support for Fellows during Institute. Apply or nominate for the Equity Champion Alumni Award at https://lnkd.in/enKak3x5 and the Chapter Award at https://lnkd.in/eNt_gx_A. To find the full list of awards, visit https://lnkd.in/effRvkYf. ID: Two Black woman pictured with an award at NLC Convention.

Happy BHM Y'all! As we begin this month, let's vow to REALLY celebrate our culture and BEing! I am drawn, however, to shine a spotlight on myself and my sisters! I am compelled to draw attention to the pressing issue of the situations faced by Black women in academia. It is imperative that we acknowledge and actively work towards dismantling the barriers and systemic challenges that disproportionately affect us within our academic communities. Black women in academia often encounter intersecting layers of discrimination, including racial and gender biases, which contribute to a heightened sense of vulnerability. Despite our undeniable contributions to scholarship, teaching, and leadership, we continue to face disparities in terms of representation, recognition, and advancement. It is our collective responsibility to cultivate an environment that truly values diversity and actively promotes the inclusion of ALL voices, ensuring that Black women feel supported and empowered within our academic communities. It is crucial that we commit to tangible actions and hold each other (and ourselves) accountable for creating a more equitable and inclusive academic landscape.

Defiant, or standing in her truth?  So many Black women are misread, for so many different reasons.  Oftentimes, we are straight shooters as we have no time for games.  We are caregivers in the margins, taking care of many different people in many different ways, carrying our communities.  When we speak our truth, we mean it.  Though oftentimes, this truth is turned into something else for another agenda and then masked as if this transformation  is of our own doing, while others hide behind that process to profit from whatever the something else is.  Here is Sofia, outwardly lauded for her work --- the righteous care of her children, so obvious that someone else wanted that care for herself.  When Sofia refused in her truth, she was seen as defiant. Are there any parallels here to the experiences of Black women and what we have seen in higher education? Do we not have the right to speak our truth without fear of retribution? If you have not seen this scene, please take a look. https://lnkd.in/eiPbiP8v

Empowering Black Canadian Public Servants: Insights from the 3rd Session of the Permanent Forum on People of African Descent. The 3rd session of the Permanent Forum on People of African Descent provides a crucial platform for addressing the unique challenges faced by Black communities, including those within the Canadian public service. From systemic racism and underrepresentation to barriers in career advancement, Black public servants encounter a myriad of obstacles in their professional journeys. However, this forum offers hope and opportunity. By sharing experiences, best practices, and innovative solutions, participants gain invaluable insights that can inform policy reforms and institutional changes within the public service. Furthermore, the outcomes of this forum have significant implications for Black public servants at all levels. By raising awareness of the issues facing Black communities and advocating for inclusive policies, the forum paves the way for greater representation, diversity, and inclusion within the Canadian public service. Importantly, the forum also fosters a sense of solidarity and community among Black public servants. By providing networking opportunities and mentorship programs, it enables individuals to connect, support each other, and navigate the challenges of their professional lives. Let us seize this moment to drive meaningful change and create a future where Black public servants can thrive and excel, contributing their talents and perspectives to the benefit of all Canadians.

Calling all Business Owners! 📢 Your insights are valuable in shaping opportunities for young Black talent. Take our survey and share your thoughts on the essential skills Black youth should have. Please click the link below https://lnkd.in/gbkH9qjD. #EmpowerBlackYouth #SkillsForSuccess #TheBBPA #DiversityInstitute

In a new series of articles, Black staff and students share their experiences as they navigate through Imperial. From student recruitment to staff progression, read about their successes and the challenges facing our Black communities. The theme of this year’s #BlackHistoryMonth is ‘Saluting Our Sisters.’ Better representation of Black Women in higher education is critical: only 61 of the 23,000 professors in the UK are Black women. Isabel Overton, Development Comms Officer, explains why representation matters. "The role of representation in forming perceptions about our identity, self-worth and capabilities is critical. Bosede Ogunleye shares her insights on recruitment and retention for Black staff at Imperial. “It’s inspiring to see people who look like you succeed.” “Diversity and inclusion is an issue many universities face. It’s important to have schemes and campaigns that support and uplift members of our Black community.” Dr Wayne Mitchell and Professor Lesley Cohen share their plans as they take up the roles of Associate Provosts for Equality, Diversity and Inclusion. “We are here to listen to the voices. “Yes, we want to gain statistics and data, but we also need to hear the lived experiences of what it’s like to work and study at Imperial.” Find out more about the importance of recognising representation, diversity and heritage in higher education this #BlackHistoryMonth https://lnkd.in/dRz38eXN

The Black Business Ventures Association stands in solidarity with the BIPOC FOUNDATION in their efforts to address systemic barriers that affect Black Canadian employment and entrepreneurship. The white paper "Redefining Success: Overcoming Systemic Barriers to Black Canadian Employment and Entrepreneurship" offers crucial insight into the depths of these challenges. Our Focus: Empowering Entrepreneurs: BBVA is dedicated to supporting Black entrepreneurs in achieving their full potential through our programs and mentorship. Advocating for Systemic Change: We support the call for substantial policy reforms that would create a more inclusive and equitable business environment in Canada. Cultivating Community Strength: By providing resources and support, we aim to build a resilient community where Black entrepreneurs can thrive and contribute significantly to the Canadian economy. Call to Action: We invite community members, allies, and partners to join us in this movement. Together, we can create impactful change and ensure a prosperous future for Black Canadians in the business sector. Let's continue the conversation and work collectively towards a more inclusive and successful Canada. Well done BIPOC FOUNDATION team. Clement Esene

Important message from Jason-Louise Graham (She/Her)! I so agree. We cannot try to change the white, straight, privileged, male, able bodied spaces and organisations that belong to us all, by just pulling new people in and then expect all will be okay. We need to change work culture, and protect the people that we so desperately need to create a workplace where everyone can thrive and feel seen and heard. That means: - listening harder (especially when people tell/show you they are not okay) - looking in the mirror (and realising the problem is sometimes you) - finding out harsh truths (sometimes your dearest colleagues can be racist or bothering women for example) - taking care of people in ways you haven't done before (when neurodivergent people need a space to have some quiet time or people need a place to pray for example) - question rules and practices that are not fit for everyone (office hours, meeting hours, possibilities for taking leave to take care of loved ones, hiring criteria) - question your rituals and habits (like celebrating every main event with alcohol or providing leave on only Christian holidays) If we don't change these things we will fail in every effort to increase diversity and more people will get hurt (badly) in the process.

Support one another

Hello All, I am in need of your assistance. I need about 60 more High Achieving Black Women to participate in my doctoral study: I am currently conducting research related to investigating the link between racially based trauma and imposter syndrome in high-achieving Black women for my doctoral degree at Liberty University, and I would like to invite eligible participants to join my study. To qualify, you must: • Have completed or are currently attending undergraduate or graduate school. • Hold a professional position that requires a degree, advanced degree, and/or professional certification or licensure, • Or be an entrepreneur. • Be a Black woman aged 20 to 55 and living in the United States. My research aims to provide valuable insights that will inform the development of innovative interventions to address the issues of imposter phenomenon and racially based trauma in high-achieving Black women. If you meet the study criteria and are interested in participating, kindly click the link provided at the end of this post. Participants will be asked to complete an anonymous online survey, which should take about 20 minutes to complete. A consent document will be provided as the first page of the survey. Please review this page, and if you agree to participate, click the “proceed to survey” button at the end. Please share this post with anyone who may be interested. Thank you! https://lnkd.in/g32sCtYE