Davis H. Elliot Company, Inc.’s Post

Recently, I connected with Teju Calambakkam, as we are both past recipients of The LAGRANT Foundation's scholarship. She interviewed me for AMA University of South Florida's excellent blog. Check out my interview below, where I discuss how I got into my work, the importance of intersectionality, and my experience as a queer, disabled worker of color. Thank you so much for this opportunity to share my story. #blogpost #interview #interviewing #deia #dei #queer #disabilitypride #equitymatters #storytelling

Do take advantage of this free session - no matter your achievements, I believe there’s always something to learn from other experts

Have you ever Googled yourself with your friends, or have your friends Googled you and shown you random embarrassing content? My friend sent me this video that I had completely forgotten about the other day. My first reaction was OMG what am I saying, why and I talking like that, but Allen Iverson was and still is fine lol. Then I was grateful that at 22 years old, I interviewed the legendary Coach C. Vivian Stringer. So I used. through my embarrassment and watched the video. One thing I found that is still true is my unyielding support for women of color. My 22-year-old imagination did not know I would be a business owner or an executive coach. What I did know and still believe to be true is that women of color have to deal with systemic inequities and deserve unique and customized support. - Women of color deserve to work in environments that are inclusive, respectful, and supportive of their identities and experiences. - Women of color deserve to see themselves represented in leadership positions within their organizations. - Women of color deserve support to balance their professional and personal responsibilities We deserve this and more, and organizations need to prioritize supporting our unique needs so that we can thrive. Employers can start supporting women of color by: - Prioritizing diversity, equity, and inclusion initiatives to create a sense of belonging for all employees and combat workplace discrimination and harassment. - Promoting diversity in leadership and decision-making roles to reflect their workforce's diverse perspectives and experiences. - Promoting flexible work arrangements, parental leave policies, and access to childcare can help women of color achieve work-life balance and advance in their careers without sacrificing their well-being. Interested in supporting women of color in your organization? Sponsor them in joining the Authentically Me Fellowship! Learn more here: bit.ly/AMFCohort7Spring https://lnkd.in/eB4KM7Zn

🎥 Dive into this teaser video from 6 employees who share their inspiring personal story. Let's amplify the voices of individuals with disabilities and focus on what one can do rather than what one can't do. Join our journey to a barrier-free workplace. #MyCompany #InclusionMatters Tiffani Pfister

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Today is Human Rights Day; it's a moment for us, especially professional communicators, to reflect on the power of our words and the impact of our actions. Human rights are not just some ideals to be admired from afar; they are principles that should guide our every interaction and communication. As communicators, we can uniquely amplify voices, shape narratives, and drive meaningful change. On Human Rights Day, I hope you join me in committing to using our skills for the greater good: 1. Amplify Underrepresented Voices: Seek out and share stories from those who are often unheard. Our platforms can be a powerful tool for bringing critical issues to the forefront. 2. Educate and Inform: Use our channels to spread awareness about human rights issues. Knowledge is power; educating others can create a more informed and empathetic world. 3. Advocate for Change: Support policies and initiatives that protect and promote human rights. Our voice can influence decision-making and inspire others to take action. 4. Practice Inclusivity: Ensure our communication is inclusive, respectful, and acknowledges diverse perspectives. Inclusivity isn't just about words; it's about creating an environment where everyone feels valued, heard and welcomed. 5. Challenge Misinformation: Fight false narratives and misinformation that can undermine human rights. Our commitment is to truth and accuracy, which are fundamental to building a just society. As we honour Human Rights Day, let's remember that each of us has a role. Our work as communicators is more than a profession; it's a responsibility. Let's use our skills to make a difference today and every day. #HumanRightsDay #CommunicationForGood #SocialResponsibility #InclusiveCommunication #MakeADifference

Members of our Patterson Belknap community are still beaming with pride and gratitude after participating in an #InternationalWomensDay volunteer service activity, in partnership with the Bowery Residents' Committee. Attorneys and business services professionals offered career guidance and encouragement to NYC residents — most of whom were Black, Brown and immigrant women of varying ages — who are experiencing homelessness and housing insecurity. My few takeaways from the experience: (1) Many women who are experiencing homelessness are actively employed — usually in part-time, off-the-books work, or engaged in a job search, but simply cannot earn enough in wages to rent affordable housing in this incredibly expensive city. (2) Let’s stop relying exclusively on college degrees and highest GPAs from the most prestigious universities and colleges as a proxy for determining someone’s creativity, collaboration, competence and willingness to problem-solve. Rather place more emphasis on grit, resilience, humility and professional maturity which abounded in the women clients we met at our offices who were so appreciative of our support. (3) Do not assume that those living in precarious and unstable housing commited some “unforgivable,” life-altering mistake that justifies their situation. We met poised, technically-trained, college graduates and entrepreneurs who presented as incredibly capable and diligent professionals, but encountered everyday life challenges without the benefit of a safety net. (4) Those experiencing homelessness and living in shelters want to enjoy the pride of financial independence, self-reliance, and the dignity of work. (5) Create space for your employees to tell their personal stories and their journeys to your companies — particularly those who are not the most senior leaders. I have a renewed respect and admiration for and draw great inspiration from colleagues for their perseverance and dedication despite the odds and limitations others would impose upon them because of their backgrounds. Thank you BRC for the partnership and our Patterson volunteers for your service. This personally and professionally fulfilling experience has had a positive and indelible impact.

Join me Friday, July 12 at 10:30 AM for our interview with ATX Soul Radio on our Diversity, Equity, and Inclusion (DEI) documentary project. Watch our e-promotional video https://lnkd.in/gG2takz5 and discover how you can participate in this transformative project. We will discuss DEI's importance in today's society and how our project aims to promote inclusivity. I looking forward to sharing insights and perspectives on this crucial topic. You will gain valuable insight and participate in the diversity and equity conversation. Mark your calendars for this enlightening discussion on Friday. Let's come together to celebrate and understand the power of diversity. Join us in our mission to create a more inclusive and equitable world. Your participation is critical to fostering a culture of diversity and inclusion. Be engaged in this transformative dialogue towards a more inclusive future. Together, we can make a difference in promoting diversity, equity, and inclusion.

Now that Pride is over, businesses have 11 months to decide what kind of ally they want to be to the LGBTQI+ community, and how they want to communicate. 🏳️🌈🏳️⚧️ There are those that are taking meaningful action beyond their own four walls - sponsoring activism with organisations such as GiveOut, making the business case for allyship with Open For Business, or lobbying governments for equality and decriminalisation (Stonewall, Outright International, ILGA-Europe, etc.). For those companies not moving the needle on equality, it’s fine to be silent. Avoid performative allyship, and leave the rainbow communications to the real changemakers. Check out my piece in PRWeek UK for Shape History:

Examining the impact of banning books on queer parenting in public libraries is crucial for several reasons. Firstly, such actions restrict access to resources that can provide support, representation, and validation for LGBTQ+ parents and their families. Banning books with LGBTQ+ themes or characters can contribute to feelings of isolation, shame, and invisibility among queer parents and their children. We chat with Hank Paul Leading Media Professional Manager with Transgender Victoria about this important area for our webpodast with the Australian Sociological Association Furthermore, censoring materials related to queer parenting reinforces harmful stereotypes, perpetuates discrimination, and hinders efforts towards creating inclusive and accepting communities. It sends a message that LGBTQ+ families are not welcome or deserving of representation in public spaces, including libraries that should serve all members of the community. Understanding and addressing the impact of banning books on queer parenting in public libraries is essential for promoting diversity, equity, and inclusion. It allows for the recognition of diverse family structures, experiences, and identities, fostering a sense of belonging and acceptance for LGBTQ+ individuals and families. By examining the effects of censorship on queer parenting materials, libraries can advocate for intellectual freedom, challenge biases, and promote empathy and understanding among library users.