Gabriel Brotman’s Post

I want to personally say happy 2024 to each of you, and thank you first of all for being the BEST part of our work at JBC. As the year begins with so much uncertainty, this much I know. We can count on each other.    I wanted to share the new keynote topics I’m focused on for the new year. With the approach of Women’s History Month and other Heritage Month celebrations, it’s always a special time of year when I get to go onstage to unpack my journey as an LGBTQ woman and “ally-in-process” who’s focusing on how I and so many others can be utilizing their voices for change.    But first, I want to confide that it certainly felt like we had to do some extra bending of that “arc of the moral universe” (words from Dr. Martin Luther King Jr.) in 2023, which will likely only intensify this coming year. Depending on our response to pressure, we might feel anywhere from deflated to energized at this moment - I know I toggle between the two - but let me tell you why, to quote my good friend and advocate Barbara McAteer, hope IS a strategy.    In my 20 years of being on the speaking circuit and in the trenches as a consultant, I believe we’re at a powerful inflection point for DEI, with unprecedented opportunities to reinvigorate our value and our impact. More than ever, it’s time for that growth mindset, to focus us and keep us nimble and responsive to all of those who still don’t experience full belonging in the workplace, and to challenge ourselves to grow in how we talk about and teach about it. The truth still remains that if employers and leaders don’t get this right, the human and financial costs will be astronomical. We are the messengers of that critical message.    Why am I hopeful? Because every time I walk off a stage after a keynote, or finish a working session with an executive team, I’m filled with hope from the legions of current and potential allies brimming with purpose and commitment to the work that still must be done. I’ve seen firsthand the surge of enthusiasm, and the unwavering commitment to creating a more equitable world where people feel valued and welcomed for what makes them uniquely them.    While some doors have closed in terms of formal development programs, there are many windows. Just because we need to find a new path forward does not mean all is lost. Let’s acknowledge our circumstances, and be more creative in how we enlist supporters, communicate priorities, and make people feel valued and important to the organization.   We need a new playbook, and a new approach to the work. The conversation we should be having this year is different than in years past. We need to reshape our dialogue about difference by diving into broader topics like psychological safety and resilience. I’ve developed new content and exercises that speak to these themes that I foresee taking center stage in this new year to better support the leaders who are feeling the tension and pressure to lead in a way that’s new and unfamiliar.

Since 1967, Axel Springer has been guided by a set of core values that have helped shape the company's social responsibility throughout decades of social, political, and technological change. One of our "Essentials" stands out today, on International Day Against Homophobia, Transphobia and Biphobia: "We reject political and religious extremism and all forms of racism and sexual discrimination." International Day Against Homophobia, Transphobia and Biphobia commemorates the World Health Organization's decision to remove homosexuality from its list of mental disorders on May 17, 1990. 34 years later, more than one-third of countries around the world still criminalize consensual same-sex acts between adults. 26 countries impose prison sentences of 10 years or more for same-sex sexual acts, and 11 countries even impose the death penalty. We’ve also seen anti-LGBTQ+ rhetoric increase in some of the world’s largest democracies, including Poland, Hungary, India, South Korea, and the United States. As an openly gay man, I am proud to work for a company that supports and empowers me and many other LGBTQ+ colleagues to come to work as ourselves. Axel Springer not only stands up against discrimination on this day or during Pride Month but has done so throughout its 77-year history.

April is Celebrate Diversity Month and Edelstein’s IDEA Council will be recognizing this through weekly trivia questions. This week's question is: What does the term "equity" refer to in the context of Diversity, Equity, Inclusion, and Belonging (DEIB)? A. Ensuring that everyone is treated exactly the same, regardless of individual differences. B. Providing fair treatment, access, opportunity, and advancement for all individuals, while striving to identify and eliminate barriers that have prevented the full participation of some groups. C. Creating a sense of unity and cohesion within a diverse community, where individuals feel valued and respected. D. Promoting the representation of diverse perspectives and identities within decision-making processes and organizational structures. Drop your answer in the comments! #CelebrateDiversityMonth

😯 Today someone asked me “Why Does Representation Matter?    Now I know what you are thinking “Are you kidding me”?  Its 2023 and we have been thru some very challenging and tragic times in this country. The attack on the rights of BIPOC has been relentless and yet there are individuals who believe that everyone gets the same opportunities and supports. 🌏   I took a deep breath and gave this person the benefit of the doubt before I answered. There may be others who truly do not understand why representation matters because, honestly, they have always been well represented. So here is my answer;    Representation refers to the presence and portrayal of diverse individuals, groups, and communities in various aspects of society, such as media, politics, and education. It goes beyond just being seen; it's about having a voice, being heard, and feeling valued. Here's why representation is crucial: 🌟 Empowerment: When we see people who look like us, come from similar backgrounds, or share our experiences, it empowers us. It shows that we, too, can achieve great things and be successful. Representation inspires us to dream big and believe in ourselves.  🌟 Breaking stereotypes: Representation challenges stereotypes and misconceptions that society may hold about certain groups. By showcasing diverse individuals in positive and authentic ways, we can break down barriers and foster understanding, acceptance, and respect.  🌟 Building empathy: Exposure to diverse perspectives and experiences through representation helps us develop empathy. It allows us to understand and appreciate the challenges faced by others, promoting a more inclusive and compassionate society.  🌟 Encouraging diversity: When underrepresented groups are given visibility and opportunities, it encourages others to follow suit. Representation paves the way for diversity in all areas of life, fostering innovation, creativity, and a broader range of ideas.  🌟 Strengthening democracy: In politics, representation is vital for a functioning democracy. It ensures that all voices are heard, and decisions are made with the interests of diverse communities in mind. A diverse representation leads to fairer policies and a more inclusive society.   Remember, representation matters because it shapes our perceptions, influences our aspirations, and impacts our society as a whole. Let's celebrate and support diverse voices, stories, and experiences, both online and offline. Together, we can create a world where everyone feels seen, heard, and valued. 🎇   #RepresentationMatters #DiversityMatters #InclusionMatters #Education #Empowerment #BreakingStereotypes #BuildingEmpathy #Democracy

I am an Equality champion at The Open University and run an EDIA (Equality, Diversity, Inclusion, Accessibility) forum to spread good practice to other lecturers and to promote discussion. I like these definitions below: - EQUALITY is everyone getting a pair of shoes. - DIVERSITY is everyone getting a different type of shoe. - EQUITY is everyone getting a pair of shoes that fits. - ACCEPTANCE is understanding that we all wear different kind of shoes. - BELONGING is wearing the shoes you want without fear of judgement. Scientists at the University of Illinois found that companies reporting the highest levels of racial diversity brought in nearly 15 times more sales revenue on average than those with the lowest levels of racial diversity. In a study by the Harvard Business Review, employees at diverse companies were 45% more likely to report that their firm’s market share grew over the previous year and 70% more likely to report that the firm captured a new market.

📚 Exciting Read Alert! 📚 "Finding me" Have you ever wondered about the powerful forces at play in the world of show business? Viola Davis's new book, "Finding Me," delved deep into the complexities of colorism and racism within the industry. 🎭 "Finding Me" I found shed a light on the challenges faced by talented women who don't conform to traditional beauty standards. It's an eye-opener, showing how deeply ingrained biases can be, even in the glitzy world of entertainment. As someone deeply committed to fostering diversity and inclusion, I know how important this is and the conversation aligns perfectly with my upcoming in-person course... 🌈 If you're passionate about dismantling barriers and creating a more inclusive future, join us in our Diversity and Inclusion Evolve Course. Let's break down these barriers and embrace the beauty of diversity. 🤝 Click the link to secure your spot. #DiversityandInclusion #FindingMe #InclusivityMatters

Intersectionality is a concept we've spoken about on our platform before, and as we continue to celebrate Black History Month, we're eager to delve deeper into its significance in shaping diverse experiences within our waterfront workplaces and community. Acknowledging and embracing intersectionality as allies means recognizing and seeking to understand the unique challenges faced by Black individuals who may also navigate complexities of gender, sexuality, disability, and more. By incorporating an intersectional lens, we can better understand the layered impact of systemic issues, such as racism and discrimination, on various aspects of an individual's identity. Here are 3 tips for building intersectional inclusivity in the workplace: 🌊 Foster open and respectful conversations. Create a safe space for employees to discuss their unique experiences and challenges related to intersectionality. As leaders, it’s important to actively listen, learn, and integrate intersectional perspectives into decision-making processes. And as team members, it’s equally important to engage empathetically, respecting and valuing the diverse contributions of our colleagues to cultivate an inclusive work environment. 🌊 Review policies and practices to promote inclusivity. Review and adapt your organizational policies to consider the intersectional experiences of employees and identify potential barriers that may affect these individuals. It’s also important to recognize that individuals might benefit from flexible policies to accommodate their unique needs. 🌊 Support Employee Resource Groups (ERGs). Encourage the creation and implementation of ERGs that support various intersectional identities. These ERGs can serve as invaluable safe spaces for employees to connect, share experiences, and seek support. Moreover, fostering collaboration among ERGs allows for the sharing of valuable insights and recommendations that address intersectional challenges within your organization and beyond. #Intersectionality #IntersectionalityInTheWorkplace #DEI #BHM #Diversity #Equity #Inclusion

An intersectional approach does not seek to upend up the hierarchy. 🔥 It's about a dismantling of the fact that there is a hierarchy. 🔥 It's about levelling the playing field. "In short, Crenshaw doesn’t want to replicate existing power dynamics and cultural structures just to give people of color power over white people, for example. She wants to get rid of those existing power dynamics altogether — changing the very structures that undergird our politics, law, and culture in order to level the playing field." This is an excellent article and a must read for all those involved in diversity, equity and inclusion work. In this country I see too many examples of an "intersectional approach", of doing gender equity work and then considering some actions that tackle "cultural diversity" 😅. Potentially like a harmony day morning tea 🎉 . This is not intersectional work. ➡ If you are doing DEI work and you don't know why this is problematic please join my mailing list - we need to talk 😉. (It's actually unfair that people get put into these roles without the appropriate training, education or support. I'm genuinely here to help, find the link in the comments 😊 ) So I'd love to hear from my network - what is intersectionality when it's approached properly? What examples do you have of good, intersectional practice in the diversity, equity and inclusion space? https://lnkd.in/g4Tevqvi

Can you design something for someone without talking or working with them? No, right? So why do we often see initiatives aimed at promoting diversity and inclusion developed without involving the very people they're meant to support? This oversight is not just a lapse in judgment; it's a missed opportunity for genuine understanding and impact. Inclusive design is not merely about making spaces accessible but ensuring that these spaces resonate with the experiences and needs of all individuals. When we bypass the involvement of underrepresented groups in the design and creation of systems and processes, we risk perpetuating the very issues we aim to solve. True inclusion requires us to listen, learn, and co-create with those whose voices have historically been marginalized. Let's commit to making inclusive design the norm, where every project starts with the voices of those it seeks to uplift. Together, we can create systems that are not only inclusive by design but transformative in practice.

The Importance of Celebrating Coming Out Day and Other LGBTQIA+ Milestones in the Corporate World In the vast tapestry of human experiences, the thread of diversity weaves a pattern of incredible complexity and beauty. Each strand, be it based on gender, race, sexual orientation, or any other facet of identity, contributes to the rich mosaic of our collective experience. Yet, history reveals that many of these threads have been marginalized, overlooked, or outright persecuted. Hence, the significance of commemorating days like Coming Out Day and other LGBTQIA+ milestones, especially in corporate environments. 1. An Ode to Courage and Authenticity Coming Out Day, at its core, is a testament to the immense courage it takes for someone to be authentic in the face of societal prejudice. In a corporate setting, recognizing this day signals to employees that authenticity is valued, that it is okay—nay, encouraged—to be oneself without the looming shadow of retribution. 2. The Power of Representation When companies celebrate LGBTQIA+ milestones, they send a resounding message about representation. These events become much more than mere calendar markings; they amplify voices that have historically been hushed, assuring employees that every hue of the human spectrum has a rightful place in the corporate arena. 3. Cultivating an Inclusive Culture Fostering a culture of inclusivity is not just about passive acceptance but active celebration. By commemorating such occasions, corporates sow seeds of mutual respect and understanding, thereby cultivating a workspace where innovation thrives, not despite diversity, but because of it. 4. Beyond Tolerance to Empowerment Merely tolerating diversity is passé. The contemporary corporate mandate leans toward empowerment. Recognizing LGBTQIA+ events heralds a corporate ethos where employees are not just 'allowed' to be themselves, but they are empowered to be their fullest, most vibrant selves. 5. Remembering All Minorities While emphasizing LGBTQIA+ milestones, it becomes crucial not to eclipse the importance of celebrating other minorities. Each minority group has its tapestry of struggles and triumphs, and recognizing them is pivotal in creating a holistic inclusive environment. From racial to religious minorities, from differently-abled individuals to those with diverse cultural backgrounds—every day of commemoration reminds us of the broader spectrum of humanity. 6. The Economic Imperative Beyond the moral compulsion, there's an economic imperative to embracing diversity. Diverse teams have been consistently shown to be more innovative, more adaptable, and more successful. [...] (sorry, not enough space) Full post in English: https://lnkd.in/dzt3QnUA #diversitymatters #comingoutday #w1concept