Thank you to our customers that celebrated JLG’s 25th anniversary in Brazil!
VP of Sales and Market Development – Latin America, Mike Brown, said, “The event, from my point of view, was one of the best we did in Brazil in the 8 years that I have been overseeing Brazil for JLG.”
Part of our history belongs to you, Brazil. Thank you!
For a long time, I did not really talk about being #queer while I was at work. I wasn't masking exactly. I am straight passing without trying. I was married to a man for years, and I have a child, both of which make it seem like I'm part of the majority. But I'm a fantastically different human being, in terms of the way I think, the way I show up in the world, the way I lead and the way that I parented my son, who is also part of the #LGBTQIA+ community. I came to realize that Pride wasn't about me attracting attention and shine for myself so much as it was about lighting a path for others - especially those whose identities are very much on display or in transformation - and who are on their own career and #leadership journeys.
Just as I am a rarity as a woman C-level, and a Chief Revenue Officer at that, when most Sales and Revenue leaders are male (even on predominantly female executive staffs, it's wild), I am even more rare as a queer, bisexual woman and I need to stand in everything I am, the things you can see and the things you cannot, so that others can be taken seriously on their own path.
So now, when I am talking to others who might want to hire me or have me serve on their board or council or any of the number of opportunities in front of me, I lead with it. Not because I want to check their diversity box, but because I want them to understand how very valuable our measurable brain differences are. Queer people aren't like everyone else, and that is a very very good thing. Pride is important for us because many of us, myself included, have been taught that sexuality is shameful or is something that doesn't belong at work. I am still a very private person in some ways, despite being a free-spirited open book in others. But being LGBTQIA+ is so much more than who you love, it's who you are. And therefore, if you really want to know me, it's important that you know this about me, and that I show up for everyone else as my full self.
Needless to say, please register for this panel; it's gonna be juicy: https://lnkd.in/gCJmy3MD
Friday, the 28th at 10 am PT/ 1 pm ET
2023 Automotive News Notable Champion of Diversity / 2019 HR Consultant of the Year Tampa / IICDP DEI Practitioner / Passionate about creating positive change in the automotive industry!
As we embark on the journey of Hispanic Heritage Month at Cox Automotive Inc., we have the opportunity to celebrate and appreciate the rich tapestry of Hispanic cultures that have contributed to the vibrant mosaic of our nation. It is also a moment for us to reflect on the importance of diversity and inclusion in the workplace.
For many of us, Hispanic Heritage Month holds a deeply personal significance. It is a time to honor our ancestors, celebrate our traditions, and recognize the resilience of our communities. It is a chance to spotlight the achievements and contributions of Hispanic individuals throughout history and within our organization.
Diversity, after all, is our strength. It is not just about having people from various backgrounds within our workforce, but about embracing the unique perspectives and talents that each person brings to the table. In doing so, we foster creativity, innovation, and inclusivity, which ultimately lead to a more dynamic and successful workplace.
In the spirit of Hispanic Heritage Month, I encourage all of us to take a moment to learn about the cultures and histories that have shaped our Hispanic colleagues' lives. Engage in conversations, attend cultural events, or simply ask questions. By taking these small steps, we can create an environment of respect and understanding that extends beyond this month.
Moreover, let us continue to champion diversity and inclusion in all aspects of our corporate culture. It's not just a box to check; it's a commitment to building a better, more equitable future for all. By fostering a workplace where everyone feels valued and empowered, we ensure that diverse perspectives are heard and that our collective potential is fully realized.
As we celebrate Hispanic Heritage Month, let us remember that diversity is not a static concept; it is a dynamic force that drives progress. It is our responsibility to nurture and cherish it within our corporate family. Together, we can create a workplace where every individual, regardless of their background, can thrive and contribute to our shared success.
#hispanicheritagemonth#diversityequityandinclusion#yourvoicematters
I fled!
Should I have done it sooner? Probably.
I remember the first time I heard about a DEI committee, I thought: here is my chance to broaden perspectives and connect with people on things that matter for us all.
To my dismay, I was refused entry to the committee, because, actually, it wasn’t for everyone, it was for consulting or management staff. When I questioned why the DEI committee was not diverse, I was told I can always send an email with my ideas, and management would filter out what they deem not necessary and "maybe" pass it on.
I remember falling inside of myself when senior staff declared there were no ethnic issues.
I wanted to ask, but there was a plethora of feelings running through me like electrons at the speed of light; I became afraid.
What if I sound too angry? What if I sound too passionate? Did anyone else notice? Why did they not say anything? What if I suddenly am perceived as “the angry black woman”? What if I sound so bitter, it has repercussions on my job?
I started formulating and reformulating questions in my mind, erasing all possible equations involving any emotion and finally managed to ask: “When you said there were no ethnic issues, what were the factors that led to that conclusion?” they said: “there was a survey and it just didn’t come up”.
Is data always right? Is void of collected concern reason for no concern?
2 years later, I managed to get in the committee but by then I had already tamed my heart.
So I fled.
I am now in a place where I can feel like myself. And I am not alone.
I am so pleased to have been selected as a DEI ambassador at Etex, along with many wonderful colleagues. I already see how much the people at Etex feel involved and want to make a difference. I look forward to contributing to an inclusive space Globally, and I especially look forward to embrace others and learn from them.
#diversityequityandinclusion#DEIhttps://lnkd.in/e_8ztWeK
Global Talent Acquisition & Diversity Inclusion adidas / Trustee Board Member of The Together Trust / Advisory Board Member Leaders Meet: Diversity Series / Employee Resource Group Chair
I've been thinking a lot about the importance of Black representation within our workplaces.
Representation isn't just about filling quotas, it's about enriching our professional spaces with a variety of perspectives, experiences and talents that only a diverse workforce can offer.
At adidas, we've made a commitment to diversity and inclusion. However, we recognise that there is always more work to be done.
When i look around my workplace here in Stockport i am roughly 1 of 5 employees of Black Heritage out of around 500. This number isn't uncommon in large organisations, but what is uncommon is real action to increase the representation in said organisations.
As part of the adidas Talent Acquisition team, I see firsthand the incredible impact that diverse hiring practices have our organisation. Not only does it foster creativity and innovation, it also creates a culture of inclusivity and belonging.
Employee Resource Groups, are a great platform where our people can share their experiences and ideas. As a chair of one, it's a privilege to facilitate these conversations and see the transformative impact they have on our collective understanding. But can we all truly say we are Listening??
When i enter schools and share my story with the next gen, what's incredible to me is when they resonate with my words. Although for me i'm just me, to some of them i'm someone real, someone who has made it out from underneath adversity who looks like them. I've made a commitment to show up!
With BHM in full swing I ask this question, Where are our Sisters??
Representation matters. I can't salute my Sisters if i can't see them. We can't salute our Sisters if we keep them hidden!! It shouldn't be just one month we recognise our Sisters it should be everyday.
Let's continue the conversation. Let's recognise the value of Black representation, not just in our men but in our Sisters every day. Let's work together to ensure that every voice is heard.
Because representation matters. Today and every day.
What are you doing to support Black Representation?
#WorkplaceDiversity#BlackRepresentation#Inclusion
Last month, on 8/22/23, I had the honor to speak to fellow Kimberly-Clark employees during K-C’s 2023 ERG Week. I currently serve as the Strategic Executive Advisor for our Black ERG, AAEN: African Ancestry Employee Network and am grateful for the opportunity to enhance our ERGs and celebrate the power of equity, inclusion, and diversity.
During ERG week, I spoke to 200+ employees on how to be the CEO of Your Career, and shared experiences from my own career, specifically how I leveraged my experience, skillset, and network to earn a cross-functional promotion in less than 2 years of being at the company.
Here are some key takeaways:
-Establish your own personal definition of success.
-Develop a personal Board of Directors that can help guide and accelerate your career.
-Focus on PIE (performance, image, and exposure) to gain the career you want.
-Take the time to establish a personal brand, as it is instrumental and signifies who you are to others.
-Determine what is important to you in your career. For me, this is sowing into the careers of others and helping elevate talent as a senior executive.
It's a passion of mine to continue to build talent and I'm honored that Kimberly-Clark provides me with the opportunity to do so, not just within my own organization but enterprise wide.
As we kick-off Black History Month, I’m filled with pride and admiration for the incredible contributions that Black individuals have made throughout history. This is a time for us all to reflect on the struggles, triumphs and indomitable spirit that has helped to shape the world we live in today. As a Black CEO, I stand on the shoulders of those who have paved the way before me. It’s important that we take the time to recognize and celebrate the many achievements of Black leaders, innovators, and change-makers—not just this month, but every day.
At IKEA, our commitment to diversity and inclusion isn’t just a checkbox. We’re committed to uplifting racialized voices and creating a workplace culture that embraces diversity in all its forms. We aim to normalize representation in all areas of our business, especially at the leadership level. But as we celebrate the movements we’ve made; we must also acknowledge the work that still needs to be done. Together, we can continue to break down barriers, challenge biases, and build a future where everyone has an equal opportunity to grow and thrive.
To the next generation of leaders, dreamers, and trailblazers – your potential has no limits! Let’s continue to inspire, mentor, and uplift each other as we work towards a world where every single voice is not only heard but celebrated, today and every day.
#IKEA#IKEACanada#BlackHistoryMonth#EmpoweringChange#Diversity#Inclusion
The IKEA vision is to create a better everyday life for the many people and we are committed to promoting greater ethnic and racial inclusion for the Black community, Indigenous peoples, and People of Colour (BIPOC). However, we recognize that there is still a lot of work to be done at IKEA and in our broader communities to secure racial equity and justice.
Our ambition, aligning with our new FY24–27 ED&I plan, is to increase the number of individuals in leadership roles who come from historically marginalized or underrepresented ethnic or cultural backgrounds to better reflect diversity in society.
Throughout February, as we celebrate Black History Month and the contributions of the Black community, we focus on the theme of uplifting – both the voices and leadership potential of our co-workers. We will be celebrating through co-worker panels hosted by one of our co-worker resource groups; the Co-worker Equity Resource Working Group (C.R.E.W.), co-worker stories series, Black History Month resources for co-workers, recognizing community partners who are dedicated to the same vision and goals all while encouraging our co-workers to discover other organizations committed to diversity and inclusion that they can engage with and support.
We hope that with these and other local activities happening throughout February, our co-workers across Canada can continue to learn and discover how we can all contribute to a more inclusive environment at IKEA.
#IKEA#IKEACanada#BlackHistoryMonth#BringHomeToLife#upliftingcoworkers#engagement
If you’re like me, there’s so much to do and think about that it’s easy to skip the little wins and just focus on celebrating when we reach the destination.
Here’s what I’ve learned though:
The celebrations along the way are a lot more important.
They build morale for the journey. They build loyalty for the team. They build confidence for the challenges to come. They establish patterns for longevity. They build a culture for noticing when people do great work and helping others repeat it on purpose.
When we find moments to celebrate along the way, we encourage the work and behaviors that ultimately move us toward our destination.
So the question is:
Who can you celebrate this week?
Cheers to diverse views and brews!!
For over 150 years, at The HEINEKEN Company we have brewed beers and ciders that bring people together. As we wrap up Global Diversity Awareness Month, we celebrate the diverse minds and perspectives that enrich our lives, strengthen our business and foster a sense of belonging.
Find more about our journey on Diversity, Equity and Inclusion (DEI) here: https://lnkd.in/dzMT7uNX
Cheers to #DiverseViewsandBrews#GlobalDiversityAwarenessMonth
Just attended a spectacular Currys plc session with ex Currys man Rupert Campbell who now runs adidas North America. Rupert joined us to tell his story and to share insight as part of our suite of actives to mark Black History Month.
The thoughts he shared on inclusion, business, leadership, risk-taking, entrepreneurism, Adidas and more have left a lasting impression on the 250+ Currys plc colleagues who attended the virtual session. It was particularly nice that Cameron McMillan and Rupert met after 20 years or so (they last met when Rupert worked at the old incarnation of Currys - Dixons).
Two of the big messages that stuck with me (and that already have my brain fizzing with some tangible actions) were: 1) Don't allow the process of the getting diverse people at the more senior tables to be a slow burn, even if means taking a risk or two 2) Set KPIs to make sure the internal inclusivity outcomes we want actually happen.
I also want to put a big shout out to Ainsley Sykes and Ian B. who made this session happen - and who have take the lead on creating a wide programme of Currys activities to celebrate Black History Month and to create the right kind of conversations around diversity and inclusion. Theirs is a brilliant story of creating a plan for the Brand & Marketing department that was so good... it's gone company wide!!! In addition to sessions like the one we just had, the programme include:
1) Temporarily rebranding all our Currys WeWork Waterloo meeting room so they tell the story of black tech pioneers for the whole month of October.
2) Created a BHM teams Background for Currys colleagues to use on Teams (you can see it in the image below).
3) Creating an Employee relations group Black@currys with QR code sign-up
4) Created the Black@Currys logo which will be part of our annual company conference later in the month.
... and more.
Really proud and impressed with what you have delivered and with the way you've delivered it.
Chairman @ Reliance Group - Precision Machinery Parts Supplier
3wlooking forwarder to become a supplier of JLG,we work with Metso,JCB,Dynapac ,now-。-