Mita Mallick’s Post

I stopped labeling myself as a diversity, equity and inclusion specialist on this platform. Slowly, I'll be changing all my messaging across platforms. Why? Because it's misleading. Misleading in the sense that the work I do does not align with the approach of many DEI programs and trainings. I don't teach definitions of equity and diversity, or why pronouns are important, and I don't teach the history of the harms. I teach you how to be in community together where you can listen to each others stories, share your own and in the process, see how similar you are and how your diversity makes you stronger and beautiful. This is leadership work because it's courageous. It's courageous because it requires you to get out of your head and into your heart and it's the most powerful work I've found for creating spaces that welcome diversity and allow everyone to feel they belong. Where is your DEI/EDI/DIEB programming landing? In the head or in the heart? The head work is one place to start, but if you stop there you will, in my experience, create a false sense of progress in the organization. Knowing terminology and history is one thing, creating an environment where people can take responsibility for how they are showing up is another. Is it more vulnerable? Yes. But for better or worse, that's where change happens, and if I know you, I think you're all for change. If you want to learn more about my approach and see if it applies to the challenges you're seeing in your organization, let's have a conversation. DM me to book some time together. #belongingatwork #leadershipinaction #communityimpact #humconsulting #bravehearts

“I fundamentally believe that influence has two key dimensions. Number one is that it has to be reciprocal. You have to be open to being influenced as much as you are trying to influence. The second is that you have to know when it’s best to influence directly or empower others to influence and carry the critical messages.” Today we are honored to recognize Allan Golston as a Chief Influencer! Allan Golston serves as the President of the United States Program at the Bill & Melinda Gates Foundation. The foundation is committed to enhancing educational opportunities and promoting equitable academic and economic outcomes for all students, with a focus on those from low-income backgrounds and students of color. Alan's distinctive approach is based on the power of influence through reciprocity, authenticity, and storytelling. In today's episode, he explores his career path from public accounting to philanthropy, the significance of building trusted partnerships, the evolution of leadership styles, and the use of digital platforms like LinkedIn for reciprocal influence. Stay tuned to gain valuable insights on balancing data-driven decision-making with personal storytelling to drive meaningful change, and learn about the importance of building authentic connections in both personal and professional spheres. Watch or listen to the full conversation using the links in the comments! #Equity #equality #inclusion #Leadership #Philanthropy #Education Chief Influencer is presented by Social Driver and The Communications

/Build Community/ As I lead succession activities for the Black Girl Affinity Group, an organization I founded in 2022 at Hawken Upper School, and reflect on early days while preparing to soon pass the torch to a new leader who will carry the mission and organization forward, the first school-wide ice cream social the Black Girl Affinity Group hosted is top of mind (the video attached is from that event). Here are the words I publically shared soon after: “Communities in academic and corporate settings that provide a safe space for underrepresented members to gather are essential and powerful because, at the most basic level, communities connect, empower, and inspire, within and beyond. Moreover, when well-run and organized, communities influence agendas, policies, and outcomes through voice amplification, and barriers to access and success become more apparent once diverse experiences are understood. Then, essential strategies can evolve, including but not limited to plans of action to increase the participation of underrepresented populations in STEM and medicine. For these reasons, I launched the first-ever Black Girl Affinity Group at Hawken Upper School in December 2022. Our programming (a guest speaker series, team building, personal branding, peer mentor circles, member support and advocacy…) has been transformative and fun. Be the change, participate in, support, or build communities for underrepresented populations.” However, more than starting an organization is required. Succession planning and grooming future leaders are critical to organizational growth and longevity. Recommendations: ✅ Publish and update annually a succession plan for critical roles that includes training and shadowing. ✅ Create a deliverables binder or e-file detailing key activities, events, and outcomes. #communitybuilding #changemaker #grassroots #inclusion #affinitygroupsmatter

"Empowering young voices! 🌟 Our school's Public Speaking Activity for kids is not just about words; it's about building confidence, fostering expression, and creating future leaders. 🎤✨ Watch these young minds shine as they conquer the stage! 🚀👧🏽👦🏻 #KidsSpeakUp #ConfidentVoices #FutureLeaders"

In my morning reflections I thought about my role as a leader in the spaces of DEI and people development and I am reminded daily that our journey towards inclusivity is both a privilege and a profound responsibility. In my role, I am constantly learning—embracing new ideas, perspectives, and experiences that challenge and expand my understanding. And sometimes it’s hard, but necessary. I was reminded that to lead effectively, we must first be avid learners, we must be curious, we must challenge assumptions—-that includes our personal assumptions and beliefs. In our commitment to create more inclusive, equitable and diverse environments, it is essential to recognize that we don’t just set strategies; we evolve with them. Each day offers a new opportunity to listen, to understand better, and to apply our insights in meaningful ways. This path we’re on is about more than policies and practices; it’s about people. It’s about making a real impact on lives by being open and responsive to the human experience in all its diversity. We must all lean into learning—with open hearts and minds—so we can fulfill our greatest responsibility: to be better humans. #DiversityAndInclusion #LifelongLearning #inclusiveleadership #becurious

At Girls Leadership, we always begin with check-ins to build belonging. Check-ins, however quick, allow us to show up as humans before going into our roles as teachers and students, or coaches and players. Here are two versions of a check-in to acknowledge and celebrate the cultures that are in a room, without requiring young people to put a label on their culture.

The Barbie ad focusing on closing the dream gap aims to inspire girls to pursue their aspirations without limitations. The ad features a diverse range of career options. Empowering messages about confidence, resilience, and perseverance have been interspersed throughout the ad to reinforce the idea that no dream is too big to pursue. The ad would also emphasize the importance of support from parents, teachers, and mentors in nurturing girls' ambitions. Empowering girls to explore various interests and career paths without traditional gender constraints helps bridge the dream gap and fosters a more equitable and inclusive society. How guilty am I of propagating the “dream gap”? #borntolead #creatingthepath #risingasweliftothers #inspireinclusion Dr Patricia Murugami [Global Growth Catalyst and Leadership Educator] Carolyne Mutambo Marion Wanjogu, PMI-ACP®, PMP®, PRINCE2®

I think discussion like this are incredibly crucial to have with nuance. I’m not sure it’s a red flag to have the presence of an identity-focused program itself so much as it’s a red flag if you ask what else is being done to support or follow up that program and the answer is nothing. Training programs for professionals with specific identities can be transformational - I know, as, transparently, I run one and have been part of them in the past. They can give community, belonging, a secret sauce and language that can’t be accessed simply through ERGs, and to be frank, they can help cultivate a bench of talent that otherwise goes ignored. I view them as catalysts; what’s necessary is that they be paired with sponsorship initiatives, exposure to senior leaders, management buy-in, and targeted opportunities for participants to be visible and take on stretch opportunities. Thoughts?

Inclusion & Empowerment Series: Post #100 Yay!! The post #100 of my (self-starter) series Inclusion and Empowerment comes very timely as we celebrate daughters' day today! A very happy daughters' day to all! On Daughters Day, we celebrate the incredible influence that strong female role models have on shaping the lives of young girls. Yes, role models play a significant role in fostering confidence, breaking stereotypes, emphasizing mentorship, advocating for diversity, and demonstrating the importance of balance and active engagement/collaboration. Nevertheless, not all Superheroes/ Role models have to wear capes!  I do feel we can be a role model to our daughters and several other young girls by engaging with them time to time, sharing deeper perspective on what we do and impact we try to bring. And simply making it more relatable by having a meaningful discussion, reading them success stories, and sharing our personal experiences the impact can be increased four-folds. Last night I shared the value of reflection with my daughter and would encourage everyone to share something meaningful with their daughters or young girls they are mentoring in the most relatable way. The Value of reflection is the greatest. It is bolstering resilience and a perfect way to practice self-awareness! It is an opportunity to get comfortable with the uncomfortable situations, questions and imbibes transforming leadership skills in one’s personality. Certainly, a critical component to effective crisis leadership and change management, which these young girls will appreciate tremendously as they take leadership roles in future. Make sure you take a pause and reflect on this article and your own lessons learnt (firsthand) along with your daughter or young females (you are mentoring), who will be benefitted the most with the early reflection in where they are and where they would like to go in their career. It does make a difference! A super good 3 min read. Article by Dean of The Wharton School. Link: https://lnkd.in/gTRUwMz2 #youthdevelopment #powerofgivingback #reflectionmatters #mentorshipismighty #Collaborationwinsthegame