This is why I choose to work with BIPOC women, especially Latinas. We have been socialized to: 🗑 look outwards instead of inwards for answers 🗑 take care of and center others before ourselves 🗑 stay quiet, unless spoken to 🗑 feel grateful for what is offered This combination of messages leaves us feeling small, lonely, and insecure. This is why, through connection to our body's wisdom in somatic leadership coaching, my clients practices tools such as: 🔧 Knowing of themselves more fully through identifying precise needs 🔧 Becoming aware of emotions and naming them 🔧 Communicating clear, direct, and kind boundaries and upholding boundaries if broken 🔧 Translating a sensation or feeling into the underlying message from the body 🔧 Self-compassion In time, and in community they often feel: 🧡 Solid, grounded, more themselves 🧡 As a whole human with strengths, weaknesses, light and shadow 🧡 Supported by those they choose to invite into their world 🧡 Secure, confident, and safe 🧡 Loved by their own selves May we all hear the call to action to shift this date. #LatinaLeadership #LeanInLatinas #Somaticcoach
DEIB On the People-to-People Level🌟Leadership Training 🌟 People Skills Training🌟 DiSC Certified 🌟 Personal Branding 🌟 Keynote Speaker 🌟 Certified WBE, MBE, WOSB, SLEB #LatinaLeader #SupplierDiversity
Today is Latina Pay Equity Day. Here's why it's today: If the pay clock started on January 1, 2023, the white male made his money by Dec 31, 2023. Meanwhile, it will take until Oct 3, 2024 for a Latina to catch up to make that same amount. Over the course of a lifetime, we're looking at a loss of $1.2 million. This is the widest pay gap in the U.S!! Bank of America's recent report on Latina GDP shows that Latinas put $1.3 TRILLION into the economy. This is a devastating cumulative impact. Do the math. What can be done? Here are some ideas to start, and there are many many more: 1- Expand recruiting efforts to bring more Latinas into your organization 2- Address biases that limit Latina advancement 3- Make employee evaluations less subjective, more criteria based 4- Expand sponsorship efforts to better serve Latinas. Cultural competency for non-Latinas and a larger number of Latinas in director/executive roles are essential to advancing Latinas 5- Allow for workplace flexibility without penalizing 6- Train employees on inclusion and equity, enact policies to prevent and address biases and microaggressions 7- Improve the experience for "Onlys" 8- Create leadership pathways that are culturally intelligent and address the unique obstacles Latinas face. In addition, support organizations like Lean In Latinas, and other Latina leadership organizations that are working towards closing the pay equity gap through education, networking, resources, and more. #LatinaPayEquityDay #LatinaWageGap #LatinaLeadership graph from Lean In / McKinsey report "State of Latinas in Corporate America"