Alma Chopra PhD’s Post

💬 Join the #50_30Challenge today and unlock a world of resources designed to foster a workplace culture of equity, diversity, and inclusion (#EDI)! By signing up for the Challenge, your organization will gain access to invaluable tools like the What Works Toolkit and the Diversity Assessment Tool. These resources are developed to help your organization take actionable steps toward creating leadership opportunities for equity-deserving groups and cultivating an inclusive environment. What is the Challenge? The 50 – 30 Challenge is a voluntary code that encourages organizations to achieve 50% gender parity (women and/or nonbinary people) and 30% representation of other equity-deserving groups on boards and/or senior leadership teams No matter your organization's size or sector—be it a large corporation, a small or medium-sized enterprise (#SME), a non-profit, or an agency—everyone is welcome to participate. ▶️ If your organization is ready to make a difference, visit https://bit.ly/5030_tools to learn more and to sign up for the 50 – 30 Challenge today!

For many women of colour in leadership, the road to success can often feel like an uphill battle. Microaggressions, biases, and exclusionary practices create unnecessary hurdles. National Inclusion Week is a time to reflect on the systemic changes needed to ensure women of all backgrounds not only succeed but lead authentically. It’s time we start addressing the unique challenges faced by women of colour in leadership and create more intentional spaces for their growth. This isn’t just about representation; it's about creating an inclusive leadership culture where different identities are not just accommodated but celebrated. So can we challenge ourselves and our teams to reflect on whose voices we might be missing at the table—and take intentional steps to ensure those voices are not just heard but lead the conversation. #WomenInLeadership #Inclusion #DEI #NationalInclusionWeek #BlackWomenLead

𝗧𝗨𝗘𝗦𝗗𝗔𝗬 𝗧𝗜𝗣 #𝟭𝟰𝟭: Diversity, equity, and inclusion (DEI) efforts are at a crossroads. While legal challenges and shifting political landscapes may complicate traditional DEI structures, the need for cultural change remains as urgent as ever. The key? Shift from talking about DEI to making it an actionable, integral part of your organization. Progress made over recent years—such as increased representation of women, ethnic minorities, and LGBTQ+ individuals in leadership—is proof that DEI works when tied to actionable commitments. Experts like Julie Kratz and Amber Cabral highlight that now is the time to move away from rigid structures and rhetoric, focusing instead on embedding DEI into company culture. This includes clear succession planning, measurable goals, and creating workplaces where all employees feel valued and empowered. DEI isn’t a trend—it’s a necessity for thriving organizations. By fostering inclusivity through action rather than just words, leaders can build a workplace culture that drives innovation, engagement, and long-term success. CREDIT: ASAE: The Center for Association Leadership, Associations Now, Fast Company, Forbes, Fortune Greater Philadelphia Association Management Group (GPAMG) is a leading association management company delivering comprehensive solutions and services to #associations and #nonprofit #startups looking to grow, manage, or maintain their organization and membership. We provide association management services to membership organizations, societies, and non-profit startups. Contact Sharon Lewis-Gregg to learn more or visit www.GPAMG.org #GPAMG #GPAMGphilly #TipOfTheDay #TuesdayTip #TipTuesday #AssociationManagement #DiversityEquityInclusion #Leadership #OrganizationalCulture #InclusiveLeadership #DEI #FutureOfWork

🌟From Vision to Action: Women’s Participation in Social Impact Leadership - Insights from Our Recent Panel Discussion 🎯We had an inspiring discussion on how women, fortified by their lived experiences and commitment to being agents of change, are building pathways through the organisations they lead to enable social impact. The dialogue addressed critical issues faced by homeless women, marginalised communities, and women living with disabilities, emphasising the need for comprehensive support systems and inclusive workplace behaviors. ➡️Key Highlights: 🔸Meera Shenoy from Youth4Jobs Foundation shared how their programs adapted to the needs of women with disabilities, providing afternoon classes to accommodate household responsibilities. A pro bono study with McKinsey revealed that women in their programs became active decision-makers in financial and community discussions. Meera highlighted unique challenges faced by disabled women, leading to initiatives like "We Do," focusing on nano-enterprises and spreading awareness. 🔸Lavanya Garg from Good Business Lab discussed addressing imposter syndrome and self-doubt among marginalised communities. Training sessions aim to foster self-awareness and acceptance. Lavanya advocated for micro-feminist acts, such as ensuring women are heard in meetings and creating gender-neutral workplace conditions. Changing perceptions of good leadership to be more inclusive can significantly impact women's participation in leadership roles. 🔸Deepali D. Vandana from URJA TRUST shared her experiences working with homeless women. Homelessness often involves caste-based violence and a lack of legal identity documents. URJA Trust focuses on holistic well-being, addressing both physical and emotional needs, and emphasises grassroots advocacy and educating women about their rights. Collaborations with the government underscore the importance of collective efforts in addressing these issues. 🔸Sylvia Priyanthi from QUEST Alliance concluded by highlighting the importance of building pathways for women's leadership and considering diverse experiences. She emphasised that change starts at an individual level, leading to impactful collaborations with the government and other stakeholders. ✅Together, we can drive systemic change and create a more inclusive and equitable society for all women. #WomenInLeadership #SocialImpact #Inclusion #Empowerment #GenderEquality #Leadership #Diversity #LeadWithEquity

👥 Are you giving everyone in your organization fair and equal opportunity to succeed and progress to leadership? If you're unsure, try using the Diversity Assessment Tool (DAT)! ✅ The tool will help you understand where you are and what you can do to strengthen #equity, #diversity and #inclusion (#EDI) in your organization. ➡️The DAT is part of the 50 – 30 Challenge that encourages organizations to advance gender parity (50% women and/or non-binary people) and increase diversity (30% other equity-deserving groups) on boards and/or in senior leadership roles. Funded by Innovation, Science and Economic Development Canada, and in partnership with businesses and diversity organizations, we welcome organizations of all sizes across sectors to participate, including large corporations, small and medium-sized enterprises (#SMEs), non-profits (including post-secondary institutions and health care organizations), and agencies, boards and commissions. It's easy to get started. Visit ➡️ https://bit.ly/3MwImlJ #50_30Challenge #defi50_30 #DiversityMatters

3 Powerful Steps to Foster Equity and Empowerment 1. Prioritize diverse voices in decision-making. 🌍 2. Implement data-driven strategies for lasting change. 📊 3. Empower women of color in leadership. 💪 Share your thoughts or visit us at https://lnkd.in/gyCDy4Ur! #Equity #Inclusion

As a new era of NOWIE dawns, we have revised and updated our 3 key pillars 🗝️ 1. Community 💬 Women supporting women through shared experiences, collaboration and networking opportunities. 2. Representation 🗣️ More women, especially those from diverse backgrounds, in senior leadership, on boards, as founders, and thought leaders—it's that simple! 3. Equity 🤝 Creating opportunities, advocating for equal pay, access, and fair treatment for everyone across all sectors of the industry. These values will shape not only the work we plan to do, but also our content, event themes, speaking engagements and opportunities we'll be sharing to best serve our members. #NOWIE #WomenInEvents #EventProfsUK

Pipelines are key! According to recent statistics, the number of Non-Executive Board Members aged 50 is stalling in Australia, as is the pipeline of Gen-X women being appointed to our Boards of Governance. These numbers are concerning, but the low representation of Indigenous Australians, people with a disability and LGBTIQA+ is even more alarming. With the retirement of the last of our Baby Boomer NED's in the next 3-7 years, we are at the cusp of a societal change in leadership benchmarks. It is more important than ever to support leadership development across all industries. Let's work together to build strong pipelines of diverse talent and ensure that our leadership reflects the diversity of our society. #leadershipdevelopment #diversetalent #genderequity #inclusion #leadershipcoach

Check out this fascinating article highlighting problematic data about the glass escalator that permeates the entire nonprofit sector in America where women vastly outnumber men in the workforce yet remain underpaid and underrepresented in the C Suite. "Candid’s analysis of CEO compensation suggests that male CEOs also enjoy a compensation advantage, getting paid on average 27% more than women...Male representation is also more prominent among larger nonprofits’ boards." A key takeaway is the importance of sponsoring women in leadership, not merely mentoring them to open similar doors and pathways to the C Suite. #wednesdaywisdom #nonprofitsector #nonprofitexecutives #leadership #womeninleadership #executivemanagement #payequity #knowledgeshare

According to Deloitte research, gender parity on boards of directors won’t be reached until 2038 – that’s a problem. A variety of backgrounds, perspectives, experiences and insights is critical in any board room. I have three tips for women who are interested in becoming a board director: 1. Build your personal brand - determine what you should be known for, and reinforce it often. 2. Nurture and grow your network - meet as many people as you can, online and offline. 3. Walk before you run - gain experience on a non-profit or private company board before transitioning to a public company board. https://lnkd.in/gCYYSFNs