HERlead Fellowship’s Post

🌷 🌞 Our 2023 Annual Report "Fostering Trust, Accountability & Inclusion at the Intersections of Democracy, Fiscal, Climate and Information Need" is out! 🕦 We have learned many things, including that building trust takes time but it is time very well spent. For instance, Trust, Accountability and Inclusion Collaborative's thematic working groups are attracting growing numbers of non-member funders, and from these spaces emerge new initiatives that explore and promote new social contracts, for example, based on gender equality and social inclusion. What is not yet evidenced, is translating new funder interest on intersectional topics into significant new funding for those topics. We will work on this and other challenges ahead with enthusiasm, together with our steering committee members, and all the wonderful allies across the globe. Yery Menendez Garcia Michael Jarvis Cristina Ordóñez Jenny Lah Laura K. Budzyna Anays Almenares Avila Janet Aguilar

Check out how REDI Cincinnati makes diversity and inclusion a priority in everything we do in the #Cincinnati region. #DEI #growth #economicdevelopment #REDISetGo REDI Cincinnati

Green Park were delighted to have been the Headline Conference Supporter at this year's 'Governance Now'. CEO Raj Tulsiani and Partner Joanna Moriarty, gave a practical session on creating the perfect board. Presented by Clore Leadership and the Cultural Governance Alliance, the event explored the critical issues in cultural governance. 1) Core discussions included remunerating charitable trustees, how will this promote equity and what is legal to provide currently; 2) How might arts and culture organisations leverage applications of new technologies including AI. There are many complexities, including organisational obligations to protect artistic output and the broad ethical implications of using audience data; 3) How board membership can become more accessible and inclusive. There are practical ways that recruitment processes, onboarding and support in-post can do to support inclusion at board-level and how might these strategies guard against the phenomenon of the Glass Cliff in the Arts. Kai Adams, Jo Sweetland, Jon Morrison (he/him)

📣 I invite you to review the Trust, Accountability and Inclusion Collaborative 2023 Annual Report, to learn about the work we've been doing to connect workstreams and funders working on good governance interrelated themes, and questioning the role and power of philanthropy to ensure it becomes more equal and useful partner to those at the forefront of the rights struggles. Access the report here: https://lnkd.in/evjpesDU

Gabriela shares how RSCL supports the professional development of its cohort members!

The concepts of Diversity, Equity, and Inclusion (DEI) are frequently discussed but not always fully understood or embraced. While these principles are seldom opposed in abstract or general terms, they can encounter resistance when it comes to practical implementation. As Rotarians, if we are to truly integrate DEI into our organization, we must commit to embracing these values in every aspect of our actions and decisions. Implementing DEI isn’t just about setting policies; it requires a cultural shift where inclusivity becomes a core part of who we are and how we operate. This means actively seeking out diverse perspectives, ensuring equitable access to opportunities, and fostering an environment where every member feels valued and empowered to contribute. It also involves challenging existing norms and being open to change, even when it’s uncomfortable. By fully committing to DEI, we can strengthen our organization, enhance our service projects, and better reflect the communities we serve. This commitment will not only make Rotary more inclusive but will also enable us to have a greater impact worldwide. #DEI #Rotary Mário César Martins De Camargo VALARIE WAFER Sarah Remijan, CPTD Photo source: montgomeryschoolsmd.org

Mentorship is valuable, but sponsorship takes it a step further. Sponsorship is often a misunderstood component in advancing the careers of women and people of color. Unlike mentorship, which offers direct guidance, sponsorship leverages your influence to advocate for your protégé. The ABCDs of sponsorship are essential tactics to supporting the careers of women and people of color in leadership positions. Here's how to transition from being a mentor into being a sponsor. Learn more in this insightful article: https://lnkd.in/gXY_swK

Last call to register for Leading People Who Are Different From You, a non-credit workshop presented by Wake Forest Executive Education. Facilitated by Patrick J Sweeney, Ph.D., this 1-day program will be held at Wake Forest Charlotte Center in Charlotte, NC and equips participants with the tools to lead diverse teams, shape a culture that fosters authenticity, and bring out the best in everyone. Key takeaways include: -The importance of emotional intelligence in leading others who are different -How to use social perception to accurately access others while reducing potential biases -How to reduce prejudice in teams -Various leadership styles to effectively lead people who are different from you -Deeper understanding of the nature of the various areas of diversity (culture, gender, sexual orientation, and age) Learn more and sign up today via the link. Registration deadline is this Thursday, October 10th. https://bit.ly/4e6fOuN

Last week the leadership team of Save Denmark was gathered for an inspirational talk about DEI with most appreciated Poornima Lutha, Author and DEI expert. Poornima has already inspired us with several books and during that afternoon also with terms like “termite biases” and the “cookie cutter”. In Save Denmark we are currently re-visiting our policy guidelines, and a big discussion is, also to Poornima’s point, how much can you put on formula and set concrete measures for, and how much will any potential measures limit the way forward. We are also aware that the best support to our leaders currently, is not a high-level discussion about what can be measured and what not. Concrete tools and actions are what our leaders request today. Tools, which can support everyday leadership in driving an inclusive culture and diversity in the work force. A concrete initiative which Save Denmark has started is re-visiting the recruitment process. In Save Denmark we enforce more awareness on biases in our recruitment panels, while ensuring structured profile definitions and interview guides. It is an exciting journey, and we are happy, that Poornima and others are prepared to support us along the way.