Misty Denham-Barrett, M.A., PMP’s Post

Inclusion day… recap! The CLE board and committee took a fresh approach to Inclusion, Belonging, and What Brings Us Together program day for LMV this year, shaping it around the interests of our class and the perspective from community leaders. Special shoutout to one of my mentors Mark Montgomery PhD. who reminded us how the simplest things (like ice cream!) can create connection, and to all our incredible speakers for sharing their insights. Thank you to the MVCC's thINCubator for hosting another impactful session! Personal achievement- There was a memorable moment for me. I asked the class a bold question…what stereotypes or hesitations have you had but never felt comfortable sharing? When no one responded, I went first, sharing my fear of how a simple compliment might be misunderstood. I wanted to give a student a compliment about how pretty her hair looked, but I didn’t. I was hesitant- of how it would be taken, if it would be offensive, etc. Because of this moment (and to be frank, I was quite nervous sharing that) that sparked one of the most honest and inclusive conversations we’ve had- as stated on our feedback form from a current student! Was the day perfect? Absolutely not. Was the content on point? For the most part! Is there work to be done? Always…and that’s what leadership is about. It takes so little to be open and honest but so much to be courageous. Let’s keep building spaces where everyone belongs!

Spent an incredible day in NYC on Tuesday at the Relationships Across Differences (RADs) Regional Roundtable hosted and sponsored by Schulte Roth & Zabel LLP in collaboration with The Wharton School McNulty Leadership Program, HBS Race, Gender & Equity Initiative, and HBS Institute for Business in Global Society. I am inspired by the 60+ experts including employment lawyers, diversity leaders, and academics who came together to discuss “Navigating DEI’s Evolving Terrrain as a Community of Experts.” My takeaways: 1. Organizations vary in how they are responding to the current environment. Some are retreating from DEI altogether, some are scaling back and/or changing terminology, and others are doubling down and staying the course. Being clear about the “why” is important. 2. ERGs can be enlisted to help enhance belonging, but ERG leaders should be compensated in some way, whether that’s by casting these roles as talent development opportunities that “count” and/or paying ERG leaders for this extra work. 3. Civil rights laws will be weaponized and language and practices will change in the months ahead. But “fairness” and “opportunity” are concepts and values that many people can embrace. Thank you Martin Schmelkin for being a gracious host and for helping us regain some hope in these troubling times.

🌍 Diversity Is Our Strength 🌟 Senior living workforces and resident populations are rapidly growing more diverse than ever before. The Longevity + Inclusion Alliance Fellows Program, led by Marvell Adams, Jr. and Sarah Moore, is empowering leaders to adapt and thrive by fostering cultural competence, equity and inclusion. In this blog, Rob Liebreich and Rob Love share how their participation in the program has helped them better serve their teams and communities, improving recruitment, retention and even resident engagement. 📅 The Gamma cohort starts January 9, 2025—secure your spot and lead the way to a more inclusive future. 🔗 Read the Full Blog 👇 https://lnkd.in/dedYE84j

Burnout doesn’t have to define us. That’s why I’m thrilled to share what I’ve learned in this The OpEd Project Expert Talk to help you protect your joy and sense of self. Recognizing the signs and taking action can help you build a life and career that energizes you instead of draining you. Healing defines us, not burnout. The OpEd Project Expert Talks follow a pay-what-you-can model. Register for the live session or get the recording. Info below! #burntouttolitupbook #burnout #wellness

🌟 Celebrating Juneteenth with Baiza and Associates! 🌟 Today, we honor Juneteenth, a pivotal moment in American history that symbolizes freedom, resilience, and the ongoing pursuit of equity and justice.  At Baiza and Associates, we believe that true leadership is rooted in embracing our diverse backgrounds and perspectives. Our commitment to equity and diversity is not just a mission, but a daily practice that drives innovation and fosters a supportive and inclusive work environment. On this Juneteenth, let's reaffirm our dedication to: 🔹 Promoting Equity: Ensuring equal opportunities for growth and success for everyone in our team and community. 🔹 Embracing Diversity: Valuing and celebrating the unique experiences and viewpoints that each team member brings to the table. 🔹 Inspiring Leadership: Leading by example and empowering others to create a more inclusive and just world. #Juneteenth #Equity #Diversity #Leadership #BaizaAndAssociates

Building on my earlier reflection about the importance of diversity, equity, inclusion, and belonging (DEIB), let's take a closer look at what it truly means to give everyone a voice and a place at the table. Representation matters, but inclusion goes beyond presence—it's about ensuring that every voice influences what's served at the table. How do we, as leaders and changemakers, ensure that diverse perspectives are not only heard but integrated into decision-making processes? It starts with intentional action: empowering marginalized voices, recognizing the value of lived experiences, and creating spaces where individuals feel safe contributing their ideas. The most successful teams and organizations embrace the principle that innovation and equity thrive together. Diverse perspectives bring fresh ideas, challenge assumptions, and lead to solutions that truly meet the needs of our communities. But this doesn’t happen by chance—it requires leaders to actively listen, amplify underrepresented voices, and dismantle systemic barriers. What strategies have you seen or implemented to create environments where everyone’s voice shapes the outcomes? How can we better model inclusive leadership in our own spheres of influence? Let’s keep the conversation going. Together, we can reimagine what equity looks like—and build workplaces and communities where everyone thrives.

Building Stronger Communities: The Importance of Diversity, Equity, and Inclusion" highlights how embracing DEI fosters innovation, collaboration, and a sense of belonging within organizations. By prioritizing these values, communities become more resilient, equitable, and united. Read more on the #blog: https://bit.ly/4dOyjUH Let’s take your team to the next level! Book a demo today or contact us to learn more about corporate training opportunities: (416) 489-8946 / corporate.training@uwinpro.com #elearning #leadership #success #corporatetraining #uwinpro #learningdevelopment #digitallearning #elearningdevelopment #elearningsolutions #elearningtraining #careeradvise #motivation #careertips #tips

Connecting across disconnections A few weeks ago, we shared insights into the inaugural Relationships Across Differences (RADs) Roundtable, held by The Wharton School, Harvard Business School and INSEAD. In this INSEAD Knowledge piece, we go into more detail. We #spotlight the work of several speakers, who are critically rethinking what concepts such as #diversity, #inclusion, #authenticity and #allyship, mean, and how these concepts are used beyond academic roundtables. We discuss the new #perspectives they yield on the current DEI landscape. For example, amid #backlash against DEI initiatives, many speakers highlighted how the struggle for more #equal and #inclusive #businesses and #societies, continues through other initiatives, such as those promoting authenticity and allyship. So feel free to read, share, and create further #connections! Kaisa Snellman Marie Drunat Kamil Stroński Daisy Pollenne Monique van Donzel Nick Measures Rachel Eva Lim Stephanie Creary Robin J. Ely Nancy Rothbard Patricia Faison Hewlin Tracy L Dumas Barnini Bhattacharyya

To those who have been part of our journey from the beginning, I just want you to know how much I appreciate you ! Your ongoing support means the world to us. 💛 And to our new friends joining us, a warm welcome! 😊 I’m Rachel Willis, the founder of Elevating Equity, and I'm thrilled to introduce you to our community. At Elevating Equity, we're on a mission to cultivate generations of racial justice leaders. Our commitment extends beyond conversations; it's a dedication to meaningful action and positive change. Together, we're creating spaces for dialogue, fostering understanding, and working towards a more just and equitable world. Ready to embark on this transformative journey with us? ✊🏽 Here's how we can make a difference together: 📚 Equity Through Educators: Professional development experiences for educators to understand how racism impacts students’ academic experiences. 🏫 Equity Through Leadership: Support for schools, districts, and education organizations to develop systems for family engagement, discipline policies, teacher evaluations, and staff hiring and retention. 🌍 Examining Race and Equity: Sessions exploring the history of race, privilege, intersectionality, and race in our daily lives. 💼 Equity at Work: Workshops, onboarding, and change management for companies and organizations. Join us in creating positive change! #ElevatingEquity #Antiracism #MyRacialStory #BeBrave #EducationalEquity #RacialEquality #RacialEquity #DiversityandEquity #SocialJustice #EqualOpportunity #EducationalEquality

DEI is a bone of contention. Some support, advocate, and promote it, while others remain skeptical. I strongly believe that if DEI programs are designed and delivered properly, they bring tremendous results for all inhabitants of the culture and the greater good. Our DEI programs are designed based on adult learning principles and create a safe atmosphere for participants to reflect, share, ask, and engage in constructive dialogues. We know that one DEI session can't result in an equitable and inclusive culture. But, at least it lays a solid foundation on which to build a truly diverse, inclusive, equitable, and accessible culture... That said, I created a short clip to explain why only a few organizations and teams have achieved inclusion. I shared one of the challenges of creating an inclusive and equitable culture: Micro-Aggressions. I also offered one of the strategies to use to combat micro-inequities: Receiving, and providing feedback. Watch it and let me know your thoughts... https://lnkd.in/eqJ8wNMU