Norah Miller’s Post

The Crayons & Marketers team had the pleasure of attending the Nashville Area Chamber of Commerce's Executive Insights event, 'Visionary Leadership: A Fireside Chat with Fawn Weaver,' today at the National Museum of African American Music. Fawn is the CEO and Founder of Uncle Nearest, Inc., the fastest-growing American whiskey brand in history. Her insights this evening were inspiring, emphasizing a message of inclusion and hope. In an op-ed she penned for TIME, Fawn noted, “Women and people of color make up 70 percent of America. We are not the minority—we are the majority. And our numbers are growing. If companies don’t figure out how to fill their boardrooms and marketing sessions with this reality—with or without mandates or programs requiring and measuring it—they will be left behind. For publicly traded companies, when boycotts are threatened, consider what the future consumer looks like. If you do the hard work now, you might find that your key to success lies not in the consumer base of the past, but in the one of the future.” As inclusive marketers, we believe inclusion is not just an ethical choice but also a smart business strategy. Consumers of tomorrow are increasingly multicultural, and embracing diversity and inclusion today is key to staying relevant. #InclusiveMarketing #Multicultural #FawnWeaver #UncleNearest #Leadership #CrayonsMarketers

Great Advice to CEOs From Martin Whittaker of JUST Capital—Want to Help Your Shareholders? Focus on the Stakeholders Without Whom There Would Be No Company.... This morning’s JUST newsletter features a great Jon Stewart segment this week that skewers corporate pandering to gays, Latinos, Blacks, etc. Whittaker writes, “To the American people, it’s actions that count, not words. Companies need to know what their stakeholders want, understand the business case, lay out an authentic strategy for achieving it, and be prepared to live with their decisions. Put another way, worry less about Pride flags and statements of racial solidarity, and more about whether workplace practices, customer engagement, and other stakeholder strategies are genuinely producing results.” The best case for diversity is that it’s just better business to attract shareholders, customers, employees, distribution and supply chain partners from the broadest possible community. #stakeholdercapitalism https://lnkd.in/eyVQhcUj

Florida Attorney General Ashley Moody announced an investigation into Starbucks' diversity, equity, and inclusion (DEI) practices, questioning their legality under state anti-discrimination laws. Moody, supported by Governor Ron DeSantis, argues that DEI policies at Starbucks may constitute unlawful employment practices by promoting quotas and racial considerations in hiring and bonuses. The investigation follows controversy surrounding Florida's "Stop WOKE Act," which limits DEI-related business practices. Agree or disagree with our opinion? Please share your comments with us to continue the conversation or DM us on our socials. Stay informed with our newsletter, “The Informer”: https://lnkd.in/e_9F2s5s We appreciate it if you "Like" and comment to continue the conversation. Join our #community by subscribing to our YOUTUBE channel: @J-Washington, and hit that notification button! #Florida #flapol #vote #politicalinnovation #politics #campaigns #strategy #canvassing #campaignmanagement #trends #Election2024 #TimeToWin #DEI #FloridaPolitics #StarbucksInvestigation #CivilRights #WorkplaceEquality @AGAshleyMoody @GovRonDeSantis @Starbucks @FLCommissionHR DISCLAIMER The views and opinions expressed in the J & Washington Network belong solely to the content creators and do not represent the views or opinions of J & Washington clientele or its business partnerships.

In a recent CNN interview, USC Rossier Professor and Race and Equity Center Founder Shaun Harper addresses Walmart's rollback of DEI programs, influenced by right-wing social media campaigns led by figures like Robby Starbuck. Harper questions these companies' commitment to diversity, suggesting that their quick capitulation to external pressures reveals a lack of genuine dedication to DEI principles. He warns that this decision exposes companies like Walmart to legal risks and fails to protect employees from various forms of harassment. Watch to gain a deeper understanding of the effects that Walmart and similar companies could face by diminishing their DEI efforts.

The Power of Culture: Celebrating Wins and Embracing Diversity I have one, two minute exercise that can change the trajectory of your company’s workplace, but before I can share, you’ll need some background: At RedRover, culture isn’t just something we talk about—it’s something we live and breathe every day. One of the most important aspects of our culture is celebrating the win. And I don’t just mean big company milestones (though we love those too); I’m talking about celebrating every victory, whether it’s smashing a goal, nailing a presentation, or simply pushing through a challenging project. These moments matter because they fuel our drive and keep us motivated for what’s next. The real magic happens when we combine our diversity with a culture of celebration. The diversity within our team allows us to tackle challenges creatively, break through barriers, and come up with ideas that wouldn’t be possible in a more homogenous environment. Each win is shaped by the unique perspectives, skills, and backgrounds that everyone brings to the table, and when we win, we win together. We take a moment to recognize the hard work and collaboration that brought us to that point. It reinforces our sense of community and reminds us that everyone’s contribution matters, no matter how big or small. In the end, it’s not just about the results—it’s about the journey, the people, and the process that got us there. Celebrating wins is our way of acknowledging that the path to success is built by the diversity of our team and the strength of our culture. And that’s something worth celebrating every day. Which brings us back to that two minute exercise: Take two minutes—right now—and think of one recent win in your company. It doesn’t need to be anything major, just something that moved the needle, made a difference, or helped push things forward. Write it down in the comments below and then tag (or if they’re not on LinkedIn) write down the names of the team members who played a role in making that win happen. It could be one person or several, depending on the win. This won’t take long, but I promise you, it’s incredibly powerful. It strengthens your culture, reinforces the value of teamwork, and reminds everyone that their efforts are appreciated. I’ll go first. #CompanyCulture #DiversityAndInclusion #CelebrateTheWins #Leadership #RedRoverPack

Last night, I had the privilege of hearing Fawn Weaver, the visionary behind Uncle Nearest Premium Whiskey, share her story. Her words and actions resonated deeply—not just as a business leader but as someone who has turned her destiny into a movement of purpose and significance. Fawn’s personal and professional brand is a testament to intentionality and resilience. She spoke about the power of neutrality—not reacting out of fear, but pausing to consciously choose hope and opportunity. This mindset has shaped not only her leadership but also her ability to honor the shared legacy of Nathan "Nearest" Green and Jack Daniel. What struck me most was her commitment to building up both Uncle Nearest and Jack Daniel's brands. Despite being competitors, she has preserved their intertwined stories, ensuring that both benefit from their rich history. This is not about rivalry; it’s about responsibility, integrity, and creating something greater than the sum of its parts. Uncle Nearest is more than a whiskey brand—it’s a movement. It’s about rewriting history, amplifying voices that were overlooked, and crafting a legacy that inspires. Fawn’s journey reminds me that true significance lies in aligning your work with a deeper purpose. At eyeBrand, we often talk about clarity, confidence, and ROI—not just in terms of numbers, but in the broader sense of creating lasting impact. Fawn embodies this philosophy in every decision she makes. Her story is a powerful reminder that when we lead with purpose, we leave a legacy that transcends business. As I reflect on her journey, I’m inspired to think about how we can all align our brands, businesses, and lives with significance. What steps can we take today to lead with purpose and create lasting impact? #UncleNearest #JackDaniels #FawnWeaver #PurposeDriven #nashchamber

Interesting article outlining how three organizations are continuing to embrace DEI. Activists are pushing against the "woke agenda" but perhaps the point has been missed entirely. Espousing an environment that people feel safe, appreciated, and equipped to do their best work is not only a social issue, but also a substantial economic issue. Productivity requires culture and engagement. Radicalization has too much oxygen in the world. Organizations working towards fairness and creating sense of belonging will outperform their peers. It does not matter what it is called, it is about how an organization makes their team feel. Onward with the beauty of uniqueness and creating a culture of trust. #dei #belonging #trust #employeebenefits #groupinsurance #hr

Times are certainly interesting in the real estate sector given all of the disruption market participants are currently experiencing. #fticonsulting #shareholderactivism #mergersandacquistions #realestate

"𝗔𝗿𝗲 𝘆𝗼𝘂𝗿 𝘃𝗮𝗹𝘂𝗲𝘀 𝗮𝘁𝘁𝗿𝗮𝗰𝘁𝗶𝗻𝗴 𝗼𝗿 𝗿𝗲𝗽𝗲𝗹𝗹𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗰𝘂𝘀𝘁𝗼𝗺𝗲𝗿𝘀?" As I watched the inspiring performances of our athletes at the Paris Olympics over the past two weeks, I was filled with immense pride in being British. This year’s Games, with a record-breaking audience of 28.6 million viewers for the opening ceremony, have not only showcased incredible athletic prowess but also highlighted the personal journeys of athletes who have overcome significant challenges, including mental health struggles, to represent our nation. Seeing the Union Jack proudly draped over their shoulders, I couldn’t help but reflect on how our diverse heritages—from the Caribbean to North Asia, Africa, and South Asia to many more—unite us under shared values. As a black man, this sense of belonging and pride resonated deeply with me, affirming that our values are what truly bring us together, regardless of where we come from. However, this pride was contrasted by unsettling scenes in Bristol, the city where I live, where some used the Union Jack to promote divisive ideologies. Their message was unmistakable: those of diverse heritage were not welcome. This starkly different representation of our national values made me reflect on the powerful role that values play in shaping our identity and, more importantly, our actions—both as individuals and within organisations. In the business world, just as the Union Jack represents a range of values on a national stage, an organisation’s culture reflects the values its leaders uphold. These values are not just a matter of preference; they are what attract and unite us. Early in my career, I learned that customer loyalty is not to the brand itself but to the values it embodies. It’s crucial for businesses to ensure that their values align with those of their customers because no marketing campaign can ever repair the damage caused by actions that betray these shared principles. Misalignment between stated values and actions can undermine trust, while alignment fosters long-lasting relationships with customers and the broader community." As the saying goes, actions speak louder than words. As leaders, how do you ensure that your organisation’s values are reflected in every interaction with customers and the community? I’d love to hear your experiences and insights. #Leadership #OrganizationalCulture #Values #BusinessEthics #Community #Pride

Yesterday, the entire company took part in conversation around Smithbucklin's new values, what they mean, how they are applied, and what they can unlock for us with intentional practice. As someone who is values-driven and prioritizes company culture in any job, I was impressed. Every single value struck a chord with me and related beautifully with each other; together they weave a web of the skills and attitudes that yield success. Two things became clear throughout the day: 1. Smithbucklin did the leg work to distill these values from employee input. I can hear the voices of so many of my colleagues in each definition. (Shoutout to everyone that was involved in that year-long process.) 2. I found my fit in association management. If this is what I love to do, Smithbucklin is where I love to do it! Definitions included here: https://lnkd.in/g5eb2-PS