Visionnaire’s Post

🎉 Happy Juneteenth! Let's celebrate initiatives aimed at improving #careeroutcomes for underrepresented minority high school and college students... Developing Internship Pipelines: 🔵 The Management Leadership for Tomorrow (MLT) Career Prep Program partners with over 100 leading companies to provide training, coaching and internship opportunities for high-achieving Black, Latinx and Native American college students. 🔵 The INROADS College Links college and career readiness program facilitates paid multi-year internships with corporate partners for talented minority high school students. 🔵 The National Society of Black Engineers partners with companies like Boeing, Lockheed Martin and Northrop Grumman to offer internships and leadership programs for Black engineering students. Upskilling and Career Readiness: 🔵 Year Up provides low-income urban young adults with tuition-free professional training, credentials, corporate internships and wraparound support to launch careers in fields like IT, finance and business operations. 🔵 The Jopwell platform connects students and professionals from underrepresented ethnic minority backgrounds with leading employers and opportunities for career advancement. 🔵 HACE 's University Leadership Program provides professional development opportunities to high-potential students, including developing a professional network, networking with corporate partners, career planning, and a $1,000 stipend. Inclusive Workplace Initiatives: 🔵 Outreach's RISE program support female-identifying individuals who are historically underrepresented in sales leadership, and this program became the foundation for RISE UP for BIPOC employees. 🔵 Prudential Financial partners with YUPRO Placement to remove barriers to employment through career readiness coaching, mentorship and peer support groups, upskilling opportunities, and social support and resources and also placing early career diversity talent in numerous roles across the organization. 🔵 Verizon's has 100% pay equity in salary for women and men and with respect to race/ethnicity in the US and a longstanding practice of including a performance measure related to workforce diversity 🔵 Accenture gives a voice to its women and minorities: Board of Directors (members are 45% women and 45% are ethnic minorities). Additionally, 50% of subcommittees are chaired by women and 75% by ethnic minorities. Many of these examples showcase multi-stakeholder efforts between universities, corporations, non-profits and community groups to create more equitable pathways from education to employment for underrepresented minorities. There are many more examples out there! Which ones are you a fan of? 👇 #careerservicestransformation #careerequity #careeroutcomes #DEI #justice

At the 10,000 Interns Foundation, we're not just talking about change, we're making it happen 📣 We're rewriting the narrative for Black talent in the workplace, one internship at a time. Today, we're thrilled to launch the Executive Summary of our Impact Report, showcasing the incredible achievements and progress made possible by our forward thinking participating organisations, corporate members, pioneer and strategic partners and of course, our interns. ✨ This report highlights how we're building a more equitable future by: 💼 Creating pathways to success: Providing paid internships and valuable work experience for Black students and graduates. 📈 Cultivating a diverse talent pool: Connecting companies with exceptional Black talent, fostering innovation and growth. 🏆 Championing inclusivity: Driving meaningful change and creating a workplace where Black professionals can thrive. Read the Impact Report Executive Summary to discover the power of opportunity: https://lnkd.in/e4Cxb4ik 🤝🏾 Let's continue this journey together! Share the report within your network and get in touch to discuss how you'd like to join us in creating a more equitable and inclusive workforce. #10000BlackInterns #BlackHistoryMonth #DiversityAndInclusion

Today, we celebrate International Youth Day! 🌟🌍 At Starbuck & Associates, we believe in the power of young minds to accelerate innovation and drive positive change in the business world. Their fresh perspective, adaptability and tech-savvy approach is an invaluable asset in today's rapidly evolving landscape. Investing in youth isn't just about shaping future leaders; it's about infusing our current organisations with new energy and insight. By creating space for young voices, we're accelerating the path to a dynamic, creative and resilient future. We're committed to supporting youth in various ways: 👉🏼 Mentorship programs 👉🏼 Internship opportunities 👉🏼 Reverse mentoring initiatives 👉🏼 Youth-led projects 👉🏼 Skill development workshops These initiatives not only accelerate the growth of young professionals but also bring fresh perspective that can propel organisations forward. Remember, every established leader was once a young person with big dreams. By believing in our youth and providing platforms for growth, we're not just shaping individual careers - we're accelerating the future of business and society. How does your organisation harness the potential of young talent? Share your thoughts below! #InternationalYouthDay #YouthEmpowerment #LeadershipDevelopment #AccelerateGrowth #FutureOfWork

If you’ve been going hard for a promotion for months now, here’s why it is useful to work first on wanting it LESS. But to know why, let's talk first about energy and how it works. The more attached you get to something, the more you grip and hang on tightly, the more likely you are to REPEL what it is that you want. Look, if you’re an immigrant daughter, you’re probably a straight arrow. I know I was. If I set my sights on something, it had to go exactly how I wanted it go. And if it didn’t, there were tears, stress, and so much comparison to other people who were getting promoted. But that’s just how your brain was programmed as a kid. Get the best grades. Do all the extracurriculars. Get into a great college. Pick the right major. Get a high-paying job. Get married. Be happy. But that pathway only leaves ONE potential road for success. So now, you’re attached to the exact promotion you want, which cuts out something else that could be EVEN better. Like another job on another team, or moving to another company, or all the signs pointing toward you starting to write the book you've been secretly working on. Detachment is the art of actually getting what you’re going for. When you learn to detach from the outcome, that’s when magic starts to really happen. It’s how I quit a corporate yoga job and got my first book deal. And it’s the key to stepping into a deeper understanding of who you are and having a life that’s aligned and full of passion. And let me tell you, it’s worth it. What goal could you loosen the reins on today? Share below! -------------- I’m putting together a summer cohort of aligned Asian-American corporate women who want to transform their Asian cultural habits into a superpower at work to get promoted in 60 days (and feel connected while doing it.) I’ve got 5 spots only. If you’re interested, message me SUMMER.

I recently joined a Minneapolis/St. Paul Business Journal (MSPBJ) 𝘿𝙀𝙄 𝙐𝙥𝙙𝙖𝙩𝙚 panel where we dived into the complexities and pressing issues within diversity, equity, and inclusion (DEI) work. I was honored to join Dirk DeYoung, our moderator, and fellow panelists Ka Vang, MS, Anne Doepner, Cecilia Stanton Adams, and DAVID EDGERTON JR (DEJ) as we shared perspectives on navigating these rapidly evolving dynamics. The Business Journal has summarized key highlights from our discussion in an article (link in comments) 📖. For many of us in this space we're holding and navigating a lot: - The evolving DEI landscape - Risk of litigation weighing heavily on strategic decision-making As I shared during the panel, leading in DEI today feels deeply personal, touching on aspects of identity and community that are central to who I am. At The BrandLab, these shifts have required us to be agile—especially in our summer internship program, which has always prioritized BIPOC college students in line with our mission. Now, we’re adapting by emphasizing a commitment to underrepresented communities within our application process. Check out the article below 👇🏽 for more insights from our conversation. These are important topics—let’s continue to share strategies and keep this work moving forward. #NonProfitLeadership #DEI #Leadership #Diversityandinclusion

Looking ahead, Downtown Raleigh’s vision for the future must be grounded in our partnerships and relationships we build with one another 🤝 Our new Economic Development Strategy outlines opportunities to grow partnerships and create fresh strategies to bridge missing or underused connections in the community. How? 📌 Work with local partners to bring even more life science companies to downtown, further bolstering this industry and local innovation (ex. Linking NCSU’s Centennial Campus and downtown as complementary innovation centers) 📌 Develop a specialized ecosystem for Minority-and Women-Owned Businesses that provides more financial support, more space for testing/pop-ups, and more internship opportunities 📌 Broaden the overall business brand and appeal of Downtown Raleigh as a home to the highest concentration of creative and design-based firms in Wake County/the Triangle Learn more about the Economic Development Strategy 👇 https://bit.ly/3MVU0WX

🚀 Poll Results Are In! 🚀 I recently conducted a poll and the results were quite revealing: 77% of respondents shared that they entered our industry almost by “accident” rather than through an intentional decision. This highlights a significant opportunity for us as an industry to rethink our approach to attracting new talent. Veronica Ramirez, we've got some serious work to do! 🔍 Key Takeaways: - Unintentional Entry: A majority of professionals didn’t plan to enter this field. - Early Engagement: We need to spark interest in junior high and high school students. - Diversity Focus: Continued efforts are essential to attract more women and diverse candidates. While there are some initiatives already in place to attract the future workforce, we can all take personal steps to pay it forward: 💡 Collective Actions: - Mentorship Programs: Volunteer to mentor students or young professionals. - School Outreach: Partner with schools to provide industry insights and career guidance. - Internships and Workshops: Offer internships or workshops to give hands-on experience. - Advocacy: Promote the industry at community events and through social media. By working together and taking personal responsibility, we can create a more intentional and inclusive pathway for the next generation. Let’s ensure a steady influx of passionate and diverse talent ready to drive innovation and growth. Let’s work together to make our industry more accessible and appealing to the next generation! 🌟 #IndustryInsights #TalentDevelopment #DiversityAndInclusion #FutureLeaders #PayItForward

🚨‼️OPPORTUNITY ALERT: Applications are now open to become a Hazel M. Johnson Fellowship partner organization for Summer 2025! This Summer at our end of fellowship retreat our talented cohort of early-career professionals enjoyed a weekend of environmental connection, fun, unity, and belonging. Grounded in nature, fellows reflected on their summer where they worked full time internships at top companies in the climate sector, enjoyed career development programming, and built life long communities at a retreat marked by joy, adventure, and optimism. We are excited to come back next summer even bigger and better, as we grow the cohort and collaborate with more partner organizations. Share this video with your favorite climate and environmentalist organizations! BGE’s historic Hazel M. Johnson (HMJ) program launched in the Summer of 2024 to attract, support, and sustain the critical voices missing from the environmental movement. Why? Despite people of color bearing the brunt of the climate crisis and making up nearly 40% of the U.S. population, an industry ‘green ceiling’ remains, with people of color only making up 12-16% of the workforce. Within academia, the same, systemic issues are apparent. In 2021, a mere 138 Bachelors Degrees in Environmenal Science were awarded to Black women in the U.S. That’s unacceptable. Black women and gender-expansive environmentalists are crucial to ideating and implementing the innovative, holistic approaches we urgently need to solve our shared, triple planetary crisis. That’s why BGE is building a Black, ‘green’ workforce pipeline by providing HMJ fellows with paid environmental internships, dedicated mentorship, and ‘green’ career retention strategies. And we’re more passionate than ever about continuing and expanding this career program by and for Black Womxn environmentalists to benefit our community, our movement, and our planet. Decision maker? Apply to become a host organization: https://lnkd.in/eSszt5-q Register to join our info session on 10/09 at 6 pm EST: https://lnkd.in/eBHRFhZQ

Your voice matters, and your words can inspire change. Yesterday, 10,000 Black Interns shared this message, and it resonates with me. I've always believed in the power of sharing our ideas and experiences to drive meaningful change. But what does that look like in practice? Here’s what I’m learning: 📍Engagement goes beyond words: It's about listening, learning, and applying what we discover. True change often starts with empathy, and I aim to bring that into every space I’m in. 📍Growth through community: The most impactful moments in my journey have come from collaborating with others. Whether we’re interns, new grads, or seasoned professionals, we all have something valuable to share and we’re stronger together. 📍Purpose-driven action: For me, a career is not just about a role but about contributing meaningfully. I’m committed to pursuing opportunities that align with my values and goals, like those that 10,000 Black Interns supports. Looking ahead, I’m excited to continue learning, contributing, and building a future that inspires others. #Inspiration #BlackInterns #CareerJourney #CommunityImpact #GrowthMindset

This author suggests that we’re living in a rare period in history where six generations are working together, from the octogenarians of the Silent Generation who are still in leadership roles to the teens of Generation Alpha, who are entering internships. A health system the size of ours at UVA Health is certainly one of those environments where diverse and intergenerational work is the norm–a “6G organization.” Here are suggestions for ways that we can rethink and celebrate generational differences on our teams: https://bit.ly/49y02pO