Socially Mobile PR course: Diversify leadership in PR

This past week, I had the opportunity of representing JLL at Out & Equal's annual Workplace Summit in Seattle, as I am one of the chapter leads for JLL's LGBTQ+ ERG. It was a tremendous week, featuring engaging sessions and discussions, as well as meeting some truly wonderful people from organizations here and abroad. Some take-aways from the summit: 1. To measure the impact of initiatives, use a three-step framework of Goals, Signals, and Metrics, focusing on qualitative goals before selecting specific metrics. 2. ERG leader burnout is a significant problem, with 40% of leaders reporting symptoms; this can be mitigated through shared leadership structures, dedicated resources, and formal company support. 3. Engaging deskless workers requires overcoming communication barriers by bringing events directly to them, using hybrid formats, and integrating DEI initiatives into onboarding processes to combat high turnover. 4. The 4C Model (Community, Commerce, Careers, and Culture) provides a strategic framework for ERGs to align their initiatives with company objectives and budget requirements. 5. The legal and policy landscapes for LGBTQ+ rights are diverging between the US and Europe, creating complex challenges for multinational companies, particularly concerning transgender rights.

I've seen an increase in political content on LinkedIn, mainly along the lines of "How do we get along better?" or "How do we learn to hear people we disagree with?" Of course, like much of LinkedIn content, it is usually performative--it is to show one is a "collaborator" or a "bridge builder". Setting aside whether any of these kinds of posts are appropriate on a business-oriented platform, I would ask: is this actually leadership? For me, there are non-negotiables: 1) Women and men are equal in all aspects in the workplace and everything from HR policies to committee makeups should be designed with that in mind. 2) LGBTQ+ are deserving of dignity and equal treatment in the workplace. 3) After a century of unfair hiring practices against Black Americans, incalculable damage has been done that we must address. 4) Immigrants are good for the economy and the workplace. They bring new ideas, energy, and perspective. I'm happy to listen, discuss, and come to consensus on how we deal with each of these items, but not on whether they are valid.

A DEEPER LOOK AT EQUITY Against the backdrop of policy and economic uncertainty, research consistently reinforces the positive link between organizations with inclusive, equitable, and supportive workplaces and robust financial performance and social good impact. This suggests that for organizations to survive and thrive in a shifting policy and philanthropic terrain, investing in and nurturing a diverse workforce and leadership is not only an ethical imperative but a strategic mission-aligned business necessity. Yet, while many nonprofits and philanthropies state goals of inclusivity and equity, they often fail to recognize and effectively address the intersectional and additive ways in which discrimination may manifest across populations, notably Black LGBTQ+ people, leading to significant disparities in who gets supported. Research and reports show that these individuals experience compounded discrimination and bias within the nonprofit sector itself, particularly regarding leadership and career advancement. Smaller, grassroots, and local organizations with roots in Black LGBTQ communities experience a fragile funding base. These oversights indicate that a lack of intersectional understanding can persist even within organizations dedicated to social justice, and leave Black LGBTQ+ people facing barriers not only from society at large but also within the organizations meant to support marginalized communities. Centering the experiences of Black LGBTQ+ staff and board members in an organization provides a roadmap to move from intention into concrete, measurable operational change. Join us for a thought-provoking and immersive workshop where we explore how using a Black Queer equity lens to address workplace discrimination can help bring about broader equity and organization transformation. It aims to show you how the Lighthouse Foundation Equity Index, a research-grounded tool assessing organizational barriers to entry and equity experienced by Black Queer stakeholders, provides a powerful framework for assessing and shaping inclusive, equitable, and supportive workplaces for all by improving your organization's operational practices in key areas. Participants will leave with actionable insights and equipped with a practical understanding of how to apply this equity-focused framework to their own organization's operations, along with actionable tools and strategies for immediate implementation. Funders can use the assessment to inform intersectional funding strategies and support nonprofits engaged in equity work. This workshop is indispensable for nonprofit and philanthropic leaders and stakeholders to transform their organization and funding practices into dynamic forces for change. REGISTER TODAY https://lnkd.in/gszxdqsV #2025BIDChicago #ChicagoNonprofit #Racialequity #LGBTQRights #intersectionalequity #workplaceequity #LeadershipExcellence #lighthousefoundationequityindex

Title: Embracing Equity: Towards Transgender Acceptance in Society Transgender people deserve the same love, respect, and opportunities as anyone else. Yet, too often they face judgment, rejection, or are made to feel invisible. Equity means understanding their struggles and giving them the support they truly need whether that’s equal access to jobs, safe classrooms, or healthcare that respects their identity. True acceptance starts with small actions: listening without bias, using correct pronouns, and speaking up when someone is disrespected. Schools and workplaces should create inclusive spaces where everyone feels seen and valued. When we choose empathy over prejudice, we move one step closer to a society where being yourself isn’t an act of courage it’s simply normal. To create change, we must normalize conversations about gender diversity, implement inclusive policies, and provide safe spaces for self-expression. Awareness campaigns, gender-neutral facilities, and representation in media can make a real difference. Equity ensures that transgender people aren’t just seen but are truly accepted and empowered to live authentically.

A DEEPER LOOK AT EQUITY Against the backdrop of policy and economic uncertainty, research consistently reinforces the positive link between organizations with inclusive, equitable, and supportive workplaces and robust financial performance and social good impact. This suggests that for organizations to survive and thrive in a shifting policy and philanthropic terrain, investing in and nurturing a diverse workforce and leadership is not only an ethical imperative but a strategic mission-aligned business necessity. Yet, while many nonprofits and philanthropies state goals of inclusivity and equity, they often fail to recognize and effectively address the intersectional and additive ways in which discrimination may manifest across populations, notably Black LGBTQ+ people, leading to significant disparities in who gets supported. Research and reports show that these individuals experience compounded discrimination and bias within the nonprofit sector itself, particularly regarding leadership and career advancement. Smaller, grassroots, and local organizations with roots in Black LGBTQ communities experience a fragile funding base. These oversights indicate that a lack of intersectional understanding can persist even within organizations dedicated to social justice, and leave Black LGBTQ+ people facing barriers not only from society at large but also within the organizations meant to support marginalized communities. Centering the experiences of Black LGBTQ+ staff and board members in an organization provides a roadmap to move from intention into concrete, measurable operational change. Join us for a thought-provoking and immersive workshop where we explore how using a Black Queer equity lens to address workplace discrimination can help bring about broader equity and organization transformation. It aims to show you how the Lighthouse Foundation Equity Index, a research-grounded tool assessing organizational barriers to entry and equity experienced by Black Queer stakeholders, provides a powerful framework for assessing and shaping inclusive, equitable, and supportive workplaces for all by improving your organization's operational practices in key areas. Participants will leave with actionable insights and equipped with a practical understanding of how to apply this equity-focused framework to their own organization's operations, along with actionable tools and strategies for immediate implementation. Funders can use the assessment to inform intersectional funding strategies and support nonprofits engaged in equity work. This workshop is indispensable for nonprofit and philanthropic leaders and stakeholders to transform their organization and funding practices into dynamic forces for change. REGISTER TODAY https://lnkd.in/gszxdqsV hashtag #2025BIDChicago #Racialequity #LGBTQRights #intersectionalequity #workplaceequity #ChicagoNonprofit #lighthousefoundationequityindex

✨ Leading with Equity: Building a More Inclusive L.A. Economy ✨ The Los Angeles LGBTQ Chamber of Commerce proudly hosted its October Business Networking Luncheon, featuring a moderated conversation with Supervisor Lindsey Horvath on how equity and inclusion can power a stronger, more connected Los Angeles economy. Together, we explored how small business access, supplier diversity, housing, climate action, and workforce development intersect to create real opportunity for every entrepreneur to thrive. Our members brought thoughtful questions and bold ideas — and Supervisor Horvath’s openness and commitment to partnership reminded us what’s possible when leadership truly listens. We’re inspired by this dialogue and excited to continue working alongside her office to expand opportunity, equity, and visibility for all. 🌈💼💪 #LALGBTQChamber #EquityInAction #Leadership #InclusiveEconomy #SupplierDiversity #LindseyHorvath #SmallBusiness #LosAngeles #CommunityInclusion #BusinessNetworking

Last week, I had the privilege of attending the Out & Equal Workplace Summit, and I’m still feeling energized and inspired. Being surrounded by thousands of changemakers, leaders, and advocates all committed to advancing LGBTQ+ inclusion in the workplace was both humbling and empowering. Throughout the summit, I was reminded that inclusion isn’t just a policy but it’s a daily practice. From powerful keynotes to meaningful breakout sessions, the conversations reaffirmed how vital it is to create spaces where everyone can bring their authentic selves to work and truly belong. A few key reflections I’m taking with me: Visibility matters and it creates pathways for others to rise. Allyship requires consistency, courage, and accountability. Representation in leadership isn’t just symbolic but it transforms culture. I’m grateful to Discover & Capital One for supporting participation in this incredible event, and to all the brilliant individuals I met who are driving progress one action at a time. Let’s keep pushing forward to make every workplace a place where diversity is celebrated, equity is championed, and inclusion is lived every day. #OutAndEqual #WorkplaceInclusion #LGBTQLeadership #DiversityAndInclusion #Belonging

“Celebrating Diversity, Equity & Inclusion IN BUSINESS.” ABSOLUTELY. 👏 👏 Inclusive workplace practices are how organisations future-proof themselves. Diversity of experience, qualification, perspective, heuristics – whether demographic or acquired, these all hold great potential value for businesses. That value just needs to be unlocked – by celebrating, rather than shying away from, those points of difference. And, in turn, that process of celebrating (not just tolerating, or even “accepting”) #difference involves adopting workplace practices which validate and empower diverse voices. That is exactly how creativity and innovation happen, and how risks are proactively identified and addressed. In short, it is how businesses remain successful and relevant, tomorrow as well as today. And it is therefore precisely why I have adopted a second, business-oriented definition of the much-maligned acronym #DEI: 💡 Disruption x Elevation = Innovation Because the priceless innovation and risk-awareness, which make businesses resilient and successful, arise from disrupting received wisdoms and challenging the status quo, by elevating the voices of those whose points of difference facilitate what Joseph Schumpeter appropriately called “creative destruction”. So I was thrilled to have the opportunity to attend an event entitled “Celebrating #Diversity, #Equity & #Inclusion in Business” in Vancouver yesterday, jointly hosted by Queer Business BC and the HISPANIC-CANADIAN CHAMBER OF COMMERCE to mark both LGBTQ+ History Month and Latin American Heritage Month. Apart from offering a terrific opportunity for networking and community development, it was enormously encouraging to hear the speakers from both QBBC and HCCC emphasise the critical importance of #inclusive practices as a key differentiator for business success and resilience. Because it has never been more important for commercial enterprises to resist any temptation to buy into the “go woke, go broke” fallacy. At The Inclusion Imperative, we are all about developing leaders (at all levels), empowering change agents and transforming cultures to create workplaces that are more productive, efficient and resilient – creating the corporate architecture for sustained business success. #InclusionMatters #LGBTQ+ #2SLGBTQIA+

Neutrality doesn't exist in marketing and that's okay. Every influencer I choose. Every creator I collaborate with. Every campaign I build. These decisions reflect values, whether we acknowledge it or not. Throughout my career, I've tried to be intentional about who I partner with: an all-Black female team for NYFW. LGBTQ+ creators. Small business owners. AAPI brands. Not as checkboxes, but as conscious choices about whose voices deserve amplification. Too many brands play it safe and end up saying nothing to anyone. Real impact comes from being intentional about representation from day one, not treating it as an afterthought. Showing up authentically isn't always comfortable. But it's what’s meaningful.

✨ Leadership is about showing up — not just with a title, but with intention. Last night’s Los Angeles Fall Networking Event & Panel Discussion with ACHE of Southern California, NALHE SoCal, NAHSE SoCal Chapter, and Women in Health Administration of Southern California was not only inspiring, but truly eye-opening at UCLA. 🌈 The discussion on fostering inclusion for LGBTQ patients and employees reminded me that as leaders, we’re called to be role models — to stay educated about what’s happening in our communities and to always come with a mindset of solutions, not just observations. Hearing from incredible panelists like: ⭐ Lindsay Williams, PhD, RN, NEA-BC, PHN, PMP ⭐ Bryan Homyak MSN RN NE-BC ⭐ Edwin Rivera-Cortez ⭐ Terrence (Tiger) Litam, MHA, CPHQ, CHES Thank you to all the associations and professionals who continue creating spaces where conversations turn into action. This is how healthcare grows stronger — through inclusion, education, and collaboration. 💙 ❤️UnisLink thanks everyone who joined and planned such a wonderful event! ❤️ #ACHESoCal #NALHESoCal #NAHSESoCal #WHA #LeadershipInAction #InclusionInHealthcare #HealthcareLeaders #CommunityImpact #LGBTQHealth #NetworkingThatMatters