Debbie Laskey's Blog

Welcome to Debbie Laskey's insights and commentary about BRANDING, MARKETING, LEADERSHIP, SOCIAL MEDIA, EMPLOYEE ENGAGEMENT, and CUSTOMER EXPERIENCES. Debbie has worked in high-tech, the Consumer Marketing Department at Disneyland Paris in France, nonprofits, and insurance. Expertise includes strategic planning, brand development, marketing plans and audits, competitive positioning, websites, communications, public relations, employee engagement, customer experiences, and social media marketing.

Showing posts with label inclusion. Show all posts

Tuesday, February 11, 2025

Inclusion Is an Opportunity!

While Twitter/X may be off some people's radar due to its ownership change in 2023, I continue to meet and be inspired by interesting thought leaders on that platform. I recently met Ruchika Malhotra, read her book about inclusion, and invited her to participate in a Q&A here on my blog. Highlights of our discussion follow a brief introduction, but first, today is an appropriate day to feature Ruchika.

That's because today is the International Day of Women and Girls in Science. According to Wikipedia, "The International Day of Women and Girls in Science is an annual observance adopted by the United Nations General Assembly to promote the full and equal access and participation of women and girls in Science, Technology, Engineering and Mathematics (STEM) fields. The United Nations General Assembly passed resolution 70/212 on 22 December 2015, which proclaimed the 11th day of February as the annual commemoration of the observance. A theme is selected annually to highlight a particular focus and area of discussion around a focus point for gender equality in science."

Rushika Malhotra, an award-winning inclusion strategist and speaker, is CEO and Founder of Candour, which works with organizations to create diverse teams and inclusive cultures. A former business journalist, she has reported from four countries and writes regularly on inclusive leadership for the Harvard Business Review. She was named to the Thinkers50 list, a global ranking described by the Financial Times as the "Oscars of management thinking."

QUESTION: What are three take-aways you hope all readers will have after reading your book? ("Inclusion on Purpose: An Intersectional Approach to Creating a Culture of Belonging at Work")

RUCHIKA MALHOTRA: Here are my three take-aways:

1. I really hope that managers, leaders, and employees at all levels take time to reflect on, learn, build awareness, get uncomfortable and only then take action towards creating a more inclusive workplace. Good intentions don't always lead to good outcomes.

2. I'd love for a key takeaway to be that we all have a role to play in creating an inclusive environment; it's not just HR or a CEO's job.

3. When I think about the biggest opportunity for meaningful change from an intersectional lens, it is to ensure that Black, Indigenous and other people of color are at the forefront of any major effort around creating culture and belonging.

QUESTION: Please briefly explain your "BRIDGE Framework."

RUCHIKA MALHOTRA: I believe inclusion is a mindset, it's not just hardwired in us, and it requires ongoing, intentional work.

To cultivate an inclusion mindset, you have to ground yourself in a growth mindset. Carol Dweck, author of "Mindset: The New Psychology of Success," has shown that success hinges on believing that you can learn and grow in the face of challenges. By contrast, a fixed mindset keeps us stuck and shying away from challenges, believing our talents are innate rather than developed through practice and perseverance.

Cultivating an inclusion mindset requires us to BRIDGE the gap between our good intentions and true impact. To do this, we must:

~Be ok with being uncomfortable.
~Reflect on what you don't know.
~Invite feedback.
~Don't get defensive.
~Grow from your mistakes.
~Expect that change takes time.

QUESTION: I will never forget one extreme example of online harassment detailed in your book. What actions can women take to stop these types of situations from happening?

(The example was this: The online social media platform Pinterest promoted slave plantations as wedding and event venues, and when an employee discovered that fact and told her manager, she was harassed, her performance was dinged, her pay was affected, and her personal info was posted online.)

RUCHIKA MALHOTRA: I believe that an ally is a verb, not a noun. It's not who you are, it's what you do. To practice allyship means asking: How do I plan to intervene when I see someone being harmed because of their identities? How does my privilege allow me to stand up for them?

In the example of Pinterest in my book, it would be going up to leaders at the organization and standing in solidarity with the woman of color who was harmed, demanding change, and especially, ensuring her pay and position were restored. Too many of us passively stand by thinking that just because we believe in justice in theory, we don't take action in practice to stand up for justice. That's precisely how we perpetuate injustice and harm.

Friday, January 24, 2025

Celebrate International Day of Education with Sucheta Rawal

Following the November Presidential election, I read an opinion piece in Huffington Post entitled, "I Thought America Was the Best Country to be a Woman, Until Now. Does America Need Another Women's Suffrage Movement?" by Sucheta Rawal. The article provided excellent commentary about the state of women in the United States following the election, and I strongly urge you to read it (link at end of this post).

I was so impressed by the article that I reached out to its writer, Sucheta Rawal, and invited her to appear here on my blog in a Q&A. Sucheta's bio follows below, but first, the reason for publishing the Q&A today.

Are you aware of today's significance? The United Nations (UN) General Assembly proclaimed January 24th as International Day of Education in celebration of the role of education for peace and development with the aim to "ensure inclusive and equitable quality education and to promote lifelong learning opportunities for all" by 2030.

According to the UN, "Education offers children a ladder out of poverty and a path to a promising future. But about 244 million children and adolescents around the world are out of school; 617 million children and adolescents cannot read and do basic math; less than 40 percent of girls in sub-Saharan Africa complete lower secondary school, and some four million children and youth refugees are out of school. Their right to education is being violated and it is unacceptable. Without inclusive and equitable quality education and lifelong opportunities for all, countries will not succeed in achieving gender equality and breaking the cycle of poverty that is leaving millions of children, youth, and adults behind."

Wednesday, March 15, 2023

Men’s Role in Gender Equity and Celebrating RBG's Birthday!

Why is today special? Today is the birthdate of former Associate Supreme Court Justice Ruth Bader Ginsburg. In her memory, we celebrate her accomplishments and her passion for gender equality advocacy.

According to Kim Elsesser in Forbes, “How did Ruth Bader Ginsburg become such a feminist rock star? Ginsburg learned about gender discrimination firsthand at school and in the workplace. At Harvard Law School, Ginsburg and other female students were questioned by the dean as to why they felt they were entitled to take the spot of an aspiring male lawyer. Ginsburg realized that women could never achieve equality with men if outdated stereotypes were holding them back. Prior to her tenure on the Supreme Court, she challenged law after law where women and men were provided different rights due to gender stereotypes.”

Today is also Equal Pay Day, an annual observance that symbolizes the ongoing issue of pay disparity and the wage gap between men and women. The date itself symbolizes how far into the year women must work to earn as much as men during the previous year.

As a member of the Twitterverse for more than 13 years, I always enjoy meeting new people and learning from them. To quote Matthew Kobach (@mkobach), "Twitter is a key that unlocks thousands of doors, some of which you never even knew existed." Recently, I connected with David Smith from Baltimore, Maryland, and invited him to appear here on my Blog in a Q&A discussion about men’s role in promoting gender equality in the workplace, diversity, and leadership. Highlights of our conversation follow a brief introduction.

David Smith, PhD, is co-author of the book, Good Guys: How Men Can Be Better Allies for Women in the Workplace and an Associate Professor at the Johns Hopkins Carey Business School. A former Navy pilot, Dr. Smith led diverse organizations of women and men culminating in command of a squadron in combat and flew more than 3,000 hours over 30 years including combat missions in Iraq and Afghanistan. As a sociologist, he focuses his research in gender, work, and family issues including allyship, inclusive mentorship, gender bias in performance evaluations, and dual career families. He is the co-author of Athena Rising: How and Why Men Should Mentor Women and numerous journal articles and book chapters that focus on gender and the workplace.

QUESTION: You wrote a book entitled, Good Guys: How Men Can Be Better Allies for Women in The Workplace. Can you please share some key highlights or take-aways you hope readers have?

DAVID SMITH: Our goal for Good Guys is to engage men in doing gender equity work WITH women and develop the skills they need to help create sustainable workplace change. Framing allyship as gender collaboration and partnership helps avoid potential perceptions by men that women need rescuing or that men can do this work without women. Men are an important piece of the gender equity puzzle because they are still the majority in positions of power and influence.

The benefits of men engaging in gender equity work is often overlooked and can be instrumental to their involvement. Men who engage as allies in doing gender equity work have more diverse networks, access to different information, and have better interpersonal skills—more empathy, EQ, humility, and better communication skills that make them better leaders—and better partners and parents! Recent research showed that men who participated in allyship programming (training, education, communities of allies) were more likely to observe and recognize biased behavior and take proactive ally actions as reported by women.

My co-author, Brad Johnson, and I operationalize allyship into three areas of action that are also helpful in understanding where someone is on their allyship journey.

[1] The first is interpersonal allyship and this can be understood as how someone individually holds themselves accountable for how they show up in the workplace. This includes the kind of relationships they have with coworkers to include being collegial, supportive, collaborative, and supporting equity and fairness initiatives. This is the easy part of allyship because you only have to focus on holding yourself accountable for developing your awareness and relationships.

[2] The harder part of allyship where men feel like they are really putting some skin in the game is public allyship—publicly disrupting status quo, biased behaviors and language, and public advocacy and sponsorship. Public allyship requires men to not only hold themselves accountable, but also people on their team, and their leaders.

[3] Finally, as men develop awareness and understanding of how biases operate in everyday practices to create systemic inequities, such as, the gender wage gap or a lack of representation of women in senior leadership positions, they also have an obligation to change those practices to make them more equitable so everyone can thrive.

Sunday, January 23, 2022

Why Female Leaders and Inclusion Are Good for Everyone

Today, January 23, is a symbolic day in women's history, also known as herstory. On this date in 1849, Elizabeth Blackwell became the first woman to graduate from medical school and become a doctor in the United States. She graduated from Geneva Medical College in New York with the highest grades in her class and dedicated her life to treating the sick and helping other women to pursue careers in medicine. Her legacy continues because in 2017, for the first time ever, a majority of medical students in the United States were women.

To honor this achievement, I would like to welcome a special guest to my blog who has made her life's mission to help women improve their leadership skills. Shannon Rohrer-Phillips is a social entrepreneur, speaker, and producer who has worked with over 20,000 women over the course of her career. Shannon and I recently had a discussion about leadership, and highlights follow below her bio.

Shannon is the Founder of the annual Voice + Visibility Women's Summit in Sarasota, Florida, and Founder of The Bridge Builders DEI Solutions Training Program. She received her BA from Colgate University and an MSW from Smith College School for Social Work. She lives in Sarasota with her husband, two sons, and a growing family of pets. Shannon's TEDx Talk: Failure and Forgiveness in the New South, was delivered at University of South Florida Sarasota Manatee in November 2019, and can be watched at this link: https://www.youtube.com/watch?v=P0t0tEm-xgM&t=187s. Connect and follow Shannon on Twittter (@srpllc1), on Instagram (@Shannonrohrerphillips), and on her websites at https://shannonrohrerphillips.com and https://www.voiceandvisibilitywomenssummit.com.

QUESTION: You describe yourself on LinkedIn as "Social Entrepreneur, Producer, Speaker interested in all things: Female Leadership, Women in Business, Media, Film, Diversity, Equity & Inclusion, Community Building. Opportunity Architect. Producer. Stubborn Optimist. SNL Enthusiast. Mother TEDx Speaker." Some have said that the reason few women get ahead in corporate America is that they are denied entry into the "pro-bro" culture. When men are assertive, they are respected, but when women are assertive, they are not taken seriously. How can we move forward and achieve gender equality?

SHANNON ROHRER-PHILLIPS: Great question and great timing. I published an article called "WOMEN TAKE THE WHEEL, 10 WAYS TO SLAY GENDER DISCRIMINATION." I think about this phenomenon of what holds women back and how to remove barriers for women to increase their assertiveness, respect, and pay a lot.

I see the path forward for gender equity as an inside-out job. Internally, it requires us to do an enormous amount of work establishing our goals, boundaries, and seeking mentors. We must see ourselves as leaders, not vicitims. Externally, we must demand that companies, communities, and partners step up and commit to gender equity as well. This can be done by demanding equal pay, policy work, shared domestic work, and inclusive and intentional allyship.

Historically, women were forbidden economic and social independence in a myriad of forms. The realities of 2021/2022, espcially the data on the impact of the pandemic on women have revealed that women continue to shoulder the majority of the family caregiving in addition to their professional responsibilities. The time is now to elevate our voices and choose leadership, not ask for it.

Check out the article here:
https://shannonrohrerphillips.com/wp-content/uploads/2021/08/Women-Take-The-Wheel.pdf

QUESTION: When President Obama introduced Janet Yellen as the new Federal Reserve Chair in October 2013, he said, "Janet Yellen is a proven leader who knows how to build consensus, the kind of person who makes everybody around her better." President Biden remembered this when he nominated her as the first woman Secretary of the Treasury, and today, she serves as the 78th Secretary of the Treasury. What three characteristics do you think are necessary to create a consensus-builder?

SHANNON ROHRER-PHILLIPS: Our country is incredibly divided right now. Consensus building, and buildng bridges has never been more important. The three characteristics I see as essential for consensus building are:

(1) Identify the "Big Idea" and objective as a group.
(2) Demonstrate strong listening skills and validation of all opinions and ideas.
(3) Negotiate an agreement and invite all to implement.

QUESTION: What is your favorite quote from former Supreme Court Justice Ruth Bader Ginsburg, and why?

SHANNON ROHRER-PHILLIPS: "Fight for the things you care about, but do it in a way that will lead others to join you." We achieve power and progress in numbers! I've always believed that effective work for women's equality and diversity, equity and inclusion means we must learn how to compromise, show humility, listen, resist the temptation to be right, and find ways to connect around similarities. We are seeking progress, not perfection, on our path toward equality.

TWEET THIS: We are seeking progress, not perfection, on our path toward equality. -@srpllc1 #EqualityforWomen #EqualPayforEqualWork #DebbieLaskeysBlog

QUESTION: The world has changed dramatically over the last few years due to the covid pandemic as well as the #BlackLivesMatter movement and fallout from the Harvey Weinstein and Bill Cosby trials. As a result, how do you think workplaces can implement DEI (Diversity, Equity, and Inclusion) initiatives and actually implement genuine change?

SHANNON ROHRER-PHILLIPS: In my opinion, all employers must begin with a current DEI climate Survey and re-administer them frequently. This allows teams to see where their employees, stakeholders, and organization stands with all forms of DEI including race, gender, ability, age, language, religion and more.

Once that data is reviewed, leadership must commit to assembling a DEI Board, Committee or task force that creates a strategic DEI plan with benchmarks and deliverables. Solutions that yield DEI success in organizations include: employee training, pay equity assessments, diversifying talent pipelines, diversifying supply chains, leadership embrace of DEI, marketing and messaging, reaching out to new customer markets, and demonstrating inclusivity in the core values of the organizational culture.

People need to feel valued for who they are in their workplace. The DEI Board/Committee must ensure that they not only track progress and outcomes, but create a safe and supportive place for all staff to process their obstacles, challenges, and achievements.

TWEET THIS: People need to feel valued for who they are in their workplace. -@srpllc1 #EmployeeExperience #DEI #DebbieLaskeysBlog

QUESTION: Which three leaders inspire you, from business or history, and why?

SHANNON ROHRER-PHILLIPS: Here are my three:
(1) Michelle Obama: As the first African-American First Lady, a best-selling author, attorney, mother, education champion, and healthy family advocate, her self-confidence is radiant and has inspired women and girls across the globe.

(2) Nely Galan-Nely: She is a media mogul and former President of Entertainment for Telemundo. Her book Self Made is a call to action for all women to seek economic empowerment. My favorite Nelyism is: "To be Chosen, Choose Yourself First."

(3) Gloria Steinem: I was deeply inspired by Gloria's book The Revolution From Within as a child. Her approach and lifelong dedication to intersectional feminism, community organizing, and women's rights blazed the trail for all of us.

My thanks to Shannon for sharing her inspiring leadership insights and for appearing here on my Blog.

Image Credit: Shannon Rohrer-Phillips and Debbie Laskey.

Wednesday, June 30, 2021

Brands Must Promote Equality 365 Days a Year - Not Just During June

What did your brand do during the month of June that might have been different than other months? Did you change your logo colors? Did you add a new tagline to your logo? Did you send email blasts promoting equality?

No matter how you altered your marketing campaigns during Pride Month to promote equality, diversity, and inclusion, the better solution is to actively promote these important organizational characteristics and brand attributes each and every day of the year - not just during the month of June.

To quote Unbounce (@Unbounce on Twitter), "Representation in marketing matters. The images you choose can either perpetuate or break down stereotypes."

Two brands recently launched an LGBTQ+ Guidebook to support brands as they make more inclusive visual choices. Here is a link to the Guidebook: https://www.gettyimages.ca/lgbtqguide.

According to The Visibility Project launched by GLAAD and Proctor & Gamble, "Brands can no longer afford to isolate themselves from important cultural conversations around inclusion, equality, and equity. In response to COVID-19’s global pandemic and to the U.S.’s racial injustices and reckoning, consumers expect – and respect – brands that make social statements supporting true inclusion and equality. Consumers require more than just words or writing a check. True investment in Diversity, Equality, and Inclusion requires strategic planning, design, and action."

Read the findings from the Advertiser and Agency Perspectives on LGBTQ Inclusion Study here:
https://www.glaad.org/sites/default/files/P%26G_GLAAD_AdvertisingResearch2021.pdf.

So, what did your brand do during June? Perhaps, the marketing changes that your brand did during June were a start. But, don't stop now that June has ended.

"Diversity, inclusion, and representation are simply good for business and good for the world.” ~Sarah Kate Ellis, President & CEO, GLAAD (@sarahkateellis of @glaad)

Image Credits: Oreo, Museum of Modern Art, Hilton Hotels & Resorts, and T-Mobile.

Debbie Laskey's Blog

Tuesday, February 11, 2025

Inclusion Is an Opportunity!

SHARE THIS: To practice allyship means asking: How do I plan to intervene when I see someone being harmed because of their identities? How does my privilege allow me to stand up for them? ~@rtulshyan #DebbieLaskeysBlog

SHARE THIS: When we can immerse ourselves in the shoes of someone different from us, it can have a strong impact on how empathetic we feel toward others. ~@rtulshyan #LeadershipTip #DebbieLaskeysBlog

Friday, January 24, 2025

Celebrate International Day of Education with Sucheta Rawal

SHARE THIS: Without inclusive and equitable quality education for all, countries will not succeed in achieving gender equality. ~@UN and @UNESCO #InternationalDayofEducation #DebbieLaskeysBlog

SHARE THIS: As travelers, we have a unique opportunity to represent not only ourselves but also our countries, cultures, and beliefs. Citizen diplomacy involves all individuals helping to build relationships and promote mutual understanding across borders. ~@Sucheta Rawal #DebbieLaskeysBlog