Imagine Belonging at Work

If you have ever felt disconnected, excluded, or that you just didn’t matter at work, then this podcast is for you. Your host, Rhodes Perry, bestselling author of Imagine Belonging and Belonging at Work, connects you with inclusive leaders, visionaries, and change makers. This show was created for people like you – people ready to imagine and build belonging at work and in their lives. In this podcast, we dare to imagine workplace cultures that have yet to exist…until now. It recognizes that leading this kind of transformative work can be both thrilling and intimidating. You’ll hear inspiring stories from inclusive leaders who have boldly imagined a new way to lead, build teams, and structure the future of work. You’ll learn how they moved beyond their limiting beliefs, giving themselves permission to envision and then build an enduring culture of belonging at work. This kind of proven visioning work results in powerful individual and organizational transformation. During your daily commute, workout, or leisure time, allow Rhodes Perry to share actionable advice, and introduce you to some of today’s most inspiring DEI thought leaders, all while modeling ways to lead with vulnerability as they bring their full selves to these conversations. Each episode explores the journey of the successful inclusive leader who reflects on the ups and downs of building belonging at work, all in an effort to inspire you to take action, and unapologetically bring as much of your authentic self to work, as you desire.

EXCLUSIVE: Pride in Exile featuring Former EEOC Commissioner, Chai Feldblum and New York District EEOC Administrative Judge, Karen Ortiz 07/18/2025

EXCLUSIVE: Pride in Exile featuring Former EEOC Commissioner, Chai Feldblum and New York District EEOC Administrative Judge, Karen Ortiz Congress established the U.S. Equal Employment Opportunity Commission (EEOC) as part of the Civil Rights Act of 1964. Its primary purpose is to prevent and address unfair treatment in the workplace, ensuring that employers don't discriminate against individuals based on race, gender, religion, or age in hiring, firing, or promotions. Essentially, the EEOC attempts to create a level playing field in the job market by investigating complaints and enforcing anti-discrimination laws. Yet today’s EEOC, led by acting chair Andrea Lucas, is rapidly changing, especially as it enforces—or rather fails to enforce—protections for LGBTQ+ employees. Pride in Exile, a volunteer organization, was created to seek actionable ways we can resist the weaponization of the EEOC as it threatens the hard-earned rights and protections of LGBTQ+ employees. In this exclusive interview, I am honored to host two absolute titans in the fight for LGBTQ+ workplace inclusion: Chai Feldblum, a renowned legal scholar, activist, and former Commissioner at the Equal Employment Opportunity Commission (EEOC) under President Barack Obama, and Judge Karen Ortiz, an administrative law judge at the EEOC’s New York District’s Office who has bravely challenged the current EEOC’s leadership over policies affecting LGBTQ+ cases. Together, we explore: Our Guests’ Career Journeys. The guests' journeys to EEOC leadership and the significant advancements in LGBTQ+ workplace protections made over the past two decades. Threats to LGBTQ+ Workplace Protections. An in-depth look at current threats to LGBTQ+ workplace inclusion and concrete strategies to counter them, including the vital role of the all-volunteer organization, Pride in Exile. Vision for a Belonging Society. A forward-looking discussion on envisioning and building a future of work where belonging is truly inclusive for all, especially the most vulnerable within our LGBTQ+ communities. Our conversation is designed to support people like you—visionary leaders and those on their way to joining us. Want to gain the skills necessary to apply this learning to your work? Join the Belonging Movement today! After you join, you'll receive exclusive access to complimentary workshops, group coaching sessions, and 1:1 somatic coaching offers designed to help you lead with your values and build groups that center team safety, trust, and belonging. Don't just imagine belonging – build it. Join the Belonging Movement here: . Support Pride in Exile by becoming a member: /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/37458475

[Out & Equal Mini-Series] Building Gender Inclusive Workplaces ft. Amanda Simpson and Chris Mossiah 06/16/2025

[Out & Equal Mini-Series] Building Gender Inclusive Workplaces ft. Amanda Simpson and Chris Mossiah The past decade has tragically tested the resilience and brilliance of transgender, nonbinary, and gender expansive (trans) people living in the U.S. Misinformation about who we are and what we want has sparked thousands of anti-transgender bills introduced in nearly every state capital across the country, adversely impacting almost every segment of the trans community. Despite this harsh reality, the future is a rainbow, and it’s wise for business leaders to recognize this truth. It’s also essential for these leaders to recognize the responsibility they have to prepare their organizations today in anticipation of this future talent upgrade. Afterall, the latest research shows that 20% of Generation Z identifies as LGBTQ+, and of that number 1 in 4 are nonbinary, with another 20% questioning their gender identity. Many business leaders today struggle with how to build gender-inclusive workplaces and ways to prioritize this essential aspect of advancing their diversity, equity, and inclusion commitments in the face of unprecedented backlash. Strong objections from a well-organized and vocal minority, which are out of alignment with public opinion, have led some organizations to backtrack on their gender inclusion commitments. To enhance the skills and confidence leaders will need to weather this current storm, this episode of the Business of Belonging mini-series features Third Segment CEO, Amanda Simpson, and JPMorgan Chase Executive Director, Chris Mossiah. Amanda serves as an advisor on aerospace, energy, and diversity, equity, and inclusion. As a nationally renowned speaker, she has presented before a wide variety of corporate, government, and nonprofit audiences. She has served in executive leadership positions at Airbus, Raytheon, and Douglas Aircraft, and the Obama Administration as Deputy Assistant Secretary of Defense for Operational Energy. Chris is an Executive Director at JPMorgan Chase’s consumer & community banking line of business. They are also the co-chair of the Firmwide Gender Expansive Council and co-lead for the Transgender, Gender Nonconforming, and Nonbinary Subcommittee of the PRIDE Tri-State BRG. Both Chris & Amanda serve on Out & Equal’s Transgender & Nonbinary Executive Leadership Circle. Together, we explore: Common Barriers. What are some of the common barriers transgender and nonbinary people experience at work? Future of Work. Why is the future of work gender-diverse, and what can business leaders do today to prepare? Gender-Inclusion Practices. What actions can leaders take today to build more spaces of belonging for gender diversity to flourish? This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Amanda & Chris, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Amanda & Chris for 1:1 laser coaching sessions. Imagine belonging with fellow visionary leaders when you join the Belonging Movement Newsletter: . Out & Equal: /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/37033610

[Out & Equal Mini-Series] How to be an Authentic Ally w/ Jean-Marie Navetta, Out & Equal VP of Learning Programs 06/16/2025

[Out & Equal Mini-Series] How to be an Authentic Ally w/ Jean-Marie Navetta, Out & Equal VP of Learning Programs Allies. In workplace settings, there are times when most of us need them. Consider this scenario; you’re in a meeting, and you’re about to take a calculated risk to share an unpopular idea. As soon as you complete your thought, one of your colleagues quickly responds, complimenting you on your idea, and asking you to share more. That’s an act of allyship. Conversely, in that very same meeting, you can take an act of allyship by showing up for a different colleague when another person says something unskillful to them. Without a beat, you can simply say, “You just said [insert statement]. Could you explain more specifically what you meant?” That simple response should do the trick to shine a light on the harm they caused. When it comes to showing up for your LGBTQ+ colleagues, acts of allyship in workplace settings are life-saving. They help build the foundation of increased safety and trust that can get more of LGBTQ+ employees closer to experiencing that elusive sense of belonging at work. Yet, for some of the budding LGBTQ+ allies out there, being an authentic ally causes some pause. Some may ask themselves, “what if I cause even more harm,” and instead retreat into silence. To help build up the confidence and skills of these emerging LGBTQ+ workplace allies, I am excited to speak with Jean-Marie Navetta who will help us answer this big question: What does it take to be an authentic ally during these challenging times? If you’re unfamiliar with Jean-Marie, for nearly 20 years she’s worked in the LGBTQ+ movement to help engage people both outside and inside of the community to be part of the work of building on policy change to transform culture to become more actively inclusive. She’s spent 17 years with PFLAG National leading their work in this area and for the past year, she’s continued that effort at Out & Equal. Together, during our conversation, you will: Learn why performative acts of allyship, or merely calling yourself an ally, without taking any action is the fastest way to erode the trust of your LGBTQ+ colleagues. Gain fresh insights on accessible actions you can take to show up as an LGBTQ+ ally - some of these are more easy and significant than you think. Explore new allyship practices you can test out with close friends and family members to to build up the confidence necessary to overcome the comfort of silence. This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Jean-Marie, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Jean-Marie for 1:1 laser coaching sessions. Imagine belonging with fellow visionary leaders when you join the Belonging Movement Newsletter: . Interested in learning more about Out & Equal and the benefits of an Out & Equal Partnership? Visit . Out & Equal: /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/37029690

[Out & Equal Mini-Series] Part II: Reaffirming Our Belonging Commitments Ken Janssens, Co-Founder and Head of Social Impact for Windō and Board Chair at Out & Equal 06/16/2025

[Out & Equal Mini-Series] Part II: Reaffirming Our Belonging Commitments Ken Janssens, Co-Founder and Head of Social Impact for Windō and Board Chair at Out & Equal Welcoming LGBTQ+ employees into the workforce is one of the great business success stories of the last 20 years. By implementing LGBTQ+ inclusive policies and practices businesses led the way, before the laws caught up, and organizations like Out & Equal paved the way. Listen to this episode featuring Windō Co-Founder + Head of Social Impact, Ken Janssens, share how to protect the progress made for LGBTQ+ workplace inclusion, and gain insights on how to protect the heart of this essential inclusion work. For those unfamiliar with Ken, he is a former tech executive and Chief Data Officer at JPMorgan Chase and Board Chair at Out & Equal. He brings a unique blend of skills through his work as the founder of JPMorgan Chase’s LGBTQ+ Executive Council and his intercultural awareness, having lived and worked in Japan, Brazil, the U.K., and the U.S. Ken is passionate about using data for better decision-making and identifying best practices. Together, we explore: Evolving Landscape. How has the current U.S. political climate impacted the heart of LGBTQ+ inclusion work? Reaffirm Commitments. Why is it necessary for business leaders to reaffirm their commitments to LGBTQ+ inclusion at this time? Authentic Practices. How can leaders fortify existing LGBTQ+ inclusive policies & practices, and what more needs to be done? This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Ken, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Ken for 1:1 laser coaching sessions. Imagine belonging with our community when you join the Belonging Movement Newsletter: . Out & Equal: Windō: /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/37029110

[Out & Equal Mini-Series] Part I: Reaffirming Our Belonging Commitments w/ Deena Fidas, Managing Director & Chief Programs Officer at Out & Equal 06/16/2025

[Out & Equal Mini-Series] Part I: Reaffirming Our Belonging Commitments w/ Deena Fidas, Managing Director & Chief Programs Officer at Out & Equal In this new era, organizations in the United States and worldwide are navigating a complex and ever-changing landscape that impacts their global strategies. This includes a growing emphasis on intersectional approaches to DEI, integrating AI ethics into fairness initiatives, and developing more robust, data-driven accountability frameworks for inclusion efforts. Tune into this episode with Managing Director & Chief Program Officer for Out & Equal, Deena Fidas, for insights on reaffirming workplace commitments to building spaces of belonging as we navigate this uncertain future. Deena is a globally recognized expert on LGBTQ+ workforce inclusion, corporate social responsibility and corporate public policy advocacy. She is a leader in devising and implementing corporate benchmarking standards for global businesses. Her work has been featured in numerous global outlets including USA Today, Washington Post, and CNN. Deena shares her perspective and underscores why partnering with external organizations like Out & Equal offers a source of support for leaders eager to defend and double down on advancing their DEIB goals. Together, we explore: Political & Cultural Landscape. How has this fear & uncertainty impacted workplace diversity, equity, & inclusion commitments? Better Messaging. What messaging will support your leadership team reaffirm your workplace commitments to belonging? Courageous Leadership. How can you activate these commitments into material changes that will build more spaces of belonging? This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Deena, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Deena for 1:1 laser coaching sessions. Imagine belonging with our community when you join the Belonging Movement Newsletter: . Interested in learning more about Out & Equal and the benefits of an Out & Equal Partnership? Visit . Out & Equal: /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/37028860

[Out & Equal Mini-Series] The Movement’s History & Our Inclusion Journey w/ Bob Witeck, President of Witck Communications, Inc. 06/16/2025

[Out & Equal Mini-Series] The Movement’s History & Our Inclusion Journey w/ Bob Witeck, President of Witck Communications, Inc. The episode you’re about to hear is one of nearly a dozen conversations a part of the show’s podcast mini-series, The Business of Belonging, brought to you by Out & Equal. Out & Equal is the premier global nonprofit organization working exclusively on LGBTQ+ workplace equality. In this particular episode, we’re focusing on the LGBTQ+ Movement’s History as it relates to the workplace here in the United States…and we know… LGBTQ+ workplace inclusion goes beyond “food, fun, and famous people” during Pride celebrations. It goes beyond flashy public relations statements made by a CEO. More often than not, it begins with a small group of thoughtful, committed LGBTQ+ employees and allies willing to collaborate with organizational leaders to upend invisible workplace barriers they endure. Over the past few decades, significant outcomes have resulted from this type of workplace advocacy. On a national level, the U.S. Military's “Don’t Ask, Don’t Tell” Policy was rescinded and replaced with allowing more queer people to openly serve at the world’s second largest employer, and in 2020 the U.S. Supreme Court banned employment discrimination on the basis of sexual orientation and gender identity. Despite these enormous gains, LGBTQ+ people, particularly BIPOC, transgender, and nonbinary people - still endure employment discrimination, harassment, persistent microaggressions, and violence on-the-job. As a consequence, LGBTQ+ people are more likely to live below the poverty line, deal with suppressed wages, and fear their job security and prospects for advancement simply for existing. To better contextualize the recent history of the LGBTQ+ movement, the journey leading brands have taken to include LGBTQ+ employees, and what’s likely on the horizon in the years ahead, I have the distinct privilege of interviewing someone I deeply respect and admire, Bob Witeck. If you’re unfamiliar with Bob, he is President of Witck Communications, Inc., and for nearly four decades a pioneering communications strategist dedicated to the advancement of LGBTQ+ communities around the world. He is a communications consultant, author, speaker, and researcher. Together, during our conversation, you will: Learn about the key milestones and turning points in the LGBTQ+ workplace rights movement, and how these events have shaped the current landscape. Gain an understanding of the work still ahead to upend the ongoing challenges and barriers experienced by LGBTQ+ employees - particularly for BIPOC and trans people. Recognize the role LGBTQ+ employee resource groups (ERGs) and allies play in building strength in numbers to continue moving workplaces along the inclusion journey. This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Bob, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Bob for 1:1 laser coaching sessions. Want to imagine and build more belonging at work? Then join the Belonging Movement Newsletter and connect with the latest belonging at work insights, resources, and programs to support your practice: . Interested in learning more about Out & Equal and the benefits of an Out & Equal Partnership? Visit . Out & Equal: /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/37028585

The Belonging Beat: How Journalism Shapes Our Understanding of Workplace Culture (ft. Sam Ragland, VP of Journalism Programs at the American Press Institute) 05/30/2025

The Belonging Beat: How Journalism Shapes Our Understanding of Workplace Culture (ft. Sam Ragland, VP of Journalism Programs at the American Press Institute) While inspirational to many, the terms diversity, equity, and inclusion also terrify some. This reality underscores why there is still so much to be learned about what diversity, equity, and inclusion mean as values that guide ethical decision-making, as strategies to upend structural inequities, and as a field of study which helps transform the way we organize and work together. As imperative as it is to fortify this body of work, we have to keep thinking about what we mean by these terms, and what others mean when they find themselves up in arms about them. When we are in the grip of fear, it’s hard to think. It’s hard to imagine new possibilities. And yet, thinking and imagining have never been more important. We begin this imagination journey by considering the role journalism plays in informing, influencing, and ultimately shaping our understanding about diversity, equity, and inclusion. We also must consider what form of journalism would be powerful enough to oppose the unfounded attacks and fear-mongering targeting this work? Our guide for this journey is none other than Sam Ragland. Sam is the Vice President of Journalism Programs for the American Press Institute. She is a connector and a collaborator, leading a talented department of local journalists. She believes her team can impact the longevity of local news, in whatever form that news takes. On a micro level, this work looks like leading API’s efforts to promote cultural transformation and business sustainability in media, helping news organizations serve diverse readers and communities more effectively. During this episode, you’ll learn about: The crucial shift within journalism towards prioritizing diversity, equity, and inclusion in both newsroom culture and reporting practices. The power of journalism has to influence public opinion, and its promise in debunking pervasive misinformation, disinformation, and lies about this work. The ways journalism can build trust by reporting on a broader range of stories that more accurately reflect the complexities of our society. First amendment free press attacks and the need for additional resources to secure support for independent journalism. Ultimately, this episode underscores how a genuine commitment to diversity, equity, and inclusion in journalism is not just about fairness; it's intrinsically linked to fostering a more informed society, strengthening democratic ideals, and contributing to a healthier, more inclusive business landscape centering our humanity. By accurately reflecting the diverse fabric of society, journalism can build greater trust and contribute to a stronger sense of belonging for all. Want to gain the skills necessary to apply this learning into your work? Join the Belonging Movement newsletter today! As a subscriber, you'll receive exclusive access to special workshops, groups coaching sessions, and 1:1 coaching offers designed to help you lead with your values and build groups that center team safety, trust, and belonging. Don't just imagine belonging – build it. Sign up now at: . /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/36790225

Navigate Economic Headwinds by Evolving Your DEI Business & Practice (ft. Amber Vilhauer, NGNG Founder) 05/16/2025

Navigate Economic Headwinds by Evolving Your DEI Business & Practice (ft. Amber Vilhauer, NGNG Founder) Are you a diversity, equity, and inclusion small business owner feeling the pressure of economic uncertainty and unfounded assaults to your vital work? If you answered yes, then this is an Imagine Belonging Podcast episode you cannot afford to miss! Over the past 60 years, diversity professionals world-wide have emerged as some of the best business leaders due to the complexity of our work and the industries we continue to influence. Given this high standard of excellence, I am thrilled to introduce you to Amber Vilhauer, CEO of NGNG Enterprises (No Guts No Glory), an Inc. 5000 top marketing agency in the U.S. Amber’s has supported thousands of entrepreneurs on six continents and specializes in business growth consulting that will help your company experience infinite impact by leading with your values. Amber is a multi-award winner for Female Entrepreneur of the Year and other Women in Business professional awards, which are a testament to her unwavering commitment to excellence and achieving noteworthy results. Join us as we explore concrete strategies to not just weather the storm, but to rise above it and build a thriving, impactful business. We dive into: Leveraging "Infinite Impact" for Resilience: Discover how the principles of Amber’s newest book, Infinite Impact, can empower DEI business owners to navigate economic headwinds and counter attacks on the industry. Learn to amplify your value and demonstrate your indispensable role. Authentic Leadership in Risky Times: Explore proven strategies for becoming an authentically self-expressed business leader, even when advocating for your cause feels risky. Learn to lead with conviction and integrity in this evolving landscape. Finding Opportunity in Collective Grief: Uncover how to identify opportunities and offer meaningful support during times of collective grief and loss, recognizing the critical role DEI plays in fostering healing and understanding. Reintroducing & Rebuilding: For DEI professionals, we discuss how to strategically reintroduce your expertise and build new narratives that highlight the enduring importance of safety, trust, and belonging in the workplace. Your Vision for the Future of Work: Gain insights into the future of work and the pivotal role diversity, equity, and inclusion plays in shaping a more just and prosperous future for all. Ready to build a resilient and impactful small business that not only survives but thrives? Join the Belonging Movement newsletter today! As a subscriber, you'll receive exclusive access to special 1:1 coaching offers designed to help you build the business you desire and amplify your economic impact. Don't just navigate the future – shape it. Sign up now at: /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/36599575

Who Do You Need to Become to Build Belonging Spaces? (Meditation w/ Rhodes Perry) 04/25/2025

Not Your Father's Workplace: The Essential Role Men Play in Advancing Gender Equality (ft. Adam Segal, New Masculinities Founder) 04/01/2025

Not Your Father's Workplace: The Essential Role Men Play in Advancing Gender Equality (ft. Adam Segal, New Masculinities Founder) In a world struggling to embrace the beauty, complexities, and possibilities of gender it’s not surprising that Meta CEO Mark Zuckerberg recently called for more "masculine energy" in corporate America. His callous statement made on the Joe Rogan Experience has sparked controversy and ignited crucial conversations. His comments about masculinity suggest that corporate culture has become too "feminine" and that a "celebration of aggression" is needed. This perspective perpetuates harmful stereotypes about what it means to be masculine, reinforcing toxic masculinity, which is a set of behaviors linked to violence, homophobia, and the devaluation of women. Recent research by the American Psychological Association reveals that toxic masculinity isn't just detrimental to workplace culture and inclusion efforts; it's also harmful to men themselves. This outdated model of masculinity limits emotional expression, promotes unhealthy competition, and restricts the full spectrum of human experience. This podcast episode challenges Zuckerberg's narrow view and explores the concept of "multiple masculinities" – a framework that embraces diverse expressions of masculinity, including those that generously diverge from the limited behaviors that toxic masculinity prescribes. By embracing a broader understanding of masculinity, organizational leaders can usher in a more inclusive and authentic leadership landscape that benefits people who express their genders in many different ways. To delve deeper into this critical topic, host Rhodes Perry sits down with masculinity expert Adam Segal, founder and facilitator of New Masculinities Group. Adam is a dedicated advocate for critical conversations around gender, sexuality, and masculinity through an intersectional feminist lens. He brings a wealth of experience facilitating men's groups, conducting male accountability work, and promoting anti-racism efforts. In this insightful conversation, Rhodes and Adam will explore: ---The limitations of traditional masculinity. Unpacking the harmful impacts of toxic masculinity on individuals, workplaces, and society as a whole. ---The power of multiple masculinities. Exploring the benefits of embracing a broader spectrum of masculine expressions, including those that challenge traditional norms. ---Creating a gender inclusive leadership landscape. Discussing how organizations can foster a culture that values diverse leadership styles and promotes gender equity. ---The role of men in advancing gender equality. Examining how men can actively contribute to creating a more inclusive and equitable workplace for all. ---Practical strategies for challenging toxic masculinity. Offering actionable steps that individuals and organizations can take to dismantle harmful norms and promote healthy expressions of masculinity. Today’s conversation is designed to support people like you - visionary leaders, and those on their way to joining us. This podcast episode offers a timely and crucial conversation about the future of leadership and the role of masculinity in building gender inclusive workplaces. Savor this insightful talk and if you’d like to connect with inspiring leaders like Adam, be sure to join the Belonging Membership Community by visiting . Thanks for growing the Belonging Movement! /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/35966520

The Belonging Practice: Bridge Differences & Practice Collective Care to Become the Leader You Need 03/25/2025

The Belonging Practice: Bridge Differences & Practice Collective Care to Become the Leader You Need Who do you need to become to be the leader you need in this moment? There’s nothing more powerful than a question like this one. Even if you don’t have an answer, big questions like these generate new thoughts. To encourage new thoughts to emerge, leaders like you will need to practice belonging with bridging and collective care skills. Many leaders who seek coaching support from Rhodes Perry Consulting initially struggle with bridging differences and building belonging spaces, often because they were never taught these skills. This is largely due to how the old ways of leadership were modeled and taught. It’s for this reason we developed The Belonging Practice Host Guide. It’s designed to empower visionary leaders like you to create the conditions of safety and trust for those you lead. This timely resource offers somatic, bridging, and collective care practices to help lead you by offering the skills and abilities to acknowledge and cope with the collective trauma and grief so many within the workforce and beyond are navigating. During this podcast episode, enjoy an expanded conversation with Rhodes Perry, where he will help you answer the following questions: Why does exclusion compounded by collective trauma and grief harm team performance and employee well-being? What kind of leader do you need to become to match the urgency of this moment? How can somatics, bridging, and collective care practices help you grow team safety, trust, and belonging? How can you transform acts of exclusion into moments of belonging? How can you bridge disagreement through dialogue intended to seek understanding? Rhodes rarely records solo episodes, and wanted to help amplify the power of his team’s complimentary Belonging Practice Host Guide to support so many leaders struggling to show up in the face of so much chaos, uncertainty, and fear. As you listen to this podcast, be sure to access the following resources to help you develop the skills required to become the leader you need, in this moment: Access the Belonging Practice Host Guide. Access a complimentary copy of the Belonging Practice Host guide to begin developing the essential somatic, bridging, and collective care practices you need to support those you lead navigate these challenging times. You can access the guide by visiting: . Join Our Thursday Practice. If you’d like to practice somatics, bridging, and community care with like-minded visionary leaders, consider joining our complimentary Belonging Practice on most Thursdays from 8 am to 9 am Pacific Time by . Want Bridging Support? Learn more about our bridging solutions by speaking with a team member for customized organizational or team support. We are ready to support you and those you lead by delivering the skills to build spaces of belonging. . Thanks for growing our Belonging Movement! /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/35842665

Fairness Under Threat: A Call to Upend Project 2025 (ft. Bestselling Authors, Jess Pettitt and Joel A. Davis Brown) 03/18/2025

Fairness Under Threat: A Call to Upend Project 2025 (ft. Bestselling Authors, Jess Pettitt and Joel A. Davis Brown) Imagine a future you long for and want to win—a future where all living beings, including the Earth, belong without exception. This kind of visioning work was why I created the . I wanted to create a welcoming space, inviting guests to dream with me, without limitation. This kind of imagination allows new futures to emerge. Igniting the power to imagine increases our ability to upend today’s current conditions & competing future visions. Today’s sobering conditions, along with one particular competing vision, obstruct our ability to activate a vision of a shared belonging society. What is the Belonging Society Vision’s main competitor? Project 2025. While I’m sure you have heard of it by now, are you fully aware of how it may impact your life? In this , you’ll learn more about what it says and what to do. Briefly, Project 2025 details a cruel and unconstitutional vision designed to challenge, erode, and eradicate hard-won human and civil rights protections in the United States. The agenda was authored by the Heritage Foundation, a conservative think tank opposed to racial, immigrant, LGBTQ+, gender, reproductive, and disability justice. The Project’s proposals have shaped the flurry of executive orders released over the first few months of the Trump Administration’s second term. Project 2025 embodies a radical, wasteful, and anti-human agenda that has already impacted the workforce. When it comes to workplace DEI commitments, this radical agenda calls for: Eradicating Federal Programs. Eliminating all federal diversity, equity, and inclusion programming. Eliminating Chief Diversity Officers. Indefinitely placing essential chief diversity officers (and related positions) on administrative leave. Establish Anti-DEI Task Forces. Creating task forces to determine the scope, breadth, and depth of diversity, equity, and inclusion programs. Shift Federal Funding Priorities. Divert federal funding for the diversity, equity, and inclusion programming of nonprofits and higher education institutions. Prohibit EEO-1 Data Collection. Make it impossible to prove discrimination by prohibiting data collection; evidence used in disparate impact analysis. If you are concerned about Project 2025 and want to gain insights on how to defeat it, while still fortifying and advancing the heart of your DEI commitments, then you’re in the right place. The purpose of this podcast episode is to grapple with some of the most challenging questions by promoting a dialogue that will provoke new thoughts, ideas, and approaches. And it’s for this reason that I invited Dr. Joel A. Davis Brown, and Jess Pettitt, MBA, to join the show. Here’s some background about each guest: Joel A. Davis Brown is the Chief Visionary Officer of Pneumos LLC (“Pneumos”). Joel works strategically with a variety of organizations, including non-profit organizations, Fortune 500 companies, churches, and institutions of higher learning to build consciousness, capacity, community, and collective esteem. His work spans 5 continents and his mission is to facilitate liberation for every global citizen. Joel is viewed as a master communicator and is best known for his critical analysis, creativity, humor, and his ability to build consensus. Jess Pettitt is a bestselling author and sought after keynoter. She quit her day job after a decade, and almost 20 years later still uses humor to deliver actionable content related to everything you ever wanted to know about where leadership and diversity collide but are afraid to ask. Though often referred to as a thought leader, Jess responds that she just makes leaders think. Together, Joel and Jess will help me unpack what it will take to upend Project 2025 & replace it with a shared belonging society vision. During our conversation we: Examine Real-world Impacts. Moving beyond the rhetoric, we delve into the real-world impacts on businesses and their DEI commitments, examining litigation & reputational risks, potential funding cuts, shifting compliance requirements, and the chilling effect these early executive actions informed by Project 2025 are having on our work cultures. Explore the Impacts of Fear & Silence. We address one of Project 2025’s main objectives, which is to create a climate of fear and silence around DEI. To counter this climate, we encourage discussion about legal protections, the role of leadership in fostering open dialogue, and ways to safeguard employees who advocate for inclusion. Learn the Value of DEI Data Collection. We highlight the importance of data collection and key metrics in DEI work as we explore the challenges of operating without these measures. We then explore alternative data collection methods, qualitative assessments, and the potential impacts on leadership accountability and transparency. Envision a New Business Outcome Narrative. Then we pivot to explore the role of new narratives, one of which amplifies the value of DEI on employee well-being and business outcomes. We explore how to frame the narrative around business outcomes, resisting the tendency to focus on social justice arguments, to resonate with a broader audience. Consider How to Proactively Plan. This question emphasizes proactive planning. It prompts discussion about auditing current DEI policies to reduce litigation risk while balancing the threat of reputational risk, scenario planning for different political outcomes, and building resilience into DEI programs to withstand potential challenges. Similar to all of our Imagine Belonging podcast episodes and programming, our guests had the opportunity to share their vision for what a belonging society looks like, painting a vivid picture of a future many of us long for, and want to win during our 1:1 laser coaching sessions with our guests right after our live recording. If you’d like to participate in those engagements, please be sure to join the Belonging Membership Community by visiting . Please remember that this podcast episode offers a timely and crucial conversation about a vision for a belonging society and the role we and our workplaces play in activating it. Savor this insightful talk, and if you’d like to learn more about Project 2025 and its threat to building a belonging society, please be sure to watch Jess Pettit’s Project 2025 video series here: . Thanks for growing the Belonging Movement! /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/35767580

Does Faith Belong at Work? (ft. Jelisa Dallas, CEO of Go Brave) 02/14/2025

Does Faith Belong at Work? (ft. Jelisa Dallas, CEO of Go Brave) In the years before the signing of the U.S. Constitution, framers like James Madison and Thomas Jefferson were vocal about the idea that a person’s civil rights should not depend on their religious opinions. They believed everyone should be free to profess and argue for any view on matters of religion and that no one’s legal rights should depend on those views. Their words laid the foundation for the First Amendment, which Thomas Jefferson described as “a wall between the separation of church and state.” Since then, several attempts have been made at the federal level to expand these protections. For example, in 1993, Congress adopted the Religious Freedom Restoration Act, which was later overturned by the U.S. Supreme Court in 1997. More recently, states responded by passing their own versions of this law despite Constitutional protections for religious freedom enshrined in the First Amendment. Some believe the states’ actions were thinly veiled responses to the U.S. Supreme Court’s 2015 ruling requiring all states to legalize same-sex marriage and recognize same-sex unions from other states. These legal battles over religious freedom aren’t isolated incidents. They impact many parts of U.S. society, including the workplace. Increasingly, more employees are bringing their faith into the workplace, expecting greater accommodations. Research shows that religious discrimination is growing faster than claims of gender or racial discrimination at work. Recognizing the U.S. workforce is composed of people who hold many different faith and non-faith beliefs, it begs the question: Does faith belong at work? To help us explore this big question, I’m thrilled to introduce you to Jelisa Dallas, CEO of Go Brace LLC. Jelisa equips individuals and organizations with the emotional intelligence required to break barriers, bolster belief, and build behaviors that optimize life for true belonging. Jelisa has a background in education and has developed resilience programming for nonprofit organizations, historically underrepresented communities, and for-profit and public institutions. During our conversation, you'll: Discover how to cultivate “true belonging” for all employees, regardless of their religious beliefs or lack thereof. Learn why religious discrimination is rising and access practical strategies to help organizations minimize risk. Gain insights to respect personal religious beliefs while limiting the risks of creating a hostile environment for those with different beliefs by focusing on organizational values. This conversation is designed to support visionary leaders like you and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Jelisa, be sure to join the Belonging Membership Community. This community of practice is committed to putting our values of belonging, collective care, and collaboration into action. Members have the unique opportunity to connect with guests like Jelisa for 1:1 laser coaching sessions. Join the Belonging Movement by subscribing to our newsletter: Learn more about Go Brave LLC: Thanks for growing our #BelongingMovement! /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/35288985

Power of Representation 12/27/2024

Power of Representation You may have heard the phrase, or you may have said it yourself, we have to see it to be it. The phrase underscores the importance of possibility models, a concept I wrote about in my first book, Belonging at Work. To be a possibility model means that you are providing an example of future scenarios for a person who holds a shared core identity central to who you are. Simply by living your life, you provide inspiration for people within communities you belong to by offering a new way for them to visualize alternative futures for what could also be possible for them. Your existence, and the path you forge, provides the motivation for others to climb up the ladder of opportunity you have graciously dropped down to support their journey. For underrepresented people in the workplace, including LGBTQ+ employees, the simple act of being seen can engender powerful feelings, especially if these groups feel neglected, overlooked, and underestimated. Recognition is a necessary precondition to feeling a sense of belonging at work, and when a group of people are valued for the lived experiences they bring into the workplace, they are more productive, innovative, and engaged. Given that belonging is the prerequisite for business success, I am fortunate to talk with Sarah Tinkler, to explore one of the core ingredients to building belonging at work. The interview examines this key question: How does being an openly LGBTQ+ advisor at NM shape her own interactions with fellow LGBTQ+ clients? For those unfamiliar with Sarah, she is a financial planning entrepreneur associated with Northwestern Mutual since July 2006. She is also a Forrest-inspired yoga instructor, certified life coach, and certified personal trainer. Sarah blends those passions together with a refreshingly soul-nourishing approach to visioning, analysis, planning, and guiding her clients' assets so they can live abundantly, authentically, and be ready to jump at the next aligned opportunity the Universe throws their way. Together, during our conversation, you will: Learn why one of the preconditions for feeling a sense of belonging starts with being recognized, respected, and valued. Gain strategies on how you can be a possibility model for communities you belong to that can help your organization more fully represent the communities it serves. Recognize the value add LGBTQ+ employees bring into your own organization.. This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Sarah, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Sarah for 1:1 laser coaching sessions. For LGBTQ+ friendly financial planning services, get in touch with Sarah Tinkler at: You can also find her on LinkedIn at: . Imagine belonging with our community when you join the Belonging Movement Newsletter: . /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/34635235

The Gifts of the LGBTQ+ Employee Journey 12/27/2024

The Gifts of the LGBTQ+ Employee Journey Why build spaces of belonging at work? After all, your company is likely investing in technology products to reduce overhead and increase returns. It’s investing in new products and services to increase market share. It’s also likely investing in advertising to increase brand awareness and positioning. In short, you invest in building belonging at work, because the people working at your company are at the end of the day, your greatest asset. Tragically, most of the people working in U.S.-based companies (64%) experience “non-belonging,” and suffer from what the current U.S. Surgeon General labels an “Epidemic of Loneliness.” Left unchecked, this form of exclusion comes at an annual price tag of $1.05 trillion dollars due to lost productivity, high turnover, and employee disengagement. This is a problem that is especially vexing for LGBTQ+ employees, and a spirited commitment to building belonging at work can help solve. So what will it take to build this kind of culture and prioritize the people in your business & innovation strategy? It starts with creating a shared foundation of psychological safety and trust, particularly for those within your organization most likely to experience the sting of social exclusion. These foundational prerequisites for building belonging are necessary to ensure that more of our workforce experiences the coveted emotional outcome of belonging. It’s for this reason I sat down with Natalie Le. Natalie knows what it takes to benefit from a workplace prioritizing building spaces of belonging at work for their LGBTQ+ employees. Natalie currently serves as the Growth & Development Director at Northwestern Mutual in San Jose. As a dedicated leader, Natalie is a strong advocate for multicultural and LGBTQ+ communities within the corporate sphere. Recently, Natalie was a featured speaker at the 2024 Multicultural Affinity Summit, where she participated in the "Playing Bigger & Multiplying Impact" Leadership Panel. Alongside two other successful LGBTQ+ leaders, she shared her personal experiences and challenges, inspiring attendees to amplify their local impact and gain effective tools and language for advocacy. Natalie's commitment to inclusion and development continues to uplift and empower those around her. This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Natalie, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Natalie for 1:1 laser coaching sessions. Imagine belonging with fellow visionary leaders when you join the Belonging Movement Newsletter: . For LGBTQ+ friendly financial planning services, get in touch with Natalie at: /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/34635210

The Power of Allyship 12/27/2024

The Power of Allyship Allies. In workplace settings, there are times when most of us need them. Consider this scenario; you’re in a meeting, and you’re about to take a calculated risk to share an unpopular idea. As soon as you complete your thought, one of your colleagues quickly responds, complimenting you on your idea, and asking you to share more. That’s an act of allyship. Conversely, in that very same meeting, you can take an act of allyship by showing up for a different colleague when another person says something unskillful to them. Without a beat, you can simply say, “You just said [insert statement]. Could you explain more specifically what you meant?” That simple response should do the trick to shine a light on the harm they caused. When it comes to showing up for your LGBTQ+ colleagues, acts of allyship in workplace settings are life-saving. They help build the foundation of increased safety and trust that can get more of LGBTQ+ employees closer to experiencing that elusive sense of belonging at work. Yet, for some of the budding LGBTQ+ allies out there, being an authentic ally causes some pause. Some may ask themselves, “what if I cause even more harm,” and instead retreat into silence. To help build up the confidence and skills of these emerging LGBTQ+ workplace allies, I have the pleasure of connecting with Sara Samuels (she/her) and Kenneth Wilson (they/he). If you’re unfamiliar with Sara, she leads a fee-for-advice and wealth management planning practice, serving clients in 42 states and 8 countries as a means to be an advocate for financial empowerment for all. Building belonging cultures through helping people have ownership over their relationship to money will be my greatest legacy. Sara works closely with Kenneth K Wilson who is an associate advisor, drag performer, and artist in Philadelphia, PA. For the past five years, they’ve spent their financial career building up clients from diverse backgrounds, helping them unlearn negative financial habits and biases, set up financial stability, and achieve financial and lifestyle goals through solid planning. In that time, Kenneth’s carved out a niche working with creatives like musicians and drag performers, business owners, and LGBTQ+ couples and families. Together, during our conversation, you will: Learn why performative acts of allyship, or merely calling yourself an ally, without taking any action is the fastest way to erode the trust of your LGBTQ+ colleagues. Gain fresh insights on accessible actions you can take to show up as an LGBTQ+ ally - some of these are more easy and significant than you think. Explore new allyship practices you can test out with close friends and family members to to build up the confidence necessary to overcome the comfort of silence. This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Sara & Kenneth, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Sara & Kenneth for 1:1 laser coaching sessions. Imagine belonging with fellow visionary leaders when you join the Belonging Movement Newsletter: . For LGBTQ+ friendly financial planning services, get in touch with Sara Samuels at , or email Kenneth Wilson at . /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/34634950

Feeling Election Anxiety? This Practice Can Help! 10/24/2024

Feeling Election Anxiety? This Practice Can Help! Welcome to the Imagine Belonging at Work Podcast brought to you by Rhodes Perry Consulting. The episode you’re about to hear is a special gift to help ease what psychologists and researchers have identified as a specific kind of anxiety; election anxiety. To ease election anxiety, the show’s host, Rhodes Perry, developed a 10-minute mindfulness practice designed to help you self-regulate, ground, and soothe political anxieties that are running high this season given the uncertainty about what’s on the 2025 horizon. You’re invited to try this practice to help you build capacity to increase your well-being and ignite creativity and connection at work. It’s designed to deliver the medicine you need to heal some of these harsh realities many are experiencing this season: 73% of U.S. adults say they are anxious about the election according to the results of the 2024 American Psychiatric Association's annual mental health poll. 65% of employees surveyed over the summer by the Society of Human Resources Management (SHRM) said they have experienced or witnessed incivility on the job in the past month. 34% of employees surveyed by SHRM believe that the November 5th elections will trigger additional incivility in the workplace. You and I know all too well that election anxiety is very real and undermines our commitment to building a sense of belonging at work, where everyone feels seen, connected, supported, and proud. And we know we need to build spaces of belonging at work because it is no longer a moral imperative; rather it is a prerequisite for business success. During this episode, you’ll be able to recognize where to locate your own sense of belonging. Specifically, you’ll recognize: Belonging Lives in the Body. Feelings of belonging live in our nervous system, and somatics practices can help cultivate a sense of belonging. Safety & Trust are Foundational. Feeling safety and trust are the foundation for belonging, and during this practice you will explore where they are present in your life. Belonging is a Practice: Actively engaging in practices like this one will help rewire you brain to notice where belonging does and does not exist in your everyday life. This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to engage in practices like these, be sure to explore Rhodes Perry Consulting’s Coaching Belonging for Visionaries, a 6-month executive coaching program applying a somatics methodology to help you align your behaviors with your leadership and career vision. Learn more about this program here: Connect directly with Team Belonging here: . Get more belonging in your inbox here: /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/33602157

The Equity Case: A Thoughtful Response to SHRM (ft. Minal Bopaiah, Brevity & Wit Founder) 10/04/2024

The Equity Case: A Thoughtful Response to SHRM (ft. Minal Bopaiah, Brevity & Wit Founder) On July 9th, in a statement on LinkedIn, the Society for Human Resource Management (SHRM), announced its decision to drop the "E" from DEI. SHRM is the world's largest HR association dedicated to creating better workplaces that "work for all," and positions itself as being "the voice of all things work." SHRM's statement on LinkedIn said: "While we shift to I&D, our commitment to advancing equity remains steadfast. Equity will be integrated under the broader inclusion framework, continuing to be a priority in our strategy and leadership decisions." If you have read my most recent book, Imagine Belonging, you know the true ingredients required to make a commitment – one of those ingredients is being able to say out loud what you are committed to. Using this logic...a commitment to equity can't be real if we're afraid to say it. When the announcement was first made, I immediately knew who I wanted to talk to...the person who wrote the bestselling book on the topic of equity, Minal Bopaiah. Minal had a lot to share, and as she was offering her take, I thought to myself, "why not turn this exchange into a podcast episode?" When I invited Minal to the show, she was all in! I’m excited to welcome you to this exclusive interview with Minal Bopaiah, Brevity & Wit Founder and bestselling author of Equity. Minal combines her experiences and interests in human-design, DEI, psychology, and strategic communications to help her clients achieve the change they desire. During our conversation, you'll: --Discover why prioritizing inclusive behaviors alone will set your colleagues up for failure if they lack the systems and structures to support these practices. --Explore the unintended consequences of SHRM’s decision on entire programs, positions, and departments that have the word "equity" in their titles. --Gain insights on how to respond to objections and push back that employers and colleagues may have, feeling emboldened because of SHRM's recent decision. Today’s conversation is designed to support people like you – visionary people leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Minal, be sure to join the Belonging Membership Community. The Belonging Membership Community is a practice space where we can try putting our shared values of belonging, community, collaboration, and joy into action. Members have the unique opportunity to connect with guests like Minal for 1:1 laser coaching sessions. Join the community here: Stay connected with Rhodes: Learn more about Minal’s book Equity: . Thanks for growing our #BelongingMovement! /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/33332937

Out and Equal Summit- Talent on the Move: Why Pride at Work is Essential for Business Growth (ft. Erin Uritus, Out & Equal CEO) 09/13/2024

Out and Equal Summit- Talent on the Move: Why Pride at Work is Essential for Business Growth (ft. Erin Uritus, Out & Equal CEO) Nearly a decade ago, the State of North Carolina enacted HB2, the first statewide anti-trans bathroom bill introduced in the United States. It required transgender people to use public restrooms inconsistent with their gender identity, which sparked widespread political backlash and severe economic consequences. Estimates suggest the legislation costs the state almost $5 billion annually. Since that time, nearly every state across the country has attempted to pass similar, or even more restrictive laws. In just the past two years, we’ve seen over 1,000 anti-LGBTQ+ bills - many of which target the lives and well-being of transgender children. As a result, a growing number of families are uprooting their lives and relocating to more supportive and affirming states. While public policy over the past two decades has led to significant legislative wins for LGBTQ+ people – the freedom to marry, the ability to openly serve in the military, and protections against hate crimes - these basic freedoms are under siege, and this assault is having adverse impacts on our workplaces. Many businesses have met these legislative efforts with formal rebukes from chambers of commerce, business advocacy organizations, and at shareholder meetings. Yet, many business leaders struggle with how to effectively communicate why pride at work is essential for their businesses to grow into the future. If you’re among this group of leaders, you’re in the right place. Our featured guest, Erin Uritus is here to help. Erin is the CEO of Out & Equal, which is the premier nonprofit working to advance LGBTQ+ representation, equity, inclusion, and belonging in the workplace, and beyond. She is a passionate advocate for creating diverse and thriving workplaces where everyone can reach their full potential. During our conversation, you will: ---Discover the alarming impact of anti-LGBTQ+ legislation, which is causing a talent exodus and hindering business growth. ---Gain insights from a recent Out & Equal report, Talent on the Move, revealing the needs and expectations of LGBTQ+ employees in today's climate. ---Explore actions business leaders can take to gain a competitive advantage by doing the right thing and investing in LGBTQ+ DEIB interventions to enjoy business growth. Our conversation is designed to support people like you – visionary people leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Erin, be sure to join the Belonging Membership Community – a community of practice committed to putting our values of belonging, community, and collaboration in action. Members have the unique opportunity to connect with guests like Erin for 1:1 laser coaching sessions. Join the community here: . Stay connected with Rhodes here: Learn more about Out & Equal here: Interested in learning more about Out & Equal and the benefits of an Out & Equal Partnership? Visit . Thanks for growing our #BelongingMovement! /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/33044857

The Authenticity Advantage: Building Trust and Connection with Agency at Work (ft. Don Mamone, Identity Coach) 06/21/2024

The Authenticity Advantage: Building Trust and Connection with Agency at Work (ft. Don Mamone, Identity Coach) Do you ever feel like you're stuck in a professional persona? You show up, put your head down, and power through the workday, but a nagging sense of inauthenticity lingers. Maybe you crave deeper connections with colleagues, or you dream of a career that aligns with your true values. Here's the good news: authenticity isn't just about feeling good at work; it's the key to unlocking a more fulfilling and successful professional life. Yet, the idea of being your authentic self at work might sound daunting. After all, wouldn't that mean sharing every quirky detail of your personality? The good news is authenticity isn't about unfiltered self-disclosure. It's about bringing your core values, strengths, and passions to the table in a way that feels appropriate for the situation. Think of authenticity as the foundation of trust. When you show up as your authentic self, you create an environment where others may consider doing the same. Yet when you lack the agency, or the choice to determine how much of your real self you want to bring into your work, authenticity won’t be an option. And if authenticity isn’t an option, then growing trust, the ultimate business currency, won’t be an option either. Agency is about power, and naturally, those of us who hold more power at work may treat authenticity as a dial that you can turn up or down depending on how relevant a personal detail is to the work at hand. Yet for those of us who hold less power at work, showing up as our real selves on the job is not a choice – it’s a liability. So how do we grow our collective agency to realize the authenticity advantage? Fortunately, today’s featured guest, , offers their insights on this episode of the Imagine Belonging Podcast. Don is a renowned identity coach who teaches others how to reach their maximum potential and impact by discovering and embracing their true identity. As a nonbinary person, Don supports their clients build safer spaces that support and encourage unapologetic authenticity. Don will explain how authenticity can lead to increased trust with your colleagues, leading to better feedback, career development opportunities, and potentially even promotions. You'll also learn how authentic connections with colleagues can create a more positive and supportive work environment, boosting your overall well-being and happiness. This conversation is specifically designed to support organizational leaders, DEIB practitioners, and HR professionals seeking everyday actions they can take to maximize the power of the authenticity advantage. During this conversation, we will gain: --Strategies to balance authenticity with professionalism. --Fresh ideas to bring your authentic self to work. --Answers for why genuine connections are essential for success. --Awareness of how authenticity builds trust with your manager and colleagues. --Practical tips to identify your values & translate them into your career. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Don, be sure to join the Belonging Membership Community – a community of leaders, visionaries, and change makers committed to advancing their DEI goals while practicing community care. Members have the unique opportunity to engage with our featured thought leaders 1:1 after our podcast recordings where they can participate in a private laser coaching session with our guests. To learn more about the Belonging Membership Community, please visit: . And now…let’s jump into today’s conversation… /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/31840407

Beyond the Checkbox: Design and Evaluate DEI Interventions that Work (ft. B. McKensie Mack, Founder of MMG Earth) 06/14/2024

Beyond the Checkbox: Design and Evaluate DEI Interventions that Work (ft. B. McKensie Mack, Founder of MMG Earth) In the wake of last year’s Supreme Court decision to overturn affirmative action, certain media personalities and recalcitrant business leaders have falsely claimed that “DEI is dead.” This claim may very well be true for the businesses that were never serious about setting this work up to succeed. Yet, for businesses that want to remain relevant for the workforce and customers of the future, many are doubling down on their commitment. In fact, believe DEI interventions are a crucial strategy to prepare for the future of work, which may be why in 2024. While the demand for DEI interventions remains high, employers are seeking evidence and evaluation that these interventions are working. They want to know if the needle is moving in the direction of building healthier workplace cultures and diverse teams, which lead to better decisions, innovative ideas, business success, and even industry breakthroughs. So how do we design and evaluate the effectiveness of our work? Given the volatile, uncertain, and complex times we are living through, it’s first important to ask better questions, starting with what kind of interventions does this current moment demand, and how can we link those interventions to our organization’s broader strategic goals? Fortunately, McKensie Mack, founder of offers their insights on this episode of the Imagine Belonging Podcast. McKensie’s company recently partnered with Catalyst, a global nonprofit designed to accelerate progress for women through workplace inclusion, to design the Virtue Economy survey to better understand how organizational leaders, DEI practitioners, and other change-makers continue to learn grow and evolve as they strive to build healthier workplace cultures in the face of systemic and political adversity. McKensie is a leading voice on power, politics, and pop culture in a global marketplace. A trilingual tech enthusiast, future economist, and award-winning entrepreneur from the Southside of Chicago, they are the Founder and CEO of MMG EARTH, the first Black and nonbinary-led research and change management firm in the U.S. and Boundary Work, a public service platform dedicated to raising collective awareness on boundaries and offering educational information for the betterment of culture, systems, and society. This conversation is specifically designed to support organizational leaders, DEIB practitioners, HR professionals, and other people leaders seeking everyday actions they can take to better assess the kind of L&D required to support, grow, and nurture leaders to advance their DEI interventions to build healthier workplace cultures. Together, we will: --Learn about the Virtue Economy and how it’s influencing our workplace culture. --Strategies on how to assess the kind of L&D support org leaders and DEI professionals need. --Actions required to survey such a large group of professionals, and ways we can support. --Ways to leverage the MMG World & Catalyst report to ensure our DEI interventions succeed. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like McKensie, be sure to join the Belonging Membership Community – a community of leaders, visionaries, and change-makers committed to advancing their DEI goals while practicing community care. Members have the unique opportunity to engage with our featured thought leaders 1:1 after our podcast recordings where they can participate in a private laser coaching session with our guests. To learn more about the Belonging Membership Community, please visit: . And now…let’s jump into today’s conversation… /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/31753382

Building Trust by Talking Through Tough Issues at Work w/Dr. Elisa Glick 04/26/2024

Building Trust by Talking Through Tough Issues at Work w/Dr. Elisa Glick Talking through tough issues at work can help initiate change and influence others by presenting different perspectives and approaches to solving problems. When we engage in healthy debate and work through conflict, our team is much closer to realizing its next innovative idea, product, or service. Yet when we engage in challenging conversations, they have the potential of straining our professional relationships. They can also erode our health and well-being. As a result, many of us are conflict-avoidant, and there are good evolutionary reasons we exercise caution when conflict arises. Our brains are wired to keep us safe from harm. When conflict arises, internal alarm bells ring loud, and we cling to what feels most comfortable. Tension arises, and psychological safety deteriorates. Specifically, we may fear negative consequences should we engage in a challenging conversation where we are uncertain of the outcome. So how do we build the stamina required to talk through tough issues that arise at work when our instinct is to run in the opposite direction? Meaningful dialogue in any form requires two key ingredients: 1) risk, and 2) vulnerability. Risk arises because we are uncertain of the outcome, and vulnerability is necessary to maintain our presence as the dialogue continues to unfold. Fortunately, this episode’s featured thought leader, Dr. Elisa Glick, will offer suggestions based on her deep experience about how to create and maintain the conditions required to skillfully talk through tough issues at work. Dr. Glick is a DEIB consultant, thought leader, and inclusive teaching expert. She is the first openly gay faculty member specializing in queer studies to be tenured at the University of Missouri, where she is Associate Professor Emerita. As the Founder and President of Elisa Glick Consulting, Elisa helps leaders and teams to have courageous conversations, overcome barriers to connection, and foster trust and collaboration. This conversation is specifically designed to support executive leaders, DEIB practitioners, HR professionals, and other people leaders seeking everyday actions they can take to tame the tension that often arises when dialogue around tough issues is required. Together, we will explore: ---Strategies on how to override the brain’s instinct to avoid conflict at all costs. ---Actions required to frame the conversation and establish community agreements. ---Behaviors that promote a shared sense of trust among participants in the dialogue. ---Ways to repair the environment if the trust they have created is eventually tested. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Dr. Elisa Glick, be sure to join the Belonging Membership Community – a community of leaders committed to advancing their DEIB goals while practicing community care. Members have the unique opportunity to engage with our featured thought leaders 1:1 after our podcast recordings where they can participate in a private laser coaching session with our guests. To learn more about the Belonging Membership Community, please visit: . /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/31002903

Building a Better Educated Workforce w/Rebecca Kling, Author of The Advocate Educator’s Handbook 03/29/2024

Building a Better Educated Workforce w/Rebecca Kling, Author of The Advocate Educator’s Handbook Are you concerned about the skills gap in today's workforce? Are you curious about how to change this reality? You're not alone. In this year’s State of the Union, President Biden mentioned a recent meeting he had with nearly all Fortune 500 CEOs. He asked them what they needed most. They unequivocally said, "a better-educated workforce." Yet many of these same CEOs resist making investments in their L&D programs, with 51% saying they are: "A waste of time." Past learning workshops my company delivered have enumerated the significant ROI gained from these programs, including higher engagement and retention rates. We’ve also discussed the C-Suite's responsibility in up-skilling their workforce. Yet, to what degree of responsibility does the U.S. education system also have when it comes to equipping the next generation with inclusive leadership skills? To answer this BIG question, Rhodes had a thought-provoking discussion with Rebecca Kling to explore the roles both businesses and the education system play in building a future-ready workforce. Rebecca is the co-author of The Advocate Educator's Handbook, and is the co-founder of A Better World Collaborative. In this episode, you'll discover: 1) The surprising truth behind why CEOs might see learning programs as a "waste of time." 2) How recent legislative attacks on critical race theory (CRT), LGBTQ+ inclusive and book bans harm future leaders. 3) The alarming rise in school bullying and its impact on students' social-emotional skills (3). 4) Practical strategies for equipping younger generations with the leadership skills needed to thrive in a diverse workplace. The conversation is a value-add for C-suite executives, DEIB professionals, social justice champions, and anyone passionate about building belonging at work. Don't miss your chance to connect with a nationally renowned expert on this latest episode of the podcast. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Rebecca, be sure to join the – a community of inclusive leaders committed to advancing their DEIB goals while practicing community care. Members have the unique opportunity to engage with our guests 1:1 after our podcast recordings where they can participate in a private Q&A session with our guest. To learn more about the Belonging Membership Community, please visit: . To connect with Rebecca Kling please visit: . , /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/30598903

Coaching Peace with Diana Cutaia, Founder of Coaching Peace Consulting 03/15/2024

Coaching Peace with Diana Cutaia, Founder of Coaching Peace Consulting Many listen to this podcast to gain the knowledge, skills, and confidence to build a workplace where we feel seen, connected, supported, and have a sense of pride on the job – these elements are what it takes to build belonging. To achieve this emotional outcome of belonging, we must be willing to explore and appreciate other people’s worldviews. This exploration includes getting curious about the worldviews of others who may be opposed to our own – especially the values we hold closest to our hearts. Learning about another person’s worldview encourages us to practice sonder, the realization that each random person you pass is living a life as vivid and complex as your own. Sonder reminds us that each person’s world is filled with their ambitions, friends, fears, routines, joys, beliefs, and behaviors, and until we engage in a respectful dialogue…this rich inner world is 100% invisible to us. Now in our Belonging Membership Community, we have the opportunity to practice the art of sonder. When we practice sonder, it aligns with our community’s shared value of seeing the humanity in another person, even when we don’t agree with their worldviews. Practicing sonder helps us hone one of the peacebuilding skills many DEIB leaders have, which is the ability to understand human behavior…as unpredictable as it may be… And today, we have the pleasure of learning from Diana Cutaia, Founder of Coaching Peace Consulting, who will share what it takes to build peace at work and beyond. She will share why these skills are so critical considering the current cultural and political environment we are living through. Diana founded her practice in 2012, with the goal of creating positive and safe cultures that empower its members to lead with empathy and understanding. Together, our conversation supports DEIB professionals, along with other executives, and those on their way to joining us, by sharing her coaching philosophy and why peacebuilding skills are necessary for current and future workplace leaders. Topics explored during this episode include: --Diana’s calling to explore the meaning of peace earlier in her life. --The power of play and connection to cultivate cultures of peace. --Tactical strategies build cultures that feel like they were designed for you. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Dr. Carter, be sure to join the Belonging Membership Community – a community of leaders committed to advancing their DEIB goals while practicing community care. Members have the unique opportunity to engage with our guests 1:1 after our podcast recordings where they can participate in a private Q&A session with our guest. Website: IG: LinkedIn: To learn more about the Belonging Membership Community, please visit: . /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/30391913

The Changing Face of Leadership w/Dorothy Enriquez, Founder of the Ellevate Collective 03/08/2024

The Changing Face of Leadership w/Dorothy Enriquez, Founder of the Ellevate Collective Dorothy Enriquez, Founder of the Ellevate Collective, shares her wisdom about what's required to change the face of leadership to fully reflect today's workforce. Workplace demographics are rapidly changing. Researchers predict that somewhere between 2045 to 2050 the US will become a majority-minority nation. This reality impacts all aspects of our lives, including the face of leadership in our workplaces. Many executive teams I work with recognize this shift. They want to build inclusive workplaces that fully reflect these shifting demographics. Yet, many feel overwhelmed because they are uncertain where to begin. They juggle competing priorities. First, they must transform their current workplace culture to prepare for this future workforce. Second, they also must develop the next and most diverse generation of U.S. leaders. In the , we recognize that the next generation of leaders expect so much more from their workplaces and their career velocity. They hold high expectations for their employees, and status-quo companies refusing to transform their cultures consistently fail to meet them. They also recognize to fully prepare for the future, the face of leadership – and the way we lead - must also change. Fortunately, I had the opportunity to chat with, Dorothy Enriquez, Founder of the Elevate Collective on the latest episode of the Imagine Belonging podcast. Dorthy generously offered tangible solutions for leaders who recognize the opportunity this moment presents. As a 15-year corporate veteran and author of , Dorothy helps leaders maximize their influence across all levels. Together, our conversation supports inclusive leaders, visionaries, change makers, DEIB professionals, and social justice champions of all backgrounds and identities as we imagine and build the future of leadership. Some topics we explored include: --Naming specific trends reshaping the face of leadership. --Overcoming anti-Blackness hindering career velocity for Black professionals. --Holding ourselves and other executives accountable to lead with our stated values. --Distinguishing the roles your sponsors, mentors, allies, and cheerleaders play. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Dorothy, be sure to – a community of inclusive leaders - and those on their way to joining us - committed to advancing their DEIB goals, practicing community care, and activating their belonging vision. Members have the unique opportunity to engage with our guests, established thought leaders like Dorothy Enriquez, 1:1 after our live podcast recordings. There they can participate in a private Q&A session with our guests. To learn more about the Belonging Membership Community, please visit: . Check out our next live podcast recording by joining our complimentary Belonging at Work or communities. To connect with Dorothy Enriquez and enjoy 15% of The Ellevate Collective products, please visit: , and use the promo code: belong15 Thanks for growing our #BelongingMovement! /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/30243433

Build a Belonging Society w/ Cordell Carter, Aspen Institute Belonging Project Founding Director 02/09/2024

Build a Belonging Society w/ Cordell Carter, Aspen Institute Belonging Project Founding Director In 2020, current US Surgeon General Dr. Vivek H. Murthy authored a powerful treatise on the impact of loneliness and the benefits of human connection. Drawing on rich science, compelling personal stories, and beautiful prose, it explores the high costs of loneliness and considers how individuals, societies, and governments can tackle the problem by promoting human connection by building a belonging society. The book discovered one of the most common underlying themes of ill health was loneliness, without exemption by wealth, education, or accomplishments. The Surgeon General labeled this as an epidemic and said, “Loneliness and isolation have been an underappreciated public health crisis that has harmed individual and societal health.” He went on to say that human relationships – connection and belonging – are the medicine that can allow us to heal and live healthier, more fulfilled, and productive lives. Now in our Belonging Membership Community, we recognize that one important ingredient to building this belonging society is the role of the workplace. Sadly, building belonging cultures at work has yet to take root – it’s a stretch for some of us to even permit ourselves to imagine what a belonging workplace can look and feel like on a full sensory level. As George Washington Carver once said, without vision, there can be no hope. Fortunately, today we are joined by Cordell Carter, the Aspen Institute’s Founding Director, who will us imagine what a belonging society can be, and we’ll explore how the workplace can play a key role in activating this vision. Cordell is a transformative leader in championing democracy, DEIB, and promoting the greater good. His career journey is as diverse as it is impressive, spanning roles at the White House, the Bill and Melinda Gates Foundation, and IBM. Together, our conversation supports DEIB professionals, along with other executives, and those on their way to joining us, by sharing his belonging society vision. He will also share practical strategies on how our workplaces can play a role into making this vision a reality. Topics explored during this episode include: --Cordell’s calling to serve as the Founding Director of the Aspen Institute’s Project on Belonging. --The importance of having a vision, even if that vision feels elusive, and how it can make what feels impossible become a reality. --The threat of not addressing the global epidemic on exclusion and loneliness, and how building a belonging society and upend it. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Cordell, be sure to join the Belonging Membership Community – a community of leaders committed to advancing their DEIB goals while practicing community care. Members have the unique opportunity to engage with our guests 1:1 after our podcast recordings where they can participate in a private Q&A session with our guest. To learn more about the Belonging Membership Community, please visit: And now…let’s jump into today’s conversation… /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/29879293

Overcome Political Backlash Against DEIB Programs w/Paolo Gaudiano, Aleria Founder 01/13/2024

Overcome Political Backlash Against DEIB Programs w/Paolo Gaudiano, Aleria Founder The different people, cultures, and ideas stitched throughout the fabric of your organization are at the end of the day your most powerful assets. Your workplace has the capacity to embrace all parts of these powerful differences, and the CEOs who recognize this truth will have a competitive advantage moving into the future of work. CEOs who sponsor their organization’s DEIB commitments say the need for these programs is stronger than ever given the stubbornly persistent inequities that create challenges to recruit top talent – including younger generations that demand working at organizations committed to building belonging at work. Over the past 3 years, many workplaces have made significant investments to establish and advance their DEIB commitments. Sadly, some of these efforts have lost momentum, primarily due to politicians, courts, and sometimes customers challenging this work with false claims. These claims overlook over four decades of research and case studies underscoring the significant return on investment DEIB programs deliver to improve a company's profits, employee engagement, and customer loyalty. The increasing polarization of DEIB interventions spawns new and unexpected challenges, which is why we are hosting this very important conversation with Paolo Gaudiano. Paolo is the Founder and Chief Scientist of Aleria, an impact startup that measures inclusion to help organizations have happier employees and superior financial performance – without guesswork or backlash. Together, our conversation supports DEIB professionals, along with other executives, and those on their way to joining us, by offering practical strategies to diffuse today’s backlash. Topics explored during this episode include: --Paolo’s calling to write his forthcoming book, “Measuring Inclusion: Higher Profits & Happier People, Without Guesswork or Backlash.” --The power of metrics capable of measuring the impact of DEIB interventions to help diffuse backlash and inform a strategic and beneficial approach that centers the workforce. --The harms anti-DEIB legislation inflicts upon good business practices and employee morale, and how DEIB professionals can proactively respond to the backlash that left unchecked harms progress. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Paolo, be sure to join the Belonging Membership Community – a community of leaders committed to advancing their DEIB goals while practicing community care. Members have the unique opportunity to engage with our guests 1:1 after our podcast recordings where they can participate in a private Q&A session with our guest. To learn more about the Belonging Membership Community, please visit: . And now…let’s jump into today’s conversation… /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/29473783

Learn How Somatic Practices Can Help You Build Resiliency as You Advance Your DEIB Goals 11/17/2023

Learn How Somatic Practices Can Help You Build Resiliency as You Advance Your DEIB Goals Somatic practices, or body intelligence (BQ), offer an antidote to compassion fatigue and burnout. These practices help us locate and release stress, tension, and trauma by becoming more aware of the felt sensations within our bodies. This inner wisdom also has the potential to help us become more resilient and self-compassionate at a time of massive disruption and break-neck change on a global scale. Somatic practices can be especially beneficial for those of us at the forefront of social justice movements – particularly for those of us who have lived experiences of racism, sexism, ableism, homophobia, transphobia, and other forms of oppression. These practices can be especially healing for DEIB practitioners like us. They offer support in the following ways: --Grounding and connecting with our inner strength and body intelligence. --Developing healthier coping mechanisms for dealing with stress and trauma. --Cultivating more compassion and understanding for ourselves and others. If you are interested in learning more about the power of somatic practices and how they can help you build resiliency as you advance your DEIB goals during these transformative times, then join us on Thursday, October 26 at 10 am Pacific Time for a live podcast recording with Sarah Rimmel, Founder of Slow Integration Coaching, along with members of our Belonging Community. As the Founder of Slow Integration Coaching, Sarah is deeply committed to the belonging ingredient of support – ensuring that each person on our team gets what they need so that they can do their best work. As an ICF-certified somatic coach, team coach, facilitator, and intercultural development educator, Sarah supports DEIB professionals and BIPOC people in centering their mental, spiritual, physical, and emotional well-being while doing the external work they are committed to. Together, our conversation supports DEIB professionals, along with other inclusive leaders, to become more aware of our bodies’ intelligence and deep wisdom. Topics explored include: --Sarah’s calling to leave a career in higher education to support DEIB professionals in avoiding and overcoming the harms of burnout, so that they can continue to support others. --The power of how somatic practices can support us as we seek belonging and healing in our relationship with ourselves and those surrounding us. --Somatic practices we can use in our personal and professional practice to help us embrace compassion for ourselves and those we interact with daily. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Sarah, be sure to join the Belonging Membership Community – a community of leaders committed to advancing their DEIB goals while practicing community care. Members have the unique opportunity to engage with our guests 1:1 after our podcast recordings where they can participate in a private Q&A session with our guest. To learn more about the Belonging Membership Community, please visit: . /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/28690113

Navigate Challenging Conversations About Power, Privilege, and Oppression with Leah Kyaio, DEI Strategist and Author 10/30/2023

Navigate Challenging Conversations About Power, Privilege, and Oppression with Leah Kyaio, DEI Strategist and Author Do you struggle with finding a common language that can help bring people together, especially those who often disagree with one another, hold different beliefs, and become defensive when conflicting values arise at work? Then you’ll want to tune into this episode where you’ll have the chance to learn more about Leah’s Kyaio’s newest book, Between the Bars. Her book offers a powerful foundation to help you successfully engage in meaningful, difficult, and uncomfortable conversations that when done well, can help us move forward. Leah Kyaio has dedicated the past 25 years of her life supporting business and community leaders successfully engage in challenging conversations like these. She identifies as Two-Skinned, having a Blackfoot Native American mother and an Appalachian white father. These identities inform her work about privilege and oppression and are amplified in much of her work, including this book. During this episode, Leah and Rhodes discuss the Cage of Oppression Framework featured in Between the Bars to explore critical concepts such as privilege, internalized oppression, and strategies to embrace acts of allyship that will help us consciously recognize and value different perspectives when we gather together at work. A few key highlights from this conversation include: --Exploring how Leah’s Two-Skinned identity helps informs the way she connects with audiences when discussing complex topics such as privilege and oppression. --Identifying why having a shared language when discussing oppression is critical, and also recognizing some of the barriers we are up against when trying to create one at work. --Naming the skills we need to develop that will help us neutralize the problematic behaviors that arise when challenging conversations arise that spark disagreement, conflict, and defensiveness. --Underscoring the importance of inclusive behaviors and learning strategies to begin engaging in skill practice to embody them at work (and beyond). --Recognizing what has gone wrong with most DEI learning programs, and ways to course correct by following the adult learning process. --Sharing guidance on how leaders can make it safe to make mistakes and learn from them as they engage move from awkward practice to more skill practice. --Offering strategies on ways DEI professionals can utilize the Cage of Oppression to engage in challenging conversations about power, privilege, and oppression. Savor this insightful talk, and if you’re looking for ways to connect with inspiring leaders Leah, be sure to check out the Belonging Membership Community – a community of leaders committed to advancing their DEI goals while practicing community care. Members of our community have the opportunity to participate in live podcast recordings and engage in a private Q&A session after the recording is complete. Your membership is appreciated as it helps make this podcast possible. You can learn more here: . /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/28443458

Happy LGBTQ+ History Month! Celebrate the Season by Learning How to Become an Employer of Choice for Your Transgender Employees 10/13/2023

Happy LGBTQ+ History Month! Celebrate the Season by Learning How to Become an Employer of Choice for Your Transgender Employees What are you are about to hear is a recording from a Pride Panel Conversation we held in June. Given the current cultural climate and the reality that the lives of LGBTQ+ people are being politicized for nefarious reasons, I wanted to amplify the discussion and strategies shared earlier this year because the knowledge and skills discussed are simply too important to leave in our archives. Rather, we wanted to democratize this valuable information to enhance your own diversity, equity, inclusion, and belonging (DEIB) practice. To help answer the question about how leading brands of choice can build gender inclusive cultures that last, I’ve shared important context below to set the stage for this dynamic conversation with leading TGX business owners and DEIB practitioners. Since the rise of the modern LGBTQ+ rights movement in the late 1960s, the experiences of transgender, nonbinary, and gender expansive (TGX) employees in the workplace have dynamically shifted. Over these past five decades, TGX employees have benefited from workplace protections, greater social visibility, and acceptance in a growing number of workplaces. Given all of these gains, many falsely believe transgender and gender expansive employees have equal access to jobs, promotions, and stretch assignments they are qualified for. Many more also falsely believe that trans employees can no longer be fired, denied a promotion, or even a job interview simply because of who they are. Tragically, today’s reality presents a different story: --According to the Human Rights Watch, “at least 9 countries have national laws criminalizing forms of gender expression that target transgender & gender expansive people.” Legal punishments vary including life imprisonment and even the death penalty. --In the U.S., the Supreme Court ruled a landmark case in 2020 stating that Title VII of the Civil Rights Act of 1964 extends protections from workplace discrimination for LGBTQ+ employees. Despite this monumental ruling, trans & gender expansive employees in the United States, particularly BIPOC trans employees, frequently endure workplace discrimination and harassment, resulting in lower job security, economic stability, and a lack of psychological safety. --While most workplaces recognize that discrimination has no place in business, let alone society, critical gaps in legal protections still remain and create barriers to building gender inclusive cultures at work. Specifically, the U.S. still lacks a federal law protecting employees on the basis of sexual orientation and gender identity, and even in states and localities that do offer these protections, transforming workplace culture to fully include trans & gender expansive workers remain unfinished. --And in 2023 alone, were introduced in 49 states. This legislation attempts to block TGX people from receiving basic healthcare, education, legal recognition, and the right to public accommodations. Over 14% of these bills have already been signed into law, and their impacts reverberate throughout our country, with many trans people and their families relocating to friendlier states in an attempt to flee from anti-transgender political agendas and their negative messages. Tragically, many leaders struggle to recognize how their businesses can be adversely impacted if they fail to respond to this moment. While many want to demonstrate their support for their TGX colleagues, many don’t know how. If you also find yourself struggling with how to avoid performative actions, and instead wish to take long-lasting actions that will help you build a gender inclusive workplace, you are in the right place. This panel discussion was created for you. The conversation we are about to have will help reduce any feelings of overwhelm, and offer concrete ideas on how to improve your workplace culture. Fortunately, we have a dynamic group of panelists to help clarify why anti-transgender legislation is a business concern and to learn how anyone participating in today’s panel discussion can take meaningful actions to build a gender inclusive workplace. Our panelists include: -- (she/they), Founder of Rebekon Consulting -- (he/him), CEO of Visioneer IT -- (they/them), Founder of Rex Wilde Consulting -- (he/him), Host, Founder of Rhodes Perry Consulting Together, we will explore how to move beyond performative actions and we also discuss the importance of current LGBTQ+ employees potential to ascending into the highest ranks of leadership to enjoy better company performance, accelerating the company’s DEIB commitments, and attracting new clients and vendors. Savor this insightful conversation, and if you’re looking for ways to build gender inclusive cultures that last year round, consider joining our Belonging Membership Community by visiting: /episode/index/show/c5b656e0-cb6f-4174-bba7-86b7b91dbb48/id/28302452

Imagine Belonging at Work

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