MY JOURNEY: A TALE OF SUPPORT AND STRUGGLE
In one of my chapters, I share my personal journey after working with a global leader who provided unwavering support. I highlight the stark contrast between this positive experience and my encounter at companies A, B, C, and D, where I faced a lack of support and witnessed similar struggles among other women of color.
In this chapter, I dive into my transformative experience working with a global leader who recognized my potential and actively supported my growth. I describe the mentorship, guidance, and opportunities I received, which allowed me to thrive in my role. I emphasize the importance of such support for women of color, as it not only benefits individuals but also contributes to the overall success of organizations.
However, my journey was not without its challenges. I recount my experiences at companies A, B, C, and D, where I encountered a lack of support and observed similar struggles among other women of color. I highlight the detrimental impact of this lack of inclusion, including higher attrition rates, increased racial and sexual lawsuits, and revenue loss for these companies.
So, in that chapter, I shed light on the significance of support for women of color in the workplace. My personal journey serves as a powerful reminder of the positive outcomes that can arise when leaders commit to fostering inclusion and empowering women of all color. By sharing my experiences, I aim to inspire change and encourage organizations to create environments that embrace diversity and support the growth of women of color.
Quote: “Take care of your body so your body can take care of you” - Mr. C.R.C.
EMBRACING STRATEGIES FOR SUCCESS: A GUIDE TO A VARIETY OF STRATEGIES
And in another chapter, I discuss the importance of embracing strategies and how they can help women of all color succeed in the workplace. Strategies provide a roadmap, structure, and direction, and can help individuals achieve their goals. In this chapter, I explore different varieties of strategies and how they can be used to drive success.
For example:
Goal-Oriented Strategies: Goal-oriented strategies focus on setting clear goals and objectives and developing action plans to achieve them. These strategies provide a roadmap for success and help individuals stay focused and motivated.
Collaborative Strategies: Collaborative strategies involve working together with colleagues, mentors, and allies to achieve common goals. These strategies leverage the power of teamwork, collective intelligence, and diverse perspectives to drive innovation and achieve success.
Adaptive Strategies: Adaptive strategies involve being flexible, open-minded, and willing to adapt to changing circumstances. These strategies enable individuals to navigate challenges, overcome obstacles, and seize opportunities as they arise.
Inclusive Strategies: Inclusive strategies involve creating an environment that values diversity, promotes equality, and fosters a sense of belonging. These strategies ensure that everyone’s voices are heard, perspectives are valued, and contributions are recognized.
Continuous Improvement Strategies: Continuous improvement strategies involve constantly seeking ways to improve and grow. These strategies emphasize learning, reflection, and feedback, and enable individuals to refine their skills, knowledge, and performance over time.
By embracing different varieties of strategies, individuals can create a comprehensive plan for success that provides structure, direction, and adaptability.
So, place more attention on the importance of embracing varieties of strategies and how they can help women of all color succeed in the workplace. By leveraging goal-oriented, collaborative, adaptive, inclusive, and continuous improvement strategies, individuals can create a comprehensive plan for success that provides structure, direction, and adaptability. Together, let us strive for a future where women of all color are celebrated, supported, and provided equal opportunities to thrive.
Quote: “Take care of your body so your body can take care of you” - Mr. C.R.C.
SETTING GOALS FOR SUCCESS: A GUIDE TO DIFFERENT TYPES OF GOALS
Another chapter, I discuss the importance of setting goals and how they can help women of all color succeed in the workplace. Goals provide a sense of direction, motivation, and focus, and can help individuals achieve their full potential. I explore different types of goals and how they can be used to drive success.
Outcome Goals: Outcome goals focus on the end result and what an individual wants to achieve. These goals are often long-term and provide a sense of direction and purpose. For example, an outcome goal could be to become a senior leader in the organization.
Performance Goals: Performance goals focus on specific actions and behaviors that an individual can take to achieve their outcome goals. These goals are often short-term and provide a roadmap for success. For example, a performance goal could be to attend a leadership training program.
Learning Goals: Learning goals focus on acquiring new knowledge and skills that can help an individual achieve their outcome goals. These goals are often ongoing and provide opportunities for growth and development. For example, a learning goal could be to improve public speaking skills.
Process Goals: Process goals focus on the steps and actions that an individual can take to achieve their performance and learning goals. These goals are often daily or weekly and provide a sense of progress and momentum. For example, a process goal could be to practice public speaking for 30 minutes every day.
By setting different types of goals, individuals can create a comprehensive plan for success that provides direction, motivation, and focus.
So, this chapter highlights the importance of setting goals and how they can help women of all color succeed in the workplace. By setting outcome, performance, learning, and process goals, individuals can create a comprehensive plan for success that provides direction, motivation, and focus. Together, let us strive for a future where women of all color are celebrated, supported, and provided equal opportunities to thrive.
Quote: “Take care of your body so your body can take care of you” - Mr. C.R.C.
HOW EASY IT IS FOR ALL TO “BE BROWN BRAVE”
In my most dedicated chapter, I discuss the importance of being brave and taking action to support women of all color in the workplace.
I emphasize that being brave means acknowledging the challenges faced by women of color and taking steps to address them. It means recognizing the value of diversity and inclusion and actively working to create a supportive and inclusive work environment. Being brown brave involves overcoming unconscious bias, challenging the status quo, and advocating for change.
I provide practical tips and strategies for being brown brave, such as:
Educate yourself: Learn about the experiences and challenges faced by women of color in the workplace. Educate yourself on the benefits of diversity and inclusion and the impact of unconscious bias.
Speak up: Use your voice to advocate for change. Speak up when you witness bias or discrimination and challenge the status quo.
Take action: Take concrete steps to create a more inclusive work environment. This could involve implementing diversity training, creating mentorship programs, or establishing affinity groups.
Lead by example: Be a role model for others by embodying the principles of diversity, equity, and inclusion. Lead with empathy, compassion, and integrity, and inspire others to do the same.
By being brown brave, we can create a workplace that celebrates diversity, promotes equality, and empowers women of all color to thrive and succeed.
Quote: “Take care of your body so your body can take care of you” - Mr. C.R.C.
EMBRACING DIVERSITY, EQUITY, INCLUSION, AND BIAS: A PATH TO EMPOWERMENT
In another chapter, I explore the profound meaning of diversity, equity, inclusion, and bias in the workplace. This chapter dove into the significance of these concepts and their transformative potential in empowering women of all color. By understanding and embracing these principles, organizations can foster an environment that celebrates diversity, promotes equality, and drives positive change.
I shed light on the overall meaning of diversity, equity, inclusion, and bias:
Diversity: Diversity encompasses the range of human differences, including but not limited to race, ethnicity, gender, age, sexual orientation, and physical abilities. Embracing diversity means recognizing and valuing these differences, fostering an inclusive culture, and leveraging the unique perspectives and experiences that individuals bring to the table.
Equity: Equity focuses on ensuring fairness and justice in the distribution of resources, opportunities, and outcomes. It involves identifying and addressing systemic barriers that prevent marginalized groups from accessing the same opportunities as others. By promoting equity, organizations can create a level playing field and empower women of all color to thrive and succeed.
Inclusion: Inclusion involves creating an environment where everyone feels valued, respected, and supported. It goes beyond mere representation and aims to foster a sense of belonging. Inclusive organizations actively seek diverse perspectives, encourage collaboration, and provide equal opportunities for growth and development.
Bias: Bias refers to the unconscious or conscious preferences or prejudices that influence our perceptions, decisions, and behaviors. It can manifest in various forms, such as racial bias, gender bias, or age bias. By acknowledging and addressing bias, organizations can mitigate its impact, promote fairness, and create a more inclusive work environment.
So, my book, “Be Brown Brave” highlights the transformative power of diversity, equity, inclusion, and bias in the workplace. By embracing these principles, organizations can unlock the full potential of their workforce, drive innovation, and foster a culture of empowerment. Together, let us strive for a future where women of all color are celebrated, supported, and provided equal opportunities to thrive.
Quote: “Take care of your body so your body can take care of you” - Mr. C.R.C.
LEADING WITH IMPACT: UNLEASHING THE POWER OF THE SIX AREAS OF LEADERSHIP
In my book, I shared how I was captivated by the exploration of the six areas of leadership and their profound impact on fostering an inclusive work environment for women of all color. As I dove into the significance of these areas, I realized how they can be harnessed to drive positive change and empower women in the workplace.
So, those six areas of leadership are unique and crucial for creating a supportive & inclusive workplace as they focus on these overall areas:
Visionary Leadership: As visionary leaders, we must understand the importance of having a clear vision and effectively communicating it to inspire and motivate teams. By setting the tone for inclusivity and championing diversity within the organization, we can create an environment where women of all color feel valued and empowered.
Strategic Leadership: We need to recognize the significance of strategic thinking and planning in creating an environment that supports women of all color. By identifying opportunities, setting goals, and developing strategies to foster inclusion, we can empower workforces and drive positive change.
Ethical Leadership: Ethical leadership is at the core of top leaders’ values. So, we must prioritize fairness, transparency, and accountability, creating an environment where women of all color feel safe, valued, and supported. By leading with integrity, we can build trust and foster an inclusive culture.
Collaborative Leadership: Collaboration and teamwork are essential for driving innovation and creating an inclusive work environment. As collaborative leaders, we encourage open communication, value diverse perspectives, and promote a sense of belonging among women of all color. Together, we can achieve remarkable results.
Inclusive Leadership: Inclusion is not just a buzzword; it is a commitment to embracing diversity and creating equal opportunities for all. By fostering an inclusive work environment, we can ensure that women of all color have a seat at the table, their voices are heard, and their contributions are recognized.
Resilient Leadership: Resilience is key to navigating challenges and overcoming obstacles. As resilient leaders, we need to lead by example, demonstrating perseverance, adaptability, and courage. By empowering women of all color to embrace their own resilience, we can inspire them to overcome barriers and achieve their full potential.
Be Brown Brave serves as a call to action for leaders to embrace the six areas of leadership and unleash their power in creating inclusive workplaces. By embodying visionary, strategic, ethical, collaborative, inclusive, and resilient leadership, we can drive positive change, empower women of all color, and foster environments where everyone can thrive.
Quote: “Take care of your body so your body can take care of you” - Mr. C.R.C.
EMBRACING DIVERSITY: EMPOWERING THE FIVE GROUPS
In another chapter of my book “Be Brown Brave”, I dive into the significance of embracing diversity and empowering women of all color in the workplace. I emphasize the value of recognizing and supporting five work groups. They were the Microaggressors, Bystanders, Private Supporters, Upper Managers, and Women of Color. Each group representing a unique intersection of race and gender. By fostering inclusivity within these groups, organizations can unlock their full potential and drive positive change.
I highlight the importance of acknowledging and addressing the specific challenges faced by women of color within the five groups. I explore the experiences of women from different racial backgrounds, including African American, Asian American, Latina, Native American, and Pacific Islander women. I also emphasize the need for tailored support and resources to empower these groups and create an inclusive work environment.
I shared insights into the barriers that women from each group encounter, such as unconscious bias, stereotypes, and limited representation in leadership positions. I offer strategies for organizations to overcome these challenges, including mentorship programs, diversity training, and inclusive hiring practices. I mentioned the important role of senior leaders to champion diversity and foster an inclusive culture.
My book serves as a call to action for organizations to embrace diversity and empower women of all color within the five groups. By recognizing the unique experiences and challenges faced by women from different racial backgrounds, organizations can create an environment that celebrates diversity and promotes equal opportunities. My insights and recommendations provide a roadmap for organizations to foster inclusivity, drive positive change, and unlock the full potential of their workforce.
Quoe: “Take care of your body so your body can take care of you” - Mr. C.R.C.
OVERCOMING BIASES AND FOSTERING INCLUSION FOR WOMEN OF COLOR IN THE WORKPLACE
As organizations strive for diversity and inclusivity, it is crucial to recognize and address biases that may hinder the growth and success of women of color. In my book, **Be Brown Brave: Guide to Supporting Women of All Color in the Workplace**, I shed light on the importance of managing personal biases and fostering inclusion.
The chapter titled "Managing Biases for Inclusive Leadership" dives into the impact of biases on teams and companies. I emphasize the need for leaders to identify their own biases and manage them effectively. By doing so, leaders can create an environment that supports women of color and enables them to thrive.
I provide practical strategies for managing biases, such as:
1. **Self-reflection**: Leaders should engage in self-reflection to identify their biases and understand how they may influence decision-making processes.
2. **Education and awareness**: By educating themselves about different cultures and experiences, leaders can broaden their perspectives and challenge their biases.
3. **Creating inclusive policies**: Leaders should work towards creating policies that promote diversity and inclusion, ensuring equal opportunities for women of color.
4. **Building diverse teams**: By actively seeking diversity in their teams, leaders can foster an inclusive environment that values different perspectives and experiences.
5. **Continuous learning**: Leaders should commit to continuous learning and growth, seeking feedback from their teams and staying updated on best practices for inclusive leadership.
By implementing these strategies, leaders can create a workplace culture that celebrates diversity and supports the success of women of color. Together, we can build a more inclusive future.
Let's be brown brave and champion the cause of women of color in the workplace!
Quote: “Take care of your body, so your body can take care of you” – Mr. C.R.C.
3 EASY WAYS TO MAKE EXTRA MONEY FROM EACH EMPLOYEE
Business leaders can show inclusion to women of color in their companies with the following:
Women of color are a valuable asset for any organization. They bring diverse perspectives, experiences, and skills that can enhance the performance and innovation of any team. They can also help attract and retain diverse customers, partners, and talent. However, women of color often face challenges and barriers in the workplace, such as bias, discrimination, microaggressions, and lack of representation. These factors can limit their career opportunities, growth, and satisfaction.
As a business leader, you have the power and responsibility to create an inclusive workplace where women of color can thrive and contribute their full potential. Here are three easy steps you can take to show inclusion to women of color in your company, at every level from entry to senior level:
Count and compare. One of the first steps to show inclusion is to measure and monitor the diversity and inclusion metrics in your company. Count the number of women of color in your company and compare it with the national or industry average. Count the number of women of color in leadership positions and compare it with other races and genders. Count the pay gap between women of color and other groups. Count the retention and promotion rates of women of color. By counting and comparing, you can identify any gaps or disparities that need to be addressed and set specific and measurable goals to improve them.
Train and educate. Another step to show inclusion is to provide training and education programs for yourself and your employees on diversity and inclusion topics. Train yourself and your leaders on how to practice inclusive leadership, such as creating a safe team environment, soliciting diverse input, giving constructive feedback, and recognizing and rewarding contributions. Educate yourself and your employees on how to recognize and combat bias, discrimination, and microaggressions in the workplace. Provide opportunities for learning and development for women of color, such as mentoring, coaching, sponsorship, networking, and career planning.
Amplify and advocate. A third step to show inclusion is to amplify and advocate for women of color in your company. Amplify their voices by inviting them to share their ideas, opinions, and experiences in meetings, presentations, and projects. Amplify their visibility by featuring them in newsletters, websites, social media, and events. Advocate for them by nominating them for awards, opportunities, and recognition. Advocate for them by sponsoring them for higher roles, salaries, and responsibilities.
These are just three easy steps you can take to show inclusion to women of color in your company. By doing so, you will not only demonstrate your commitment to diversity and inclusion, but also foster a culture of trust, respect, and collaboration among your employees. You will also benefit from the increased creativity, innovation, productivity, and performance that women of color can bring to your organization.
Quote: “Take care of your body, so your body can take care of you” – Mr. C.R.C.
COUNT HOW MANY LEAD WOC ARE IN YOUR DEPARTMENT
Diversity and inclusion are not only moral imperatives, but also strategic advantages for any organization. Studies have shown that diverse teams are more creative, innovative, and productive than homogeneous ones. However, diversity and inclusion are not achieved by simply hiring people from different backgrounds. They require intentional and continuous efforts to ensure that everyone is valued, respected, and empowered to contribute their full potential.
One of the groups that often faces challenges and barriers in the workplace is women of color (WOC). WOC are defined as women who identify as Black, Hispanic, Asian, Native American, or mixed race. They represent a significant and growing segment of the U.S. population and workforce, but they are still underrepresented and underpaid in many industries, especially in leadership roles. According to a report by McKinsey & Company and LeanIn.Org, women of color held only 4% of C-suite positions, 6% of senior vice president roles, and 9% of vice president roles in 2019.
This gap is not only unfair, but also costly. Women of color bring unique perspectives, experiences, and skills that can enhance the performance and innovation of any organization. They can also help attract and retain diverse customers, partners, and talent. By excluding or limiting women of color from leadership positions, organizations are missing out on a huge opportunity to leverage their talent and potential.
That is why American employees should count the number of women of color in their departments holding lead positions and compare it with other races and genders. This simple exercise can help them assess the current state of diversity and inclusion in their teams, identify any disparities or biases that may exist, and take action to address them. Counting can also help raise awareness and accountability among employees and leaders, as well as foster a culture of transparency and trust.
But counting is not enough. Employees also need to follow the advice of Michelle Starr, an author, motivational speaker, and certified leadership advisor who specializes in supporting women of color in the workplace. In her book Be Brown Brave: Guide to Supporting Women of All Colors and her TEDx talk Be Brown Brave, she urges employees to become brown brave. Brown bravery means speaking up and taking action to support women of color and other marginalized groups in the workplace. It means challenging the status quo, calling out bias and discrimination, amplifying diverse voices, and creating opportunities for growth and development.
Brown bravery is not easy. It requires courage, empathy, and allyship. It may involve uncomfortable conversations, conflicts, or risks. But it is also rewarding. It can help employees build trust, respect, and collaboration with their colleagues. It can help them learn new perspectives, skills, and insights. It can help them make a positive impact on their organization and society.
SO, I ASKED YOU TO COUNT HOW MANY LEAD WoC WERE IN YOUR DEPARTMENT. DO YOU STILL HAVE FINGERS REMAINING ON THAT ONE HAND? Yes? Tisk-Tisk. If you care about diversity and inclusion, don’t just talk about it, become Brown Brave. You will not only benefit yourself, but also your team, your company, and your community.
Quote: “Take care of your body, so your body can take care of you” – Mr. C.R.C.
How Confessions Build Revenue
It all begins with an idea.
I am stepping out of my comfort zone today to practice what I preach: BE BROWN BRAVE. Part of being brown brave is to have me become aware of my bias toward others. Reflecting over my 25-year working career, I conjure "3 PROGRESSING FEELINGS". One of DESPAIR. One of HAPPINESS. One of EMPATHY.
The DESPAIR
My despair stemmed from working in America's employment system as a woman of color (WOC). I experienced success in varied forms, aggression from many coworkers, and minimum support from my workplace environment. Being a brown woman working in America, my color and gender were not regularly seen in many companies. At first, I did not notice my differences as challenging at work because they were not viewed as negatives, only differences. Yet, as I became an adult exposed to more work cultures, I noticed a support change. My support began to dwindle. I saw fewer women of color coworkers. I did not get advanced in many roles that I was qualified for. Sadly, I received more than my share of workplace rudeness and disrespect. For example, I was typically the only woman or person of color on many teams. I was overlooked for promotion many times. I was regularly shouted at and lied about often. These aggressions came from coworkers at the entry-level up to the senior level. The aggressors worked in many functions, such as from the point of sale through shipping. Their malicious acts were in the form of slight to blatant. Although I was allowed to work in corporate over many others, I was saddened for years trying to show my added value.
The HAPPINESS
As a human, I wanted joy for all, but when my coworkers were experiencing more fun than I did yet still caused me harm, I felt anger. So, I was elated when some of those aggressors experienced trauma & stress in their personal lives and at work. I recall a white female peer Engineer who constantly talked down to me, rudely talked over me, and openly shared placing obstacles for me. One week she came to work often crying due to extra-marital affairs by her husband. I felt overjoyed knowing she would now feel similar discomfort that she dished me.
Another very uncomfortable moment was when our white male general manager requested I lie to a customer that I did not complete my work for them so that could buy us time. Yet he failed to share that would make me appear incompetent, not to mention practice inappropriate business ethics. When I did not comply with his request, he shouted at me so loud in front of my white male peer, who only lowered his head in silence. His shouting at me continued for quite some time, where I surprisingly sat quiet, bewildered at first, angry next, then patient later. The following Monday, he fired me. Yet before I separated from the company, I felt overjoyed as he came into work with his face completely scratched to pieces. Word around the company was that he had issues with his wife.
Another very uncomfortable moment I recall was when my white male upper manager surprisingly made inappropriate advances toward me when I went to him for help due to unfair treatment from my immediate manager. Again, I felt overjoyed when the new vice president and his senior executives came aboard as he must have been questioned by them on his inappropriate behavior with other employees because he privately locked himself & me in an office to secretly ask if I was contacted by HR asking questions about him. I honestly shared that I had not, and soon he was forced to leave the company. It felt good knowing he felt similar discomfort he dished to me. I now reflect on so many encounters like these.
The EMPATHY
Now that many in America openly discuss racial and gender inappropriate behaviors, I want to share my thoughts and experiences. Many people of color, especially women, would have wished & loved to have had great experiences like mine before they were tainted with a lack of support. And they would also want those unpleasant coworkers to receive bad karma, the same as me. This is where I want to confess. Although my peer, general manager, and upper manager performed aggressive and non-supportive behaviors toward me and possibly others, I felt relief in their discomfort. As of now, I do not feel satisfied with their hardships. Believe it or not, as I reflect, I feel empathy, yes empathy, for me, them, the business, and our world. Here it is, these company leaders hired great talent, but we were not getting along. We were not making profits. And more importantly, we all were not having peace of mind about this thing called "employment". I & my kind was not equally represented and supported, especially in succeeding into leadership roles. My aggressors were practicing poor behavior and faced personal challenges. We received the aggression and, in addition, had unique challenges. So, we were inconvenienced more, causing all not to benefit at work. The business was losing out.
My heart quietly went out to the white female whose spouse cheated on her, as that was not a race or gender thing. All people experience that kind of pain. My heart went out to the general manager, who came in with his face scratched to pieces. Again, home issues are worldwide. Then my heart went out to my upper manager, who had to separate from the company due to his inappropriate advances, as we all make mistakes and later learn from them. My progressive thought pattern of despair, happiness, and empathy is practiced by many people of color, especially women, because we are constantly targeted with inequities, so we are not forthcoming in being the bigger person, but we think of being it.
When America sees this vicious cycle of stress between race & gender and becomes aware that there needs to be a different approach to relieving the stress, at work and outside, we all will benefit. Today, statistics show a massive gap between senior-level business leadership and junior-level women of color roles. This gap remains for many reasons, such as gender differences, historic patriarchal practices, and a lack of awareness of the benefits of minimizing the gap. I suggest America Be Brown Brave and support its senior business leaders to scale their bravery, step out of their comfort zone, and help include people of color, especially women of color, to thrive and succeed in those leadership roles. Here are some ways senior leaders can start:
· Become aware of the need for a change in approaching DEI
· Review statistics and plan the business with women of all color in mind
· Accept guidance on change
· Act on that guidance and hire DEI experts to dive deep into your company's data
· Improve consistently on those changes
Regarding women of color, leaders can start with personal changes: initiate interactions, invite to mentor, and sponsor her outwardly. Also, while having interactions in public, disrupt the perception of others from that status quo and create a diversion, place physical work-related objects near or between you, such as business books, stand them vertically, or hold them in your hands throughout the session. When viewed by others from a distance, this display will appear to be a working relationship. Most importantly, allow psychologically safe spaces for employees to vent, confess, and discuss their lack of awareness of others. Creating these small changes in behavior will significantly impact building the business and calming the tensions from employees' differences. Read Be Brown Brave (Guide to Supporting Women of All Color in the Workplace) and learn more ways for companies to benefit, leaders to motivate, and employees to operate to have peace of mind, allowing this learning to be carried into our personal lives. And result in all of us being kinder to one another.