the old girls club’s Post

just finished a visual identity reinvention for the old girls club. this was my first time leading a brand process - here are 3 things I learned: 🤝 trust your collaborators brand designers are amazing. they have a unique, beautiful skill set that involves transferring a bunch of gibberish about emotions and business goals and context into an organized system of communication and visuals, embodying a voice on a page. trust their judgement. Angela Goleme was brilliant through every step of this process. 💖 follow your instincts brands are emotional and personal. it's critical that when someone interacts with your brand, they feel exactly the way you hope they will. your first instincts and reactions to brand concepts will likely be the same as theirs - trust your intuition when choosing a direction. 💭 think multi-channel it might look good on a webpage, but not be readable on a slack tile. it might be legible in light mode but not in dark mode. it might look great on a sweatshirt but terrible on a hat. think of all the most important ways your visual identity will need to translate, and plan for those from the beginning. brand people - what other advice would you have for folks designing or redesigning a brand? Joseph Jeremy Angela Margaret Rebecca Heather Nikita Danielle Camille Susan Omene

Our Next Make Liberation Work Intensive on Thursday, October 19 at 3 PM focuses on Promotions and Career Development. Register today! https://buff.ly/3r9ut5f Report after report like the State of Black Women in Corporate America report from https://lnkd.in/g5796za3 talk about how broken career advancement systems are for women and people of color. (https://buff.ly/3hf9V1h) These inequitable outcomes don't happen all on their own - they happen due to bias and inequitable access to champions and advocates. But we can change that. Come join us in our October intensive and learn to identify the patterns of dominance and oppression in career development and how to reimagine these practices with liberatory principles at the center. Our intensives use real live case studies to explore these ideas in a low stakes and fun way. Can't make the session time? No worries! Registrants get access to the recordings and all session materials. We hope you'll join us!! #CareerDevelopment #Promotions #HR #Talent #DiversityEquityInclusion

Implementation of targeted recruitment strategies aimed at increasing the representation of underrepresented groups, including persons with disabilities, ethnic minorities, and individuals from diverse socio-economic backgrounds. By actively seeking diverse talent, we can enrich our workforce with a wide range of perspectives and experiences, ultimately fostering a more inclusive environment.

Join the crowd! Key Discussions Include:  Understanding the Pay Gaps and Causes: The specific dynamics of ethnicity pay disparities within the public relations (PR) and communications industry. Impacts on Individuals and Society: The broader implications of ethnicity pay gaps on individuals, families, and society at large. How Companies are Preventing these Disparities: Understanding the shift to actionable strategies that companies can implement to address and prevent ethnicity and age pay disparities. 

Allyship in Action: How to Elevate Your Role as a Workplace Ally: You might have heard the term ‘ally’ thrown around in conversations about social justice or in the context of diversity, equity, and inclusion (DEI). But what does it actually mean? Simply put, an ally is someone who supports and advocates for the rights and well-being of groups other than their own. In the context of […] The post Allyship in Action: How to Elevate Your Role as a Workplace Ally appeared first on SocialTalent. http://dlvr.it/SzVGYy

DEI is complex. This means that every DEI strategy needs to be based on the specific challenges of diversity, equity, and inclusion in your workplace. It’s an ongoing journey of unlearning and learning the deeply rooted dogmas that guide the way organizations operate. Discover how to build a sustainable DEI strategy by focusing on people’s real experiences to uncover and address systemic inequities >> https://lnkd.in/g6BjGbvM. #DEI #Inclusion #HR #Diversity

Following on from Inclusion at Work Week last week, I love the practical suggestions provided by the author, Lore Perkins, in this article outlining the actions colleagues took to make them feel safe to bring their whole self to work and ultimately foster an inclusive environment. Such actions included: 1️⃣ Creating a forum for open and honest dialogue, enabling employees to talk about various topics in a supportive space with the backing of senior leaders. 2️⃣ Demonstrating practical allyship, receiving endorsement from direct supervisors to use correct pronouns and educating others about inclusive language practices. 3️⃣ Listening attentively instead of making assumptions, recognizing the uniqueness of each individual's needs. A timely reminder that inclusivity is about acknowledging that every person brings value, diverse perspectives, and expertise to the team, irrespective of their gender identity.

Recognising the significance of intersectionality isn’t just an intellectual exercise—it’s essential for fostering inclusive workplaces where every individual’s unique journey is valued 💗 Joyce C., Diversity & Inclusion Leader, chips in on how employers can better embrace intersectionality. Read it here 👇 https://lnkd.in/gBchC_hD #CumminsAsiaPacific #WORK180 #Intersectionality WORK180

DEI is complex. This means that every DEI strategy needs to be based on the specific challenges of diversity, equity, and inclusion in your workplace. It’s an ongoing journey of unlearning and learning the deeply rooted dogmas that guide the way organizations operate. Discover how to build a sustainable DEI strategy by focusing on people’s real experiences to uncover and address systemic inequities >> https://lnkd.in/g6BjGbvM. #DEI #Inclusion #HR #Diversity

Addressing Colorism in the Workplace Let's talk about colorism and its impact on Hispanic employment opportunities in the US. In industries like construction, biases based on skin color can hinder career advancement and perpetuate inequality. It's time to challenge these norms, foster inclusivity, and create workplaces where everyone has a fair chance to succeed.