Leadership Through The African American Lens Seeking - amazonia.fiocruz.br

Leadership Through The African American Lens Seeking Video

Letter from HC Discussions H Esther Turner. The letter https://amazonia.fiocruz.br/scdp/blog/purpose-of-case-study-in-psychology/module-2the-teenage-drug-epidemic-read-parts.php was originally intended for the Henry Crown Fellowship community. It is being reposted here for the benefit of the wider AGLN community. Dear Henry Crown Fellows, It would be an understatement to say that this has been a difficult season in U. At the same time we are learning how to live during the time of a global viral pandemic, we are facing a racial and cultural reckoning arising from our collective witness of the recent murders of George Floyd, Breonna Taylor, Ahmaud Arbery, and the recorded video showing the false accusation of Christian Cooper, the Central Park bird watcher. And while we, the Black Henry Crown Fellows, also found these events deeply painful, they were not at all new to us, but rather served as a painful reminder of the reality of our own experiences of being Black in America and the life experiences of the generations that came before us.

We are watching corporate America and major institutions in this country try to respond to the Black Lives Matter protests and wrestle with what the right thing is to do and how to tackle systemic racism and income inequality. And despite the fact that many organizations have stated diversity and inclusion commitments, there is still a lack of African American representation — in many cases, to an extreme degree — in the workforces, executive leadership, boards and in the supply chains and business partnerships of Leadership Through The African American Lens Seeking institutions.

Our approach to diversity, equity, and inclusion

We have been proud and appreciative to be part of the Aspen Institute and members of the Henry Crown Fellowship — for some of us, for almost 20 years. In some ways, it feels like being part of a remarkable extended family. We must recognize however, that there are also ways that our experiences and perspectives are unique. Given this moment, we, the African American Henry Crown Fellows, have felt compelled to join together as a unified group.

We offer to this Fellowship suggestions that we as Fellows can implement in the companies and organizations we lead, and that we can also share with peers in other organizations and institutions who are also grappling with these important issues.

Is this not what this Fellowship is for? People: Companies can best meet their customers' needs when they are committed to diversity across all levels of their organizations. Diversity — embracing colleagues who look, act and, importantly THINK differently — makes us stronger as teams, as organizations and members of society. It is how we guard against our blind spots and see the longer paths to opportunity. Some suggested ways Atrican meaningfully improving the diversity in organizations and institutions include: Create measurable objectives for retaining and increasing Black leadership and board representation, and hiring of Black talent overall, over a reasonable time frame.

Racial Equity

Implement the Rooney rule, a policy that requires diverse candidates be on every slate of those to be interviewed for senior positions, board seats and board leadership. Embrace inclusive leadership through anti-racism, anti-bias and inclusion trainings and programs. Affirm https://amazonia.fiocruz.br/scdp/blog/purpose-of-case-study-in-psychology/the-romanian-criminal-justice-system.php value that inclusion is a leadership skill. Incorporate the success measures and outcomes for representation, success, and advancement of Black and other underrepresented talent into the performance and rewards systems at all levels of management.

Bolster Black employee recruitment through new and expanded partnerships with historically Black colleges and universities HBCUs and key organizations.

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Invest in your Black colleagues by increasing participation in formal training, mentorship, sponsorship, skill development and health and well-being programs, with an aim to retain and fuel the talent pipeline and ensure equitable opportunities for career advancement. Bring to bear the best available expertise to help ensure processes are in place to support the development and advancement of Black talent. Purchasing: When companies are willing to form contractual relationships with minorities across a variety of industries, the corporation's image is bolstered as well as the minority businesses and executives they work with. Beyond that, a more diverse business partnership community brings innovation and insights that drive enterprise value.

Potential ways of achieving this include: Set measurable goals and objectives to increase spending with businesses owned and led by underrepresented minority businesses. Procurement programs should move beyond the historical minority supplier programs and incorporate more progressive initiatives that support broader business diversity — moving beyond, for example, the conventional minority security and janitorial services, but to also include partners in manufacturing, tech and service providers such as law firms, IT, accounting firms, marketing agencies, and investment managers. Review procurement processes to ensure best practices, not only to facilitate purchasing from diverse business partners, but to also support organizational values and Seking leadership, such as strengthening prohibitions on prison labor in supply chains.

How We Fight Hunger

Review brand work through the lens of racism and bias, with a view to enhancing performance, marketing and communication — both internally and externally. Ensure that communications business partners have the diversity of perspective necessary to support these efforts. Black businesses and entrepreneurs value not only your purchasing spend, but access to new customers.]