Convergint’s Post

As we celebrate Social Work Month, I am filled with immense pride and gratitude for achieving the milestone of becoming a 🎉 Licensed Clinical Social Worker (L.C.S.W.)! 🎉 "I wanna thank me for believing in me, I wanna thank me for doing all this hard work. I wanna thank me for having no days off. I wanna thank me for never quitting. I wanna thank me for always being a giver and trying to give more than I receive. I wanna thank me for trying to do more right than wrong. I wanna thank me for being me at all times." - Unc Snoop! What does L.C.S.W mean for me? L (Learning.) Recognizing that learning extends beyond traditional settings and requires a willingness to challenge existing systems of oppression and access. Actively seek diverse perspectives, engage in critical dialogue, and interrogate our biases and privileges. I encourage our social work community to continue educating ourselves about our history and the intersecting forces of injustice/wins that shape the lives of our clients and ourselves. By embodying a commitment to revolutionary learning, social workers can effectively collaborate with community members to cultivate the knowledge and awareness necessary to enact meaningful change and advance social justice for all. C(Capacity). On a Micro scale, social workers must acknowledge our limits and strengths, recognizing and having the ability to share with others and themselves when their plate is full. This is not a luxury but a necessity for sustainable advocacy and practical work. On a Mezzo/Macro scale, capacity can also shift and grow when we harness our collective power and ingenuity, which may mean pulling up with a table and folding chair! Together, we are better! S (Showing Up). Showing up goes beyond lip service; it requires a tangible commitment to action and advocacy. We must actively apply our knowledge and skills to effect meaningful change in our communities. It necessitates courageous conversations, bold initiatives, and unwavering solidarity with those who are marginalized and oppressed (Accomplice over Allyship.) W (Work). Understanding the intersections of identity, power, and privilege and committing to challenging systemic injustices are the cornerstones of effective social work practice. It demands cultural humility and a willingness to engage in ongoing self-reflection. We can create inclusive spaces by upholding ethical standards and promoting cultural competence. Rest is not merely a pause in our work; it is an act of resistance and a crucial component of sustainable activism. 

Monday evening musings….. 1. A busy year ahead to plan for work, and eager to get our inclusion calendar out and filled to the brim with exciting workshops, conversations, events, and opportunities for our passionate people to shine and share all that makes them awesome. 2. A busy year ahead to plan a total refresh and realignment of an important equality process I’m responsible for. It’s a daunting challenge that’ll involve changing behaviours and cultures across a diverse business, and embedding the will and drive in folk to go that extra mile to make what we do more accessible and inclusive for all. 3. A busy year ahead for my charity Sky Creative Sussex as we embark on a brand new venue for our premier and unique ComiCon event WynterCon, and strive to align what we offer to the ever changing needs of the communities we serve. 4. A busy year ahead building relationships with all the fantastic people I’ve met over the last 6 months on my adventure in ED&I. I’m looking forward to an insightful journey alongside some really passionate and progressive people as I try to better understand my own skills and what I can bring to the world of inclusion. That feels like a lot of pressure and it’s only half way through January! As with all challenges, they are made easier by working with, and learning from, amazing people along the way. There is never anything wrong with learning, and you’re never too long in a role to sit back and say ‘so why exactly do we do that?’ So those are my Monday musings now my feet have touched the ground in 2024 and I’ve had a chance to actually breathe! #inclusionanddiversity #inclusionforall #skycreativesussex #WynterCon #collaborationforchange

#DYK: Last year, over 65K Cisconians globally practiced #givingback in their communities. Learn from Kelly Petrich on how employee actions drive our purpose to power an inclusive future for all 🌍 http://cs.co/6043nGJ0X

Our 11th piece of advice to help ease the transition back to the office for your team ➡️Celebrate what they celebrate! By recognizing what your employees are passionate about, allotting them the time to get involved in their causes and championing them throughout the organization, you show a level of support that makes returning to the office easier. In fact, many Madison clients use Madison Celebrations to do just that — bring together people to celebrate shared interests through volunteer projects and corporate social responsibility events. Learn more about this perk and 10 more ideas here: https://bit.ly/3yaCB8H #returntooffice #RTO #employeerewards #employeerecognition #celebrations

'Tis the season of giving’ and strategizing for a purposeful new year. Do not overlook the power of Corporate Social Responsibility (CSR) as you plan. Engaging in CSR is not just about giving back; it is about forging a stronger bond with your community and fostering a positive internal environment within your company. In case you missed it, Rory S. Coakley, co-founder of Coakley Realty, shares his opinion on business social responsibility, its importance, and how to create a sustainable connection with your community. Read the full interview here: https://lnkd.in/gDfAZHWR #SeasonOfGiving #CSRStrategy #CommunityEngagement #MakeADifference #BusinessResponsibility

I often hear racial affinity group leaders and members feel torn between false dichotomies. It can sound like this: Do we build culture and community OR do we build allyship and advocacy? Is affinity group time a space to be heard and seen OR is it for hearing and seeing others? Is it for advocating about 'our issues' or being in solidarity with others' issues?  These are false choices! These things don't have to be at odds with one another. With intentional design, you can braid them together. If you’re leading an AAPI or AANHPI Affinity Group and feeling stuck in false dichotomies, I’d love to support you.   **** As I wrap up my third year working with one of my rockstar AAPI Affinity groups (shout out to D214!), I'm feeling even more firmly rooted in the truth of the both/and.    In my approach, through fun and poignant reflection and storytelling exercises members share about their lived experiences accomplishing multiple things at the same time: 🌟 Members feeling deeply seen, understood, and valued as a result of sharing and having heard one another's stories and seeing shared themes 🌟 Expanded empathy and understanding of the diversity across the group 🌟 Greater knowledge of bias, discrimination, and injustice others experience through the diversity in their stories 🌟 Confidence and strength in having a community and knowing you're not the only one 🌟 Interconnectedness and a sense of interdependency that leads to more speaking up and initiating positive change to better the workplace and world for everyone   This growth and impact ripples beyond the immediate group, leading to initiatives that grow allyship, solidarity, and bridges with others in their community. One of my AAPI affinity groups this year hosted student programming and initiatives that promoted empathy and understanding through culture nights, art installations and exhibits, and even inspired neighboring districts to host their own programming. It also advocated for the district’s first ever All BIPOC half day retreat last fall, bringing 80+ educators of color together to build relationships, heal through reflection and storytelling, and help contribute to the district’s equity plan.    Affinity groups matter. They facilitate critical connections, self-discovery, moral support, resource sharing, and empowering leadership development that can help fuel the positive change employees can contribute to their workplaces and worlds.    If you’d like to braid beautiful outcomes like these together for your own AAPI, AANHPI, or APIDA Affinity group or otherwise see an opportunity to unlock untapped potential in your group, please reach out. Seeing these groups transform, and seeing them apply their beautiful talents to transform their workplaces and communities is one of my favorite things I do.   #facilitation #unlockyourpower #powerwithin #AAPI #leadershipdevelopment #culturallyrelevantfacilitation

Recently, I've had several conversations with leaders from a variety of organizations about engaging volunteers from diverse backgrounds. Diversity, equity and inclusion work is happening all around us, and is often talked about in the context of employee experience and how our organizations serve our communities, so it's really exciting to hear how organizations are considering how to engage, include, and support volunteers with all kinds of lived experiences.    This article from Volgistics outlines the types of human traits that contribute to a diverse team, why diversity among volunteers is so important, and some helpful strategies for building a culture of inclusion when it comes to volunteer engagement.     It also discusses two issues that have come up in some of the conversations I've had – developing authentic, meaningful, trust-based relationships within the communities you want to recruit in and being mindful of whether the term "volunteering" is actually getting in the way of engaging people.     Both of these issues resonate with my own experience, and I found the discussion and strategies shared helpful.     This is a learning edge for me! I'd love to hear how your organization is engaging volunteers from different walks of life, if you've gotten "stuck" anywhere or found strategies that have worked well? Are there any resources or training that would be helpful to you? https://lnkd.in/eF8ksGTA 

Recruiting volunteers from diverse backgrounds and lived experiences? Trust-based relationships and awareness of different cultural perceptions of volunteer work are among the topics Anna Guest disuccses in her analysis of the "How to Promote Diversity and Inclusion at Your Organization" article published on Volgistics, Inc. What else volunteer leaders should be aware of when recruiting volunteers from underrepresented communities? Share in the comments below ⬇️. #dei #volunteers #volunteerleaders #recruitment

Corporate Social Responsibility is a phrase thrown around in the business world in every industry. Harvard Business School defines it as “the idea that a business has a responsibility to the society that exists around it” which sounds like common practice, especially in the home healthcare industry. But how do home care companies actually do it? Here are just a few ways home care companies can show up for their communities: 👥 Diversity & Inclusion: A diverse staff is more than a moral obligation, it’s vital to strategy and success as well. There is no better way to accomplish fresh ideas and deeper understanding of different perspectives than building and prioritizing a diverse team of administrators and field staff. 💪 Community Involvement: Engaging with your community should go beyond reputation building and retention. Participating in events with non-profit organizations, supporting vulnerable populations, and committing to educating the public fosters a stronger and more connected community with a culture dedicated to health and well-being.    🤝Philanthropy: Home care companies are more than just a balance sheet! We’re catalysts for change. Supporting research, helping the less fortunate, and contributions to global health efforts are ways we can use our resources for positive change.    These are just a few ways we should commit to impacting our community for the better. What does Corporate Social Responsibility mean to you/your company? And how are you committing to it this year?  #HealthcareLeadership #CommunityEngagement #CSR

IntelliSync addresses social responsibility through several key strategies: Ethical Business Practices: Adhering to the highest standards of ethics in all business dealings, as outlined in our HR Policy Development, reinforces social responsibility. Community Engagement: Actively participating in community initiatives and partnerships, contributing positively to local development and welfare. Environmental Sustainability: Implementing sustainable practices in operations, minimizing our environmental footprint. Diversity and Inclusion: Promoting a diverse and inclusive workplace, as detailed in our Diversity and Inclusion policies, reflects a commitment to social equality. Employee Well-being: Through our Health and Wellness Programs, we prioritize the physical and mental health of employees, acknowledging our responsibility towards their well-being. Educational Outreach and Training: Partnering with educational institutions and offering training programs to enhance local skill development. Philanthropy and Volunteering: Encouraging and facilitating employee volunteering and philanthropic activities directed towards social causes.