Veralto’s Post

It’s Black History Month. As we continue to see attacks on DEI efforts and programming, I challenge everyone in my network to examine how they can value, care and respect for Black individuals such that either they will be impacted or they will make an impact on others in a new and different way this month. Will you find ways to learn more about Black individuals and their history? Will you share the information you already know with someone else? Will you amplify the voices of Black individuals in your network? Will you participate in a celebration? Will you support a Black owned organization? Sound off on how you plan to make impact this Black History Month in the comments. #blackhistorymonth #inclusionmatters

I'm proud that KPMG celebrates #Juneteenth, commemorating the final enforcement of the Emancipation Proclamation and the legal end to slavery. It is a day of celebration, but also sobering reminder of the millions who suffered under slavery and the devastating and dangerous impacts of dehumanization. Tragically, we've not solved for inequality and the practice of slavery is still real and growing, with over 50 million victims of modern slavery worldwide. On this Juneteenth, please join me in: 1. Learning from the freedom fighters of the past, 2. Extending the Golden Rule to all, not just those like you, and   3. Taking practical actions to combat modern slavery. https://lnkd.in/e-P6qW9F #Integrity, #Excellence, #Courage, #Together, #ForBetter, #Freedom

Today we celebrate Juneteenth. For those who don't know, it commemorates the day the U.S. ended slavery. There's still much we have to do as a country and community. It starts with you. Listen to and amplify Black voices. Support Black-owned businesses. Educate yourself about Black history. Consider your role in creating a just society. Fight the good fight against racism and injustice. Follow some of my favorite LinkedIn Creators: Brianna Doe: Tells stories of entrepreneurship, career, and marketing. April Little: Coaches executive women and leaders. Jalonni Weaver: Transparent with career advice and mental health. Zuri GodfreyNigel Hammett: Paving the way for creators and marketers. Tobi Oluwole: LinkedIn guru who writes the most fire posts on careers. Nigel Hammett: Embodies hustle and grit and provides resume services. Who else should we connect and follow?

As you reflect on the importance of Juneteenth and its impact on the American history, take this time to honor the past, appreciate the present, and aspire to have a better future. This is a day to remember, celebrate, and continue the fight for freedom and equality. Let’s honor the freedom and resilience of the Black community, pay tribute to those who championed equality, recognize the advancements achieved, and pledge to continue striving for a fair and inclusive society. If you are interested in learning more about the history of Juneteenth and events that are happening in Boston, check out this link: https://lnkd.in/ez_g9cU4.  

Happy February,  it is officially #BlackHistoryMonth👍🏿 across the pond in the US and Canada! Following on from last year’s successful UK BHM Campaign, we’ve decided to go again. We are running another small campaign throughout February for USA’s and Canada’s Black History Months to celebrate Black individuals across the discipline, network and beyond.  What does the campaign mean for you? Well, we set the following aims & objectives so that you also get some value from it • Highlight you and your tremendous work;  • Increase awareness about your particular research area;  • Showcase career prospects & motivate those upcoming in the discipline; • Provide an efficient means to connect people across the network and beyond. Can you guess who else we will be featuring?

SSTS is a conversation that seeks to support, deepen, and grow the ability of Black technologists to explore, imagine, and create factors necessary to build muscle memory and heart for imagining and exploring from a lens to do less harm to self and others. Our time together seeks to shift the sector by regarding & remembering we are worthy of inhabiting and taking up space that requires, expects, and pushes the need to solve nothing. In this space, at this juncture in our sector-shifting journey, we get to connect, be, explore, laugh, be curious, and rest. SOUTH conversation path is about growing and exploring our IMAGINATIONS. Join a conversation at soshiftsthesector.com The word SOUTH against video of a campfire with a river flowing behind it. It reads A deep connection exists between IMAGINATION & Social TRANSFORMATION. This is NOT a webinar. This is NOT a presentation. This is NOT a conference. This IS a CONVERSATION GROUNDED in TRANSMUTATION & UNAPOLOGETIC BLACK LOVE. 2023 Season for SSTS ends in September. If this type of communication speaks to YOU, register to join one or two convos. Hope to see you.

Give this a like if you've already read some of these books! ❤️ 📚 Embrace the power of literature this Black History Month with these thought-provoking banned books. Banning books, especially those focused on diversity, restricts access to essential perspectives and voices that need to be heard. These stories challenge the status quo, ignite conversations, and shed light on important issues faced by the Black community. 📖 By reading and sharing these banned books, we stand against censorship and champion the importance of diverse voices in our society. Which one will you pick up first? 

I remember in 2020-21 many agencies were making bold promises to increase the number of “minorities” (which could literally mean anyone)/POC in upper management but in 2022 it appears that many did the opposite and I wouldn’t be surprised if these numbers are the same or even worse in 23’. What black folks have to understand is that these upper management positions in advertising are in fact positions of power, wealth, and influence. So it’s going to take more than empty perfomative rhetoric from white folks who gatekeep these positions to see any real change. One solution that never gets mentioned is black ownership. Part of the reason why I personally haven’t gone to many so-called black advertising conferences/workshops is because the emphasis only seems to be on what we need to do (in these white dominated agencies) to gain acceptance/upward mobility, how to create affinity groups, etc. Spaces that historically and currently have shown a lack of seriousness when it comes to addressing said issue and are fully aware of their homogenous upper management/leadership team. The reality is there are more than enough successful black leaders in advertising for us to have serious conversations about the future of black advertising and creating a foundation for those that will come after us. But truth be told many black leaders appear comfortable and unwilling to have these conversations as well, just like their white counterparts. Being the sole negro in leadership may get you a trip to Cannes, recognition from your contemporaries, and opportunities that increase your profile but it won’t translate to real change and opportunity for those that look like you and celebrate your accomplishments. But hey to each his own 🙏🏿 #BlackInAdvertising #BlackInTheWorkplace

In a nutshell: Why simple manners will help a company retain diverse talent. Everything about corporate america (the hierachies, “professionalism”, incentivizing with promotions and bonuses, pay structures, department delineation, what it means to be a successful business) was first birthed during a time when only white men could create it. Corporate america has improved a lot. But it is still a white structure that has evolved to welcome diversity. While diverse talent is sought after now, the structure hasn’t been touched and remains untouchable. When diverse talent loses its way in an unnwavering structure that is unnatural to them, they leave because they never find their place. As hard as the jobs are closer to the C-suite level, change has to start there. People look to leaders to determine how they should act in order to be successful at work. If a department lead is hard-working and expresses how important it is to be ambitious, the department will follow that example. The problem with this heads-down, hardworking attitude is that its distant. And this distance spreads. Theres no importance placed on connection between employees and community suffers. There has to be a constant and intentional reminder to everyone that humanity is as important as ambition. And its a lot easier than you think. 1. Say good morning now matter how busy you are to different people everyday. I promise you have time. The impact of that good morning makes people feel acknowledged and promotes humanity which gets lost the bigger the corporate setting gets. 2. Say thank you whenever something is delivered to you no matter if it meets your expectations or not. There will always be time for feedback. 3. Ask people for their names and how to say it correctly. If you forget, ask again. Asking again shows you care about getting it right and you’re humble enough to recognize your own humanness. 4. Smile. Positivity spreads. 5. Cliques are inevitable but try to avoid them. As soon as you’re part of one, you’re out of another. And everyone has something to teach. Be the one to branch out. If you want diverse talent to stay, start with simple humanity as a means to build community. It goes a long way.

Today is Juneteenth, a day to acknowledge and celebrate the freedom of enslaved people in America and recognize the ways in which Black Americans have been a significant part of the country's history and culture. Learn more about Juneteenth on our blog: https://lnkd.in/gYeRzWwi