Alana Cheeks-Lomax, MPP, PMP (She/Her/Hers)

As we commemorate the four-year milestone since the tragic events surrounding George Floyd's death, it's imperative for us to pause and recalibrate. Acknowledging our missteps is the first step toward forging a new path forward. I emphasize the need for organizations to reassess their inclusivity efforts, pinpointing areas where we may fall short in meeting the needs of our employees. Establishing clear, attainable goals and recognizing our achievements along the way is essential to sustaining momentum. It's crucial to understand that DEI isn't solely the responsibility of one individual or team—it's woven into the fabric of our organization. From top leadership to frontline staff, each of us must embrace diversity as a cornerstone of our success. Celebrating our progress, especially in the face of adversity, is paramount. We must view DEI as a long-term commitment, resilient in the face of political challenges and ongoing societal discussions. Ultimately, fostering an inclusive culture requires more than just slogans—it's about honoring the richness of individual experiences and committing to continuous action. Let's embark on this journey together, prepared for the long haul and unwavering in our dedication to meaningful progress.

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🌟 Building a Strong Professional Network: Strategies for Black Women 🌟 Building a robust professional network is essential for career advancement in today's competitive landscape. Here are five key strategies for Black women to expand their network, cultivate meaningful connections, and leverage networking opportunities: 1️⃣ Seek Out Mentorship and Sponsorship: Find mentors and sponsors who can provide guidance, support, and opportunities. Mentors offer valuable advice, while sponsors actively advocate for your career advancement within the organization. 🤝 2️⃣ Join Professional Organizations and Affinity Groups: Engage with organizations and groups that focus on supporting Black professionals and women in your industry. These platforms offer networking events, workshops, and resources tailored to your career growth. 📚 3️⃣ Attend Conferences and Industry Events: Participate in conferences, seminars, and industry events to connect with like-minded professionals and thought leaders. These gatherings are excellent opportunities to exchange ideas, gain insights, and form lasting relationships. 🎤 4️⃣ Leverage Social Media and Online Communities: Utilize platforms like LinkedIn to connect with professionals in your field. Join online communities and groups that align with your interests and career goals, and actively participate in discussions to build your visibility and network. 🌐 5️⃣ Be Intentional and Authentic: Approach networking with intentionality and authenticity. Focus on building genuine relationships rather than just collecting contacts. Show interest in others' stories and offer your support, creating a reciprocal and meaningful network. 💬 By implementing these strategies, Black women can expand their professional networks, access new opportunities, and achieve their career aspirations. Let's continue to support and uplift each other in our professional journeys! 🌟💪🏾 Please Subscribe to our movement The Sisterhood Society for Women of Color on our website (SisterhoodSocietyWOC.org) for website for more tips & resources #Networking #CareerGrowth #BlackWomenLead #ProfessionalDevelopment #Mentorship

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The fight for equity is far from over. As the Co-founder of Chezie, I know firsthand how difficult it is for Black entrepreneurs, especially Black women, to navigate the systemic barriers that exist in securing funding. The recent federal court decision to halt the Fearless Fund’s grant program for Black women entrepreneurs is deeply disheartening. This program was essential in addressing the inequities that so many of us confront daily. It's not just a blow to the Fearless Fund but to all initiatives striving to support marginalized groups in the entrepreneurial space. Black women are among the most entrepreneurial demographics in the U.S., yet we receive less than 1% of venture capital funding. This decision demonstrates a fundamental misunderstanding of what true equity entails. Equity requires us to acknowledge and address the unique challenges different groups face, rather than applying a one-size-fits-all approach. Halting these targeted programs under the pretense of fairness undermines efforts to create a truly equitable economy. Despite our significant contributions and potential, Black women are still being shut out from opportunities that others can more easily access. We must continue to advocate for equity and support programs that aim to correct historical and systemic injustices. Investing in Black women is not only the right thing to do but also a smart economic move that benefits everyone. Let's keep pushing for a fair and inclusive economy. The journey is long, but the work is vital.

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If you have 5 minutes (well even if you don’t have 5 minutes😅), please read this thoughtful article on DEI. Happy Reading!

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“It is exhausting to be held to a standard that expects us to lead organizations that demand our constant outpouring and criticizes us when irrational and inappropriate demands are not met.” Black women are the backbone of many organizations and they are sounding the alarm around this expectation. The Black journalists at Nonprofit Quarterly have been doing remarkable work exploring these problems and uncovering the multifaceted roles of Black women in leadership within the nonprofit sector and across all organizational types in America. Their latest series, “‘Stop Drowning Us, and Stop Making Us Disappear’: A Critical Report on the State of Black Woman Leadership,” is particularly thought-provoking. Authors Whitney Parnell and Kerrien Suarez delve into three pervasive leadership tropes: the Mammy, the Angry Black Woman, and the Magical Superwoman. I highly recommend reading their insights this week. As we navigate our professional environments, it’s essential for everyone—not just Black women—to reflect: How do these tropes manifest in our workplaces? How do they shape the perceptions and treatment of Black women by peers and leaders? What steps can we take to recognize and appreciate Black women as their full, authentic selves? Your thoughts and reflections can pave the way for real change. Let’s discuss. #Leadership #EquityInAction #DiversityAndInclusion #WomenInLeadership #NonprofitQuarterly #BlackWomenLeaders https://lnkd.in/ePj2mYy5

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As we celebrate Juneteenth today and commemorate this day of freedom, let us also acknowledge the inequity that Black Americans continue to face. The McKinsey Institute for Black Economic Mobility recently examined which environments—cities, suburbs, exurbs, and rural counties—currently offer Black residents the best quality of life and which have gotten closer to the goal of creating more equitable outcomes. Soberingly, the study found that there is nowhere in the United States where outcomes for Black residents equal those of their White neighbors. How long would it take for Black Americans across the nation to achieve racial parity with their White neighbors? Based on the rate of change between 2012 and 2021, say McKinsey & Company senior partner Shelley Stewart III and coauthors, it could take more than three centuries. #equity #thrivingcities #diversity #DEI

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You may have seen the recent announcement from Melinda French Gates. Using $1 billion in funding from the foundation founded with her ex-husband, she is leaving the foundation and plans to fund groups that work to improve women’s rights, health and “advance their power and influence.” 💪🏾 In a recent The New York Times op-ed, she recalls her 25 years of philanthropic experience, noting that many of the (mostly male) leaders she worked with regularly dismissed prioritizing #advancement and equality of women and girls. 😣 And the #stats support her lived experience: According to the Women and Girls Index, financial giving to organizations aimed at advancing #women and #girls represents less than 2% of philanthropic support. OUCH. 😖😤😡 According to Gates, this “frustrating and short-sighted” trend is one she wants to right. Her quote below resonated with me and reminded me of another one from Dr. Martin Luther King, Jr.: “The time is always right to do what is right.” 💡 I remain #inspired by leaders who walk the talk, putting their (literal, in this case) money where their mouth is. 👏🏾👏🏾👏🏾 Here’s what I know: 📝 There will always be a to-do list that’s a mile long. ⏳There will always be time to waste time or make excuses. 🙅🏼🙅🏽‍♀️🙅🏾🙅🏻‍♀️ AND - there will always be naysayers - people who walk away from you, your company, etc. because they disagree with your actions. The question is - which way will you turn? What do you #value most? And when it comes right down to it, will you make the decision that will progress equitable outcomes for all? 🤔 What do you think about Melinda’s decision? 👇🏾👇🏾👇🏾 #commentbelow

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Goldman Sachs says it's invested over $2.3billion in Black women in the three years since it started its One Million Black Women initiative. I'm curious - who are the Black female founders that $2.3billion has gone to? And if Goldman invested over $2.3billion in Black female founders starting in 2021, why was funding for Black founders down in 2023 for the third year in a row (Dominic-Madori Davis TechCrunch https://lnkd.in/epJiU4e7) when an injection of $2.3billion would surely have reversed that trend? 'The One Million Black Women initiative, a program the company started in 2021, aims to dedicate $10bn in investment and $100m in philanthropic spending to address racial and gender inequality over the course of 10 years. The firm said it has spent over $2.3bn in investment capital and another $33m towards philanthropic since the initiative launched.' Lauren Aratani The Guardian https://lnkd.in/evwtfr5W

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I'm always skeptical when I see this statistic of 76% Chief Diversity Officers being White... Because where the f*ck are they? I rarely see them at the DEI conferences. They don't come to the DEI "cookouts?" The award shows, the learning events, etc. I did a "Chief Diversity Officer" search here on LinkedIn and you know what I see? ⚫️ Black people mostly. I had to scroll A LOT to find two White women and they were one of a rare handful that also hold the title of a Human Resources leader. Which is also telling because IYKYK 👀 Here is a quote from an article that resonated with me by Amira K.S. Barger, MBA,CVA,CFRE: "Blind belief is dangerous. Any desired narrative can be extrapolated from data and can be aggressively biased depending on the quality, quantity, methodology, source, and the individual interpreting and analyzing it. Growing up, particularly in math classes, my teachers would constantly exhort us to show our work. I expect nothing less from those producing data outputs. How was the data collected? By whom? For what purpose? And to serve whose interests?" https://lnkd.in/g2bGeaac Anyway I'm no data scientist so I could be wrong but I also believe I have a right to be skeptical of that widely used stat considering the rooms I'm in and the countless Black folks I talk to who are frustratingly busting they asses in this space. If we were to entertain the idea that that stat is wrong, we would need to contend with an equally horrifying reality or concept: 👉🏾 That majority White owned, led and run institutions are putting the lion's share of intellectual and emotional labor on Black and Global Majority practitioners and giving them shoestring budgets and little power to carry that work out. I'd love to hear from other Diversity, Equity and Inclusion practitioners operating in corporations and institutions about this one.

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About DEI It’s more than executive buy-in, it’s about executive engagement - meeting and talking regularly with the executive to understand their hopes for success and outcomes, timelines, the strategic plan, and that they are part of this too. Cedric Williams, PhD on The Voice of Leadership with Dr. Karen Wilson-Starks https://lnkd.in/e4PFTZ-q #DEI #diversityequityandinclusion #diversityequityinclusion

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DEI is Getting a New Name...Check out this Washington Post Article... In today's Washington Post, Taylor Telford and Julian Mark shed light on the evolving landscape of DEI initiatives in their article "DEI is Getting a New Name. Can It Dump the Political Baggage?"  Grateful to have been quoted along with Johnny Taylor, CEO of SHRM, and other notable DEI thought leaders, discussing the complexities and challenges faced as these initiatives respond to political pressures. This piece dives into the significant shifts and the impact of political dynamics on DEI efforts. It's an essential read for anyone keeping an eye on how these vital programs adapt and strive to maintain their core objectives amidst shifting societal winds. Let’s engage in this important conversation and consider what these changes mean for the future of inclusivity. 🤔💬 #DEI #Leadership #SocialChange Washington Post Article Link: https://lnkd.in/gPzCbG58

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In 2020, my awareness of my identity, privilege, and role in systemic racism widened like never before. My perspective on Rippleworks started to change, too. Where before I saw an impactful foundation serving social good—an organization I am unbelievably proud to serve—I now also started to see systems that needed to be dismantled and replaced. To undertake that work, and to support our teams in that work, I knew I needed to fully commit. For me, those commitments came in two categories: commitment of mind, and commitment of heart. Commitment of mind:  For me, this meant fully internalizing and embracing the rationales for a diverse and inclusive workforce. Diverse teams, treated equitably—that feel included with a sense of belonging—make people, teams, and organizations stronger and more successful. Building a more diverse and inclusive workforce is not a luxury to de-prioritize when the work becomes inconvenient. It must be built into the fabric of the organization and is necessary for an organization to survive and thrive. Commitment of heart:  For me, this is knowing that building a place where all people are deeply seen and feel heard is simply the right thing to do. It’s that simple. Each of us deserves to feel like we belong and can thrive. This is the person and leader I aspire to be. And I must lead us to create an environment where the present and future purpose-driven people of Rippleworks can do their best work. This change starts with us, in our workplace, and ripples through to our service to ventures and the social impact ecosystem. We are issuing this report to hold ourselves accountable to this mission and provide other leaders undertaking, or considering, a commitment to a diverse, equitable and inclusive workforce our true and honest journey in the event it might be helpful. I am not the only person making this commitment at Rippleworks. Every single person has made the same commitment. I want to thank each and every team member at Rippleworks for “doing the work.” For going on a learning journey, for being brave with your questions and your input, for calling each other in when something could be better, for being vulnerable, and for your commitment to making Rippleworks the best place for purpose-driven people to do great work. https://lnkd.in/gruYaV6n

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As a Black woman deeply committed to uplifting marginalized communities, I am profoundly disappointed by the recent decision of the U.S. Court of Appeals for the 11th Circuit to block the Fearless Fund from awarding grants exclusively to Black women entrepreneurs. This decision overlooks the historical and systemic barriers that Black women face in accessing capital and opportunities in the entrepreneurial ecosystem. The Fearless Fund was established to address these disparities by providing essential resources and support to Black women, who are often underrepresented and underserved in the venture capital space. By prohibiting the Fearless Strivers Grant Contest, the court is effectively stifling efforts to level the playing field and promote economic equity. While Title 42 aims to ensure equal rights under the law, it is crucial to recognize that equity does not mean treating everyone the same but rather addressing the unique challenges faced by different groups. Black women entrepreneurs have historically been marginalized and denied equal access to funding opportunities. Initiatives like the Fearless Fund are vital in correcting these inequities and fostering a more inclusive and diverse business environment. This ruling sets a troubling precedent that undermines targeted efforts to support those who need it the most. We must continue to advocate for and invest in initiatives that empower marginalized communities and ensure that all entrepreneurs have a fair chance to succeed. The fight for economic justice and equity is far from over, and I stand with the Fearless Fund in their mission to uplift and empower Black women entrepreneurs. https://lnkd.in/eP3Dvp8J

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POV: You have fantastic collaboration partners like @Angels Speaking and @Deondra Wardelle who invite you to deliver assessments for their clients. If your organization wants to know who feels included at work (and who doesn't and why), DM me to find out how a Spectra Diversity Inclusion Assessment can help you build a more inclusive workplace!

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POV: You have fantastic collaboration partners like @Angels Speaking and @Deondra Wardelle who invite you to deliver assessments for their clients. If your organization wants to know who feels included at work (and who doesn't and why), DM me to find out how a Spectra Diversity Inclusion Assessment can help you build a more inclusive workplace!

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POV: You have fantastic collaboration partners like @Angels Speaking and @Deondra Wardelle who invite you to deliver assessments for their clients. If your organization wants to know who feels included at work (and who doesn't and why), DM me to find out how a Spectra Diversity Inclusion Assessment can help you build a more inclusive workplace!

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POV: You have fantastic collaboration partners like @Angels Speaking and @Deondra Wardelle who invite you to deliver assessments for their clients. If your organization wants to know who feels included at work (and who doesn't and why), DM me to find out how a Spectra Diversity Inclusion Assessment can help you build a more inclusive workplace!

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This article in EBONY Media Magazine by Keyaira N. Boone is a whole word. In the article, Boone provides examples of how Black women in leadership often don't have the same power and resources as their non-Black and non-female peers. I remember doing an exercise about power when I was a senior leader at an org wide retreat. Folks pushed back about my perceived power in the organization, saying I had way more power than most. It was if they truly believed that having positional power would erase what it means to be a Black women in America. I think what the team was responding to was the fact that I *did* have positional power. Society has indoctrinated all of us that Black women like me are subordinate and should not have power. I believe a lot of the team's reactions and beliefs about my positional power were about subconscious beliefs that someone like me didn't deserve to have any power. Being a Black woman leader still comes with the scrutiny, hyper-surveillance, micro-agressions, and harsh discrimination. In the rooms with the most power, the way those with the most socialized power will come at Black women would steal your breath. Often these actions are done in the dark, with little protection for Black women. There are few allies in these rooms - and those who would claim to be allies often fall silent in these rooms were racialized harm happens. Gaining positional power can also mean losing some sense of community, as you become part of the powers that be. I remember feeling like I couldn't fully participate in Black affinity spaces anymore. It can be very isolating. And it can feel like no one has your back. In these moments, I remember the words of Minda Harts, who said on a panel, "It was Black women who saved me." I hope all Black women remember that we can have each other - even when we're in different workspaces. Because sometimes we're all we've got.

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