Do you ever feel like you're stuck in a professional persona? You show up, put your head down, and power through the workday, but a nagging sense of inauthenticity lingers. Maybe you crave deeper connections with colleagues, or you dream of a career that aligns with your true values. Here's the good news: authenticity isn't just about feeling good at work; it's the key to unlocking a more fulfilling and successful professional life.   Yet, the idea of being your authentic self at work might sound daunting. After all, wouldn't that mean sharing every quirky detail of your personality? The good news is authenticity isn't about unfiltered self-disclosure. It's about bringing your core values, strengths, and passions to the table in a way that feels appropriate for the situation.   Think of authenticity as the foundation of trust. When you show up as your authentic self, you create an environment where others may consider doing the same. Yet when you lack the agency, or the choice to determine how much of your real self you want to bring into your work, authenticity won’t be an option. And if authenticity isn’t an option, then growing trust, the ultimate business currency, won’t be an option either.   Agency is about power, and naturally, those of us who hold more power at work may treat authenticity as a dial that you can turn up or down depending on how relevant a personal detail is to the work at hand. Yet for those of us who hold less power at work, showing up as our real selves on the job is not a choice – it’s a liability. So how do we grow our collective agency to realize the authenticity advantage?   Fortunately, today’s featured guest, Don Mamone, offers their insights on this episode of the Imagine Belonging Podcast. Don is a renowned identity coach who teaches others how to reach their maximum potential and impact by discovering and embracing their true identity. As a nonbinary person, Don supports their clients build safer spaces that support and encourage unapologetic authenticity.   Don will explain how authenticity can lead to increased trust with your colleagues, leading to better feedback, career development opportunities, and potentially even promotions. You'll also learn how authentic connections with colleagues can create a more positive and supportive work environment, boosting your overall well-being and happiness.   This conversation is specifically designed to support organizational leaders, DEIB practitioners, and HR professionals seeking everyday actions they can take to maximize the power of the authenticity advantage. During this conversation, we will gain:   --Strategies to balance authenticity with professionalism.  --Fresh ideas to bring your authentic self to work.  --Answers for why genuine connections are essential for success.  --Awareness of how authenticity builds trust with your manager and colleagues.  --Practical tips to identify your values & translate them into your career.   Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Don, be sure to join the Belonging Membership Community – a community of leaders, visionaries, and change makers committed to advancing their DEI goals while practicing community care. Members have the unique opportunity to engage with our featured thought leaders 1:1 after our podcast recordings where they can participate in a private laser coaching session with our guests.   To learn more about the Belonging Membership Community, please visit: www.belongingmembershipcommunity.com.   And now…let’s jump into today’s conversation…

In the wake of last year’s Supreme Court decision to overturn affirmative action, certain media personalities and recalcitrant business leaders have falsely claimed that “DEI is dead.” This claim may very well be true for the businesses that were never serious about setting this work up to succeed.    Yet, for businesses that want to remain relevant for the workforce and customers of the future, many are doubling down on their commitment. In fact, 75% of HR leaders believe DEI interventions are a crucial strategy to prepare for the future of work, which may be why 60% are increasing their DEI investments in 2024.    While the demand for DEI interventions remains high, employers are seeking evidence and evaluation that these interventions are working. They want to know if the needle is moving in the direction of building healthier workplace cultures and diverse teams, which lead to better decisions, innovative ideas, business success, and even industry breakthroughs.    So how do we design and evaluate the effectiveness of our work? Given the volatile, uncertain, and complex times we are living through, it’s first important to ask better questions, starting with what kind of interventions does this current moment demand, and how can we link those interventions to our organization’s broader strategic goals?    Fortunately, McKensie Mack, founder of MMG Earth offers their insights on this episode of the Imagine Belonging Podcast. McKensie’s company recently partnered with Catalyst, a global nonprofit designed to accelerate progress for women through workplace inclusion, to design the Virtue Economy survey to better understand how organizational leaders, DEI practitioners, and other change-makers continue to learn grow and evolve as they strive to build healthier workplace cultures in the face of systemic and political adversity.    https://www.surveymonkey.com/r/953FGN2   McKensie is a leading voice on power, politics, and pop culture in a global marketplace. A trilingual tech enthusiast, future economist, and award-winning entrepreneur from the Southside of Chicago, they are the Founder and CEO of MMG EARTH, the first Black and nonbinary-led research and change management firm in the U.S. and Boundary Work, a public service platform dedicated to raising collective awareness on boundaries and offering educational information for the betterment of culture, systems, and society.    This conversation is specifically designed to support organizational leaders, DEIB practitioners, HR professionals, and other people leaders seeking everyday actions they can take to better assess the kind of L&D required to support, grow, and nurture leaders to advance their DEI interventions to build healthier workplace cultures.    Together, we will: --Learn about the Virtue Economy and how it’s influencing our workplace culture. --Strategies on how to assess the kind of L&D support org leaders and DEI professionals need. --Actions required to survey such a large group of professionals, and ways we can support. --Ways to leverage the MMG World & Catalyst report to ensure our DEI interventions succeed.   Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like McKensie, be sure to join the Belonging Membership Community – a community of leaders, visionaries, and change-makers committed to advancing their DEI goals while practicing community care. Members have the unique opportunity to engage with our featured thought leaders 1:1 after our podcast recordings where they can participate in a private laser coaching session with our guests.   To learn more about the Belonging Membership Community, please visit: www.belongingmembershipcommunity.com.   And now…let’s jump into today’s conversation…

Talking through tough issues at work can help initiate change and influence others by presenting different perspectives and approaches to solving problems. When we engage in healthy debate and work through conflict, our team is much closer to realizing its next innovative idea, product, or service.   Yet when we engage in challenging conversations, they have the potential of straining our professional relationships. They can also erode our health and well-being. As a result, many of us are conflict-avoidant, and there are good evolutionary reasons we exercise caution when conflict arises.   Our brains are wired to keep us safe from harm. When conflict arises, internal alarm bells ring loud, and we cling to what feels most comfortable. Tension arises, and psychological safety deteriorates. Specifically, we may fear negative consequences should we engage in a challenging conversation where we are uncertain of the outcome.   So how do we build the stamina required to talk through tough issues that arise at work when our instinct is to run in the opposite direction? Meaningful dialogue in any form requires two key ingredients: 1) risk, and 2) vulnerability. Risk arises because we are uncertain of the outcome, and vulnerability is necessary to maintain our presence as the dialogue continues to unfold.   Fortunately, this episode’s featured thought leader, Dr. Elisa Glick, will offer suggestions based on her deep experience about how to create and maintain the conditions required to skillfully talk through tough issues at work.   Dr. Glick is a DEIB consultant, thought leader, and inclusive teaching expert. She is the first openly gay faculty member specializing in queer studies to be tenured at the University of Missouri, where she is Associate Professor Emerita. As the Founder and President of Elisa Glick Consulting, Elisa helps leaders and teams to have courageous conversations, overcome barriers to connection, and foster trust and collaboration.   This conversation is specifically designed to support executive leaders, DEIB practitioners, HR professionals, and other people leaders seeking everyday actions they can take to tame the tension that often arises when dialogue around tough issues is required. Together, we will explore:   ---Strategies on how to override the brain’s instinct to avoid conflict at all costs. ---Actions required to frame the conversation and establish community agreements. ---Behaviors that promote a shared sense of trust among participants in the dialogue.  ---Ways to repair the environment if the trust they have created is eventually tested.   https://elisaglick.com/blogtest   https://www.linkedin.com/in/elisa-glick-phd   Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Dr. Elisa Glick, be sure to join the Belonging Membership Community – a community of leaders committed to advancing their DEIB goals while practicing community care. Members have the unique opportunity to engage with our featured thought leaders 1:1 after our podcast recordings where they can participate in a private laser coaching session with our guests.   To learn more about the Belonging Membership Community, please visit: www.belongingmembershipcommunity.com.

Are you concerned about the #InclusiveLeadership skills gap in today's workforce? Are you curious about how to change this reality? You're not alone.    In this year’s State of the Union, President Biden mentioned a recent meeting he had with nearly all Fortune 500 CEOs. He asked them what they needed most.   They unequivocally said, "a better-educated workforce." Yet many of these same CEOs resist making investments in their L&D programs, with 51% saying they are: "A waste of time."    Past learning workshops my company delivered have enumerated the significant ROI gained from these programs, including higher engagement and retention rates. We’ve also discussed the C-Suite's responsibility in up-skilling their workforce.   Yet, to what degree of responsibility does the U.S. education system also have when it comes to equipping the next generation with inclusive leadership skills?   To answer this BIG question, Rhodes had a thought-provoking discussion with Rebecca Kling to explore the roles both businesses and the education system play in building a future-ready workforce.   Rebecca is the co-author of The Advocate Educator's Handbook, and is the co-founder of A Better World Collaborative. In this episode, you'll discover:   1) The surprising truth behind why CEOs might see learning programs as a "waste of time." 2) How recent legislative attacks on critical race theory (CRT), LGBTQ+ inclusive and book bans harm future leaders. 3) The alarming rise in school bullying and its impact on students' social-emotional skills (3). 4) Practical strategies for equipping younger generations with the leadership skills needed to thrive in a diverse workplace.   The conversation is a value-add for C-suite executives, DEIB professionals, social justice champions, and anyone passionate about building belonging at work.   Don't miss your chance to connect with a nationally renowned expert on this latest episode of the podcast.   Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Rebecca, be sure to join the Belonging Membership Community – a community of inclusive leaders committed to advancing their DEIB goals while practicing community care. Members have the unique opportunity to engage with our guests 1:1 after our podcast recordings where they can participate in a private Q&A session with our guest.   To learn more about the Belonging Membership Community, please visit: www.belongingmembershipcommunity.com.   To connect with Rebecca Kling please visit: www.rebeccakling.com. The Advocate Educator website, Better World Collaborative

Many listen to this podcast to gain the knowledge, skills, and confidence to build a workplace where we feel seen, connected, supported, and have a sense of pride on the job – these elements are what it takes to build belonging. To achieve this emotional outcome of belonging, we must be willing to explore and appreciate other people’s worldviews. This exploration includes getting curious about the worldviews of others who may be opposed to our own – especially the values we hold closest to our hearts.   Learning about another person’s worldview encourages us to practice sonder, the realization that each random person you pass is living a life as vivid and complex as your own. Sonder reminds us that each person’s world is filled with their ambitions, friends, fears, routines, joys, beliefs, and behaviors, and until we engage in a respectful dialogue…this rich inner world is 100% invisible to us.   Now in our Belonging Membership Community, we have the opportunity to practice the art of sonder. When we practice sonder, it aligns with our community’s shared value of seeing the humanity in another person, even when we don’t agree with their worldviews. Practicing sonder helps us hone one of the peacebuilding skills many DEIB leaders have, which is the ability to understand human behavior…as unpredictable as it may be…   And today, we have the pleasure of learning from Diana Cutaia, Founder of Coaching Peace Consulting, who will share what it takes to build peace at work and beyond. She will share why these skills are so critical considering the current cultural and political environment we are living through. Diana founded her practice in 2012, with the goal of creating positive and safe cultures that empower its members to lead with empathy and understanding.   Together, our conversation supports DEIB professionals, along with other executives, and those on their way to joining us, by sharing her coaching philosophy and why peacebuilding skills are necessary for current and future workplace leaders. Topics explored during this episode include:   --Diana’s calling to explore the meaning of peace earlier in her life. --The power of play and connection to cultivate cultures of peace. --Tactical strategies build cultures that feel like they were designed for you.   Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Dr. Carter, be sure to join the Belonging Membership Community – a community of leaders committed to advancing their DEIB goals while practicing community care. Members have the unique opportunity to engage with our guests 1:1 after our podcast recordings where they can participate in a private Q&A session with our guest.   Website: https://coachingpeace.com/ IG: https://www.instagram.com/coachingpeacelive/ LinkedIn: https://www.linkedin.com/in/dianacutaia/   To learn more about the Belonging Membership Community, please visit: www.belongingmembershipcommunity.com.

Dorothy Enriquez, Founder of the Ellevate Collective, shares her wisdom about what's required to change the face of leadership to fully reflect today's workforce.   Workplace demographics are rapidly changing. Researchers predict that somewhere between 2045 to 2050 the US will become a majority-minority nation. This reality impacts all aspects of our lives, including the face of leadership in our workplaces.   Many executive teams I work with recognize this shift. They want to build inclusive workplaces that fully reflect these shifting demographics. Yet, many feel overwhelmed because they are uncertain where to begin. They juggle competing priorities. First, they must transform their current workplace culture to prepare for this future workforce. Second, they also must develop the next and most diverse generation of U.S. leaders.   In the Belonging Membership Community, we recognize that the next generation of leaders expect so much more from their workplaces and their career velocity. They hold high expectations for their employees, and status-quo companies refusing to transform their cultures consistently fail to meet them. They also recognize to fully prepare for the future, the face of leadership – and the way we lead - must also change.   Fortunately, I had the opportunity to chat with, Dorothy Enriquez, Founder of the Elevate Collective on the latest episode of the Imagine Belonging podcast. Dorthy generously offered tangible solutions for leaders who recognize the opportunity this moment presents. As a 15-year corporate veteran and author of Be Accountable, Be Fabulous, Dorothy helps leaders maximize their influence across all levels. Listen Here Watch Here   Together, our conversation supports inclusive leaders, visionaries, change makers, DEIB professionals, and social justice champions of all backgrounds and identities as we imagine and build the future of leadership. Some topics we explored include:   --Naming specific trends reshaping the face of leadership. --Overcoming anti-Blackness hindering career velocity for Black professionals. --Holding ourselves and other executives accountable to lead with our stated values. --Distinguishing the roles your sponsors, mentors, allies, and cheerleaders play.   Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Dorothy, be sure to join the Belonging Membership Community – a community of inclusive leaders - and those on their way to joining us - committed to advancing their DEIB goals, practicing community care, and activating their belonging vision.   Members have the unique opportunity to engage with our guests, established thought leaders like Dorothy Enriquez, 1:1 after our live podcast recordings. There they can participate in a private Q&A session with our guests.   To learn more about the Belonging Membership Community, please visit: www.belongingmembershipcommunity.com.   Check out our next live podcast recording by joining our complimentary Belonging at Work Facebook or LinkedIn communities.   To connect with Dorothy Enriquez and enjoy 15% of The Ellevate Collective products, please visit: www.theellevatecollective.com, and use the promo code: belong15   Thanks for growing our #BelongingMovement!

In 2020, current US Surgeon General Dr. Vivek H. Murthy authored a powerful treatise on the impact of loneliness and the benefits of human connection. Drawing on rich science, compelling personal stories, and beautiful prose, it explores the high costs of loneliness and considers how individuals, societies, and governments can tackle the problem by promoting human connection by building a belonging society.    The book discovered one of the most common underlying themes of ill health was loneliness, without exemption by wealth, education, or accomplishments. The Surgeon General labeled this as an epidemic and said, “Loneliness and isolation have been an underappreciated public health crisis that has harmed individual and societal health.” He went on to say that human relationships – connection and belonging – are the medicine that can allow us to heal and live healthier, more fulfilled, and productive lives.   Now in our Belonging Membership Community, we recognize that one important ingredient to building this belonging society is the role of the workplace. Sadly, building belonging cultures at work has yet to take root – it’s a stretch for some of us to even permit ourselves to imagine what a belonging workplace can look and feel like on a full sensory level. As George Washington Carver once said, without vision, there can be no hope.   Fortunately, today we are joined by Cordell Carter, the Aspen Institute’s Founding Director, who will us imagine what a belonging society can be, and we’ll explore how the workplace can play a key role in activating this vision. Cordell is a transformative leader in championing democracy, DEIB, and promoting the greater good. His career journey is as diverse as it is impressive, spanning roles at the White House, the Bill and Melinda Gates Foundation, and IBM.     Together, our conversation supports DEIB professionals, along with other executives, and those on their way to joining us, by sharing his belonging society vision. He will also share practical strategies on how our workplaces can play a role into making this vision a reality. Topics explored during this episode include:   --Cordell’s calling to serve as the Founding Director of the Aspen Institute’s Project on Belonging. --The importance of having a vision, even if that vision feels elusive, and how it can make what feels impossible become a reality. --The threat of not addressing the global epidemic on exclusion and loneliness, and how building a belonging society and upend it.   https://www.linkedin.com/in/cordellcarterii/ https://www.aspeninstitute.org/people/cordell-carter-ii/ https://expectantadvisory.com/#about https://www.festivalofthediaspora.org/ Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Cordell, be sure to join the Belonging Membership Community – a community of leaders committed to advancing their DEIB goals while practicing community care. Members have the unique opportunity to engage with our guests 1:1 after our podcast recordings where they can participate in a private Q&A session with our guest.   To learn more about the Belonging Membership Community, please visit: www.belongingmembershipcommunity.com.   And now…let’s jump into today’s conversation…

The different people, cultures, and ideas stitched throughout the fabric of your organization are at the end of the day your most powerful assets. Your workplace has the capacity to embrace all parts of these powerful differences, and the CEOs who recognize this truth will have a competitive advantage moving into the future of work.    CEOs who sponsor their organization’s DEIB commitments say the need for these programs is stronger than ever given the stubbornly persistent inequities that create challenges to recruit top talent – including younger generations that demand working at organizations committed to building belonging at work.   Over the past 3 years, many workplaces have made significant investments to establish and advance their DEIB commitments. Sadly, some of these efforts have lost momentum, primarily due to politicians, courts, and sometimes customers challenging this work with false claims. These claims overlook over four decades of research and case studies underscoring the significant return on investment DEIB programs deliver to improve a company's profits, employee engagement, and customer loyalty.   The increasing polarization of DEIB interventions spawns new and unexpected challenges, which is why we are hosting this very important conversation with Paolo Gaudiano. Paolo is the Founder and Chief Scientist of Aleria, an impact startup that measures inclusion to help organizations have happier employees and superior financial performance – without guesswork or backlash.     Together, our conversation supports DEIB professionals, along with other executives, and those on their way to joining us, by offering practical strategies to diffuse today’s backlash. Topics explored during this episode include: --Paolo’s calling to write his forthcoming book, “Measuring Inclusion: Higher Profits & Happier People, Without Guesswork or Backlash.” --The power of metrics capable of measuring the impact of DEIB interventions to help diffuse backlash and inform a strategic and beneficial approach that centers the workforce. --The harms anti-DEIB legislation inflicts upon good business practices and employee morale, and how DEIB professionals can proactively respond to the backlash that left unchecked harms progress. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Paolo, be sure to join the Belonging Membership Community – a community of leaders committed to advancing their DEIB goals while practicing community care. Members have the unique opportunity to engage with our guests 1:1 after our podcast recordings where they can participate in a private Q&A session with our guest. https://www.linkedin.com/in/pgaudiano https://www.aleria.tech/   To learn more about the Belonging Membership Community, please visit: www.belongingmembershipcommunity.com. And now…let’s jump into today’s conversation…

Somatic practices, or body intelligence (BQ), offer an antidote to compassion fatigue and burnout. These practices help us locate and release stress, tension, and trauma by becoming more aware of the felt sensations within our bodies. This inner wisdom also has the potential to help us become more resilient and self-compassionate at a time of massive disruption and break-neck change on a global scale.   Somatic practices can be especially beneficial for those of us at the forefront of social justice movements – particularly for those of us who have lived experiences of racism, sexism, ableism, homophobia, transphobia, and other forms of oppression. These practices can be especially healing for DEIB practitioners like us. They offer support in the following ways:   --Grounding and connecting with our inner strength and body intelligence. --Developing healthier coping mechanisms for dealing with stress and trauma. --Cultivating more compassion and understanding for ourselves and others.   If you are interested in learning more about the power of somatic practices and how they can help you build resiliency as you advance your DEIB goals during these transformative times, then join us on Thursday, October 26 at 10 am Pacific Time for a live podcast recording with Sarah Rimmel, Founder of Slow Integration Coaching, along with members of our Belonging Community. https://youtube.com/live/-pR99Tc7Gz0   As the Founder of Slow Integration Coaching, Sarah is deeply committed to the belonging ingredient of support – ensuring that each person on our team gets what they need so that they can do their best work. As an ICF-certified somatic coach, team coach, facilitator, and intercultural development educator, Sarah supports DEIB professionals and BIPOC people in centering their mental, spiritual, physical, and emotional well-being while doing the external work they are committed to.  https://www.instagram.com/slowintegrationcoaching/   Together, our conversation supports DEIB professionals, along with other inclusive leaders, to become more aware of our bodies’ intelligence and deep wisdom. Topics explored include:   --Sarah’s calling to leave a career in higher education to support DEIB professionals in avoiding and overcoming the harms of burnout, so that they can continue to support others.   --The power of how somatic practices can support us as we seek belonging and healing in our relationship with ourselves and those surrounding us.   --Somatic practices we can use in our personal and professional practice to help us embrace compassion for ourselves and those we interact with daily.   https://linktr.ee/SarahRimmel https://www.sarahrimmel.com   Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Sarah, be sure to join the Belonging Membership Community – a community of leaders committed to advancing their DEIB goals while practicing community care. Members have the unique opportunity to engage with our guests 1:1 after our podcast recordings where they can participate in a private Q&A session with our guest. To learn more about the Belonging Membership Community, please visit: www.belongingmembershipcommunity.com.

Do you struggle with finding a common language that can help bring people together, especially those who often disagree with one another, hold different beliefs, and become defensive when conflicting values arise at work?   Then you’ll want to tune into this episode where you’ll have the chance to learn more about Leah’s Kyaio’s newest book, Between the Bars. Her book offers a powerful foundation to help you successfully engage in meaningful, difficult, and uncomfortable conversations that when done well, can help us move forward.   Leah Kyaio has dedicated the past 25 years of her life supporting business and community leaders successfully engage in challenging conversations like these. She identifies as Two-Skinned, having a Blackfoot Native American mother and an Appalachian white father. These identities inform her work about privilege and oppression and are amplified in much of her work, including this book.   During this episode, Leah and Rhodes discuss the Cage of Oppression Framework featured in Between the Bars to explore critical concepts such as privilege, internalized oppression, and strategies to embrace acts of allyship that will help us consciously recognize and value different perspectives when we gather together at work.   A few key highlights from this conversation include:   --Exploring how Leah’s Two-Skinned identity helps informs the way she connects with audiences when discussing complex topics such as privilege and oppression.   --Identifying why having a shared language when discussing oppression is critical, and also recognizing some of the barriers we are up against when trying to create one at work.   --Naming the skills we need to develop that will help us neutralize the problematic behaviors that arise when challenging conversations arise that spark disagreement, conflict, and defensiveness.   --Underscoring the importance of inclusive behaviors and learning strategies to begin engaging in skill practice to embody them at work (and beyond).   --Recognizing what has gone wrong with most DEI learning programs, and ways to course correct by following the adult learning process.   --Sharing guidance on how leaders can make it safe to make mistakes and learn from them as they engage move from awkward practice to more skill practice.   --Offering strategies on ways DEI professionals can utilize the Cage of Oppression to engage in challenging conversations about power, privilege, and oppression. Savor this insightful talk, and if you’re looking for ways to connect with inspiring leaders Leah, be sure to check out the Belonging Membership Community – a community of leaders committed to advancing their DEI goals while practicing community care. Members of our community have the opportunity to participate in live podcast recordings and engage in a private Q&A session after the recording is complete. Your membership is appreciated as it helps make this podcast possible.   You can learn more here: www.belongingmembershipcommunity.com.

What are you are about to hear is a recording from a Pride Panel Conversation we held in June. Given the current cultural climate and the reality that the lives of LGBTQ+ people are being politicized for nefarious reasons, I wanted to amplify the discussion and strategies shared earlier this year because the knowledge and skills discussed are simply too important to leave in our archives. Rather, we wanted to democratize this valuable information to enhance your own diversity, equity, inclusion, and belonging (DEIB) practice.   To help answer the question about how leading brands of choice can build gender inclusive cultures that last, I’ve shared important context below to set the stage for this dynamic conversation with leading TGX business owners and DEIB practitioners.   Since the rise of the modern LGBTQ+ rights movement in the late 1960s, the experiences of transgender, nonbinary, and gender expansive (TGX) employees in the workplace have dynamically shifted. Over these past five decades, TGX employees have benefited from workplace protections, greater social visibility, and acceptance in a growing number of workplaces.   Given all of these gains, many falsely believe transgender and gender expansive employees have equal access to jobs, promotions, and stretch assignments they are qualified for. Many more also falsely believe that trans employees can no longer be fired, denied a promotion, or even a job interview simply because of who they are.   Tragically, today’s reality presents a different story:   --According to the Human Rights Watch, “at least 9 countries have national laws criminalizing forms of gender expression that target transgender & gender expansive people.” Legal punishments vary including life imprisonment and even the death penalty.   --In the U.S., the Supreme Court ruled a landmark case in 2020 stating that Title VII of the Civil Rights Act of 1964 extends protections from workplace discrimination for LGBTQ+ employees. Despite this monumental ruling, trans & gender expansive employees in the United States, particularly BIPOC trans employees, frequently endure workplace discrimination and harassment, resulting in lower job security, economic stability, and a lack of psychological safety.   --While most workplaces recognize that discrimination has no place in business, let alone society, critical gaps in legal protections still remain and create barriers to building gender inclusive cultures at work. Specifically, the U.S. still lacks a federal law protecting employees on the basis of sexual orientation and gender identity, and even in states and localities that do offer these protections, transforming workplace culture to fully include trans & gender expansive workers remain unfinished.   --And in 2023 alone, 574 anti-transgender bills were introduced in 49 states. This legislation attempts to block TGX people from receiving basic healthcare, education, legal recognition, and the right to public accommodations. Over 14% of these bills have already been signed into law, and their impacts reverberate throughout our country, with many trans people and their families relocating to friendlier states in an attempt to flee from anti-transgender political agendas and their negative messages.   Tragically, many leaders struggle to recognize how their businesses can be adversely impacted if they fail to respond to this moment. While many want to demonstrate their support for their TGX colleagues, many don’t know how. If you also find yourself struggling with how to avoid performative actions, and instead wish to take long-lasting actions that will help you build a gender inclusive workplace, you are in the right place. This panel discussion was created for you. The conversation we are about to have will help reduce any feelings of overwhelm, and offer concrete ideas on how to improve your workplace culture. Fortunately, we have a dynamic group of panelists to help clarify why anti-transgender legislation is a business concern and to learn how anyone participating in today’s panel discussion can take meaningful actions to build a gender inclusive workplace. Our panelists include:   --Celia Sandhya Daniels (she/they), Founder of Rebekon Consulting --Gavriel Legynd (he/him), CEO of Visioneer IT --Rex Wilde (they/them), Founder of Rex Wilde Consulting --Rhodes Perry (he/him), Host, Founder of Rhodes Perry Consulting   Together, we will explore how to move beyond performative actions and we also discuss the importance of current LGBTQ+ employees potential to ascending into the highest ranks of leadership to enjoy better company performance, accelerating the company’s DEIB commitments, and attracting new clients and vendors.   Savor this insightful conversation, and if you’re looking for ways to build gender inclusive cultures that last year  round, consider joining our Belonging Membership Community by visiting: www.belongingmembershipcommunity.com

According to UCLA’s Williams Institute, there are over 8 million LGBTQIA+ employees living in the United States. Tragically, nearly half of these employees have endured unfair treatment on the job at some point in their careers, with 57% of this unfair treatment motivated by religious beliefs. These experiences of discrimination are amplified for LGBTQIA+ people who are BIPOC, transgender, and those who live at these intersections.   Given these harsh realities, it’s no surprise 50% of LGBTQIA+ employees are not out to their current supervisor, and 26% are not out to anyone on the job. Covering the things that are most precious to who we are compromises our sense of safety and erodes interpersonal trust at work. Exacerbating these barriers, is a renewed anti-LGBTQIA+ legislative campaign attempting to erode the limited rights secured over the past few decades, most acutely targeting transgender and gender expansive people.   If you are committed to advancing your organization’s diversity, equity, inclusion, and belonging (DEIB) commitments and want to do more for you LGBTQIA+ colleagues during these chilling times, the conversation you’re about to hear was created for you. During this conversation, Fiona Dawson provides an opportunity to build more solidarity within & beyond LGBTQIA+ communities, including workplace employee resource groups (ERGs).   Fiona is an Emmy®-nominated and award-winning filmmaker. She's a proud bisexual, cisgender, immigrant woman from the LGBTQIA+ community, and she is the founder and director of Free Lion Productions, where she and her team create content to make diversity, equity, and inclusion programs work. She has received many notable awards including President Obama’s LGBT Artist Champion of Change for her Emmy®-nominated short, Transgender, at War and in Love, and the 2018 SXSW Audience Award for her documentary, TransMilitary.   Together, our conversation supports DEIB professionals, along with other inclusive leaders, build stronger and psychologically safer teams across differences. Listeners like you will gain a deeper appreciation of the many dynamic cultures that exist within LGBTQIA+ communities, including workplace employee resource groups (ERGs). Topics explored include:   -Fiona’s bestselling book, Are Bisexuals Just Greedy? Animated Answers for All People Who Simply Want to Understand the Spectrum of Being LGBTQ+ -Learning how to engage the silent majority within the LGBTQIA+ community -Recognizing the power of LGBTQIA+ solidarity within ERGs and what gets in the way -Fiona’s vision for the future of work   Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Fiona, be sure to join the Belonging Membership Community – a community of leaders committed to advancing their DEIB goals while practicing community care. Members have the unique opportunity to engage with our guests 1:1 after our podcast recordings where they can participate in a private Q&A session with our guest.   To learn more about the Belonging Membership Community, please visit: www.belongingmembershipcommunity.com.   Now, let’s jump into the conversation!

A good friend and colleague, Lillian Tsai, sent this quote my way last week in anticipation of this learning session from AESOP Fables: “No act of kindness, no matter how small, is ever wasted.”   And this topic of kindness is what we are focused on for today’s Imagine Belonging Vodcast…now…   If you were to write a list of the adjectives you use to describe your workplace, is kindness even included on the list? If so, does kindness rise to the top of that list?   The Oxford Dictionary defines kindness as "the quality of being friendly, generous, and considerate."   Sounds easy enough to do, right? It's something that we all have the capacity for, and it's something that can make a big difference in our workplaces. Why? There are many reasons why kindness matters at work, and here are three primary benefits to consider when kindness is a shared workplace value:   - Fosters Belonging. Promoting kind behaviors at work can lead to increased safety and trust, which are the foundations for belonging at work. - Enhances Engagement. A sense of belonging leads to higher levels of engagement resulting in more creativity, connection, and innovation. - Improves Morale. When people feel engaged and supported by their team, they're more likely to feel valued and remain loyal to their company.   So, if we all have the capacity to embody kind behaviors at work, what gets in the way from engaging in these very accessible and simple actions? There are three primary barriers that can block our successes to nurture kindness at work:   1. Toxic competition, which manifests when we find ourselves hoarding profit, credit, and power. These behaviors arise when we compete for promotions or raises in an unhealthy manner. In these moments, it can be easy to forget about being kind to one another. 2. Stress and Burnout. When employees experience high levels of stress and even burnout, they're more likely to be impatient and short-tempered, which erodes our sense of safety, trust, and belonging. This can lead to unhealthy conflict and a lack of cooperation and collaboration. 3. Unconscious Bias leads to microaggressions, discrimination, and a hostile work environment, undermining a shared value of kindness. These negative behaviors can lead to people being treated unfairly, even if it is not intentional.   Despite these barriers, there are many things that we can do to foster kindness in our workplaces, and our featured guest, Preet Dev, Co-Founder and CEO of Kind-namic will share some of her wisdom with us. Preet has dedicated her career to reshaping the business landscape by infusing kindness, empathy, and conscious leadership into every aspect of organizational culture.   Together, we will discuss the role conscious leadership and spiritual wisdom can play in helping us nurture kinder, healthier workplace cultures, which has the potential of reshaping the future of work.   Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Preet, be sure to join the Belonging Membership Community – a community of leaders committed to advancing their DEI goals while practicing community care. Members have the unique opportunity to engage with our guests 1:1 after our podcast recordings where they can participate in a private Q&A session with our guest.   To learn more about the Belonging Membership Community, please visit: www.belongingmembershipcommunity.com.

Artificial intelligence (AI) has generated quite a buzz over the past few months. Given the promise of this evolving technology, many of us charged with advancing our workplace's DEI goals wonder how AI can accelerate them? Many others exercise caution, recognizing the many ethical pitfalls AI can have if those who create & implement it are unable or refuse to mitigate their biases.     If you're ready for a conversation about AI’s power, pitfalls, and impact on our #BelongingMovement, then you’re in the right place! In this episode, we have the opportunity to learn from Shayne Halls, author of Inclusivity 2.0: How AI is Accelerating the DEI Movement.   Shayne is the founder of Manifested Dreams, a company that helps clients merge AI technology and career growth, exclusively tailored for corporate professionals. With 15+ years of HR experience, Shayne’s dedication to championing DEI has motivated him to create equitable opportunities for underrepresented talent in various industries, including bioPharma, IT, healthcare, and engineering.    Together, we will explore creative ways you can utilize AI to advance your DEI goals while systematizing check-and-balances to neutralize the ethical pitfalls. Things we explore during this conversation include:   -Shayne’s new book, Inclusivity 2.0: How AI Is Accelerating the DEI Movement.   -AI’s potential to promote the career growth of underrepresented talent.   -Mitigating this technology’s ethical pitfalls.   -Shayne’s vision for the future of work.   Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Shayne, be sure to join the Belonging Membership Community – a community of leaders committed to advancing their DEI goals while practicing community care. Members have the unique opportunity to engage with our guests 1:1 after our podcast recordings where they can participate in a private Q&A session with our guest.   To learn more about the Belonging Membership Community, please visit: www.belongingmembershipcommunity.com.   Now, let’s jump into the conversation!

One size does not fit all.   To truly build an equitable workplace, employers must give each employee what they need to do their best at work. When an employer gives each of its employees exactly the same kind of support, this good intention often results in disengagement and exclusion.   Why? Because many of us have different roles, we likely are at different places in our careers, we have different learning and work styles, and we need different kinds of emotional support. When an employer honors these differences, and works to meet them, their employees achieve success.   Giving our employees the support they need to do their best at work, is a core ingredient to build a belonging culture at work. This kind of work culture translates into a workforce more capable to design for identity, meeting the different needs of their clients and customers.   Today’s guest, Jessica Bantom, author of Design for Identity, will help us recognize why this kind of inclusive design helps improve the culture of work. Jessica’s career as a DEI practitioner and interior designer has led to her ongoing exploration of the intersections of design and diversity.   She completed her master’s degree in interior design at Marymount University and her Bachelors at the University of Virginia, and she is certified as an Associate Diversity Coach through the CoachDiversity Institute in collaboration with the Howard University School of Business. Jessica’s unique blend of business and design practices give her practical and artistic capabilities that inform her approach to solve for very real human challenges.   During our conversation we discussed why human-centered design matters, what the six habits of culturally responsive designers include and how to apply them, how to overlay Jessica’s Design for Identity Blueprint with the standard design process, and why the future of work is one that knows how to design for identity.   Savor this insightful talk, and if you’re looking for ways to connect with inspiring leaders like Jessica, be sure to join the Belonging Membership Community – a community of leaders committed to advancing their DEI goals while practicing community care. Members have the unique opportunity to engage with our guests 1:1 after our podcast recordings where they can participate in a private Q&A session with our guest.   You can learn more here: www.belongingmembershipcommunity.com.

This episode is the 3rd and final episode of our three-part Pride at Work series. In this series, we take a deeper dive into learning how one company, Northwestern Mutual, moved beyond performativity, and embraced impactful actions that have led to meaningful progress. NM, along with other brands of choice, know the competitive advantage of creating a more LGBTQ+ inclusive culture. Specifically, they know that LGBTQ+ inclusive workplaces…are   1) better at retaining and attracting talent from underrepresented groups at work. 2) (capable of) building brand strength and consumer loyalty, and 3) (skillful at) unlocking innovation, creativity, and business success.   These three factors lead to stronger financial performance – specifically, better share price performance, higher return on equity, higher market valuations, and stronger cash flows. In this particular episode, we amplify how leading Fortune 100 companies honor their DEI commitments by supporting local LGBTQ+ communities. In recent years, there has been a growing trend of businesses speaking out against anti-LGBTQ+ legislation. This is a positive development, as it sends a clear message to lawmakers that the vast majority of Americans support equality for all. There are a number of reasons why businesses should denounce anti-LGBTQ+ legislation.   • First, it's the right thing to do. LGBTQ+ people are just like everyone else, and they deserve to be treated with dignity and respect.   • Second, it's good for business. A recent study found that businesses that are seen as supportive of LGBTQ+ rights are more likely to attract and retain top talent, as well as customers.   • Third, it's good for the economy. When businesses denounce anti-LGBTQ+ legislation, it sends a message that the United States is a welcoming place to do business. This can attract investment and jobs to the country.   Our guest today Belle Ives, will help business leaders recognize the enormous business opportunities available for brands of choice who show up for LGBTQ+ people and our communities. Belle is a financial advisor with Northwestern Mutual, and she’s been running her firm for five years, and she is the first openly LGBTQ+ advisor in the history of her Boston office. Through her time as an advisor, she has built a practice that focuses on working specifically with LGBTQ+ clientele. She is wildly passionate about empowering the pride community around their financial planning so that they can live confidently and purposefully in their own professional and personal life pursuits. Together, we’ll explore NM’s commitment to showing up for LGBTQ+ people and our communities throughout the U.S. Savor this insightful conversation, and if you’re looking for ways to connect with inspiring leaders building more inclusive workplaces be sure to join the Belonging Membership Community – a community of leaders committed to advancing their DEI goals while practicing community care. Members have the unique opportunity to engage with our guests 1:1 after our podcast recordings where they can participate in a private Q&A session with our guests.   You can learn more here: www.belongingmembershipcommunity.com.   Want more insights on how to build LGBTQ+ inclusive workplace cultures that last?   Then register for our June 27th Pride Panel moderated by Rhodes Perry. The panel features some of today’s most celebrated transgender DEI thought leaders including Celia Daniels, Gavriel Legynd, and Rex Wilde: https://belongingatwork.kartra.com/page/pridepanel.

This episode is the 2nd of a three-part Pride at Work series, where we take a deeper dive into learning how one company, Northwestern Mutual, moved beyond performativity, and embraced impactful actions that have led to meaningful progress. NM, along with other brands of choice, know the competitive advantage of creating a more LGBTQ+ inclusive culture.  Specifically, they know that LGBTQ+ inclusive workplaces are:   1) Better at retaining and attracting talent from underrepresented groups at work.   2) Capable of building brand strength and consumer loyalty.   3) Skillful at unlocking innovation, creativity, and business success.   These three factors lead to stronger financial performance – specifically, better share price performance, higher return on equity, higher market valuations, and stronger cash flows.   In this particular episode, we amplify how LGBTQ+ inclusive companies build brand strength and consumer loyalty when they show up for LGBTQ+ people and our communities, especially during these challenging times when so many states are introducing anti-LGBTQ+ legislation that is bad for business. Afterall, the LGBTQ+ community is a powerful force in the economy. In the US, LGBTQ+ consumers spend an estimated $1 Trillion (with a T!) annually. There are a number of reasons why brands of choice ought to consider building more inclusive organizations for LGBTQ+ employees and their customers.   • First, the number of LGBTQ+ adults in the US is expected to reach 30 million by 2025, which means there’s a significant market opportunity to provide culturally specific products and services.   • Second, LGBTQ+ consumers are loyal. We are more likely to spend our hard-earned money with businesses that they feel are supportive of our community. We’re more likely to recommend those businesses to their friends and family.   • Third, LGBTQ+ consumers are affluent. On the whole, we tend to have higher incomes and higher levels of education than the general population. This means that we’re more likely to spend money on discretionary items, such as travel, dining out, and entertainment.   In today’s interview we are speaking with Northwestern Mutual – Park Avenue Financial Advisor, Matthew Erickson, whose practice focuses on the growth, visibility and prosperity of the LGBTQ+ community.    His relationship to Northwestern Mutual has led to his work on the Field Advisory Council for the LGBTQ+ segment for the company. He has worked closely with specialized medical risk in rolling out the Northwestern Mutual HIV+ programs now in place, has helped change and update underwriting procedures for the transgender community, and is the financial planning resource specializing in adoption, surrogacy and IVF planning with the organization Gays with Kids.   Matt offers powerful tips empowering your business to enjoy the power of LGBTQ+ consumer spending and boost your business profits.   Savor these insightful conversations, and if you’re looking for ways to connect with inspiring leaders building more inclusive workplaces be sure to join the Belonging Membership Community – a community of leaders committed to advancing their DEI goals while practicing community care. Members have the unique opportunity to engage with our guests 1:1 after our podcast recordings where they can participate in a private Q&A session with our guests.   You can learn more here: www.belongingmembershipcommunity.com.   Want more insights on how to build LGBTQ+ inclusive workplace cultures that last? Register for our June 27th Pride Panel moderated by Rhodes Perry. The panel features some of today’s most celebrated transgender DEI thought leaders including Celia Daniels, Gavriel Legynd, and Rex Wilde:    https://belongingatwork.kartra.com/page/pridepanel.

Since the rise of the modern LGBTQ+ rights movement in the late 1960s, the experiences of LGBTQ+ employees in the workplace have dynamically shifted. Over these past five decades, LGBTQ+ employees have benefited from workplace protections, greater social visibility, and acceptance in most workplaces. Given all of these gains, many falsely believe LGBTQ+ employees have equal access to jobs, promotions, and stretch assignments they are qualified for. Many more also falsely believe that LGBTQ+ employees can no longer be fired, denied a promotion, or even a job interview simply because of who they are. Tragically, today’s reality presents a different story:   • According to the Human Rights Watch, “at least 68 countries still have national laws criminalizing same-sex relations between consenting adults,” and “at least 9 countries have national laws criminalizing forms of gender expression that target transgender & nonbinary people.” Legal punishments vary including life imprisonment and even the death penalty.   • While most workplaces recognize that discrimination has no place in business, let alone society, critical gaps in legal protections still remain and create barriers to building LGBTQ+ inclusive cultures at work. Specifically, the U.S. still lacks a federal law protecting employees on the basis of sexual orientation and gender identity, and even in states and localities that do offer these protections, transforming workplace culture to fully include LGBTQ+ workers remains unfinished.   Thankfully, many leading Fortune 100 businesses have a long history of recognizing the value LGBTQ+ employees add to their company’s culture. Many brands of choice have made significant strides championing LGBTQ+ inclusive cultures, beyond the performativity of pride celebrations – AKA, “food, fun, and famous people.” Many of these organizations are leaning into innovative and impactful ideas by asking and listening to their LGBTQ+ employees on ways to truly roll out the rainbow welcome mat. In this three-part interview series, we’ll take a deeper dive into learning how one company, Northwestern Mutual, moved beyond performativity, and embraced impactful actions that have led to meaningful progress; specifically, the company provides greater access to leadership, stretch opportunities and influence for their LGBTQ+ employees. Leaning on the lived experiences of LGBTQ+ employees, leaders at NM contribute to building more LGBTQ+ practices and systems in a responsible way.   In our first interview of three…we’ll be speaking to Gina Pagan, a Financial Advisor at NM. Her practice primarily focuses on serving diverse markets with an emphasis on LGBTQ+ planning. As a leader, she both mentors and develops new advisors within the firm and is heavily involved in diversity and inclusion efforts at Northwestern Mutual, both locally and nationwide.   Together, Gina and I will explore the NM employee experience, learning first-hand from Gina’s perspective on how the company is committed to rolling out the rainbow welcome mat for LGBTQ+ prospective employees.   Savor this insightful conversation, and if you’re looking for ways to connect with inspiring leaders building more inclusive workplaces be sure to join the Belonging Membership Community – a community of leaders committed to advancing their DEI goals while practicing community care.    You can learn more here: www.belongingmembershipcommunity.com.   Want more insights on how to build LGBTQ+ inclusive workplace cultures that last?    Then register for our June 27th Pride Panel moderated by Rhodes Perry. The panel features some of today’s most celebrated transgender DEI thought leaders including Celia Daniels, Gavriel Legynd, and Rex Wilde: https://belongingatwork.kartra.com/page/pridepanel.

Hello & Welcome to the Imagine Belonging at Work Podcast brought to you by Rhodes Perry Consulting…I’m your host, Rhodes Perry. Since the start of the Pandemic, anti-Asian American & Pacific Islander (AAPI) hate has surged at an unprecedented rate in the U.S.  The previous Presidential Administration's racist and divisive language linked COVID-19 to AAPI communities, further exacerbating this surge. DEI leaders like us play a critical role in raising awareness and taking workplace specific actions to support our AAPI colleagues. Yet, 3 years into the pandemic, far too many workplaces still remain silent.   Today, we will explore meaningful actions that we can take using our relative power privilege, along with actions our peers can take, to support our AAPI colleagues.  As you listen to this episode, I invite you to take a look back over the past 12 months and ask yourselves the following questions:   What can I do to learn more about anti-AAPI hate, bias, and discrimination – particularly with how it shows up at work?   How can I unlearn misconceptions and biases I may have about AAPI people and communities?    "How can I support AAPI communities near me? Donations? Pro bono work? Attending community events?...in other words, what’s available to me?   And lastly, "What will I do if I witness an act of hate, bias, or discrimination in my workplace, my community, or my family?      Seeking answers to these questions is an action you are uniquely situated to take – you are uniquely positioned to take this action even if it feels clumsy, imperfect, or incomplete. As you work to answer these questions, engaging in trusted conversations with those you have proximity to are perhaps some of the best ways to show up and support AAPI people right now. To build up your knowledge, skills, and confidence, I am honored to share this conversation the Belonging Membership Community had with Lillian Tsai last May. If you’re not familiar with Lillian’s work, here’s a bit about her impressive background: Lillian was born and raised in Malaysian Borneo to a former Davis Cup tennis player and a superintendent of Chinese schools. She is an award-winning consultant, facilitator, trainer, coach, and keynote speaker on cross-cultural fluency, intercultural communications, and diversity, equity and inclusion. She works with C level executives, DEI committees, conducts organizational assessments, team interventions, and specializes in coaching women, people of color, and leaders of diverse teams. Prior to starting her own company, TsaiComms LLC, in 2002, she spent 25 years in global high-tech marketing and communications which culminated in an expatriate assignment in Germany. As some of you know, Lillian is a friend of our Belonging Membership Community and is a seasoned DEI thought leader. Savor this insightful talk, and if you’re looking for ways to connect with inspiring leaders like Lillian, be sure to join the Belonging Membership Community – a community of leaders committed to advancing their DEI goals while practicing community care. Members have the unique opportunity to engage with our guests 1:1 after our podcast recordings where they can participate in a private Q&A session with our guest. To learn more about the Belonging Membership Community, please visit: www.belongingmembershipcommunity.com Everyday actions offered to the Belonging at Work Community: 1.    Inform yourself about what anti-AAPI hatred is & why it is occurring. 2.    Share safety tips to support your AAPI colleagues. 3.    Issue a workplace statement denouncing anti-AAPI racism. 4.    Support AAPI-owned businesses through supplier diversity efforts. 5.    Donate to help respond to the surge in AAPI racism & xenophobia Now, let’s jump into the conversation!

Beat Burnout and Conquer Toxic Ambition w/Angelic Williams, Founder of Toxic Ambition   I’m guessing if you call yourself an inclusive leader, a DEI professional, or a social justice champion, that you likely set bold and ambitious goals….and after achieving those bold goals, you may have the tendency to move the goal posts further down the field.   If you can relate, then this interview with Angelic Williams, Founder of Toxic Ambition, is one you must listen to. This conversation examines the root causes of toxic ambition, and their dangers if they remain unchecked. If you find yourself feeling unhappy, no matter how many goals you accomplish, you will gain valuable insights from this interview.   The biggest question you are encouraged to explore today: how can you set meaningful goals without burning yourself out?   Angelic Williams is a published author, entrepreneur, startup ecosystem builder, changemaker passionate about elevating BIPOC and queer voices. Her career spans several realms, including startups, writing, and architecture.   A few key highlights from this conversation include:   • Learn what toxic ambition and burnout are, how they are connected, and why some of us are unhappy no matter how many ambitious goals we accomplish. • Explore Angelic’s experience with toxic ambition syndrome, burnout, and ways she identified, managed, and recovered from burnout’s underlying symptoms. • Examine why toxic ambition and burnout is so pervasive in workplaces around the globe, and why DEI professionals experience it at a disproportionate rate. • Identify the role goal setting, perfectionism, and boundaries can play in contributing to toxic ambition and burnout and how they can also serve as a remedy for it. • Gain strategies on how to identify the signs of burnout, how to manage it once you know it’s present in your life, and how to recover from it.   Savor this insightful talk, and if you’re looking for ways to connect with inspiring leaders like Angelic, be sure to join the Belonging Membership Community – a community of leaders committed to advancing their DEI goals while practicing community care.   Members of our community have the opportunity to participate in live podcast recordings and engage in a private Q&A session after the recording is complete. Your membership is appreciated as it helps make this podcast possible.   You can learn more here: https://www.belongingmembershipcommunity.com   Want to know if you ambition is toxic? Enroll in Angelic’s course, Conquering Toxic Ambition Syndrome, and use the discount code BELONG20 to receive a 20% discount! https://www.toxicambition.com/