Kate Sours, SHRM-CP

We at Kinfolk Tech are about to embark on one of our most ambitious projects yet, and I wanted to give my network an exclusive heads-up. In just under two years, America will celebrate its 250th birthday. But here's the thing: the stories of Black, Indigenous and People of Color (BIPoC) are at risk of being left out of this monumental narrative. At Kinfolk, we're not letting that happen. We're building a team to put BIPoC stories at the forefront, using cutting edge tech as our vehicle. Our mission? To shift the narrative about America 250 and ensure that every voice, every story has a place in this historic moment. 🔥 #WeAreHiring! 🔥 Before these roles go public on LinkedIn, Glassdoor, and Google Jobs, I'm reaching out to my network. Who do you know that would be perfect for these opportunities? 1️⃣ https://lnkd.in/dq9qRFXR 2️⃣ https://lnkd.in/gwaxGH95 Why join us? Because we have crucial work to do in the next two years. We're not just talking about #DiversityEquityandInclusion and #SystemsChange - we're actively reshaping the narrative of America's history. I'm counting on the power of my network. Please #repost these job opportunities and tell a friend to tell a friend that Kinfolk is hiring. Let's make history by telling ALL of our stories. Together, we can ensure that when America blows out 250 candles in 2026, every voice is part of the celebration. 🎉🇺🇸 #KinfolkTech #America250 #InclusiveHistory #TechForGood #Hiring #JobAlert

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If equity and justice are not the end goal in your DEI framework, then take a seat. SHRM's recent decision to remove equity from its DEI framework has sparked significant debate and disappointment across various sectors. As someone deeply engaged in advancing DEI efforts within for-profit, nonprofit, and government institutions, this news struck a chord with me and many of my DEI peers. SHRM's claim of "Better Workplaces. Better World" seems questionable in light of this move. I have decided to withdraw my SHRM Inclusion Conference speaker proposal due to this decision, which I find misaligned with my values. It's heartening to witness many individuals with SHRM credentials distancing themselves from the organization. Here are some critical considerations prompted by SHRM's choice: ✔️ Definitions Matter: Equity is a cornerstone of the DEI framework, symbolizing fairness and equal access to opportunities. Removing this term weakens the focus on addressing systemic disparities and fostering inclusive environments. ✔️ Impact on Messaging: Language shapes perceptions and actions in DEI initiatives. The removal of "equity" alters SHRM's message on fairness and equality in the workplace, risking confusion and dilution of values. ✔️ Need for Clarity: Transparency is vital in DEI work. SHRM should offer a clear rationale for this decision to maintain trust and alignment with best practices in DEI. ✔️ Continuous Learning and Adaptation: DEI demands ongoing learning and responsiveness to social dynamics. Organizations like SHRM should engage with DEI experts and impacted communities to inform their decisions. SHRM's choice to remove "equity" from its DEI framework raises concerns, and I appreciate the vocal responses condemning this move. ✨✨✨✨✨✨✨ Here’s how you can make sure we stay in touch! 🛎️ Valuable? Ring the bell icon on my profile to never miss my content & like, comment and share. 📚Order my latest book, Inclusion Uncomplicated: A Transformative Guide to Simplify DEI, published by Forbes Books. ↗️Follow my business page Nika White Consulting 🗞️Subscribe to my LinkedIn Newsletter, Inclusion Insider 📝 Take any of my 3 LinkedIn Learning courses 🎤 Hire me to be a keynote speaker at your next event or to facilitate an impactful learning experience at your organization.

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🌟 Creating a Personalized Career Advancement Plan: Empowering Black Women to Thrive 🌟 Advancing your career requires a strategic and personalized approach. For Black women, it’s essential to set clear goals, identify growth opportunities, and develop a roadmap for success. Here are key steps to create your career advancement plan: 1️⃣ Set Clear Goals: Define what success looks like for you. Whether it’s a promotion, a new skill, or a leadership role, having clear, specific goals will guide your journey. 🏆 2️⃣ Identify Growth Opportunities: Look for opportunities within your organization and industry. This can include new projects, roles, or continuing education. Stay proactive in seeking these chances to grow. 📈 3️⃣ Develop a Roadmap: Outline a step-by-step plan to achieve your goals. Break down your long-term objectives into manageable milestones. This will help you stay focused and motivated. 🗺️ 4️⃣ Seek Mentorship and Support: Connect with mentors and sponsors who can offer guidance, support, and advocacy. Their insights and encouragement are invaluable to your career development. 🤝 5️⃣ Continuously Evaluate and Adapt: Regularly review your progress and be flexible in adjusting your plan. Stay open to feedback and new opportunities that align with your career aspirations. 🔄 By following these steps, Black women can create a personalized plan that empowers them to achieve their career goals and thrive in their chosen fields. Let’s support and uplift each other on this journey to success! 🌟✨ ATTENTION ALL BLACK WOMEN: Subscribe to our website () to receive more tips and resources to support your career journey.  #CareerSuccess #BlackWomenLead #Mentorship #SkillDevelopment #SkillDevelopment #WorkplaceResilience #ProfessionalGrowth #SSWOC #SisterhoodSocietyForWomenOfColor

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"Robust DEI actions make a difference—not just to historically excluded groups but to your organization as a whole. And companies that scale back on their DEI programs will likely miss out." I couldn't have said it better myself. When you find that you've inadvertently excluded someone with a disability, your solution will also likely include someone who has a chronic illness or an undisclosed disability. When we ensure that working spaces fully include neurodiverse employees, neurotypical employees often also benefit. DEI actions are about committing to a focus on your employees and other stakeholders that its thoughtful, intentional, and authentic. Authentic connections grow both of the lines we care about - top and bottom.

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Have DEI investments actually made businesses better? 📊 I hear that question more and more, and I get it. Four years ago, the business world responded to George Floyd's murder with positions, programs and promises. It's fair and right to ask whether those investments have paid off. Whether those positions and programs have helped companies keep their promises. And in the intervening four years, Newton's Third Law captures the spirit of our polarized times: for every action, there's an equal and opposite reaction. While a critical mass got behind DEI, an opposing force was building the case against. They are now asking for a reckoning. Here's my assumption: Some (maybe many) of the positions and programs haven't had the desired impact and many of the promises haven't been kept. The efficacy of the efforts, though, has little do to with the size or scope of the investments. It's not about the quality of unconscious bias training. It's not about enforcement of a job posting policy. It's not about the title of the diversity officer or who she reports to. It never has been. It comes down to leadership. More specifically, it's about believing in your bones that inclusive leadership is… well… leadership. Believing that a leader's job is to build an incredible team where everyone has the opportunity to thrive. EVERYONE. That the best teams foster inclusion and belonging, and the best leaders understand that cognitive diversity improves creativity and helps deliver outsized results. The best leaders put a premium on human flourishing. When those conditions exist, I'd bet the investments have paid off tenfold. Said another way, if company leadership views DEI as a set of programs to satisfy the masses, a handful of metrics to "optimize," or boxes to tick on some ESG report, no amount of investment, no amount of training, no policy change will deliver a meaningful return. In any sense of the word. If we want to question DEI's value, we'd be well served to understand the underlying root cause of any shortfalls. And if we want to make a difference, we might not have to change out the programs. We might have to change out leadership. As I said before, Inclusive Leadership is just another name for… well… Leadership. #InclusiveLeadership #Diversity #Inclusion

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There is so much about this move by SHRM that is disappointing and short-sighted and demonstrates a fundamental misunderstanding of the role of work in the broader society. I'm disappointed, but I'm not surprised. The principle of equity is vital not only for workplace design but also for the broader drive to create a world that recognises the role of work in creating a more even playing field for all. Equity is a recognition that we need to look for ways to get everyone involved in work, for it changes lives for generations. And this is not to be confused with Diversity. Equity is a broad macro principle that drives an organisation's goals and behaviours as a component of society. This does not mean each organisation will have the same view, but understanding the principle and having a view accordingly is important. As for now starting with I, they are behind the eight-ball. We released our DEI strategy called IDEAL (Inclusion, Diversity, Equity, Accountability and Leadership) months ago. I'm proud to work for a company that leans into this issue with constructive dialogue and debate, supported by a PE firm with some of the most comprehensive materials to facilitate the creation of a unique strategy. https://lnkd.in/g9-fVUhH

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