Jennifer Brown

The demand for equity is growing louder by the day. To build a more inclusive and equitable future, leaders in positions of power and influence must play an active role in disrupting the status quo and challenging inequitable systems and behaviors.

By having intentionality around creating equitable spaces, places, and corporate cultures, it also forces us to uncover our own prejudices and biases and take a hard look at ourselves and our participation in and perpetuation of inequitable systems. This is uncomfortable work, but chances are, if it’s not uncomfortable, you’re not leading. The greatest opportunity with inclusive leadership is the ability to interrogate ourselves about the role we play in the systems around us and how we can effect positive change in those systems.

When leaders demonstrate intentional and authentic commitment to DEI they instill trust in their organizations and can drive the follower-ship that is needed to create a culture of inclusion where employees of all identities, races and backgrounds thrive and belong.

Takeaways: ·

• How to identify your power and privilege based on the seats you sit in.
• What you can do to harness that power to help amplify the voices and narratives of those in marginalized communities.
• How should leaders be leading equitably in today's changing, hybrid and uncertain environment?
• What do equitable inclusion principles look like in practice?
• How do we build cultures where all employees are allies and upstanders for equity and inclusion?