Imagine Belonging at Work

Nearly a decade ago, the State of North Carolina enacted HB2, the first statewide anti-trans bathroom bill introduced in the United States. It required transgender people to use public restrooms inconsistent with their gender identity, which sparked widespread political backlash and severe economic consequences. Estimates suggest the legislation costs the state almost $5 billion annually.   Since that time, nearly every state across the country has attempted to pass similar, or even more restrictive laws. In just the past two years, we've seen over 1,000 anti-LGBTQ+ bills - many of which target the lives and well-being of transgender children. As a result, a growing number of families are uprooting their lives and relocating to more supportive and affirming states.   While public policy over the past two decades has led to significant legislative wins for LGBTQ+ people – the freedom to marry, the ability to openly serve in the military, and protections against hate crimes - these basic freedoms are under siege, and this assault is having adverse impacts on our workplaces.   Many businesses have met these legislative efforts with formal rebukes from chambers of commerce, business advocacy organizations, and at shareholder meetings. Yet, many business leaders struggle with how to effectively communicate why pride at work is essential for their businesses to grow into the future. If you're among this group of leaders, you're in the right place.   Our featured guest, Erin Uritus is here to help. Erin is the CEO of Out & Equal, which is the premier nonprofit working to advance LGBTQ+ representation, equity, inclusion, and belonging in the workplace, and beyond. She is a passionate advocate for creating diverse and thriving workplaces where everyone can reach their full potential. During our conversation, you will:   ---Discover the alarming impact of anti-LGBTQ+ legislation, which is causing a talent exodus and hindering business growth.  ---Gain insights from a recent Out & Equal report, Talent on the Move, revealing the needs and expectations of LGBTQ+ employees in today's climate. ---Explore actions business leaders can take to gain a competitive advantage by doing the right thing and investing in LGBTQ+ DEIB interventions to enjoy business growth.   Our conversation is designed to support people like you – visionary people leaders, and those on their way to joining us. Savor this insightful talk, and if you're looking for more ways to connect with inspiring leaders like Erin, be sure to join the Belonging Membership Community – a community of practice committed to putting our values of belonging, community, and collaboration in action. Members have the unique opportunity to connect with guests like Erin for 1:1 laser coaching sessions.   Join the community here: belongingmembershipcommunity.com. Stay connected with Rhodes here: www.rhodesperry.com/subscribe Learn more about Out & Equal here: www.outandequal.org Interested in learning more about Out & Equal and the benefits of an Out & Equal Partnership? Visit Become a Partner | Out & Equal. Thanks for growing our #BelongingMovement!

In this episode of the Imagine Belonging Podcast, Rhodes Perry invites listeners into the "liminal space"—that unique, quiet week between the holidays and the New Year. Using the metaphor of the "monkey bars," Rhodes explores the terrifying but necessary moment of suspension where we must let go of the past (2025) before we can firmly grasp the future (2026). Rather than rushing to fill this silence with strategic plans and checklists, Rhodes challenges leaders to stop "white-knuckling" clinging to the old tools of leadership and instead learn how to swing with the chaos. This episode features a 10-minute guided somatic visioning practice to help you regulate your nervous system, release the tension of the past year, and embody the wise, grounded leader your team needs. Rhodes also officially introduces his new Roads Less Traveled Coaching Cohort, an intimate, 6-week incubator for deep transformation. Key Reflections & Timestamps: [0:00] Entering the "Liminal Space": Navigating the quiet week between years. [1:15] The "Monkey Bar" Metaphor: Why we feel suspended between letting go and grabbing hold. [2:45] The trap of "White-Knuckling": Why old checklists and strategies are failing to hold the weight of the moment. [4:10] Introducing the Roads Less Traveled Coaching Cohort: Moving from doing the work to being the leader your team needs you to be. [6:30] Guided Visioning Practice Begins: shifting attention inward and finding ground. [7:30] Visioning 2026: A somatic inquiry into who you want to become next December. [10:15] The Somatic Marker: Teaching your nervous system that it is safe to let go. [14:00] Integration: Two invitations to continue this work in the New Year. 🎉 Own Your Power in 2026 Ready to stop reacting to the storm and start becoming the strong, wise, ground leader your team needs? 🚀 The Roads Less Traveled Cohort (Apply Now): Applications are officially open for the inaugural 6-week incubator launching in February 2026. This high-touch program is designed for leaders ready to build the somatic muscle memory required to lead through complexity. Special Alumni & Early bonuses expire Dec 31! [Apply Here: https://forms.gle/nagESmTUNyWvUVzt5] 📚 Get the Books: Dive deeper into the methodology by picking up Rhodes' bestselling books, Belonging at Work and Imagine Belonging. [Shop Here: https://www.rhodesperry.com/book] 📧 Stay Connected: Be the first to receive updates on the new book and future cohorts by joining the community: [Join the Belonging Movement Newsletter: https://www.rhodesperry.com/subscribe] Thank You for Growing the Belonging Movement!

In this episode of the Imagine Belonging Podcast, Rhodes Perry reflects on the creation and impact of his first book, 'Belonging at Work,' published on World Kindness Day in 2018. He discusses the evolution of workplace belonging and previews his upcoming book, 'Roads Less Traveled,' a memoir and methodology guide for real transformation. Rhodes shares his writing process through automatic writing, celebrates the milestone of 10 years growing the belonging movement, and offers various opportunities for listeners to celebrate and engage with his work, including special promotions for his books, coaching offers, and a new group coaching program. Join Rhodes in exploring the essential skills needed to build cultures of safety, trust, and belonging in these transformative times. Key Reflections & Timestamps: [1:15] Celebrating World Kindness Day and the 7-year anniversary of Belonging at Work. [2:55] Why the message of belonging resonates more profoundly now than ever before. [5:45] Reflecting on the book's journey as a "budding tween" that shows up for leaders. [8:55] The writing practice of Automatic Writing—silencing the internal editor. [14:15] The initial concern that "belonging" might be "too abstract" or "too woo." [16:05] Recognizing that workplace belonging is the number one prerequisite for success. [17:20] The difference between culture change and transformation (the focus of Imagine Belonging). [20:15] Announcing the newest book: Roads Less Traveled—a memoir and methodology guide for transformation. [23:30] Transformation is a path of growth, often found in moments when things are collapsing or challenging. 🎉 Celebrate and Grow the Belonging Movement Gain the skills to become the person you need to be to meet this moment: someone capable and willing to build spaces of safety, trust, and belonging! 📚 Read the Belonging Books (Digital Sale!): From November 17th through December 8th, the e-book versions of Belonging at Work and Imagine Belonging are part of a special 99-cent flash sale! ✍️ 25% Off Signed Paperbacks & Digital Products: Visit Rhodes's website and use code BELONG25 at checkout for a discount on signed paperback copies and other digital products: https://www.rhodesperry.com/courses 🏆 Belonging Coaching Offer (1:1 Support): Rhodes is accepting 10 new clients for his final winter Belonging Coaching Offer at its current price point. Clarify your vision and set up a complimentary call today! Complete this intake 🗓️ Roads Less Traveled Group Coaching Info Session: Save the Date! Join a complimentary info session on Wednesday, December 17th, at 10:00 am PT to learn about the new exclusive group coaching program launching in February, where participants will co-create and test content from the upcoming book! 📧 Sign up for the Newsletter: Be the first to receive the registration link and details for the group coaching info session: Join the Belonging Movement Newsletter Thank You for Growing the Belonging Movement!

Are you a CEO struggling to protect your brand's values in today's political climate? In this essential episode of the Imagine Belonging Podcast, host Rhodes Perry interviews MMG Earth CEO, Mckenzie Mack, and former Reddit CEO, Ellen Pao, about their groundbreaking report, "DEI Now: Leading with Integrity and Inclusion." Discover why setting clear "red lines," or boundaries rooted in your values, is a strategic necessity, not just an ethical choice. Learn how to avoid the "wrong side of history" by applying lessons from the past, and learn how to apply them to mitigate risk while preserving your brand's reputation. This episode shows leaders they are not powerless, offering insights on the critical role of customers, employees, and shareholders in upholding integrity and building trust.   Key Takeaways & Timestamps: [4:50] The three groups of companies navigating the political difficulty. [6:45] Defining "Red Lines": Boundaries leaders refuse to compromise on.  [9:15] Aligning business actions with company values (e.g., avoiding conflicting contracts).  [11:15] Historical lessons: Avoiding the "wrong side of history" (The "frog in the hot water pot" analogy).  [18:30] The role of employees: How to advocate for values without taking on too much labor.  [22:15] The role of shareholders: How public votes are forcing companies to define their commitment.   Grow the Belonging Movement! 📖Read the report, DEI Now, here: https://projectinclude.org/assets/pdf/Project-Include-DEI-Now.pdf 🎧Listen to our DEI New Era podcast minisode here: https://www.rhodesperry.com/newera  📝Sign up for the Belonging Movement Newsletter: http://www.rhodesperry.com/subscribe  📚Get a copy of Imagine Belonging: http://www.rhodesonamazon.com/    🏆Book a 1:1 coaching session with Rhodes: https://tinyurl.com/5n6f47pz

Are you struggling with how to talk about your organization's DEI commitments in today's volatile climate? In this episode of the "Navigating Diversity, Equity, and Inclusion's New Reality" mini-series, host Rhodes Perry offers message-tested communication strategies to fortify the heart of your work. Discover how to take a "Goldilocks approach," balancing what you say to different audiences to avoid legal risks while protecting your brand's reputation. Learn why the full phrase "diversity, equity, and inclusion" is more powerful than the acronym "DEI" and how to frame your initiatives around universal values like fairness, respect, and belonging. This episode gives you the practical tools to navigate challenging conversations, counter divisive narratives, and ensure your message resonates with everyone.     Key Takeaways & Timestamps [2:00] The "Goldilocks approach" to DEI messaging. [4:30] Organizational development best practices for communications. [7:00] Winning messages that resonate across audiences. [10:15] The power of using full words over the "DEI" acronym. [12:00] Using "targeted universalism" to fortify your work. [14:30] Practices to avoid when communicating about DEI.     Grow the Belonging Movement! 📝Sign up for the Belonging Movement Newsletter: http://www.rhodesperry.com/subscribe 📚Get a copy of Imagine Belonging: http://www.rhodesonamazon.com/  🏆Book a 1:1 coaching session with Rhodes: https://tinyurl.com/5n6f47pz

In this special bonus episode of the "Navigating Diversity, Equity, and Inclusion's New Reality" mini-series, we reflect on the material consequences of inflammatory rhetoric and dangerous policies that impact protected employee groups. Host Rhodes Perry identifies the groups disproportionately impacted and outlines the strategy behind Project 2025, which aims to unravel decades of civil rights gains. This episode offers a critical examination of how threats to civil rights enforcement, mass deportations, and healthcare restrictions can impact your workforce and business outcomes. You'll learn essential best practices for conducting impact assessments and delivering targeted support to help your organization gain a competitive edge by protecting and retaining the next generation of talent. Don't miss this crucial conversation about how to support employees, acknowledge their unique needs, and build a culture of belonging for all. Key Takeaways & Timestamps [2:00] Identifying employee groups disproportionately impacted by anti-DEI attacks. [4:30] A look at Project 2025 and its material consequences. [7:00] Best practices for conducting impact assessments and delivering employee support. [10:15] Why investing in trauma-informed leadership is crucial. [13:00] Practices to avoid, including adopting a universal approach and overlooking intersectionality     Grow the Belonging Movement! 📝Sign up for the Belonging Movement Newsletter: http://www.rhodesperry.com/subscribe 📚Get a copy of Imagine Belonging: http://www.rhodesonamazon.com/  🏆Book a 1:1 coaching session with Rhodes: https://tinyurl.com/5n6f47pz

In the face of growing opposition, what proactive actions can leaders take to fortify their diversity, equity, and inclusion commitments? This final episode of the mini-series "Navigating Diversity, Equity, and Inclusion's New Reality" is your guide to moving from a defensive stance to one of proactive leadership. Host Rhodes Perry shares essential strategies for building a powerful "champions coalition" beyond traditional teams, and a roadmap for reimagining your DEI framework to ensure success for everyone. You'll learn to clarify outcomes, design scaled behavior change, and embrace "leveling strategies" that de-bias workplace systems. Discover how to avoid common pitfalls like performative activities and working in a silo. Listen now to learn how to lead with clarity and courage, mobilizing your organization to build a true culture of belonging.     Key Takeaways & Timestamps [2:00] The importance of moving from a defensive to a proactive stance. [4:30] Building a champions coalition and reimagining your DEI framework. [7:00] How to clarify outcomes with the "for the sake of what?" question. [9:15] Embracing leveling strategies and scaled behavioral change. [12:00] Why mobilizing the field and coaching people leaders is crucial. [15:00] Key practices to avoid: performative activities, working in a silo, and more.     Grow the Belonging Movement! 📝Sign up for the Belonging Movement Newsletter: http://www.rhodesperry.com/subscribe 📚Get a copy of Imagine Belonging: http://www.rhodesonamazon.com/  🏆Book a 1:1 coaching session with Rhodes: https://tinyurl.com/5n6f47pz

In this episode of the Navigating Diversity, Equity, and Inclusion's New Reality mini-series, we're talking about something every leader needs to be aware of: the profound impact of collective trauma and grief on your workforce. Host Rhodes Perry shares how the current climate amplifies fear and anxiety, disrupting the very fabric of trust and psychological safety in the workplace. This episode provides actionable, trauma-informed strategies to support your employees. You'll learn how to: Provide psychological safety first aid. Acknowledge and validate employees' grief. Model collective care by giving support and requesting it. By implementing these best practices, you can help your team cope with the ongoing challenges and build an enduring culture of creativity, connection, and belonging. Don't ignore the hidden impacts on your workforce—listen now to learn how to lead with empathy and clarity.     Key Takeaways & Timestamps [2:00] Defining collective trauma and its impact on the workforce. [4:30] Best practices for bolstering psychological safety. [7:00] How to practice collective care and cope with trauma. [9:45] Best practices for acknowledging and validating employee grief. [12:15] Practices to avoid when addressing collective trauma.'     Grow the Belonging Movement! 📝Sign up for the Belonging Movement Newsletter: http://www.rhodesperry.com/subscribe 📚Get a copy of Imagine Belonging: http://www.rhodesonamazon.com/  🏆Book a 1:1 coaching session with Rhodes: https://tinyurl.com/5n6f47pz

Are you confident your organization's diversity, equity, and inclusion initiatives are legally sound? In this episode of the Imagine Belonging Podcast mini-series, "Navigating Diversity, Equity, and Inclusion's New Reality," we explore the shifting legal landscape and what it means for your workplace. Host Rhodes Perry provides a clear-eyed analysis of the legal attacks on workplace diversity, equity, and inclusion programs, including recent court rulings, executive actions, and congressional proposals. This episode gives you the essential legal context to fortify your diversity, equity, and inclusion efforts. Rhodes will demystify recent judicial decisions like the U.S. Supreme Court's Students for Fair Admissions ruling and explain the three-pronged legal test (aka, "the three p's") to determine if your programming is at risk. You'll learn best practices for conducting legal audits and how to build a strategic advisory team to protect your organization. Tune in to discover how to mitigate legal and reputational risks while strengthening your commitment to advancing your organization's belonging strategy. Key Takeaways & Timestamps [2:15] Overview of the legal landscape impacting DEI [4:00] Analysis of the SFFA and Muldrow v. City of St. Louis Supreme Court decisions [6:30] Impact of Executive and Congressional actions [9:00] Best practices for fortifying your DEI work [11:00] The "three p's" legal test for discrimination claims [14:20] Practices to avoid to mitigate risk     Grow the Belonging Movement!   📝Sign up for the Belonging Movement Newsletter: http://www.rhodesperry.com/subscribe 📚Get a copy of Imagine Belonging: http://www.rhodesonamazon.com/  🏆Book a 1:1 coaching session with Rhodes: https://tinyurl.com/5n6f47pz

In a climate where diversity, equity, and inclusion (DEI) professionals are facing unprecedented challenges, how can leaders continue to build spaces of belonging? This exclusive mini-series, Navigating Diversity, Equity, and Inclusion's New Reality, inspired by a toolkit originally for Fortune 100 leaders, is your roadmap! Host and creator of the Imagine Belonging Podcast, Rhodes Perry, a nationally recognized belonging culture thought leader, offers the essential guidance you need to navigate the shifting landscape of legal challenges, evolving rhetoric, and evolving workforce strategies. This introductory episode sets the stage, exploring the historical roots of diversity, equity, and inclusion and why its foundational values are more critical than ever. We'll dive into the laws that shaped this field, from the Civil Rights Act of 1964 to the Respect for Marriage Act, and reveal how this work helps everyone—immigrants, people of color, women, LGBTQIA+ individuals, people with disabilities, Veterans, and others—get a fair shot. You'll gain practical strategies to: Center the business relevance of your culture building work Stay informed on key legal and policy shifts in this dynamic landscape Monitor public discourse without making uninformed statements Avoid the temptation of working in isolation This mini-series will equip you with the courage, courage, and commitment to become the leader you've been waiting for - the kind of leader our world deserves, especially now.     Links & Resources:   📝Sign up for the Belonging Movement Newsletter: http://www.rhodesperry.com/subscribe 📚Get a copy of Imagine Belonging: http://www.rhodesonamazon.com/  🏆Book a 1:1 coaching session with Rhodes: https://tinyurl.com/5n6f47pz Thanks for growing the #BelongingMovement!

Congress established the U.S. Equal Employment Opportunity Commission (EEOC) as part of the Civil Rights Act of 1964. Its primary purpose is to prevent and address unfair treatment in the workplace, ensuring that employers don't discriminate against individuals based on race, gender, religion, or age in hiring, firing, or promotions.   Essentially, the EEOC attempts to create a level playing field in the job market by investigating complaints and enforcing anti-discrimination laws. Yet today's EEOC, led by acting chair Andrea Lucas, is rapidly changing, especially as it enforces—or rather fails to enforce—protections for LGBTQ+ employees. Pride in Exile, a volunteer organization, was created to seek actionable ways we can resist the weaponization of the EEOC as it threatens the hard-earned rights and protections of LGBTQ+ employees.   In this exclusive interview, I am honored to host two absolute titans in the fight for LGBTQ+ workplace inclusion: Chai Feldblum, a renowned legal scholar, activist, and former Commissioner at the Equal Employment Opportunity Commission (EEOC) under President Barack Obama, and Judge Karen Ortiz, an administrative law judge at the EEOC's New York District's Office who has bravely challenged the current EEOC's leadership over policies affecting LGBTQ+ cases.   Together, we explore:   Our Guests' Career Journeys. The guests' journeys to EEOC leadership and the significant advancements in LGBTQ+ workplace protections made over the past two decades.   Threats to LGBTQ+ Workplace Protections. An in-depth look at current threats to LGBTQ+ workplace inclusion and concrete strategies to counter them, including the vital role of the all-volunteer organization, Pride in Exile.   Vision for a Belonging Society. A forward-looking discussion on envisioning and building a future of work where belonging is truly inclusive for all, especially the most vulnerable within our LGBTQ+ communities.   Our conversation is designed to support people like you—visionary leaders and those on their way to joining us. Want to gain the skills necessary to apply this learning to your work?   Join the Belonging Movement today! After you join, you'll receive exclusive access to complimentary workshops, group coaching sessions, and 1:1 somatic coaching offers designed to help you lead with your values and build groups that center team safety, trust, and belonging.   Don't just imagine belonging – build it. Join the Belonging Movement here: https://www.rhodesperry.com/subscribe.   Support Pride in Exile by becoming a member: https://www.prideinexile.org/

The past decade has tragically tested the resilience and brilliance of transgender, nonbinary, and gender expansive (trans) people living in the U.S. Misinformation about who we are and what we want has sparked thousands of anti-transgender bills introduced in nearly every state capital across the country, adversely impacting almost every segment of the trans community. Despite this harsh reality, the future is a rainbow, and it's wise for business leaders to recognize this truth. It's also essential for these leaders to recognize the responsibility they have to prepare their organizations today in anticipation of this future talent upgrade. Afterall, the latest research shows that 20% of Generation Z identifies as LGBTQ+, and of that number 1 in 4 are nonbinary, with another 20% questioning their gender identity. Many business leaders today struggle with how to build gender-inclusive workplaces and ways to prioritize this essential aspect of advancing their diversity, equity, and inclusion commitments in the face of unprecedented backlash. Strong objections from a well-organized and vocal minority, which are out of alignment with public opinion, have led some organizations to backtrack on their gender inclusion commitments. To enhance the skills and confidence leaders will need to weather this current storm, this episode of the Business of Belonging mini-series features Third Segment CEO, Amanda Simpson, and JPMorgan Chase Executive Director, Chris Mossiah. Amanda serves as an advisor on aerospace, energy, and diversity, equity, and inclusion. As a nationally renowned speaker, she has presented before a wide variety of corporate, government, and nonprofit audiences. She has served in executive leadership positions at Airbus, Raytheon, and Douglas Aircraft, and the Obama Administration as Deputy Assistant Secretary of Defense for Operational Energy.  Chris is an Executive Director at JPMorgan Chase's consumer & community banking line of business. They are also the co-chair of the Firmwide Gender Expansive Council and co-lead for the Transgender, Gender Nonconforming, and Nonbinary Subcommittee of the PRIDE Tri-State BRG. Both Chris & Amanda serve on Out & Equal's Transgender & Nonbinary Executive Leadership Circle. Together, we explore: Common Barriers. What are some of the common barriers transgender and nonbinary people experience at work? Future of Work. Why is the future of work gender-diverse, and what can business leaders do today to prepare? Gender-Inclusion Practices. What actions can leaders take today to build more spaces of belonging for gender diversity to flourish? This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you're looking for more ways to connect with inspiring leaders like Amanda & Chris, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Amanda & Chris for 1:1 laser coaching sessions. Imagine belonging with fellow visionary leaders when you join the Belonging Movement Newsletter: www.rhodesperry.com/subscribe. Out & Equal: https://outandequal.org/  

Allies. In workplace settings, there are times when most of us need them. Consider this scenario; you're in a meeting, and you're about to take a calculated risk to share an unpopular idea. As soon as you complete your thought, one of your colleagues quickly responds, complimenting you on your idea, and asking you to share more. That's an act of allyship.   Conversely, in that very same meeting, you can take an act of allyship by showing up for a different colleague when another person says something unskillful to them. Without a beat, you can simply say, "You just said [insert statement]. Could you explain more specifically what you meant?" That simple response should do the trick to shine a light on the harm they caused.   When it comes to showing up for your LGBTQ+ colleagues, acts of allyship in workplace settings are life-saving. They help build the foundation of increased safety and trust that can get more of LGBTQ+ employees closer to experiencing that elusive sense of belonging at work. Yet, for some of the budding LGBTQ+ allies out there, being an authentic ally causes some pause. Some may ask themselves, "what if I cause even more harm," and instead retreat into silence.   To help build up the confidence and skills of these emerging LGBTQ+ workplace allies, I am excited to speak with Jean-Marie Navetta who will help us answer this big question: What does it take to be an authentic ally during these challenging times?   If you're unfamiliar with Jean-Marie, for nearly 20 years she's worked in the LGBTQ+ movement to help engage people both outside and inside of the community to be part of the work of building on policy change to transform culture to become more actively inclusive. She's spent 17 years with PFLAG National leading their work in this area and for the past year, she's continued that effort at Out & Equal.   Together, during our conversation, you will:   Learn why performative acts of allyship, or merely calling yourself an ally, without taking any action is the fastest way to erode the trust of your LGBTQ+ colleagues.   Gain fresh insights on accessible actions you can take to show up as an LGBTQ+ ally - some of these are more easy and significant than you think.   Explore new allyship practices you can test out with close friends and family members to to build up the confidence necessary to overcome the comfort of silence.   This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you're looking for more ways to connect with inspiring leaders like Jean-Marie, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Jean-Marie for 1:1 laser coaching sessions.   Imagine belonging with fellow visionary leaders when you join the Belonging Movement Newsletter: www.rhodesperry.com/subscribe.   Interested in learning more about Out & Equal and the benefits of an Out & Equal Partnership? Visit Become a Partner | Out & Equal.   Out & Equal: https://outandequal.org/

Welcoming LGBTQ+ employees into the workforce is one of the great business success stories of the last 20 years. By implementing LGBTQ+ inclusive policies and practices businesses led the way, before the laws caught up, and organizations like Out & Equal paved the way. Listen to this episode featuring Windō Co-Founder + Head of Social Impact, Ken Janssens, share how to protect the progress made for LGBTQ+ workplace inclusion, and gain insights on how to protect the heart of this essential inclusion work. For those unfamiliar with Ken, he is a former tech executive and Chief Data Officer at JPMorgan Chase and Board Chair at Out & Equal. He brings a unique blend of skills through his work as the founder of JPMorgan Chase's LGBTQ+ Executive Council and his intercultural awareness, having lived and worked in Japan, Brazil, the U.K., and the U.S. Ken is passionate about using data for better decision-making and identifying best practices.  Together, we explore: Evolving Landscape. How has the current U.S. political climate impacted the heart of LGBTQ+ inclusion work? Reaffirm Commitments. Why is it necessary for business leaders to reaffirm their commitments to LGBTQ+ inclusion at this time? Authentic Practices. How can leaders fortify existing LGBTQ+ inclusive policies & practices, and what more needs to be done?  This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you're looking for more ways to connect with inspiring leaders like Ken, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Ken for 1:1 laser coaching sessions. Imagine belonging with our community when you join the Belonging Movement Newsletter: www.rhodesperry.com/subscribe. Out & Equal: https://outandequal.org/ Interested in learning more about Out & Equal and the benefits of an Out & Equal Partnership? Visit Become a Partner | Out & Equal. Windō: https://csrwindo.com

In this new era, organizations in the United States and worldwide are navigating a complex and ever-changing landscape that impacts their global strategies. This includes a growing emphasis on intersectional approaches to DEI, integrating AI ethics into fairness initiatives, and developing more robust, data-driven accountability frameworks for inclusion efforts. Tune into this episode with Managing Director & Chief Program Officer for Out & Equal, Deena Fidas, for insights on reaffirming workplace commitments to building spaces of belonging as we navigate this uncertain future. Deena is a globally recognized expert on LGBTQ+ workforce inclusion, corporate social responsibility and corporate public policy advocacy. She is a leader in devising and implementing corporate benchmarking standards for global businesses. Her work has been featured in numerous global outlets including USA Today, Washington Post, and CNN. Deena shares her perspective and underscores why partnering with external organizations like Out & Equal offers a source of support for leaders eager to defend and double down on advancing their DEIB goals. Together, we explore: Political & Cultural Landscape. How has this fear & uncertainty impacted workplace diversity, equity, & inclusion commitments? Better Messaging. What messaging will support your leadership team reaffirm your workplace commitments to belonging? Courageous Leadership. How can you activate these commitments into material changes that will build more spaces of belonging? This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you're looking for more ways to connect with inspiring leaders like Deena, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Deena for 1:1 laser coaching sessions. Imagine belonging with our community when you join the Belonging Movement Newsletter: www.rhodesperry.com/subscribe. Interested in learning more about Out & Equal and the benefits of an Out & Equal Partnership? Visit Become a Partner | Out & Equal. Out & Equal: https://outandequal.org/

The episode you're about to hear is one of nearly a dozen conversations a part of the show's podcast mini-series, The Business of Belonging, brought to you by Out & Equal. Out & Equal is the premier global nonprofit organization working exclusively on LGBTQ+ workplace equality.   In this particular episode, we're focusing on the LGBTQ+ Movement's History as it relates to the workplace here in the United States…and we know…   LGBTQ+ workplace inclusion goes beyond "food, fun, and famous people" during Pride celebrations. It goes beyond flashy public relations statements made by a CEO. More often than not, it begins with a small group of thoughtful, committed LGBTQ+ employees and allies willing to collaborate with organizational leaders to upend invisible workplace barriers they endure.   Over the past few decades, significant outcomes have resulted from this type of workplace advocacy. On a national level, the U.S. Military's "Don't Ask, Don't Tell" Policy was rescinded and replaced with allowing more queer people to openly serve at the world's second largest employer, and in 2020 the U.S. Supreme Court banned employment discrimination on the basis of sexual orientation and gender identity.   Despite these enormous gains, LGBTQ+ people, particularly BIPOC, transgender, and nonbinary people - still endure employment discrimination, harassment, persistent microaggressions, and violence on-the-job. As a consequence, LGBTQ+ people are more likely to live below the poverty line, deal with suppressed wages, and fear their job security and prospects for advancement simply for existing.   To better contextualize the recent history of the LGBTQ+ movement, the journey leading brands have taken to include LGBTQ+ employees, and what's likely on the horizon in the years ahead, I have the distinct privilege of interviewing someone I deeply respect and admire, Bob Witeck.   If you're unfamiliar with Bob, he is President of Witck Communications, Inc., and for nearly four decades a pioneering communications strategist dedicated to the advancement of LGBTQ+ communities around the world. He is a communications consultant, author, speaker, and researcher.   Together, during our conversation, you will:   Learn about the key milestones and turning points in the LGBTQ+ workplace rights movement, and how these events have shaped the current landscape.   Gain an understanding of the work still ahead to upend the ongoing challenges and barriers experienced by LGBTQ+ employees - particularly for BIPOC and trans people.   Recognize the role LGBTQ+ employee resource groups (ERGs) and allies play in building strength in numbers to continue moving workplaces along the inclusion journey.     This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you're looking for more ways to connect with inspiring leaders like Bob, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Bob for 1:1 laser coaching sessions.   Want to imagine and build more belonging at work? Then join the Belonging Movement Newsletter and connect with the latest belonging at work insights, resources, and programs to support your practice: www.rhodesperry.com/subscribe.  Interested in learning more about Out & Equal and the benefits of an Out & Equal Partnership? Visit Become a Partner | Out & Equal. Out & Equal: https://outandequal.org/

While inspirational to many, the terms diversity, equity, and inclusion also terrify some. This reality underscores why there is still so much to be learned about what diversity, equity, and inclusion mean as values that guide ethical decision-making, as strategies to upend structural inequities, and as a field of study which helps transform the way we organize and work together.   As imperative as it is to fortify this body of work, we have to keep thinking about what we mean by these terms, and what others mean when they find themselves up in arms about them. When we are in the grip of fear, it's hard to think. It's hard to imagine new possibilities. And yet, thinking and imagining have never been more important.    We begin this imagination journey by considering the role journalism plays in informing, influencing, and ultimately shaping our understanding about diversity, equity, and inclusion. We also must consider what form of journalism would be powerful enough to oppose the unfounded attacks and fear-mongering targeting this work?    Our guide for this journey is none other than Sam Ragland. Sam is the Vice President of Journalism Programs for the American Press Institute. She is a connector and a collaborator, leading a talented department of local journalists. She believes her team can impact the longevity of local news, in whatever form that news takes. On a micro level, this work looks like leading API's efforts to promote cultural transformation and business sustainability in media, helping news organizations serve diverse readers and communities more effectively.    During this episode, you'll learn about:   The crucial shift within journalism towards prioritizing diversity, equity, and inclusion in both newsroom culture and reporting practices. The power of journalism has to influence public opinion, and its promise in debunking pervasive misinformation, disinformation, and lies about this work. The ways journalism can build trust by reporting on a broader range of stories that more accurately reflect the complexities of our society. First amendment free press attacks and the need for additional resources to secure support for independent journalism.   Ultimately, this episode underscores how a genuine commitment to diversity, equity, and inclusion in journalism is not just about fairness; it's intrinsically linked to fostering a more informed society, strengthening democratic ideals, and contributing to a healthier, more inclusive business landscape centering our humanity. By accurately reflecting the diverse fabric of society, journalism can build greater trust and contribute to a stronger sense of belonging for all.   Want to gain the skills necessary to apply this learning into your work? Join the Belonging Movement newsletter today! As a subscriber, you'll receive exclusive access to special workshops, groups coaching sessions, and 1:1 coaching offers designed to help you lead with your values and build groups that center team safety, trust, and belonging.   Don't just imagine belonging – build it. Sign up now at: https://www.rhodesperry.com/subscribe.

Are you a diversity, equity, and inclusion small business owner feeling the pressure of economic uncertainty and unfounded assaults to your vital work? If you answered yes, then this is an Imagine Belonging Podcast episode you cannot afford to miss!   Over the past 60 years, diversity professionals world-wide have emerged as some of the best business leaders due to the complexity of our work and the industries we continue to influence. Given this high standard of excellence, I am thrilled to introduce you to Amber Vilhauer, CEO of NGNG Enterprises (No Guts No Glory), an Inc. 5000 top marketing agency in the U.S.   Amber's has supported thousands of entrepreneurs on six continents and specializes in business growth consulting that will help your company experience infinite impact by leading with your values. Amber is a multi-award winner for Female Entrepreneur of the Year and other Women in Business professional awards, which are a testament to her unwavering commitment to excellence and achieving noteworthy results.   Join us as we explore concrete strategies to not just weather the storm, but to rise above it and build a thriving, impactful business.   We dive into: Leveraging "Infinite Impact" for Resilience: Discover how the principles of Amber's newest book, Infinite Impact, can empower DEI business owners to navigate economic headwinds and counter attacks on the industry. Learn to amplify your value and demonstrate your indispensable role. Authentic Leadership in Risky Times: Explore proven strategies for becoming an authentically self-expressed business leader, even when advocating for your cause feels risky. Learn to lead with conviction and integrity in this evolving landscape. Finding Opportunity in Collective Grief: Uncover how to identify opportunities and offer meaningful support during times of collective grief and loss, recognizing the critical role DEI plays in fostering healing and understanding. Reintroducing & Rebuilding: For DEI professionals, we discuss how to strategically reintroduce your expertise and build new narratives that highlight the enduring importance of safety, trust, and belonging in the workplace. Your Vision for the Future of Work: Gain insights into the future of work and the pivotal role diversity, equity, and inclusion plays in shaping a more just and prosperous future for all.   Ready to build a resilient and impactful small business that not only survives but thrives?   Join the Belonging Movement newsletter today! As a subscriber, you'll receive exclusive access to special 1:1 coaching offers designed to help you build the business you desire and amplify your economic impact.   Don't just navigate the future – shape it. Sign up now at: https://www.rhodesperry.com/subscribe

What kind of leader do you need to become to create true belonging? This solo meditation with Rhodes Perry guides you to explore the leadership qualities needed to foster creativity, connection, and support on your team, even amidst fear and uncertainty. Reflect on your current leadership style and envision the new shapes that will help you build safety, trust, and belonging.  Download: The Belonging Practice Host Guide for deeper reflection after the meditation: https://www.rhodesperry.com/belongingpractice. Connect & learn about the 1:1 Belonging Coaching Mentorship Program: https://www.rhodesperry.com/contact.  Join the Belonging Movement: https://www.rhodesperry.com/subscribe Thanks for growing the Belonging Movement!  

In a world struggling to embrace the beauty, complexities, and possibilities of gender it's not surprising that Meta CEO Mark Zuckerberg recently called for more "masculine energy" in corporate America. His callous statement made on the Joe Rogan Experience has sparked controversy and ignited crucial conversations. His comments about masculinity suggest that corporate culture has become too "feminine" and that a "celebration of aggression" is needed.   This perspective perpetuates harmful stereotypes about what it means to be masculine, reinforcing toxic masculinity, which is a set of behaviors linked to violence, homophobia, and the devaluation of women. Recent research by the American Psychological Association reveals that toxic masculinity isn't just detrimental to workplace culture and inclusion efforts; it's also harmful to men themselves. This outdated model of masculinity limits emotional expression, promotes unhealthy competition, and restricts the full spectrum of human experience.   This podcast episode challenges Zuckerberg's narrow view and explores the concept of "multiple masculinities" – a framework that embraces diverse expressions of masculinity, including those that generously diverge from the limited behaviors that toxic masculinity prescribes.  By embracing a broader understanding of masculinity, organizational leaders can usher in a more inclusive and authentic leadership landscape that benefits people who express their genders in many different ways.   To delve deeper into this critical topic, host Rhodes Perry sits down with masculinity expert Adam Segal, founder and facilitator of New Masculinities Group. Adam is a dedicated advocate for critical conversations around gender, sexuality, and masculinity through an intersectional feminist lens. He brings a wealth of experience facilitating men's groups, conducting male accountability work, and promoting anti-racism efforts.    In this insightful conversation, Rhodes and Adam will explore: ---The limitations of traditional masculinity. Unpacking the harmful impacts of toxic masculinity on individuals, workplaces, and society as a whole. ---The power of multiple masculinities. Exploring the benefits of embracing a broader spectrum of masculine expressions, including those that challenge traditional norms. ---Creating a gender inclusive leadership landscape. Discussing how organizations can foster a culture that values diverse leadership styles and promotes gender equity. ---The role of men in advancing gender equality. Examining how men can actively contribute to creating a more inclusive and equitable workplace for all. ---Practical strategies for challenging toxic masculinity. Offering actionable steps that individuals and organizations can take to dismantle harmful norms and promote healthy expressions of masculinity.   Today's conversation is designed to support people like you - visionary leaders, and those on their way to joining us. This podcast episode offers a timely and crucial conversation about the future of leadership and the role of masculinity in building gender inclusive workplaces. Savor this insightful talk and if you'd like to connect with inspiring leaders like Adam, be sure to join the Belonging Membership Community by visiting www.rhodesperry.com/subscribe.   https://adamjsegal.com/ https://www.linkedin.com/in/adam-segal-12a07369/   Thanks for growing the Belonging Movement!