Wonderful Thinking

When does staying well-informed cross the line into information overload and overwhelm? As leaders working in the diversity, equity and inclusion space, the current social and political climate definitely has us testing that balance. 

KH: Like many friends, our texts and DMs are random and never ending. 😁

BG: I am certain that we have more proverbial costume changes in one conversation than Beyonce will have during the Cowboy Carter tour! But much like a tour all the changes are still connected by a theme.  

KH: We’ve got jokes, personal updates, and of course memes. But we also keep each other informed on what’s happening in social justice and diversity, equity and inclusion. And there’s a lot happening these days. 

BG: I vacillate between hope and exhaustion frequently. I’m also aware that the point of all the chaos is to cause overwhelm. Septima Poinsette Clark once said, “I have great belief in the fact that whenever there is chaos, it creates wonderful thinking. I consider chaos a gift.” I believe that’s what we’re doing in our DMs — a lot of wonderful thinking. 

KH: “Wonderful thinking.” I love that!! It speaks to the space we’re creating for each other. And to think, we don’t send half of what we could! With the barrage of legislative actions related to diversity, equity and inclusion, it can be easy to spiral in the name of staying well informed. Even when you have positive developments, like the Federal judge blocking exec orders last week. How do you know when you crossed the line into information overwhelm?  If I get to 2-3 scrolls and haven’t laughed — that’s my sign! 

Educator and activist Septima Clark

BG: Yes! My barometer is joy. If I don’t have a smile on my face and my heart full after a few scrolls, I go find the beautiful toddler in brown fringe cowgirl boots popping a fan to Frank Foster’s song, “Boots on the Ground.” Also, she’s a much better dancer than me and I clearly need to level up before Spring. I can’t look bad doing this dance, lol!

KH: How do you find a better balance? 

BG: With so much change, it makes sense that we’re trying to gain a sense of control by staying informed. But I think we have to set boundaries and ask ourselves ‘Is this information actionable?’ Social media algorithms can trap us and decide what we see. We have to be picky and find a few trusted news sources, limit the amount we consume and stick with the important parts. National Public Radio (NPR) is my go-to source. I listen on the way to work and on the way home. I’ll catch some local news in the evening to catch community and legislative happenings. And everything else I consume is on the lighter side.

KH: Agreed on being selective in terms of news consumption. I will also mute a group chat in a minute. Hide and delete folks on social. And sometimes simply tell people that I don’t want to be included in certain conversations. I have to check myself, too. Like you, I’m biased toward positive action, so I try to share content that reflects that. If I’m reading or watching and feel more despair than motivation — it’s time to do something different. 

BG: It’s really about finding ways to respond effectively to changes that affect our lives and those around us without being part of the noise. I read this quote by author Caroline J. Sumlin recently, “Joy and rest must be at the foundation of your activism. It is not sustainable to run on anger.”

KH: And let’s be clear; we’re not delusional or engaging in toxic positivity. What we’re facing as a nation, particularly as part of marginalized communities, is an attempt to undo decades of progress toward a more just society. I recently sent you an article about banning books — in this case a library removing from its shelves books that mention the civil rights movement. Can you imagine what’s left on those shelves? It’s scary and maddening. 

At the same time, I’m seeing more people post reminders that we are not powerless. There are things we can do to fight back, drive positive change, and take care of ourselves. 1) More intentional spending with companies whose practices align with your values. For me that’s Black, small and local businesses.  2) Buy, borrow, read and recommend banned and challenged books. 3) Support mutual aid efforts — and make use of them if you need help. Being part of a supportive community is so important right now. What would you include on that list?

The banned book display at Watchung Booksellers, an independent bookstore in Montclair, NJ

BG: I absolutely agree with intentional spending — or not spending. I’d add lifting locally — attend city council meetings, school board meetings, community events. This is where decisions are made and you can lend your voice to positive change. I’d add volunteering for the causes that align with your values or interests. Whether it’s schools, parks, civic organizations or community centers and nonprofits. There are plenty of ways to give back and be creative doing it. I saw a video of a music teacher that was volunteering to teach kids spirituals from the Black church. What a way to connect with the community and combat the suppression of information in a nontraditional way! I believe what Kerry Washington said during the NAACP Awards. We’re being called to greatness.

KH: If DEI is the top topic in our DMs, second has to be Black history. You and I always talk about how we celebrate all year; Black History Month is just our anniversary. What’s been your favorite Black history share so far? Mine is the post about Whitney recording “I’m Your Baby Tonight” in one take because she wanted to go to the mall! I read LA Reid told that story in his book Sing to Me. I also love the history Imani Barbarin shared about Audre Lorde’s quote and why rest and self-care are revolutionary. 

BG: There have been two for me: encouraging people to watch The Six Triple Eight. Black girls are magic! I was beaming that entire movie! It’s our tradition of resistance that continues to inspire me. Did I mention these women built a hair salon in a dilapidated church during a war? The second would be Sheila E. sharing the story of playing bottles filled with water on Michael Jackson’s song, “Don’t Stop ‘Til You Get Enough.” As soon as I saw this clip, I listened to the song. If you didn’t know, now you know! https://www.youtube.com/watch?v=yaMhspMpzfo

The six triple eight battalion

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Bria R. Griffith is a multi-industry organizational leader on a mission to connect community and business to implement strategies that promote social and economic equity.

Katura Hudson is a writer and strategist with a passion for community, Black history, and New Edition.

Building Better: Improving Cross-Functional Collaboration in DEI

A DEI leader, HR leader, and Comms leader log on to Zoom. The topic? How we can be better partners and improve our collaboration to drive real change in diversity, equity, and inclusion. We had a lot to say (two hours worth of conversation!) so this blog is a two-parter.

Part 1: Where We Are

Katura:
I’m really excited for this conversation. Before we jump in – cause I know we’re ready -- let’s introduce ourselves and share how we got into DEI. Terrence, you’re our guest on the blog, so you can go first.

Terrence: 
I'm an experienced HR leader turned business owner. I own and run Express Employment Professionals, a staffing agency with deep roots in the Houston community. My strengths are in change management, leadership development, and creating diverse and inclusive environments.

Bria:  
I probably have been doing DEI work my entire career without it being called that particular thing. I’ve worked in corporate as a project manager, nonprofit as strategy leader and as an independent consultant in multiple industries. Building high-performance teams, driving organizational strategy and taking a people-centric, stakeholder-focused approach shaped me into the DEI leader I am today.

Katura:
I come to DEI through my work as a communication leader. I started by doing some writing in support of corporate DEI and purpose initiatives years ago and expanded to more comprehensive DEI communication, including messaging for executives. Eventually I began developing and leading DEI initiatives: from managing ERGs and heritage events to launching education workshops and a sponsorship program.

---

Bria:
Terrence something you said once was that a COO you worked with was a champion for DEI.  I'm curious, what are the some of the things that he did or didn't do that make you consider him a champion?

Terrence:
The COO would always challenge our leadership team using the data, such as diversity Power BI’s that included overall and department specific diversity numbers -- both gender and ethnicity.  He was always looking at talent within the organization, wanting to understand where they are, what they want to do, creating succession plans for them, and having conversations with me (as an HR leader) about those individuals and their talents.

And when it came to programming, he’d find ways to create synergies or close gaps. I would go to him with proposals. He wanted to understand impact and desired outcomes. After thorough questions and analysis and he would give me the blessing to go ahead. If I got any pushback, at our next [team] meeting he would talk about the importance -- the why behind what we were doing and his expectation that they would support the programs or the initiatives. He understood the impact diverse teams had on an organization which made it easier for me to make an impact in the organization.

Bria:
The champion piece is huge. What I'm finding is that people don't know how to do the things that you discussed, Terrence. Challenging their peers, mentoring people not like them, sponsoring Black, Hispanic and Native people and women to get to executive levels of leadership, which is quite frankly, where it matters. What does it look like to actually give people the accoutrements that go with those big titles? And then supporting them with intentional action. You usually have a group of passionate folks who want to see change and say “let's go do this thing.” But without those champions who really have the cache and influence to implement initiatives and programs that hold people accountable for success or failure, people run out of fuel (passion). 

Katura:
When I hear champion, I think about the term “ally” and how many people want that title, but don't want the work that comes along with it. It's not a crown that you put on. There's real work behind being an ally, being a champion, being an advocate. I think some people really do believe they’re champions even if they haven’t done the work. They may say and truly believe, “Everyone is equal.” They might spout the “I don't see color” (which is problematic, but that’s another conversation.) But those things don't say anything about what you actually did. What action did you take in support of those beliefs?

Terrence:
And then they go back to Texas A&M to recruit engineers.

Katura:
Same old places! But what system did you help up-end?  Who did you stand up for? What thinking did you challenge?

Bria:
And that’s the important part right? How do people show up in action. I appreciate a good debate or discussion. One recurring discussion I remember having was about development programs being for everyone, not just diverse talent. Should everyone have development opportunities? Yes. Also, DEI leaders have to ring the bell and remind folks that employees from marginalized communities (not everyone) require additional support getting these opportunities (i.e., face time with leaders, identified for succession, etc.) because of historical and structural barriers.

It’s the same thing when we're discussing college recruitment strategy. Black and Brown students attend HBCUs and PWIs. So, when you’re recruiting at PWIs you also have an opportunity to connect with them through student organizations that focus on tech, engineering, law, business, etc. Most large professional organizations have student chapters on campus. If we’re not prioritizing in this way, it’s exactly what you’re saying Terrence, recruiters keep doing the same thing and DEI goals aren’t met.  

Terrence:
That’s how I worked with my HR team to partner with DEI. Because they were the ones building those relationships with the collegiate chapters, and the national chapters of those organizations that you spoke with. I'm getting intel from DEI about the engagements that they have on campus. I'm sharing that information with the leaders of the organizations and coming back with recommendations: “We have to spend more time here; we have to invest money here.” We started doing a great job of attracting diverse talent. We created an interview process where we encouraged a diverse candidate pool before we moved forward. This allowed those who would typically be overlooked to at least have an opportunity to be interviewed.

So, you’ve got to have people who are willing to challenge leaders in those spaces. From an HR standpoint, that doesn't happen a lot because “they're the hiring managers, it’s their money, their hire – so they get to bring in who they want to.” No -- we have a strategy. We are trying to increase diversity across the board, not just diversity of thought. We want to see diversity from a gender standpoint, a race/ethnicity standpoint, etc. And we can't do that if we keep doing the same thing. So here's the plan. And of course, it's not [always] 100% right off the bat, but we will tweak it, and wherever the gaps are, we will fix them along the way. But we’ve got to have that feedback from everybody involved – from our DEI team, on the candidates that they are helping us identify, as well as in communicating what we're trying to do to increase diversity, which ultimately increases engagement of individuals who are already in the company. Then they see they have a path in this company as opposed to getting hired and then three years later, they have all the skill sets that they need to advance but nobody is even giving them an interview. Programs and initiatives, such as what we created, allow those individuals to get an interview. You’ve got to have people who are bold enough to challenge that and then work across the aisle to ensure that we are doing what's right and what will help the business advance. You also want to make sure we’re not setting the company back by doing it just because everybody else is – like it’s the flavor of the month. No, we’ve got to be intentional about it.

Katura:
Two points came to me when you both were talking. So many good ideas – great ideas – come from DEI professionals. We're resourceful and creative. Many of us come from marginalized communities, so we have to be. We may also want to be -- but it’d be nice if we didn’t have to be so resourceful sometimes. Anyway, what seems to happen is that someone else in the organization hears one of those ideas and says “everyone should experience that.” I don’t think there’s anything wrong recognizing a good idea and wanting more people to have that opportunity. But I do think we’re seeing a tendency to skip to equality when we haven't done the equity piece yet. Giving people from underrepresented, marginalized groups the access and opportunities that they’ve historically been denied – which is what initiatives like sponsorship programs do -- should come first. Then you expand to groups who haven’t experienced that historic marginalization. But you can't do that if you haven't done the equity work.

Bria:
So true. I’ve seen this jump to skip over the hard parts and pivot to diversity of thought and perspective because everyone has that, right? They skip equity because equity’s the hard part and look for ways to make everyone the same (i.e., we all have different perspectives). To have a conversation with your business leaders about pay equity, cross-level representation, accessible job descriptions is the hard part. As a DEI leader I have people come to me with these issues and I can escalate it, but I'm not HR. My role as a business partner is to advocate, educate and come up with great ideas.  But from an execution standpoint, my challenge has been that with other functions collaborating often looks like: we need the DEI leaders to go execute this.

Terrence:
At a previous employer, our DEI team saw what we were doing. They saw that the leader was involved and engaging well. So we had a great partnership. DEI had ideas and they would come to me asking if they could pilot them in our organization because our leaders understood the importance. We’d pilot the program, work out all the wrinkles and work with Comms to show the impact that the program was having and why we were doing it. My team was always partnered on initiatives from DEI. As HR practitioners, when you don't understand the impact of not having diverse teams, how can you really be the voice of the people, be a true partner to your organizations and make the company better?

Bria:
What happens to DEI in my opinion, too, is that it becomes an HR thing, a thing for HR to do versus HR really driving their leaders to do these things. It can't just be that every time we talk about DEI that Bria is the only one talking about it, or HR is the only group talking about it. This has to show up everywhere. So every all-hands meeting, webinar, town hall should have DEI in it in some way, shape or form. I worked with a leader who agreed diversity and inclusion needed a bigger priority in company-wide meetings, including strategy planning. Comms saw that as DEI having a speaking role in those meetings, but it’s really an opportunity for leaders to connect DEI to the business. If we’re talking about strategy for the company, why wouldn’t we talk about how inclusion and diversity is part of that strategy?

Terrence: 
That's a great point. I was in the room while leadership was creating their business plan for the following year. So I'm in those sessions, I'm working with them on the business plan. I hear what the business is looking to do, what their goals are, and I use that to create our people strategy. From a people strategy standpoint, I’ve identified things that we're going to do to help the business realize their goals. In our strategy meetings, I bring in the DEI team, Labor Relations, Comms and we have these conversations. So as my team and I are fleshing out what the people strategy is, we are pulling all these different groups in to see how we can partner on making this happen. The result is something that everybody has contributed to, and it's focusing on what the actual organization's business plan is.

We all must understand the end game. What are we trying to do this year? What is the business trying to do? And then how can we all leverage that information, and remove the landmines that the business might encounter? Ego must be put aside. Everybody is usually hierarchical, in their silos. We’ve got to make these structures secondary. The people are primary.

Bria:
Exactly Terrence, all business functions should be looking at this holistically. When we’re focusing on the strategic plan for the next year, that conversation focuses on growth and profitability. But how do you get to growth and profitability without inclusion and diversity? How do you get there without talent? How do you get there without a strategy in place for expansion into global markets that centers inclusion of diverse populations? We need to be able to tell the story of what we're doing, the role DEI plays, and how all of these things work together.

Katura:
I think you’re both speaking to a couple of great points. One, the importance of DEI strategy – not just having DEI programs. Two, the importance of DEI both being informed by and helping to inform company strategy. Another is how problematic it is for DEI to be in a silo regardless of the reporting structure. When DEI is siloed, what you get is: I'm planning a townhall. You have three minutes to talk about DEI. But that’s just providing a DEI update. How else is Comms supporting DEI? How is DEI woven into Comms and vice versa?

DEI won’t necessarily have a spot on every meeting or all hands agenda. Some companies do them weekly or twice a month.  You may not have anything to report every time. But DEI should always show up in Comms. For example: who's speaking during your all hands? If you lack diversity in your senior leadership ranks, that might mean you're putting the same people on the stage all the time. Who else you can bring to the stage? What other kinds of stories you can tell? How are you telling those stories?

Companies also can’t rely on Comms to serve as a defacto DEI. I see that sometimes with social justice issues - a heavy emphasis on statements. Yes, a well-crafted statement can be part of how a company responds to DEI or social justice issue, but it can’t be the only thing a company does. What are you doing to support and hold space for employees? How are you showing up in the community? Are you using this time to reexamine policies, practices and see where you can make your workplace safer, build more trust?

Our conversation continues next week with part 2. But in the meantime, we'd love to hear from you. What's your biggest challenge related to collaborating to drive impact in DEI?

Real Talk on Allyship

Katura: Let’s start with these photos. I wanted us to capture our expressions when we hear the word “ally.” What were you thinking?

Bria: This is my “Am I smiling?” smile. We talk a lot about authenticity these days, but for me, it’s more about truth telling. Calling a thing a thing. Seeing or hearing someone call themselves an ally has in a lot of ways become the “I’m a good person” siren. It’s less about what you say and more about what you do. It’s time for some action <in my Cypress Hill voice>.

Katura: When people say “I want to be an ally” I wonder what that means to them. Are they ready to work, to be uncomfortable, to give up some things — or are they looking for a title or a quick box to check? Allyship requires action, so what I’m hoping people mean is “I will speak up, show up, self-educate, be part of the solution.” If I hear “ally,” I’m listening, but for me, it’s more about what you do and say next. 

Katura: Let’s answer the big question. What is an ally?

Bria: An ally was supposed to be a person using their privilege to actively help marginalized and minoritized groups of people challenge, disrupt and dismantle systems and structures that create and are at the root of inequality and inequity. But in a lot ways it has become a passive means to pat oneself on the back for doing the least. As the Marines say, “Everybody wants to go to heaven. But nobody wants to die.”

Katura: Listen, you’re making me think of allies who lost their lives in the fight against injustice. Like Andrew Goodman and Michael Schwerner who were murdered along with James Chaney during Freedom Summer. But back to the question. You said an ally was “supposed to be….” Do you think ally has come to mean something different? 

Bria: I’m reminded more and more that allies are not created equal, that some do a whole lot and others high five themselves for hashtags on social media. I definitely appreciate more clear definitions for ally and I also think that more advanced words like accomplice and co-conspirator have popped up to emphasize that light and easy doesn’t move the needle. 

Katura: Some of the most powerful allies I know don’t even call themselves that. The title doesn’t matter to them. It’s about the work. (Shout to my friend E.) 

At TransformHer 2021, one of the speakers said “you don’t own the ally title, you earn it.”  Ally is also not a title you give yourself. Your actions will introduce you as an ally. That’s why I don’t love the focus on *being* an ally like it’s an achievement or destination. I’d rather talk about practicing allyship — focus on the work and the journey. 

For the record, I wanted to share this on-point  definition from the Oregon Coalition Against Domestic and Sexual Violence: “Allyship is an active, consistent, and arduous practice of unlearning and re-evaluating, in which a person holding systemic power seeks to end oppressions in solidarity with a group of people who are systemically disempowered.”

Bria: I really like that definition, particularly “unlearning and re-evaluating,” because there is inside (heart) and outside (community) work that is necessary to be an effective ally.

Katura: So what does allyship look like?

Bria: I can tell you what it doesn't look like! I watched an interview with Margaret Chinwe Anadu, Global Head of Sustainability and Impact for Goldman Sachs Asset Management, speaking about a new investment initiative Goldman Sachs announced investing $10B to advance racial equity and economic opportunity for Black women. Only three comments in, I see: “Don’t forget about white women!” She also included an angel emoji. <insert my selfie pic>

Katura: For me it looks like choosing justice over order. It looks like the opposite of microaggressions. Is there a word for that -- interactions of support that, over time, help remove barriers and create for marginalized people a sense of belonging? 

Bria: Do the work without fanfare or floodlights. Use privilege to promote equity and justice. Educate yourself on systems and structures of oppression. Call out microaggressions, macroaggressions, discrimination. 

Katura: And to build on your comment about what allyship is not...Allyship is not a favor...Allyship is not quid pro quo. True allies don’t expect people from marginalized groups to share their story, or educate them on an issue in exchange for allyship...Allyship is not a hashtag or black square on social. They can be a start to some real learning and action, but just that. A start. 

Katura: We’re not giving cookies, but can we give some suggestions? How can we all more effectively practice allyship?

My suggestion would be to de-center ourselves. Think of the change that needs to happen, the policy or practice or microaggression that needs to be addressed — then consider how we can use our position, influence, or resources to make a difference. It’s like gift giving. How often have we given someone a gift we wanted them to have, as opposed to what they actually wanted? Don’t make allyship about you.

Bria: I totally agree with you. The work is not about you. Actively listen. Don’t be a savior, work in solidarity. Pay attention to calls for support and support in the ways those affected have requested help. That goes back to what you said about giving gifts you want someone to have versus what they want or need. Amplify the voices of the marginalized and not your own. We’ve heard and read the stories of “allies” making big profit from the knowledge and research of Black and brown folks. Hold the media and content creators responsible for the messages they put out (or don’t put out). They control the story, the storyteller, who becomes the villain, the hero. Oftentimes this is how stereotypes are kept alive, biases are reinforced and culture is shaped. 

Katura: How has someone shown up in true allyship for you?

Bria: Sadly, I don’t have many examples, but it has happened. Recently, I had someone step up for me and quite frankly, there was no benefit to her. We didn’t get the desired outcome we wanted, but she promised me a fancy dinner for my troubles when the world opens up. We both know that a good glass of wine is not much of a consolation prize, but it’s an acknowledgement that fighting bias, barriers, prejudice and all the -isms that come with an intersecting identity requires constant care. 

Katura: Even though I asked the question, I don’t have a good answer. The examples I thought I had were actually illustrations of good leadership. Like a manager publicly recognizing me for leading a successful project. That’s important, but that’s not allyship. As you said, allyship can (and sometimes should) happen without fanfare — so I hope that’s the case for me and all of us who don’t have many personal examples to point to.

I do think more people are talking about allyship in action — not just the title and performative symbols like those pins that were popular a while back. I recently took Hollaback’s workshop “Bystander Intervention to stop anti-Asian and xenophobic harassment.” There were more than 3000 people in that session doing the work to understand what prejudice, bias, harassment and racism look like AND how to take action against them. We need so much more of that. The private messages of support and amplification on social are good; I see and get plenty of those. But how are we showing up beyond that? Especially when it comes to challenging the systems that support things like microaggressions and harassment. 

Bria: That’s a great point. It makes me think about the current state and future of the workplace. So much has changed since the pandemic began. Our interactions are largely virtual now and people can show up differently online than they do in person. I just read about a former teacher in California who spoke to a parent about her son’s academic progress and not realizing she hadn’t hung up the Zoom call went into a racist rant about this student. The teacher resigned, so the school district said there’s nothing to be done in terms of an investigation. As the nature of work and school continues to evolve and traditional dynamics shift, there will be an even greater need for allies. Needless to say there is much work to be done and people cannot be afraid to step up. Fannie Lou Hamer said, “Nobody’s free until everybody’s free.”

Bria: How we work has certainly changed, and for some of us, so has the way we relax and recharge. Spring has sprung! What are you looking forward to learning about yourself or others in the coming months?

Katura: Spring is my season! After such a long and cold winter, these random 70-degree, sunshiny days in Jersey are reviving me. I’m a March baby and I got to the beach (in NJ!) for my birthday. That was different but sooooo needed. I’m looking forward to continuing to reconnect with myself — hopefully in lots of sun and fresh air. What about you?

Bria: I wholeheartedly agree! I love this time of year. Unfortunately the pollen is alive and thick in my neck of the woods! So, I haven’t been able to test my roller skates outside just yet. However, I’ve started a new meditation series and I’m looking forward to uncovering more zen. Namaste.

Bria R. Griffith is a multi-industry organizational leader on a mission to connect community and business to implement strategies that promote social and economic equity.

Katura Hudson is a writer and strategist with a passion for community; diversity, equity & inclusion; and New Edition.

Equality, Individualism and Empowerment - A Women's History Month and IWD Conversation

Katura Hudson: The focus of International Women’s Day is gender equality. But that illustration of the people looking over the fence comes to mind. Is equality really what we want/need? 

Bria R. Griffith: Equality feels like a heart thing to me - compelling people to do the right thing - and that doesn’t get to the desired outcome, which I believe is equity. I’m not convinced that focusing on equality gets us access and freedom. But I do believe equity does. Equity requires intentional action to provide access to all and liberation provides space for people to be free in the ways they define it for themselves. Equity is where we want to end up - the long view, the capstone.

KH: Equity considers intersectionality in a way equality does not. Equality doesn’t feel big enough for me. My first thought is ‘equal to what or to whom?’ I want to be able to define success, growth, joy for myself - not in comparison to anyone else. Liberation is the goal for me. That wall needs to come down!

This year’s IWD theme addresses Collective Individualism. The IWD website states: “We are all parts of a whole. Our individual actions, conversations, behaviors and mindsets can have an impact on our larger society.” Can we talk about redefining ‘the whole’? 

BRG: Yes and we should! Too often individuals feel the pressure to assimilate, signaling exclusion from the whole. It’s time to actually respect (not co-opt) and promote the individual actions, conversations, behaviors and mindsets, which are required to shift and positively impact our larger society.

KH: If every person felt free and valued enough to bring their full selves to work - or any space - “the whole” would look a lot different.

On to the larger celebration of Women’s History Month. There are so many great books, blogs and other content that highlight women trailblazers. Junior high school me is slightly jealous - but very happy for today’s young people who have access to so many diverse examples of women leaders, innovators, activists, creators. Who are you celebrating this month? 

BRG: Some of the work I’m doing right now is focused on helping young girls challenge environmental racism and improve food access and security in their respective communities. A few women come to mind, but I’m always drawn back to Fannie Lou Hamer. In 1969, she founded the Freedom Farms Cooperative in Sunflower County, Mississippi. Freedom Farms implemented strategies that focused on investing in and rebuilding poor communities. Her work frequently brought her in direct opposition with those in power including an assault that caused her disability. She was powerful and unapologetically claimed her place in this world. Despite the challenges that her birth brought with it she believed that we didn’t have to work hard for access to unalienable rights. We are owed access because we were born.

KH: A new trailblazer for me is Caroline Still Anderson. Shout to my friend Thembi for introducing her to me via her FB posts. Caroline Anderson was born in Philly in 1848. Her parents were abolitionists and leaders on the Underground Railroad. She graduated from Oberlin College at 19, the youngest person and only Black student. She became a teacher, then a doctor with her own private practice. She was also a social activist. She fought for racial equality and organized Black YMCAs throughout Philadelphia.

KH: What are you most inspired by right now, within the context of women’s empowerment? For me, it’s young people. 

Mari Copeny is a great example. Here’s her bio: “activist, philanthropist, future president!” At eight years old, she wrote a letter to President Obama convincing him to come to her hometown of Flint, Michigan to get a closer look at the Flint water crisis. Since then, she has gained prominence (though not enough if you ask me) as an advocate for safe drinking water - not just in Flint but globally. Mari is 12 now. She’s self empowered, takes bold action, and challenges the system. We can all learn from her example. 

BRG: I’m most empowered by women claiming their space and liberation despite the consequences. They’ve inspired me to make changes in my life that I thought I’d never make because being fearless sounds great until you have to execute. Being witness to (a front-row seat, in some cases) women of color in particular, reclaiming their power has only inspired me to do and be more. Whether they’re claiming a seat at the table, flipping the table, building a new table or walking away from a table, these women are choosing to flourish on the path that works for them. To your point, young girls and women are more vocal and active than ever before asking for what they want and demanding their stories be heard. When a 12-year-old makes you question your commitment to change, we’re moving in the right direction!

BRG: It’s important to acknowledge the contributions of women during this month. What can we do to celebrate women’s contributions all year?

KH: We need to be curious and committed. There are so many women whose stories were (and are) ignored or misrepresented. Let’s seek them out. Time’s 100 Women of the Year series is a good starting point. Read those profiles and identify a few women to learn more about. It’s also important to broaden our idea of “achievement.” We shouldn’t limit our celebration to women who were first in their field, set records, or started movements. Let’s talk to women in our community, at our workplace, in our family. Learn and share (with their permission, of course) their stories. If they inspired you, challenged your thinking, helped you grow - that’s an achievement worth celebrating. 

BRG: It starts at home. Acknowledge the women and girls in your life in meaningful ways with your words and actions, support their endeavors, make room for them to take up space. Women have made such large contributions globally changing and shifting culture, contributing to scientific and technological advances, caring for families and loved ones, challenging past and present ideologies to include and acknowledge fifty percent of the population.There are so many hidden figures in our communities and neighborhoods - let’s shine a light.

Bria R. Griffith is a multi-industry organizational leader on a mission to connect community and business to implement strategies that promote social and economic equity. Katura Hudson is a writer and strategist with a passion for community; diversity, equity & inclusion; and New Edition.