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.

Connect & learn about the 1:1 Belonging Coaching Mentorship Program: www.rhodesperry.com/contact

Join the Belonging Movement: 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/

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Who do you need to become to be the leader you need in this moment? There’s nothing more powerful than a question like this one. Even if you don’t have an answer, big questions like these generate new thoughts. To encourage new thoughts to emerge, leaders like you will need to practice belonging with bridging and collective care skills.

Many leaders who seek coaching support from Rhodes Perry Consulting initially struggle with bridging differences and building belonging spaces, often because they were never taught these skills. This is largely due to how the old ways of leadership were modeled and taught. It’s for this reason we developed The Belonging Practice Host Guide. It’s designed to empower visionary leaders like you to create the conditions of safety and trust for those you lead.

This timely resource offers somatic, bridging, and collective care practices to help lead you by offering the skills and abilities to acknowledge and cope with the collective trauma and grief so many within the workforce and beyond are navigating. During this podcast episode, enjoy an expanded conversation with Rhodes Perry, where he will help you answer the following questions:

• Why does exclusion compounded by collective trauma and grief harm team performance and employee well-being?

• What kind of leader do you need to become to match the urgency of this moment?

• How can somatics, bridging, and collective care practices help you grow team safety, trust, and belonging?

• How can you transform acts of exclusion into moments of belonging?

• How can you bridge disagreement through dialogue intended to seek understanding?

Rhodes rarely records solo episodes, and wanted to help amplify the power of his team’s complimentary Belonging Practice Host Guide to support so many leaders struggling to show up in the face of so much chaos, uncertainty, and fear. As you listen to this podcast, be sure to access the following resources to help you develop the skills required to become the leader you need, in this moment:

• Access the Belonging Practice Host Guide. Access a complimentary copy of the Belonging Practice Host guide to begin developing the essential somatic, bridging, and collective care practices you need to support those you lead navigate these challenging times. You can access the guide by visiting: www.rhodesperry.com/belongingpractice.
  
  

• Join Our Thursday Practice. If you’d like to practice somatics, bridging, and community care with like-minded visionary leaders, consider joining our complimentary Belonging Practice on most Thursdays from 8 am to 9 am Pacific Time by saving your seat here.
  
  

• Want Bridging Support? Learn more about our bridging solutions by speaking with a team member for customized organizational or team support. We are ready to support you and those you lead by delivering the skills to build spaces of belonging. Contact us here.

Thanks for growing our Belonging Movement!

In the years before the signing of the U.S. Constitution, framers like James Madison and Thomas Jefferson were vocal about the idea that a person’s civil rights should not depend on their religious opinions. They believed everyone should be free to profess and argue for any view on matters of religion and that no one’s legal rights should depend on those views.

Their words laid the foundation for the First Amendment, which Thomas Jefferson described as “a wall between the separation of church and state.” Since then, several attempts have been made at the federal level to expand these protections. For example, in 1993, Congress adopted the Religious Freedom Restoration Act, which was later overturned by the U.S. Supreme Court in 1997.

More recently, states responded by passing their own versions of this law despite Constitutional protections for religious freedom enshrined in the First Amendment. Some believe the states’ actions were thinly veiled responses to the U.S. Supreme Court’s 2015 ruling requiring all states to legalize same-sex marriage and recognize same-sex unions from other states.

These legal battles over religious freedom aren’t isolated incidents. They impact many parts of U.S. society, including the workplace. Increasingly, more employees are bringing their faith into the workplace, expecting greater accommodations. Research shows that religious discrimination is growing faster than claims of gender or racial discrimination at work. Recognizing the U.S. workforce is composed of people who hold many different faith and non-faith beliefs, it begs the question:

Does faith belong at work?

To help us explore this big question, I’m thrilled to introduce you to Jelisa Dallas, CEO of Go Brace LLC. Jelisa equips individuals and organizations with the emotional intelligence required to break barriers, bolster belief, and build behaviors that optimize life for true belonging. Jelisa has a background in education and has developed resilience programming for nonprofit organizations, historically underrepresented communities, and for-profit and public institutions.

During our conversation, you'll:

1. Discover how to cultivate “true belonging” for all employees, regardless of their religious beliefs or lack thereof.
2. Learn why religious discrimination is rising and access practical strategies to help organizations minimize risk.
3. Gain insights to respect personal religious beliefs while limiting the risks of creating a hostile environment for those with different beliefs by focusing on organizational values.

This conversation is designed to support visionary leaders like you 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 Jelisa, be sure to join the Belonging Membership Community. This community of practice is committed to putting our values of belonging, collective care, and collaboration into action. Members have the unique opportunity to connect with guests like Jelisa for 1:1 laser coaching sessions.

Join the Belonging Movement by subscribing to our newsletter: www.rhodesperry.com/subscribe

Learn more about Go Brave LLC: https://jelisadallas.com/

Thanks for growing our #BelongingMovement!

You may have heard the phrase, or you may have said it yourself, we have to see it to be it. The phrase underscores the importance of possibility models, a concept I wrote about in my first book, Belonging at Work. To be a possibility model means that you are providing an example of future scenarios for a person who holds a shared core identity central to who you are.

Simply by living your life, you provide inspiration for people within communities you belong to by offering a new way for them to visualize alternative futures for what could also be possible for them. Your existence, and the path you forge, provides the motivation for others to climb up the ladder of opportunity you have graciously dropped down to support their journey.

For underrepresented people in the workplace, including LGBTQ+ employees, the simple act of being seen can engender powerful feelings, especially if these groups feel neglected, overlooked, and underestimated. Recognition is a necessary precondition to feeling a sense of belonging at work, and when a group of people are valued for the lived experiences they bring into the workplace, they are more productive, innovative, and engaged.

Given that belonging is the prerequisite for business success, I am fortunate to talk with Sarah Tinkler, to explore one of the core ingredients to building belonging at work. The interview examines this key question: How does being an openly LGBTQ+ advisor at NM shape her own interactions with fellow LGBTQ+ clients?

For those unfamiliar with Sarah, she is a financial planning entrepreneur associated with Northwestern Mutual since July 2006. She is also a Forrest-inspired yoga instructor, certified life coach, and certified personal trainer. Sarah blends those passions together with a refreshingly soul-nourishing approach to visioning, analysis, planning, and guiding her clients' assets so they can live abundantly, authentically, and be ready to jump at the next aligned opportunity the Universe throws their way.

Together, during our conversation, you will:

• Learn why one of the preconditions for feeling a sense of belonging starts with being recognized, respected, and valued.
  
  

• Gain strategies on how you can be a possibility model for communities you belong to that can help your organization more fully represent the communities it serves.

• Recognize the value add LGBTQ+ employees bring into your own organization..

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 Sarah, 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 Sarah for 1:1 laser coaching sessions.

For LGBTQ+ friendly financial planning services, get in touch with Sarah Tinkler at: https://www.northwesternmutual.com/financial/advisor/sarah-a-tinkler/

You can also find her on LinkedIn at: https://www.linkedin.com/in/sarahtinkler.

Imagine belonging with our community when you join the Belonging Movement Newsletter: www.rhodesperry.com/subscribe.