Jennifer Brown Consulting's Year in Review

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    If we have one takeaway from 2022, it’s that inclusive leadership has never been more urgent. Systemic racism continues to show up in a rising tide of voter suppression bills that disproportionately affect voters of color, legislation attacking the rights of the LGBTQIA+ community, and efforts to abolish critical race theory and ban books that discuss race, sexuality, and gender in our schools. These are just a few of the stark reminders of how much work is still ahead of us.

    As 2022 comes to an end, we are reflecting on all we have accomplished here at Jennifer Brown Consulting. This year, we had the opportunity to work with hundreds of clients from just about every industry. We are honored to work towards advancing diversity, equity, inclusion and belonging every day, and are so proud of the impact that our team has made for hundreds of thousands of individuals around the world. Today we are recapping our 5 most memorable moments from 2022.

    The 2nd Edition of How to Be an Inclusive Leader became a #1 Best-Seller!

    Jennifer Brown holding her new book How to Be an Inclusive Leader Second EditionThank YOU for helping the book hit the ground running. There is nothing more gratifying for an author to feel that a book deeply resonates with readers, given the times we’re in - that learners are hungry for more information, guidance, and encouragement, and that the book content and tone is the right mix of data, stories, and practical applications to meet anyone where they’re at and accelerate their journey.

    Most of all, I am grateful that existing fans of the first edition have found so much value in a second edition and dug in with gusto! This could have been an entirely new book — there is more than 70% new content, with new stories, examples, and chapter discussion guides, plus clear hallmarks for each phase of the Inclusive Leader Continuum. In this way — the second edition builds a clear, actionable, guidebook for the way forward, based on the current landscape, and all that’s shifted in the world since the first book’s release.

    I predict the message will continue to resonate into 2023. Addressing systemic inequities has become a defining challenge of our times. People are using their voices to pressure organizations lagging behind social and demographic changes. Leaders’ understanding of their role and responsibility to others and society is being questioned. And they are navigating this shifting landscape in the public eye.

    I hoped to expand our reach and call to action to the people who can make the big shifts in the world — those leaders at ALL levels who, with one act, one decision, one paradigm shift — can impact tens of thousands of people. My hope and my goal is to build your confidence.

    As leaders, I believe we must recognize how inequities are manifested in our workplaces. We must uncover our own biases and take a hard look at our participation in inequitable systems. Fear of the unknown can make implementing change daunting, especially when we know little about the topics and sense we may be blamed personally for the inequities that are uncovered. But as leaders, we have an important role in making change happen.

    For readers who consider themselves advocates for equity and inclusion or those readers who are just starting to understand how uneven the playing field is, this book is a must-read and essential tool for leading into the future.

    Learn more about the book on my book page, and please don’t forget to leave an Amazon review! It goes a long way.

    You can hear me talk more about the new book and why I wrote it in conversation with JBC Vice President Adrienne Lawrence. 

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    We partnered with the Better Man Movement to present the Better Man Conference

    Picture15For the past six years, it has been an honor to have been a part of the Better Man Conference as a speaker, moderator, advisor, and now presenting partner. I was originally drawn to the conference’s commitment to meet men where they are and create safe spaces devoid of shame and blame, allowing vulnerability and authenticity to emerge as they begin their journeys in allyship. It has been a joy to see the impact this conference has made on hundreds of male leaders and their supporters and allies across the country.

    This year, we dove deeper into the behaviors and skillsets of DEI and allyship for male leaders, focusing on the concepts of Patriarchy, Power, and Privilege. The conference put intention and attention on men, especially those in leadership positions, so that they walked away with practical tools and language to enhance their contribution, and more confidence to do so.

    An important and recurring theme of the conference was the need for a new type of leadership and the urgency for each of us to step into the roles we can play. If we don’t unpack and process how we are showing up at this moment in time, we will be unable to contribute in all the ways we are capable of—and in all the ways that are sorely needed, now more than ever.

    We were joined by participants from companies of all industries including Capgemini, Genentech, Intel, Oracle, PWC, Toyota, Verizon, and Workday. Thank you to the thousands of people who registered and dedicated their attention and time to becoming better leaders equipped to take on the challenges of today’s changing workplace.

    Don’t miss next year’s conference! Sign up for our newsletter to be updated as soon as next year’s date is announced.

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    We re-branded to keep up with our rapidly changing culture

    A screenshot of the homepage of the new JBC website.When I founded Jennifer Brown Consulting (JBC) back in 2006, I never could have imagined we would be where we are today. Over the past 16 years, we have helped thousands of companies create cultures of true belonging where individuals discover and unleash their full potential to succeed and thrive in the workplace. Our work gives us the opportunity to share our knowledge and expertise with leaders and changemakers around the world, and provide the appropriate tools and resources to make a positive impact within organizations, supporting the people who drive those organizations from within. 

    However, the world we live in is constantly shifting and has evolved significantly since 2006, and our workplaces look very different than they did just two years ago. COVID, the murders of George Floyd, Ahmaud Arbery, Breonna Taylor, and countless other innocent Black individuals, the rise of antisemitism, the Great Resignation, continued attacks on the LGBTQIA+ community, and violence against the Asian diaspora a across the country have caused companies to step up in a new way, and acknowledge and address how systemic inequities affect the people who work for them, and the communities they serve. Inclusive leaders have had to adapt and maneuver through times of uncertainty, especially as the very definition of leadership is morphing with the times.

    Over the past 16 years, we have purposefully evolved our trainings, practices, philosophies, and commitment to creating and advocating for a more diverse, equitable, inclusive, and just world, to best align with the needs of our clients, community, and team. Today, we are unveiling a new era of JBC with our new logo and brand, but the same message: we believe in the power of human potential, and the right for all individuals to show up as their authentic selves.

    The Logo

    Our logo is bold, inviting, and modern. It is an abstract representation of the letters J, B, and C. The logo represents diversity, equity, and inclusion along with the interaction between individuals when they come together and have difficult and courageous conversations that may make us uncomfortable, but are necessary to create a more inclusive world.

    We wanted the shapes in our new logo to represent how our identities are not one-dimensional, but an intersection of many different backgrounds and experiences that make up who we are. Our logo represents everything that we share, and everything that makes us unique.

    The Colors

    Education

    Yellow represents education, a critical part of the DEI journey. With education comes learning and growing, leading us to be more aware and active in our allyship. At JBC, we use our skills and expertise to teach our clients and community through our workshops and training series, and provide them with the tools and resources they need in order to show up inclusively every day.

    Passion

    Pink and red represent passion. We chose this color scheme to represent the strength and determination we have for helping companies successfully integrate DEI practices and strategies into their organizations. Every person at JBC has an undying flame for this work. We all have a passion for making equitable and just workplaces a reality for all.

    Optimism

    Blue represents optimism. The work we do requires security, trust, and confidence amongst both our team, and our clients who rely on us to act in their best interests and advise them on how to authentically reach their DEI goals and create sustainable DEI strategies. When working with us, we will hold space for all to learn, grow, make mistakes, and evolve personally, professionally, and organizationally. DEI work is difficult, but we approach each partnership with the belief that there is a way to make cultures more equitable for all.

    Inclusion

    Purple represents inclusion. When I think about inclusion, it means belonging, harmony, and balance. In order for our DEI efforts to succeed, we need cultures where everyone feels Welcomed, Valued, Respected, and Heard℠. Everyone needs to feel like they have an equal part to play, and that their contribution matters. Inclusion was essential to our new brand, and our new colors, as our mission remains the same as it was in 2006: we support companies in creating cultures of true belonging where people of all backgrounds can show up as their authentic selves.

    We invite you to check out our entirely new website here.

    We Partnered with Stonewall Inn Gives Back (SIGBI) to create a Safe Spaces Certification

    Stonewall Inn Gives Back Initiative Safe SpacesThe number of hate crimes against the LGBTQ+ community increases every year, and while 97% of people from the LGBTQ+ community believe that they would benefit from more safe spaces, only 22% feel that there are enough safe spaces in their communities.

    As the recent massacre at Club Q in Colorado Springs showed us, even in our few current designated safe spaces, we aren’t really safe.

    We need certified safe spaces because we need a proactive show of support from all businesses, not just those who exist to support the community. There is a huge opportunity for business allies of all sizes to be more overt in saying, “This is important to us; this is a place you can count on.” The very definition of moving into the Active stage on the Inclusive Leader Continuum that we describe in the 2nd edition of my book is becoming more public, more definitive, more declarative, and more visible with your support. It entails moving beyond the assumption that you’re welcoming to all to visibly stating your commitment, and showing the world what you’ve done to ensure it’s true.

    I am honored that we have partnered with SIGBI (Stonewall Inn Gives Back Initiative) to launch its Safe Spaces Certification program which aims to identify entertainment venues, food and beverage locations, stores, business, and other public venues as safe spaces for LGBTQ+ members of the community.

    As a member of the LGBTQ+ community, it has been such a privilege to be a part of ensuring companies, venues, and stores are not only committed to being a safe, welcoming space where LGBTQ+ individuals can celebrate, thrive, work, shop, and live freely, but are supported with the right training and benchmarks to do so.

    I really appreciate the real tangible steps that are outlined with the SIGBI Safe Spaces Certification to help companies truly mean what they say, rather than just providing a label that they can put on their front door to say they “earned it”. This is so important as we progress in our maturity in this conversation, that allyship isn’t just performative but that it’s real every single day and there is investment and accountability behind it.

    The certification program not only requires organizations to meet certain criteria in order to be designated a safe space for the LGBTQ+ community, we've also designed a training that all companies must complete in order to ensure an inclusive environment. The training is positioned to equip employees with the tools and best practices that they need in order to ensure those belonging to the LGBTQ+ community feel Welcomed, Valued, Respected, and Heard. You can read more about our partnership here.

    Thank you to the countless companies who have already signed up to be certified including AEG, Jagermeister, JetBlue & Brooklyn Brewery. If you’re interested in the training, please reach out to safespaces@stonewallinngivesback.org

    Released the 200th episode of The Will to Change

    This past February marked the release of the 200th episode of my podcast, The Will to Change. Never in my wildest dreams did I think I would reach such a milestone, with so many thousands of downloads a month and the many messages of gratitude we receive for how valuable this resource has come to be. I sat down with one of my dear friends H Walker to celebrate the occasion - you can listen to our conversation here.

    This year we asked the question, why do we struggle so much to change? And with change?

    Because we are living in this VUCA world — volatile, uncertain, chaotic, and ambiguous. We are unmoored from so much that was familiar, and comfortable. And we know, deep down (and we may be in denial about this), that the change is permanent — what got us here, won’t get us there. What we’ve leaned on, what has worked for us, somehow no longer resonates, or feels like enough. It’s time for wholesale change, and it starts with each of us.

    We have been shown over and over — especially these past few years — that there is so much we haven’t known or explored, or prioritized — in terms of our own lived experiences and those of others. We’ve been shown that the workplace, like so many of our other systems, was never built by and for so many of us on the margins. This has caused widespread trauma, and loss of human potential. We could never, and cannot now, let this continue. And we all have a once in a lifetime opportunity to address it, and change it for good.

    This means moving forward without answers, painstakingly and with great care writing a new script everyday. We must become students again, humbling ourselves to the pace and complexity of change, acknowledging the overwhelm of it, and talk about our journey, lead from that place — with empathy, grace, kindness, and openness. This is what will resonate. We have what we need, if we pull from these sources.

    The one thing I know about this audience is that we want to evolve, and accelerate - we want to transform, and enable the transformation of others. We want and need our systems — organizations, communities, families — to transform too, and we believe we can be agents of change — which is not just about the skills, but the will to do so. Hence, the “will to change”.

    Thank you to everyone who has subscribed, tuned in, shared, or left a review. If you’re a frequent listener of the podcast, please consider subscribing or leaving a review!

    You can access some of my favorite episodes from 2022 below!

    Let’s accelerate our evolution together.

    The Future of JBC

    As we continue to expand and evolve as a company, we commit to continuing to learn, grow, and equip our clients with the best practices, challenging learning experiences, and most relevant resources possible. We know our culture is constantly changing, and we will continue to change with it.

    My vision is for us at JBC to play an enduring role in ensuring that no voice or identity has to experience fear related to authenticity. Even though this was my story for many years as a member of the LGBTQIA+ community, constantly struggling with stigma and the potential consequences of bias, I want us to shift the very foundations of the workplace, to be built by and for ALL of us. To enable our most brilliant contributions, and to do the hard work of examining our everyday systems objectively, rebuilding them if necessary for a more inclusive future. This is our commitment.

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