New York, NY, USA
Categories:The demand for equity is growing louder by the day. To build a more inclusive and equitable future, leaders in positions of power and influence must play an active role in disrupting the status quo and challenging inequitable systems and behaviors.
By having intentionality around creating equitable spaces, places, and corporate cultures, it also forces us to uncover our own prejudices and biases and take a hard look at ourselves and our participation in and perpetuation of inequitable systems. This is uncomfortable work, but chances are, if it’s not uncomfortable, you’re not leading. The greatest opportunity with inclusive leadership is the ability to interrogate ourselves about the role we play in the systems around us and how we can effect positive change in those systems.
When leaders demonstrate intentional and authentic commitment to DEI they instill trust in their organizations and can drive the follower-ship that is needed to create a culture of inclusion where employees of all identities, races and backgrounds thrive and belong.
Takeaways: ·
The time for authentic, inclusive and intentional leadership has never been more urgent. The mindset and skills needed to be an inclusive leader will be top of mind in nearly every organization as we move deeper into the twenty-first century and respond to the emerging challenges we face as organizations and leaders. Becoming an inclusive leader requires learning and reflection, and the willingness to take risks and make mistakes, to do things differently. It means changing broken systems, behaviors, and mindsets • starting with our own.
If we want a more just world, we need to grasp the urgency of our responsibility to get personally involved as leaders because our role is necessary in the change equation.
In this leadership session, Jennifer Brown will discuss the personal traits inclusive leaders must develop and cultivate to authentically lead through periods of change and uncertainty. Jennifer uses the Inclusive Leader ContinuumTM as a framework that can help leaders locate themselves in their learning journey and identify where they need to focus action and attention to progress forward.
Takeaways:
Employees are demanding a kind of leadership we’ve never seen, with inclusiveness at its core. What this looks like in practice is getting comfortable being uncomfortable, leaning into the discomfort and inviting the new, the unfamiliar, and the challenging so that we can evolve and build healthy workplaces of inclusion and belonging.
People managers, teams and leaders at all levels must engage in the work of inclusion, and identify actions they can take to address unconscious bias, shift mindsets, expand learning, engage in hard conversations, actively seek out and listen to diverse experiences and perspectives, and take a hard look at systems that were not built by or for so many of us.
Jennifer challenges the audience to examine and expand their inner and outer circles by intentionally including new faces and different perspectives, and taking specific steps to become allies and advocates in their organization. What are practical ways to move from awareness of the lived experiences and the microaggressions faced by marginalized identities, to activate and build a stronger community of mutual understanding and support for all colleagues?
Takeaways:
Building equitable, diverse and inclusive cultures within organizations is a process that requires all of us. Allies, advocates and leaders at all levels must understand how to support inclusion within their organization. Everyone has a stake in this conversation, and a role to play.
Jennifer uses her four-stage Inclusive Leader Continuum as a guide and an effective roadmap to highlight actionable and tangible steps we can all take in our journey as aspiring allies. She will share tips, learnings, and best practices from her vantage point of why the work of building inclusive cultures starts with each of us, and what we can do on a day-to-day basis to lower our waterlines, practice upstander behaviors, and activate around our privileges, to further an inclusive organization.
Takeaways:
To give their fullest contribution, employees must feel they can bring their full selves to work; however research shows many do not feel comfortable doing so. This means that they are spending valuable energy every day minimizing or managing aspects of their own diversity—of identity, background, experience—in order to succeed.
This takes a particular toll on diverse talent—women, people of color, LGBTQ+ individuals, people with disabilities—at a time when organizations are struggling to recruit, retain, and develop those same individuals. But all of us, and the business, pay the price.
How can we build more inclusive workplace environments where all kinds of talent feel welcome?
When we activate as aspiring allies and inclusive leaders, our commitment deepens, we begin to get more comfortable being uncomfortable, and we stretch ourselves by being more proactive and public with our voice and actions. Finding and activating your authentic voice and telling your story in a way that empowers and generates buy-in, also inspires people around and beneath you and is a powerful way to role model being an authentic inclusive leader and ally.
We need all voices and identities to participate in building a more equitable and inclusive future, and sharing your own diversity story makes it safer for others to do the same.
Takeaways:
Inclusion & Diversity is A Top Priority for Senior Leaders
How to Be an Inclusive Leader, Second Edition: Your Role in Creating Cultures of Belonging Where Everyone Can Thrive
How to Be an Inclusive Leader: Creating Trust, Cooperation, and Community across Differences
Inclusion: Diversity, The New Workplace & The Will To Change
Recently, a story circulated within the diversity, equity and inclusion industry ... said Jennifer Brown, the founder and C.E.O. of Jennifer Brown Consulting and the ...
Diversity leaders to Corporate America: Black employees' lives depend on your ... Jeffery Wallace, Jennifer Brown, Mary Frances Winters, Margaret Regan, ...
Jennifer Brown is an award-winning entrepreneur, speaker, diversity and inclusion consultant, and author. As the successful founder and CEO of Jennifer Brown ...
Ora Shtull and I recently interviewed Jennifer Brown, an award-winning entrepreneur, speaker, and consultant and the author of Inclusion: Diversity, The New ...
Users also viewed these speakers:This website is a resource for event professionals and strives to provide the most comprehensive catalog of thought leaders and industry experts to consider for speaking engagements. A listing or profile on this website does not imply an agency affiliation or endorsement by the talent.
All American Entertainment (AAE) exclusively represents the interests of talent buyers, and does not claim to be the agency or management for any speaker or artist on this site. AAE is a talent booking agency for paid events only. We do not handle requests for donation of time or media requests for interviews, and cannot provide celebrity contact information.
If you are the talent and wish to request a profile update or removal from our online directory, please submit a profile request form.
The demand for equity is growing louder by the day. To build a more inclusive and equitable future, leaders in positions of power and influence must play an active role in disrupting the status quo and challenging inequitable systems and behaviors.
By having intentionality around creating equitable spaces, places, and corporate cultures, it also forces us to uncover our own prejudices and biases and take a hard look at ourselves and our participation in and perpetuation of inequitable systems. This is uncomfortable work, but chances are, if it’s not uncomfortable, you’re not leading. The greatest opportunity with inclusive leadership is the ability to interrogate ourselves about the role we play in the systems around us and how we can effect positive change in those systems.
When leaders demonstrate intentional and authentic commitment to DEI they instill trust in their organizations and can drive the follower-ship that is needed to create a culture of inclusion where employees of all identities, races and backgrounds thrive and belong.
Takeaways: ·
The time for authentic, inclusive and intentional leadership has never been more urgent. The mindset and skills needed to be an inclusive leader will be top of mind in nearly every organization as we move deeper into the twenty-first century and respond to the emerging challenges we face as organizations and leaders. Becoming an inclusive leader requires learning and reflection, and the willingness to take risks and make mistakes, to do things differently. It means changing broken systems, behaviors, and mindsets • starting with our own.
If we want a more just world, we need to grasp the urgency of our responsibility to get personally involved as leaders because our role is necessary in the change equation.
In this leadership session, Jennifer Brown will discuss the personal traits inclusive leaders must develop and cultivate to authentically lead through periods of change and uncertainty. Jennifer uses the Inclusive Leader ContinuumTM as a framework that can help leaders locate themselves in their learning journey and identify where they need to focus action and attention to progress forward.
Takeaways:
Employees are demanding a kind of leadership we’ve never seen, with inclusiveness at its core. What this looks like in practice is getting comfortable being uncomfortable, leaning into the discomfort and inviting the new, the unfamiliar, and the challenging so that we can evolve and build healthy workplaces of inclusion and belonging.
People managers, teams and leaders at all levels must engage in the work of inclusion, and identify actions they can take to address unconscious bias, shift mindsets, expand learning, engage in hard conversations, actively seek out and listen to diverse experiences and perspectives, and take a hard look at systems that were not built by or for so many of us.
Jennifer challenges the audience to examine and expand their inner and outer circles by intentionally including new faces and different perspectives, and taking specific steps to become allies and advocates in their organization. What are practical ways to move from awareness of the lived experiences and the microaggressions faced by marginalized identities, to activate and build a stronger community of mutual understanding and support for all colleagues?
Takeaways:
Building equitable, diverse and inclusive cultures within organizations is a process that requires all of us. Allies, advocates and leaders at all levels must understand how to support inclusion within their organization. Everyone has a stake in this conversation, and a role to play.
Jennifer uses her four-stage Inclusive Leader Continuum as a guide and an effective roadmap to highlight actionable and tangible steps we can all take in our journey as aspiring allies. She will share tips, learnings, and best practices from her vantage point of why the work of building inclusive cultures starts with each of us, and what we can do on a day-to-day basis to lower our waterlines, practice upstander behaviors, and activate around our privileges, to further an inclusive organization.
Takeaways:
To give their fullest contribution, employees must feel they can bring their full selves to work; however research shows many do not feel comfortable doing so. This means that they are spending valuable energy every day minimizing or managing aspects of their own diversity—of identity, background, experience—in order to succeed.
This takes a particular toll on diverse talent—women, people of color, LGBTQ+ individuals, people with disabilities—at a time when organizations are struggling to recruit, retain, and develop those same individuals. But all of us, and the business, pay the price.
How can we build more inclusive workplace environments where all kinds of talent feel welcome?
When we activate as aspiring allies and inclusive leaders, our commitment deepens, we begin to get more comfortable being uncomfortable, and we stretch ourselves by being more proactive and public with our voice and actions. Finding and activating your authentic voice and telling your story in a way that empowers and generates buy-in, also inspires people around and beneath you and is a powerful way to role model being an authentic inclusive leader and ally.
We need all voices and identities to participate in building a more equitable and inclusive future, and sharing your own diversity story makes it safer for others to do the same.
Takeaways:
Diversity, Equity, Inclusion, and Belonging speakers promote building a more diverse workplace in order to improve employee productivity, satisfaction, and engagement. A more diverse office and inclusive corporate culture...
The demand for reliable virtual speakers has only continued to grow since the industry-wide shift to online and hybrid event formats. A great virtual speaker has the confidence to navigate technical difficulties, the...
Jennifer Brown is a keynote speaker and industry expert who speaks on a wide range of topics such as Ensuring Equity and Belonging in the Future World of Work , Inclusive Leadership: Evolving Courageously, Imperfectly and Failing Forward How to Be An Inclusive Leader, Powerful Partnerships for Change: How Inclusion and Belonging Drive Healthy Workplaces, Inclusion through Change: Working Together to Build Cultures of Belonging and Everyone Has a Diversity Story: Finding Your Voice in the Workplace. The estimated speaking fee range to book Jennifer Brown for your event is $30,000 - $50,000. Jennifer Brown generally travels from New York, NY, USA and can be booked for (private) corporate events, personal appearances, keynote speeches, or other performances. Similar motivational celebrity speakers are Jenn Lim, Carin Taylor, Cassandra Worthy, Aiko Bethea and Cheryl Cran. Contact All American Speakers for ratings, reviews, videos and information on scheduling Jennifer Brown for an upcoming live or virtual event.
The demand for equity is growing louder by the day. To build a more inclusive and equitable future, leaders in positions of power and influence must play an active role in disrupting the status quo and challenging inequitable systems and behaviors.
By having intentionality around creating equitable spaces, places, and corporate cultures, it also forces us to uncover our own prejudices and biases and take a hard look at ourselves and our participation in and perpetuation of inequitable systems. This is uncomfortable work, but chances are, if it’s not uncomfortable, you’re not leading. The greatest opportunity with inclusive leadership is the ability to interrogate ourselves about the role we play in the systems around us and how we can effect positive change in those systems.
When leaders demonstrate intentional and authentic commitment to DEI they instill trust in their organizations and can drive the follower-ship that is needed to create a culture of inclusion where employees of all identities, races and backgrounds thrive and belong.
Takeaways: ·
The time for authentic, inclusive and intentional leadership has never been more urgent. The mindset and skills needed to be an inclusive leader will be top of mind in nearly every organization as we move deeper into the twenty-first century and respond to the emerging challenges we face as organizations and leaders. Becoming an inclusive leader requires learning and reflection, and the willingness to take risks and make mistakes, to do things differently. It means changing broken systems, behaviors, and mindsets • starting with our own.
If we want a more just world, we need to grasp the urgency of our responsibility to get personally involved as leaders because our role is necessary in the change equation.
In this leadership session, Jennifer Brown will discuss the personal traits inclusive leaders must develop and cultivate to authentically lead through periods of change and uncertainty. Jennifer uses the Inclusive Leader ContinuumTM as a framework that can help leaders locate themselves in their learning journey and identify where they need to focus action and attention to progress forward.
Takeaways:
Employees are demanding a kind of leadership we’ve never seen, with inclusiveness at its core. What this looks like in practice is getting comfortable being uncomfortable, leaning into the discomfort and inviting the new, the unfamiliar, and the challenging so that we can evolve and build healthy workplaces of inclusion and belonging.
People managers, teams and leaders at all levels must engage in the work of inclusion, and identify actions they can take to address unconscious bias, shift mindsets, expand learning, engage in hard conversations, actively seek out and listen to diverse experiences and perspectives, and take a hard look at systems that were not built by or for so many of us.
Jennifer challenges the audience to examine and expand their inner and outer circles by intentionally including new faces and different perspectives, and taking specific steps to become allies and advocates in their organization. What are practical ways to move from awareness of the lived experiences and the microaggressions faced by marginalized identities, to activate and build a stronger community of mutual understanding and support for all colleagues?
Takeaways:
Building equitable, diverse and inclusive cultures within organizations is a process that requires all of us. Allies, advocates and leaders at all levels must understand how to support inclusion within their organization. Everyone has a stake in this conversation, and a role to play.
Jennifer uses her four-stage Inclusive Leader Continuum as a guide and an effective roadmap to highlight actionable and tangible steps we can all take in our journey as aspiring allies. She will share tips, learnings, and best practices from her vantage point of why the work of building inclusive cultures starts with each of us, and what we can do on a day-to-day basis to lower our waterlines, practice upstander behaviors, and activate around our privileges, to further an inclusive organization.
Takeaways:
To give their fullest contribution, employees must feel they can bring their full selves to work; however research shows many do not feel comfortable doing so. This means that they are spending valuable energy every day minimizing or managing aspects of their own diversity—of identity, background, experience—in order to succeed.
This takes a particular toll on diverse talent—women, people of color, LGBTQ+ individuals, people with disabilities—at a time when organizations are struggling to recruit, retain, and develop those same individuals. But all of us, and the business, pay the price.
How can we build more inclusive workplace environments where all kinds of talent feel welcome?
When we activate as aspiring allies and inclusive leaders, our commitment deepens, we begin to get more comfortable being uncomfortable, and we stretch ourselves by being more proactive and public with our voice and actions. Finding and activating your authentic voice and telling your story in a way that empowers and generates buy-in, also inspires people around and beneath you and is a powerful way to role model being an authentic inclusive leader and ally.
We need all voices and identities to participate in building a more equitable and inclusive future, and sharing your own diversity story makes it safer for others to do the same.
Takeaways:
Recently, a story circulated within the diversity, equity and inclusion industry ... said Jennifer Brown, the founder and C.E.O. of Jennifer Brown Consulting and the ...
Diversity leaders to Corporate America: Black employees' lives depend on your ... Jeffery Wallace, Jennifer Brown, Mary Frances Winters, Margaret Regan, ...
Jennifer Brown is an award-winning entrepreneur, speaker, diversity and inclusion consultant, and author. As the successful founder and CEO of Jennifer Brown ...
Ora Shtull and I recently interviewed Jennifer Brown, an award-winning entrepreneur, speaker, and consultant and the author of Inclusion: Diversity, The New ...
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This website is a resource for event professionals and strives to provide the most comprehensive catalog of thought leaders and industry experts to consider for speaking engagements. A listing or profile on this website does not imply an agency affiliation or endorsement by the talent.
All American Entertainment (AAE) exclusively represents the interests of talent buyers, and does not claim to be the agency or management for any speaker or artist on this site. AAE is a talent booking agency for paid events only. We do not handle requests for donation of time or media requests for interviews, and cannot provide celebrity contact information.
If you are the talent and wish to request a profile update or removal from our online directory, please submit a profile request form.
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