Austin, TX, USA
Categories:Trauma does not leave us when we clock into work every morning. Many people within our organizations are walking around with invisible weights on their shoulders. Domestic violence is often stigmatized and not talked about in corporate America, but it needs to be. Domestic violence impacts our population, especially in a virtual world. People who suffer from PTSD of any kind will have many triggers but oftentimes they may not be thought about in the workplace. We have to relearn our communication practices to ensure we are considering how people receive information, not just how we want to give it.
We often speak about diversity before inclusion. However, inclusion and equity must come first. In order to foster growth in our organizations, we must create environments that cater to different people. Inclusion is not about creating spaces, it is about making space for people to come in and live authentically and out loud. Inclusion must be baked into our policies, handbooks, and job descriptions and be a focus of every team, not just HR.
Language does not need gender, and gender does not need language. In a world that is ever-changing, we must be willing to rewire how we communicate with each other. There are many phrases that are rooted in racism, sexism, homophobia, and bigotry. Inclusion means unlearning years of catchphrases, greetings, and how we address groups. Creating an inclusive environment means respecting people’s pronouns, names and identities without question or argument.
We all want our organizations to grow, but how can we do that in an ethical way? People first. In order to grow your organization in a way that is sustainable, scalable, and ethical you must be willing to be people-centric. Human-centric behaviors start before hiring and don’t stop when people leave our organizations. We have to create policies that support everyone, not just some. Benefits and perks aren’t about craft beer and kombucha, they are about how we are supporting our entire population.
Diversity and privilege are intersectional. There are three forms of intersectionality that impact social groups on a daily basis in different ways. Intersectional privilege means that biases exist within each social group causing many marginalized folx to feel further ostracized because of their identities. Biases within our own communities can be harmful and must be acknowledged in order to achieve psychological safety within our own organizations. No social group is a monolith and we have to unpack the truth around intersectionality.
Anti-Racism and allyship have become corporate America’s favorite buzzwords. How can we ensure that our actions represent our adjectives? Anti-racism and allyship both center around action rather than performance. We will explore how to create actionable change as any ally/accomplice and what it means to truly be anti-racist.
Building psychological safety at scale | with Madison Butler
Diversity & Inclusivity | Cornell Verdeja-Woodson, Madison Butler
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.
Trauma does not leave us when we clock into work every morning. Many people within our organizations are walking around with invisible weights on their shoulders. Domestic violence is often stigmatized and not talked about in corporate America, but it needs to be. Domestic violence impacts our population, especially in a virtual world. People who suffer from PTSD of any kind will have many triggers but oftentimes they may not be thought about in the workplace. We have to relearn our communication practices to ensure we are considering how people receive information, not just how we want to give it.
We often speak about diversity before inclusion. However, inclusion and equity must come first. In order to foster growth in our organizations, we must create environments that cater to different people. Inclusion is not about creating spaces, it is about making space for people to come in and live authentically and out loud. Inclusion must be baked into our policies, handbooks, and job descriptions and be a focus of every team, not just HR.
Language does not need gender, and gender does not need language. In a world that is ever-changing, we must be willing to rewire how we communicate with each other. There are many phrases that are rooted in racism, sexism, homophobia, and bigotry. Inclusion means unlearning years of catchphrases, greetings, and how we address groups. Creating an inclusive environment means respecting people’s pronouns, names and identities without question or argument.
We all want our organizations to grow, but how can we do that in an ethical way? People first. In order to grow your organization in a way that is sustainable, scalable, and ethical you must be willing to be people-centric. Human-centric behaviors start before hiring and don’t stop when people leave our organizations. We have to create policies that support everyone, not just some. Benefits and perks aren’t about craft beer and kombucha, they are about how we are supporting our entire population.
Diversity and privilege are intersectional. There are three forms of intersectionality that impact social groups on a daily basis in different ways. Intersectional privilege means that biases exist within each social group causing many marginalized folx to feel further ostracized because of their identities. Biases within our own communities can be harmful and must be acknowledged in order to achieve psychological safety within our own organizations. No social group is a monolith and we have to unpack the truth around intersectionality.
Anti-Racism and allyship have become corporate America’s favorite buzzwords. How can we ensure that our actions represent our adjectives? Anti-racism and allyship both center around action rather than performance. We will explore how to create actionable change as any ally/accomplice and what it means to truly be anti-racist.
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Mental health is a deeply important aspect of a person’s wellbeing that is often overlooked. Millions of Americans live with a mental illness, yet many don't have access to the resources they need to pursue overall...
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Madison Butler is a keynote speaker and industry expert who speaks on a wide range of topics such as Trauma & Inclusive Communication, Inclusion Before Diversity: Creating Psychological Safety, Degendering Language and Inclusive Communication, Scaling Your Organization Ethically: Leadership Training, Race, Privilege & Intersectionality and Anti-Racism and Allyship: A Guide. The estimated speaking fee range to book Madison Butler for your event is $10,000 - $20,000. Madison Butler generally travels from Austin, TX, USA and can be booked for (private) corporate events, personal appearances, keynote speeches, or other performances. Similar motivational celebrity speakers are Kylar Broadus, Israel Greene, Katrina Jones, Ellen McGirt and Carin Taylor. Contact All American Speakers for ratings, reviews, videos and information on scheduling Madison Butler for an upcoming live or virtual event.
Trauma does not leave us when we clock into work every morning. Many people within our organizations are walking around with invisible weights on their shoulders. Domestic violence is often stigmatized and not talked about in corporate America, but it needs to be. Domestic violence impacts our population, especially in a virtual world. People who suffer from PTSD of any kind will have many triggers but oftentimes they may not be thought about in the workplace. We have to relearn our communication practices to ensure we are considering how people receive information, not just how we want to give it.
We often speak about diversity before inclusion. However, inclusion and equity must come first. In order to foster growth in our organizations, we must create environments that cater to different people. Inclusion is not about creating spaces, it is about making space for people to come in and live authentically and out loud. Inclusion must be baked into our policies, handbooks, and job descriptions and be a focus of every team, not just HR.
Language does not need gender, and gender does not need language. In a world that is ever-changing, we must be willing to rewire how we communicate with each other. There are many phrases that are rooted in racism, sexism, homophobia, and bigotry. Inclusion means unlearning years of catchphrases, greetings, and how we address groups. Creating an inclusive environment means respecting people’s pronouns, names and identities without question or argument.
We all want our organizations to grow, but how can we do that in an ethical way? People first. In order to grow your organization in a way that is sustainable, scalable, and ethical you must be willing to be people-centric. Human-centric behaviors start before hiring and don’t stop when people leave our organizations. We have to create policies that support everyone, not just some. Benefits and perks aren’t about craft beer and kombucha, they are about how we are supporting our entire population.
Diversity and privilege are intersectional. There are three forms of intersectionality that impact social groups on a daily basis in different ways. Intersectional privilege means that biases exist within each social group causing many marginalized folx to feel further ostracized because of their identities. Biases within our own communities can be harmful and must be acknowledged in order to achieve psychological safety within our own organizations. No social group is a monolith and we have to unpack the truth around intersectionality.
Anti-Racism and allyship have become corporate America’s favorite buzzwords. How can we ensure that our actions represent our adjectives? Anti-racism and allyship both center around action rather than performance. We will explore how to create actionable change as any ally/accomplice and what it means to truly be anti-racist.
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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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