HonestCulture's Amplified Voices 2022 List
HonestCulture’s Amplifying Voices (AV) series is one of the ways we hope to promote diversity, equity, inclusion (DEI) and belonging in the workplace for all. Our AV series is about recognizing and celebrating as well as amplifying individuals who excel at this through their work and have an active presence and influence on the DEI narrative!
If you follow us on social media, you may have seen our AV posts, throughout the year, highlighting folx who are constantly pushing the needle on DEI and belonging in the workplace. Here is a rollup of everyone we amplified this year… our list of DEI warriors of 2022.
Sharon Boyd- Equity, Justice, and Equality Advocate
Image: LinkedIn
Sharon is “an advocate for equity, justice and equality and candidate experience.”
An experienced diversity recruiting consultant, Sharon is also a member of several social justice organizations. In addition to her professional and volunteering work, she uses her social media platform to boost Black-owned businesses, as well as alert people to career opportunities, making job hunting a lot more accessible. She shares posts about colorism, systemic racial inequities, and many other social justice topics.
Sharon recently appeared on Janelle Benjamin’s series Twice As Hard, where she spoke about “[her] story and the experiences of Black People in and out of Corporate America.” Sharon’s passion for equity and justice really shines throughout all her work.
Follow Sharon on LinkedIn for a variety of updates on DEIB in the workplace, anti-racism, leadership, and more:
Jennifer Brown - DEIB Consultant & Author
Image: LinkedIn
Jennifer is a diversity and inclusion consultant and author. She “believes in unleashing the power of human potential, embracing diversity, and helping people—and organizations—to thrive. [Her] company (Jennifer Brown Consulting) is on a mission to set a new tone for business, and the world, and to create a more inclusive reality for generations to come by helping organizations create the type of workplace where people no longer feel pressure to downplay aspects of their identity in order to survive.”
Jennifer has written two books on DEI in the workplace: “Inclusion: Diversity, The New Workplace and The Will to Change” and “How To Be An Inclusive Leader: Your Role in Creating Cultures of Belonging Where Everyone Can Thrive,” which she describes as, “a step-by-step guide for the personal and emotional journey we must undertake to create an inclusive workplace where everyone is welcomed, valued, respected, and heard.”
As host of the podcast, “The Will to Change,” Jennifer explores DEI subjects through the stories of various leaders, authors, and experts.
Jennifer’s social media platform is dedicated to uplifting the work of other women and people of color, discussing social justice issues and current events, and promoting workplace equity.
Follow Jennifer here: LinkedIn
Diya Khanna - Global DEI Strategist
Image: LinkedIn
Diya is a Global Diversity, Equity, Inclusion consultant, keynote speaker, and workshop
facilitator. In addition to many other accomplishments, she has led courses on the Future of Learning and How to Rebuild Workplaces from an Intersectional Lens and has published papers on Anti-Racism Curriculum and Multicultural Education.
She has “a life-long mission of increasing access and opportunity of people across race,
ethnicity, nationality, gender identity, accessibility, sexual orientation, social class,
military, status, religion, age, and language in every professional industry.”
We asked Diya what inspired her to begin her DEI work and what kind of impact she would like to make through her work.
“I grew up exposed to many different cultures. I was born in Singapore, raised in Canada, working in the US, and have lived in Japan and Germany. My parents were raised in Italy, Iran, and India.
I learned the importance of diversity, equity, and inclusion early and was inspired by my mentor - a Canadian Senator to get into this space. I have a background in Journalism and Education and I realized how critical it is to have representation in institutions. For example, we want journalists that share a mix of different stories - what is happening in neighborhoods, who is impacted, and why. Another example, we want teachers that share a mix of different perspectives - what it is like to be a mother, an immigrant, a person of color. All of these expand our mindsets so we are able to solve problems together.
The impact I would like to make through my work is to get people excited about diversity, equity, and inclusion. To create opportunities and remove barriers for people who are underrepresented. And to create healthier and happier workplaces and build more inclusive products and services.
My biggest area of expertise is global DEI. I created a 2022 global diversity calendar here that has been used by many people around the world. It lists out our celebrations / holidays / observations across multiple cultures and can be added directly to your calendar. I will be creating a 2023 one soon.”
We look forward to seeing and sharing Diya’s 2023 calendar. Be sure to follow her to catch all her insights and updates.
Follow Diya here: LinkedIn / Twitter
Kim Meninger - Host of Imposter Syndrome Files
Image: LinkedIn
Kim is a women’s leadership coach and consultant. “I am especially passionate about supporting women in traditionally male-dominated environments,” she says. “I understand the unique challenges and opportunities facing women in these areas. In addition to my MBA, psychology degree and coach training, I leverage my own personal experience to empower women leaders to address obstacles and achieve success in current and future leadership roles.” She facilitates a program called, “Advancing Women Leaders,” in which she teaches participants how to combat gender discrimination in the workplace and “achieve [their] most audacious leadership goals.”
Workplace gender discrimination can often lead to impostor syndrome, a subject which Kim talks about openly on her podcast, The Impostor Syndrome Files. “By sharing our stories,” Kim says, “we de-stigmatize impostor syndrome and offer women the strategies and mindset shifts to more effectively address it.” Her podcast not only de-stigmatizes impostor syndrome itself, but other mental health issues like anxiety, promoting workplace psychological safety simultaneously.
Earlier this year, she spoke at @TEDxBabsonCollege on March 26th about “How to Bring Your Diverse Voice to the Workplace.” Kim uses her social media platform to uplift other women’s successes and share articles about workplace gender discrimination and equity.
Follow her here: LinkedIn
Liam Paschall - DEIB Thought Leader
Image: Liam Paschall
Liam is a thought leader in the Diversity, Equity, Inclusion, Belonging, and Accessibility (DEIBA) space. We got the chance to chat with him on what inspired him to begin his DEI work.
“It’s always been something I’ve been passionate about simply because—growing up different, I certainly didn’t live the typical life of a cisgender heterosexual person. I obviously have white privilege as much as any white individual may have, but it’s always been, I think, a bit of a struggle just to be myself without fear of harassment, bullying, being omitted from certain things, and even living in fear. All too often I sat and thought about, you know, I’m not the only one, I’m not the only person that’s having to deal with this, and thinking about other marginalized groups, underrepresented people, it was just something that I knew that I had to get involved in.
My transition from female to male is what really got me to become extremely vocal, sometimes to the point of… I think people say that I’m too vocal! I’ve had people reach out to me on LinkedIn and say, ‘Hey, Aren’t you afraid that potential employers or maybe your own employers will have problems with what you’re sharing?’ For me I think that whole fear is way behind me, so now I just live out loud. If I see something that’s wrong, I say something. If I hear something that’s wrong, I say something, and I will continue to do that for as long as I have a breath.”
Next, he spoke about the impact he hopes to make through his work.
“I think my most important impact is on transgender youth. We live in a world right now that is just so volatile and so filled with hate. I want to do everything I can, whether that means speaking up, calling companies out, calling out politicians, and really using my voice to share what is important in terms of who we are. It’s not about what’s in someone’s pants, it’s not about someone choosing to just live a life that they feel like, ‘Oh this is a fad, this is a trend, this is cool, I’m gonna do this.’ It’s about people breaking free of living in this body that they’ve just felt like has been a prison for them for so long.”
I don’t want the youth of this world to grow up feeling like they’re ostracized, they’re isolated, they’re alone, that they don’t have any rights, that they’re second-class citizens. So many of our trans youth right now are getting kicked out of their homes, their families are disowning them, and then you turn around and add all this other stuff on top of it that they’re seeing in the media… it creates this environment where they feel like they have nowhere to turn, and so then we end up with our young people trying to unalive themselves. That is what I want to prevent. If I can keep that from happening, if I can continue to educate parents of trans kids on just how to better understand them and support them, that’s my whole goal.”
Thank you so much for taking the time to speak with us, Liam! We appreciate all you do to make the #workplace and our communities into more welcoming, understanding places.
Follow Liam here: LinkedIn
Teresa Quinlan - Building Emotionally Intelligent Organizations
Image: LinkedIn
Teresa is an Executive Coach who emphasizes emotional intelligence in her work. As she puts it, IQ + EQ = TQ.
"Emotional intelligence isn't about sitting around holding hands and singing Kumbaya. These are not soft skills in that they are easy to learn and execute. It is often the opposite. These skills challenge the most intellectual because they require shifting mindset, perspective, and creating standard deviation to our tendencies. These human skills assist us in the most difficult and challenging of situations, to soften the emotional experience, that left unattended, drives us to disruptive behaviors. Emotional intelligence skills enable us to keep our IQ turned on so that we can navigate the situation at hand without being driven by fear, anxiety, stress, overwhelm, blame, guilt, resentment, or anger."
Teresa brings a unique expertise and philosophy on leadership to her writing and coaching. “With 30+ years in leadership and 19 years in creating leadership programming and training leaders, I have learned two undeniable things,” she says. “First, that asking great questions generates new thinking, unlocking the full potential within individuals, teams, and organizations.
Second, Emotional Intelligence is the invisible set of skills missing from an individual's ability to execute on many tasks; leadership or otherwise. Close the EQ gap, leverage the IQ.”
Teresa is the co-author of You Belong Here: HumansFirst Stories, a book that seeks to “change the norm and replace the status quo.” She uses her social media platform to make thoughtful posts and share videos on the topic of the various skills that make up emotional intelligence and how they apply to workplace culture and daily life.
Follow Teresa here: LinkedIn
Theresa M. Robinson - "The Disruptive Inclusionist"
Image: LinkedIn
"There’s nothing more powerful than fully harnessing our energy and talents to actually make a difference,” Theresa says. “As humans we crave connection and a sense of belonging that will lift us out of our own head and into the hearts of others. You don’t need to be a psychologist to know that we perform at our absolute best when we are in tune and fully aligned—personally and professionally—and free of any imposed barriers and challenges."
In order to “put the individual first,” she designed and teaches with what she calls her 3D Method: Discover your purpose, Design the roadmap to lead you there, Dedicate yourself to a plan.
“A genuinely happy life requires the fulfillment of a broad range of conditions, including physical, emotional, and mental well-being and safety coupled with a sense of belonging. The problem is that many people have lost sight of this and ‘just live with’ the bad stuff at work.” Theresa is truly committed to creating a people first standard in workplace culture.
Theresa teaches an on-demand virtual course, “Doing the HEART Work of Anti-Racism and Inclusion.” She is the Founder and President of Master Trainer TMR and Associates, LLC, where she speaks and facilitates workshops on workplace well-being and inclusion. She was featured in Forbes as one of the 7 Anti-Racism Educators Your Company Needs Right Now. Her book, “Overcoming Gender Inequity: Real, Raw, Unapologetic Stories, Tips & Strategies,” was published in 2019.
Follow Theresa here: LinkedIn
Ra Ra Rollins - Researcher, Psychotherapist, & Creative (he/him/his)
Image: Ra Ra Rollins
Ra Ra is a researcher, psychotherapist, and creative. “Initially, I didn't know I was doing DEI work,” he says. “Only after engaging on LinkedIn, networking, and learning what my mentors (shout out to Dr. Norissa Williams and Dr. Frandelia Moore) did, I realized what DEI was. My academic and professional experiences have been lonely as I RARELY have peers in these spaces that share my intersectional identities—it's my norm to be the only one in the room. I've gotten so used to self-advocating that I didn't realize there is a trickle-down effect in making these spaces better for myself. DEI work has been a selfish venture in me attempting to make my life more palatable within spaces that center whiteness, heteronormativity, and socially normalized ability. I am and continue to be my inspiration in DEI work.
I should note that all of this culminated around the time I watched George Floyd be lynched on television. Everything I do comes from my vantage point as a 41 years old, 6’3, 230 lb, queer, gay, Black man who must engage a world unmoved by the death of Mr. Floyd, who at the time of his murder was 46 years old, 6’4, and weighed approximately 230 lbs. No one can do this for me the way I can do this for me. No one has MY voice.”
He continues, “I want to promote sight in those who interact with me—you can't unsee once you see. I hope to impact the world in two ways. As a psychotherapist, I have the opportunity to work directly with people who aren't heard or seen—much less affirmed. So, step one is prioritizing the communities I intersect with on a wellness level.
The second half of my plan is to take that same energy to organizations and corporations attempting to diversify to share the data I have from my clinical work and personal experiences. I’ve never seen a Black man discuss wellness and how it is a requirement within workspaces, so I’d love to be the person that one Black person sees in their workspace, where they feel alone and maybe the only one in the room, that is championing for change to make their life easier. DEI work is a part of establishing better #mentalhealth outcomes in our communities. If our workspaces understand how this affects their employees, they might better understand that it’s simply bad business to not focus more robustly on these initiatives. I strive to create a positively correlated feedback loop because I believe that one influences the other.”
Ra Ra is currently creating a video that will bring visibility to his disability. Give him a follow to catch all his updates!
Follow Ra Ra here: LinkedIn
Joseph Starchia - Cultural DEI Educator
Image: LinkedIn
Joseph uses his social media platform to share his experiences as a Black man in corporate America, illuminate the nuances of inclusion that are often overlooked, and discuss many other topics related to DEI and workplace culture. He is a Cultural DEI Educator whose “tactics are gentle, subtle, and designed to diagnose the problems at the root and prescribe the proper medications to prevent the illness. We see merely the symptoms of diversity, equity, and inclusion issues on the surface, but it takes a special treatment to eradicate the actual disease.”
“My inspiration for the DEI field started with my grappling with what I perceived to be my role in professional white supremacy,” Joseph says. “As I was promoted into leadership roles, I began to feel that I was a tool in suppressing historically limited talent. I did not pull as I climbed. If anything, as I came up, I kicked the rungs of the ladder out below me. I started observing that jokes and comments were being made in my presence with no fear of repercussion. Comments such as ‘why couldn’t they be more like you.’ What made me not a ‘they?’ I had moved up, but I had done nothing for others, and it began to eat at me. That began my DEI journey.”
“The impact I hope to make is to show that talent does not come dressed in just Columbia or Patagonia. Too many organizations still practice DEI (my geek side is about to show) according to Vulcan logic. ‘The needs of the many, outweigh the needs of the few.’ But the few are becoming the many, and we have to hear those voices. That is only done through the daily lived-in culture of an organization.”
Joseph is branching out into public speaking engagements. He is also in the process of putting together a LinkedIn newsletter, so be on the lookout for these new developments of his!
Follow Joseph: LinkedIn
Casey Tonnelly - Striving For Anti-Racism
Image: Casey Tonnelly
Casey is an innovative and passionate Leadership Development Coach, Anti-Racism Educator, and Diversity, Equity, and Inclusion (DEI) Strategist.
They shared their personal story of how they got started in DEI work, about their experiences growing up and how their DEI “why?” has evolved over the years as their “learning’s, experiences, and relationships have evolved”. Check out the video in our LinkedIn post for Casey’s story - in their own words.
Here’s what Casey had to say about the impact they hope to make through their work:
“I strive to operate in solidarity with my BIPOC collaborators: take on the work that requires immense amount of emotional labor (often holding space for white folx learning and the emotions that arise with those learning’s), have their backs when push back is experience, handle more back-end work so maybe they can have a chance to exhale, or whatever else is asked of me.
Basically, if I can take a modicum of the emotional labor often expected of BIPOC, BIPOC leaders, and/or DEI practitioners, I want to be of service and purpose in that way.
Also, a lot of phenomenal Black and Indigenous folx,as well as, other Folx of Color have invested their time, energy, wisdom, hearts, and care into me to engage in this work. I honor their investments and gifts by working with my fellow white folx in various stages of their DEI journey.
I want to offer and invite my fellow white folx to join me on an individual, interpersonal, and collective DEI journey.
It is important to:
Strive for Excellence not perfection
Admit we cannot know everything
Examine how we were socialized and what we learned about DEI at varying stages of our lives
Be curious
Re-imagine what “good” means
Practice cultural humility
Practice vulnerability
Address what makes us afraid about engaging in DEI
Be accountable and learn from mistakes
Center humanity: others and your own”
Here are some great resources that Casey has shared as well their social links that you can follow.
Still Striving: Deepening the Conversations (available in Spring 2023)
Follow Casey on social media: LinkedIn / Facebook / Instagram
More to come in 2023
And that’s our list for 2022. Follow us on Linkedin or other social media (links in footer) to catch all of our AV posts and other updates in 2023.