Sharon Cho, 조우리

Today, SHRM announces an important shift in our approach to Inclusion and Diversity. "Effective immediately, SHRM will be adopting the acronym "I&D" instead of "IE&D." This strategic decision underscores our commitment to leading with Inclusion as the catalyst for holistic change in workplaces and society This is part of an announcement from SHRM (link in the comments)." I'm curious if you agree or disagree. To make it an anonymous poll, please fill out the google doc. Your response is totally anonymous, but I may use it in an article. You can, of course, also comment here. https://lnkd.in/g_vPqzMD

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#TheMorningInclusive As we celebrate Asian American and Pacific Islander (AAPI) Heritage Month, it's fitting to reflect on Indra Nooyi's exemplary leadership and the importance of creating and sustaining a culture of belonging. Indra Nooyi, the former CEO of PepsiCo, is a paragon of transformative leadership. Her journey from Chennai, India, to leading a Fortune 50 company in the United States is a testament to her vision, empathy, and democratic approach. Nooyi's leadership style—characterized by long-term planning, innovation, and inclusivity—has not only revolutionized PepsiCo but also inspired countless others to pursue their dreams regardless of cultural or gender barriers. AAPI Month is not just a celebration, it's a reminder of the rich tapestry of stories and contributions that Asian Americans, Native Hawaiians, and Pacific Islanders bring to our collective history. It's a time to honor the past, celebrate the present, and forge a future where everyone knows they belong. Creating a culture of belonging is essential in today's diverse work environment. It's about recognizing each individual's unique contributions, fostering connections, and supporting career development. When employees feel seen, connected, and supported, they are more engaged and productive, driving success for the entire organization. Let's use this month to commit to the principles of inclusion, diversity, equity, and accessibility. Let's build workplaces where everyone, like Indra Nooyi, can rise to their full potential and have a profound sense of belonging. #Leadership #IndraNooyi #AAPIHeritageMonth #Belonging #Inclusion #Diversity #Equity #Accessibility

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Ever wondered how you'll be spending your days when you're 90? Leslie was fascinated by The 90+ Study conducted at UC Irvine so in this episode the Besties went in. In 2003, investigators began to look at “the oldest-old” in one of the largest studies of this group of people ever conducted, to determine the factors contributing to longevity. One of the fascinating findings included a participant who was seemingly resistant to the outward signs of Alzheimer's disease (e.g. memory loss, cognitive decline) even though his autopsied brain showed clear markers of the disease. The Besties discuss the likelihood that adoption of Health 2.0 influenced behaviors described by Peter Attia proactive strategies for longevity, like planning for our future wellness, might be the best bet. Imagine continuing the passions that color one's youth, all while staying cognitively resilient. That would indeed be something to look forward to. What’s the point of planning for living well into our next chapter while at the same time neglecting habits that lead to good health? This and previous episodes are available on all major podcast platforms and YouTube.

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One week until the next cohort launches, four spaces left! I could tell you all about it, but I'd rather give that space to the incredible Anna Gasparian (Manager, Reporting & Analytics) to share her experience from the last cohort: ****************** I highly recommend Claire Fry’s Vocal Confidence course. Each session provided an incredible opportunity to learn from Claire’s expertise as a voice actor. Over eight weeks, she taught us strategies and techniques aimed at communicating impactfully and effectively. Breathing techniques, voice warm-ups, setting the right tone before a presentation or meeting, and aligning message content with its delivery—these are just a few areas where I gained a wealth of knowledge from Claire. During each session, I practiced what I learned, pushed myself out of my comfort zone, and received immediate, professional, and constructive feedback. I appreciated how Claire focused on helping each participant leverage our unique strengths. My favorite take away from the course is that “vocal confidence is not about sounding like someone else who’s more confident than you; it’s about having the confidence to sound like yourself." This is the best self-development course I've ever taken. ****************** If you're ready to show up, work hard, practice diligently and grow your communication skills fast (the way Anna did) then you can find more information at the link below. #VocalConfidence #LearnToLoveYourVoice #PublicSpeaking #CommunicationSkills #SpeakerTraining #Testimonial

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*for those local to Irvine, CA* I'm hosting an in-person emotional tapping workshop with the wonderful Alison Keiper! Master Your Stress, Master Your Work: Daily Practices for Professional Women Daily workplace annoyances? Manageable. The accumulating weight of unresolved stress? That's what transforms your workday from manageable to overwhelming. It's a common misconception that starting each day with yesterday's stress is just part of the job. We're here to challenge that notion and offer you a solution. Introducing our Emotional Tapping Workshop: Join us for a transformative experience where we'll dive deep into somatic, mind-body techniques designed to not just manage, but master workplace stress. Why You Can't Miss This: - Learn Emotional Tapping techniques. - Experience real-time stress relief through somatic exercises. - Connect with like-minded professionals seeking growth. - Leave with practical tools to navigate stress with confidence. 📅 Date: June 20th 🕒 Time: 6:30 PM 🌐 Location: Irvine, CA This isn't just another workshop. It's the opportunity to transform your workday stress and solve burnout. ✨ Spots are limited to ensure a personalized experience. Secure your place now. 🔄 Feel this could benefit your network? Share this post and let's spread the power of transformation together! #StressManagement #PersonalDevelopment #EmotionalTapping #MindBodyConnection #ProfessionalGrowth

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“To some, Asian work matters more than Asian lives. There are so many misconceptions over the Asian experience in the U.S. that create this image. It starts to feel conditional, as if the only place for Asians in the U.S. is that of work, of subservience.” -S. Mitra Kalita This article contains a number of excellent call outs for Asian professionals - not just those in DEI like me. I encourage you to read it and share this article. Great comments Richard Leong! #diversity #inclusion #belonging #dibs #equity #dei #deib #diversityandinclusion #inclusionanddiversity #representation #representationmatters #ascend #ascendmidwest #ascendleadership #asian #asianamerican #asianamericans #aapi #panasian Sandip Mehta Darius Chen Helen Ahn Vanessa Quimpo Obrochta Nikki Southwell James Pan Cynthia Tsai Sharmila M. Fowler, MBA, MCPC Hollina Ung, CSM Bob Wang Megan McEmery Marc Nievera Ashok Shenoy Linda L. Luna Lu, CPA Katsuhiro Furuyama, SPHR Rocky Fong Ranjana Ramchandran Nha-Uyen H. Anu Mandapati, PHR, PCC, CTPC Emily Rollins Jie Huang

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New Research on Cognitive Labor in Households Household labor isn’t just about physical tasks! A new study conducted by The Fair Play Policy Institute and University of Southern California of 322 moms of young children reveals that the cognitive side of household labor—like planning, anticipating, and delegating tasks—falls disproportionately on women. This mental load, often invisible and unacknowledged, is linked to increased stress, depression, and burnout. The findings highlight the need for better recognition and sharing of cognitive labor for healthier relationships and mental well-being. Thankfully this is just the tip of the research iceberg and I am so appreciative of Eve Rodsky @darbysaxbe and all of the researchers elevating this issue. #MentalLoad #GenderEquality #HouseholdLabor Below are more specifics from this article. * Mothers reported greater responsibility than their partners for the cognitive labor of 29 out of 30 tasks and the physical house hold labor for 28 out of 30 tasks. * Taking out the trash was the only task which partners were responsible for both the cognitive and physical labor. * Home maintenance was the only other task for which partners were responsible for the physical labor. * Mothers reported being responsible for 72.57% of all cognitive labor, compared to their partners (27.43%). * Mothers reported being responsible for 63.64% of all physical domestic labor compared to their partners (36.36%). * Mothers who reported responsibility for more of the physical domestic labor reported worse relationship functioning. * Physical household egalitarianism was not associated with depressive symptoms, stress, personal burnout, or overall mental health. * Cognitive labor was significantly associated with all measures of mental health and wellbeing. * Mothers who reported a greater share of the cognitive workload at home reported increased depressive symptoms, increased stress, increased personal burnout, reduced mental health and reduced relationship quality. https://lnkd.in/eWmsCa37

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This article discusses a new study by UCLA sociologists into the ways in which people make requests of one another. Their findings suggest that “please" might not be an all-purpose marker of politeness, but rather a "more focused, strategic tool to manage frictions or obstacles among family members, friends and even coworkers". KEY POINTS • Using the word “please” does not always indicate respect or politeness. • In the study, “please” was used only 7% of the time, mostly when there was an inhospitable interactional environment to overcome. • Findings will help researchers in their understanding of politeness in the flow of social behaviour and norms.

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Good morning, I'm writing this post about a curiosity I have noticed in the last few years. As you read my profile, you can see the importance and crucial aspects of DEI for my company. I participated in a conference called "myGwork—the LGBTQ+ Business Community's annual virtual global LGBTQ+ 2024 three weeks ago, and I was on a panel on Unconscious bias. Let me tell you something that happened to me a few years ago. I had the great honor to receive support from Virgin StartUp, but after that, in many years where I tried to create a collaboration on doing workshops on DEI, I always received no answer. Working privately with start-ups, I always say to start the process immediately when, for example, they start recruiting. I have checked many events at Virgin StartUp, but I didn't find anything about this topic or unconscious bias. If I'm wrong, I deeply apologize.  It's only an idea, and I would like to remember that when we talk about DEI, we talk about the good mental health of the employees and innovation.   Funny story or not, Virgin StartUp is amazing, but when I had a mentor at the end of our 6 months, gently offered by the mentor and Virgin StartUp, the mentor asked for a lot of money if I really wanted to be helped in the communication strategy. I'm impressed in a particular way because this mentor does workshops as well for Virgin StartUp. I'm a mentor as well, of an organisation called StartOut, and this behavior would be unacceptable. We help LGBTQ entrepreneurs around the world. Of course, from my vision, Richard Branson means innovation, inclusion, and other 1000 qualities. I hope other companies can do the same. Have a fabulous day. #DEI #inclusion #lgbtq #mentor Virgin StartUp #richardbranson #communication #innovation #diversity #equality #beyourself

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Inclusion requires intension. Intension drives inclusion. Here’s a great post by the Inclusion Allies Coalition about how some simple technology can include those who are deaf and hard of hearing in a much loved game! #diversity #equity #inclusion #DEI #deafandhardofhearing

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What a wonderful free series! The Inner Development Goals (IDGs) are a non-profit, open-source organisation that helps to identify and develop the collective inner skills and qualities needed to achieve the 17 UN SDGs. There’s a reason regenerative frameworks start with your relationship to yourself. Bridget and Melina are superb facilitators and magic humans I met through the Enspiral Network this year. The IDGs are the kind of thing that will benefit from facilitated discussion. → May 15th, 10:00 - 11:15 AM AEST → May 21st, 10:00 - 11:15 AM AEST → May 28th, 10:00 - 11:15 AM AEST → June 4th, 10:00 - 11:15 AM AEST _ I want to point out that if you’re like me and this sounds like fun, join in! And also tag in a colleague or friend, someone who might not naturally gravitate towards this kind of topic, or could use a buddy to do something new.

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In recognition of Asian Pacific Islander Desi American (APIDA) Heritage month, I am releasing two videos that speak to some of the challenges that Asian American employees face when it comes to advancing their careers. This first video is focused on the model minority myth- a damaging stereotype that asserts that Asian Americans are the “model” racial group that all other racially minoritized groups should aspire to. The model minority myth is problematic on so many levels and it hinders advancement into leadership and contributes to the bamboo ceiling (which I will be discussing in my next video). Tune in to learn more! If you are interested in learning about how you can help narrow the leadership gap and advance the careers of Asian Americans in your organization, feel free to schedule a complimentary exploration call with me at the link in the comments section below.

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💡 Did you know that despite high qualifications, Asian Americans are the least likely among all races to be promoted to managerial or executive positions? Last week, I got to hang out and catch up with Joy Chen (陈愉) in sunny Pasadena. We talked about everything from personal aspirations to what it means to build truly inclusive workplaces. It was absolutely energizing and I'm so grateful for her friendship. ICYMI, she and Angela Cheng-Cimini 鄭婷婷 just published a super insightful piece in Harvard Business Review that hits on celebrating and recognizing the untapped leadership talent within our Asian communities — it’s a must-read for anyone committed to enriching our workplaces through true diversity. Here are a few takeaways: - Despite making up 12% of the professional workforce, Asian Americans hold less than 1% of Fortune 500 CEO spots. - Studies show that diverse companies are 35% more likely to outperform their less diverse counterparts. - Only 25% of Asian American employees feel their workplace adequately represents them in leadership roles. These figures remind us of the progress we still need to make. Let’s champion the changes needed to ensure everyone has the opportunity to lead and thrive. I invite you to join the conversation to turn our dialogue into meaningful action and to check out the full article here: https://lnkd.in/eU_GMdDP. #AAPI #Leadership #DEI #Inclusion #HBR

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#TheMorningInclusive Celebrating a Milestone in Reproductive Freedom: FDA’s Approval of the Birth-Control Pill Today marks a historical moment; on May 9th, 1960, the FDA approved the latest birth-control pill, reinforcing the commitment to reproductive freedom for women. This breakthrough was not just about healthcare; it was a significant stride towards gender equality and human rights. However, in the wake of The Supreme Court’s decision to overturn Roe v. Wade, it has ignited a nationwide debate and posed significant challenges to reproductive freedom. The availability of reliable contraception is a beacon of empowerment for women, enabling them to make informed decisions about their futures, careers, and bodies. It stands as a pillar of reproductive freedom, affording women the opportunity to plan if and when they wish to start a family. This autonomy is not just crucial for equality, but it also levels the playing field in both personal and professional spheres. Women’s rights are human rights. They are integral to the fabric of our society. When women’s choices are restricted, we all feel the impact. every woman deserves the freedom to pursue her aspirations without barriers. The right to choose if and when to have children is fundamental. It’s about having control over one’s life trajectory, which is a basic human right. Fostering a sense of belonging in the workplace is about creating an environment where everyone knows respect and value. When women are in control of their reproductive health, they can fully engage in the workforce, bringing diverse perspectives and driving innovation. Companies that champion reproductive rights are not just advocating for women’s health; they’re cultivating a culture of belonging and inclusivity, which is vital for a thriving and productive work environment. As we celebrate the 64th anniversary of the approval of the birth control pill, let’s remember that it’s more than a medical advancement; it’s a reaffirmation that women’s rights are human rights. And when women thrive, workplaces and societies flourish. Let’s continue championing policies supporting women’s health and creating workplaces where everyone belongs. #ReproductiveFreedom #WomensRights #HumanRights #WorkplaceInclusion #FDAApproval #Belonging = #Inclusion * (#Diversity + #Equity) ^ #Accessibility NOTE: This image was created with Copilot to summarize the above text

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My friend, April Baskin, was on a panel in San Francisco recently and was talking about white supremacy, anti-semitism, and anti-Black racism. April mentioned a quote from an artist and organizer, Ricardo Levins Morales: “The work we do should be slow, deep, and irreversible.” Slow, deep, and irreversible. This phrase has not left my brain or my spirit. When April said these words, I felt something shift deep within me. What would it look and feel like to do work that is slow, deep, and irreversible? This type of work directly goes against the demands and nature of white supremacy. White dominant culture wants quick wins no matter who or what is sacrificed even if that's language, culture, tradition, community, or our colleague sitting in the cubicle beside us. The US Western culture of whiteness favors and rewards a false sense of urgency, optical allyship, and opportunistic campaigns with communities of color whether that’s a Pepsi commercial commodifying activism or large corporations offering discounts by co-opting the momentum around pressing social justice movements. Our institutions would rather make Juneteenth a holiday instead of having real conversations about power and anti-Black violence within their own walls. Our institutions and organizations are microcosms of the larger systems of domination and harm we find ourselves in. We work hard every day to build an equitable world, but it feels like for every one step forward, we have to take three steps back. This kind of labor is insidious and endless because we let it go unchecked. Then, the work of creating concrete, material change becomes demoralizing and exhausting. We become numb, desensitized, and stop challenging the status quo. We ignore our physical, emotional, spiritual, and social needs. Simply put, we lose our humanity. There will always be diminishing returns without collective care and joy. Movement and justice work cannot be done in isolation. Now, what does irreversible change look like? It looks like us creating a future where work doesn't equate to harm, extraction, and burnout but rather the work of our institutions and our movements are built upon a foundation of collective care and dignity. To do work that is slow, deep, and irreversible, we must nourish and protect our individual and collective empathy, humanity, and imagination. I plan to devote time this summer digging deeper into what irreversible change could look like. I am bringing back my self-paced, on-demand writing program, Sister Summer. Registration opens in May, and we write in June! Stay tuned for details!

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#WeAreHiring | Yes Kinfolk Tech is looking for a Strategic Partnership Director to be the catalyst behind our alliance-building efforts. You’ll identify and cultivate partnerships that will amplify our impact, expand our influence, and advance the playing field of what’s possible in tech-enabled storytelling and cultural preservation. You’ll be the bridge-builder, the deal-maker, and the visionary who perceives connections where others estimate barriers. Your work will directly contribute to amplifying voices that have been historically silenced and siloed, preserving precious stories that might otherwise be lost to time. Who You Are:  🤔 A strategic thinker with a knack for spotting trends and opportunities before they hit the mainstream 🤝 A collaborator with 4+ years of experience in forging alliances that make waves  🙌 A well-versed negotiator who can create win-win-win scenarios in your sleep  ✍ A wordsmith who can craft proposals that inspire and persuade  🖖 A data enthusiast who can translate elaborate metrics into compelling impact narratives 🤜 A tech supporter with a passion for using innovation to drive change ✊ Someone who gets fired up about amplifying underrepresented voices and preserving cultural heritage What We Offer:  A chance to be at the forefront of tech-enabled social change A remote-first environment that values flexibility and work-life balance Benchmarked salaries and benefits package that puts pay equity and your well-being first Professional development opportunities that will level up your mind and experience A collaborative, inclusive culture where your unique perspectives are valued Travel opportunities to interact with partners and communities across the US The satisfaction of knowing your work is making a real, tangible difference in the world Ready to join the movement? If you’re excited about this opportunity, apply here. Disclosure: Don’t meet every single requirement? Studies have shown that women and people of color are less likely to apply for jobs unless they meet every single qualification. We pledge to build a team that resembles the voices we advocate for; so if you’re excited about this role but your past experience doesn’t align perfectly in the job description, we encourage you to apply. Kinfolk Tech Foundation employs people of all backgrounds, identities and intersectionalities. We strongly encourage underserved and underrepresented people, including but not limited to first-generation americans, immigrants, indigenous and native people and/or people with visible and invisible disability to apply. Apply here: https://lnkd.in/dq9qRFXR Read more about the role below #KinfolkTech #StrategicPartnership

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US companies are rethinking how they position and talk about #DEI, some dropping the acronym and others downplaying representation targets in favour of inclusion. As The Washington Post explains, 'Last year, Eli Lilly’s annual shareholders letter referenced the acronym for diversity, equity and inclusion 48 times. This year, “DEI” is nowhere to be found.
In March, Starbucks got shareholder approval to replace “representation” goals with “talent” performance for executive bonus incentives. At Molson Coors, “People & Planet” metrics have displaced environmental, social and governance (ESG) goals, and the acronym DEI has disappeared altogether.' The case for a significant pivot is one MindGym has been making loudly, alongside the work we've been doing quietly with many clients who are as committed to diversity of thought and background as ever but are keen to avoid politicising the workplace. There is a way to navigate. It starts with alignment on what Corporate DEI is there to do, on which many Exec teams are still confused.

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Helpful to see this US data and the point about going back to basics to ensure that DEI interventions are closely tied to the business goals of individual organisations. There is a distinct difference in appetite now for trying to spread resources too thinly and do many things for the sake of it without real outcomes. To combat the noise and stay relevant in this environment, practitioners have got to continue to focus on the actions that are going to deliver measurable change for their organisations. #DEI #strategy #progress #data #reporting #outcomes

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I recently returned from an inspiring trip to the California State Capitol, where I had the privilege to engage with powerhouse female leaders from various sectors, including elected officials and industry executives. Amidst our discussions, four essential career advancement strategies emerged, reiterated by each remarkable leader: 1- Know Your Mission: Ground yourself in purpose and let it steer your decisions. Understanding your mission provides clarity and direction in every endeavor. 2- Build a Robust Network: Cultivate and nurture relationships, particularly with sponsors who can champion your growth. A strong network not only opens doors but also provides invaluable support and opportunities. 3- Self-Care Is Key: Avoid burnout by prioritizing self-care. Nurturing your well-being ensures sustained success and resilience in the face of challenges. 4- Embrace Fearlessness: Be bold and take action. Fearlessness propels you forward, allowing you to seize opportunities and conquer obstacles with confidence. (This one is my fav ;) Don't be fooled by the simplicity of these principles - they're nuanced, powerful and highly impactful. #leadership #careeradvancement #leadershipimpact #mission #networking #leadershipcalifornia

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