ILC: Inclusive Leadership Collective

We will announce our next cohort of the Inclusive Leadership Institute in just a few, short weeks, but until then, we're catching up with some of our alumni! Marcia Keesee was a member of the fall 2018 ILI cohort. Marcia is a Licensed Professional Counselor and Registered Play Therapist. In addition to holding the position of VP- Organizational Development, Community Relations and Training for CREOKS Behavioral Health Services, she is an adjunct professor at Tulsa Community College in the Human Services department. Read her reflection here: https://bit.ly/3gl8gXn

Are you interested in developing the skills to create change in your workplace and community? Join us for the Inclusive Leadership Institute powered the Lobeck Taylor Family Foundation. The fall program is 100% virtual, which means you can join ILI from anywhere. Apply today! https://bit.ly/ILIatHome

Perfection isn’t the goal. It’s better to take your first steps toward prioritizing this type of work even if you don’t have the exact plan or resources in place than to lose any more time *not* making your company more inclusive. We all start from where we are. (From the guide)

The Inclusive Leadership Institute powered by the Lobeck Taylor Family Foundation allows participants to learn about diversity and inclusion in a candid and respectful environment. The fall program is 100% virtual, which means you can join ILI from anywhere. Apply today! https://bit.ly/ILIatHome

Ahead of #ILIatHome we're reconnecting with some of our ILI alumni. First up is Jenny Flower, who works as a Care Coordinator for CREOKS Behavioral Health Services and is seeking her MS in Clinical Mental Health Counseling at OU-Tulsa. Jenny also offers individualized, guided meditation sessions through her website, The Gold Minds.

Many organizations have made their donations. Sent their tweets. Hosted their town halls. DEI budgets that had disappeared are now back. What should come next? Companies can do a few virtual trainings and default back to the status quo or they can recognize that the racial bias driving the injustices they and the majority of Americans now care about also plays out within their own companies. Organizations that choose the latter then must answer an important question: How will they restructure their workplaces to truly advance equity and inclusion for their Black employees? (From the article)