In this article, I reflect on the tragic death of Rebecca Cheptegei and how it sheds light on a critical but often overlooked aspect of Diversity, Equity, and Inclusion (DEI)—the intersection of feminism and femicide. Femicide and gender-based violence are not just feminist issues but DEI issues that call for deeper action. We must broaden our understanding of DEI to include the fight for gender justice and ensure that all women, especially those from marginalized communities, can live free from violence and oppression.

Have you seen the memes about the Australian breakdancer who, despite her PhD in cultural studies, had a cringeworthy moment trying to emulate breakdancing? 😬 I laughed too—how could you not? But as funny as they are, these memes bring up something serious that we need to talk about in Diversity, Equity, and Inclusion (DEI) work.

In my latest article, I dive into the dangers of relying solely on theoretical knowledge to understand and represent cultures—especially those of racialized communities like Black culture. We’ve all seen how cultural overconfidence can lead to awkward, even harmful, moments. But this issue goes beyond social media; it has real implications for how we approach DEI work and anti-racism education.

Whether you’re involved in DEI initiatives or just curious about the conversation, I invite you to check out my latest article. It’s a call to recognize the vital role of lived experience in truly understanding and respecting cultures—and why that matters so much when hiring DEI practitioners.

This blog post delves into the pervasive issue of how society polices women's sexuality, particularly in professional spaces. It highlights a current social media trend on TikTok and Instagram where women showcase their professional headshots alongside clips of their authentic, fun-loving personal lives. The post explores the double standards that women, especially Black women, face in maintaining a professional image while being true to their personal identities. It argues that women's personal choices and behaviors should not impact their professional reputation, advocating for a more inclusive understanding of professionalism that values competence and authenticity over outdated moral standards.

Unfurling the Magic: Embracing Black Hair in a World That Tries to Tame It

I remember the first time I had to wear my natural hair out to work. I was in my early 20s and, after spending the night before putting my hair in flexi rods, I woke up to find the style didn’t set. My heart hit my stomach. I looked at the clock—there wasn’t enough time to change my hair. If I tried to straighten it, I’d be late. What were my options? Well, I could call in sick—I know my fellow Black women reading this have had many a sick day bad hair day—or I could do the scary thing and wear my fro.

I did the only thing I knew to do: I called my mom. We explored the options. Would it be a dress code infraction? (The answer was no.) Then the really heavy question: was I ready to have them see the most physically authentic version of me they had ever met? That was much harder to answer.

So, looking at the clock once again, I took the plunge. I wore my most professional but still "me" clothes, did my makeup, took a few more glances in the mirror, and made one more call to mom. Then off to work I went. Were there questions? I wish I could say no, but there were questions, as this was the first time some of my coworkers had seen a Black woman with an afro at work. Thankfully, I didn’t get the dreaded “Can I touch your hair?” But after that day, I pushed myself to make my afro commonplace and even toyed around with the shape—not just for me but so that my workspace could get used to seeing this look in all its glory and variations. Because I might be the first, but I promised I wouldn’t be the last.

Reflecting on these experiences, it's clear that microaggressions around Black hair are deeply rooted in systemic racism. To create truly inclusive environments, it's not enough to simply acknowledge these microaggressions; we must actively work to dismantle the biases that underlie them. By fostering understanding and respect for Black hair in all its forms, we can contribute to a more equitable and affirming world for Black women.

This excerpt captures the essence of the blog post and invites readers to delve deeper into the topic

On Earth Day, delve into the intersection of racism and environmentalism. Discover how voices like Kassandra Drodge and the Mixed Coast Collective are amplifying the fight for equity and sustainability.

In today’s workplace, diversity, equity, inclusion, and anti-racism (DEIB-AR) are more than just buzzwords – they’re essential components of fostering a thriving, innovative, and supportive organizational culture. However, moving from simply acknowledging these concepts as an acronym to actively implementing them can be challenging. In this article, we explore practical steps to transform DEIB-AR from mere terminology into tangible action, ensuring a workplace environment where everyone feels valued, respected, and empowered to succeed.

Imagine this: you're cruising through your day, doing your thing, when suddenly, WHAM! You're hit with a racist remark or action. It's like a sucker punch to the gut, isn't it? But here's the kicker—it's not just your emotions that take a hit, it's your brain too.

Engaging in conversations about anti-racism and Diversity, Equity, Inclusion, and Belonging (DEIB) is crucial for driving change and creating a more just and inclusive world. However, these discussions can sometimes hit a roadblock known as "tone policing." While this term might sound a bit technical, it's an important concept to understand if we want our conversations about important issues to be both authentic and impactful.