If you have ever felt disconnected, excluded, or that you just didn’t matter at work, then this podcast is for you.
Your host, Rhodes Perry, 2x bestselling author of Imagine Belonging and Belonging at Work, introduces you to inclusive leaders, visionaries, and change-makers. This show was created for people like you – people ready to imagine and build belonging at work.
In this podcast, we dare to imagine workplace cultures that have yet to exist…until now. It recognizes that leading this kind of transformative work can be both thrilling and intimidating.
You’ll hear inspiring stories from inclusive leaders who have boldly imagined a new way to lead, build teams, and structure the future of work.
You’ll learn how they moved beyond their limiting beliefs, giving themselves permission to envision and then build an enduring culture of belonging at work.
This kind of proven visioning work results in powerful individual, interpersonal, and organizational transformation.
During your daily commute, workout, or leisure time, allow Rhodes Perry to share actionable advice, and introduce you to some of today’s most inspiring DEI thought leaders, all while modeling ways to lead with vulnerability as they bring their full selves to these conversations.
Each episode explores the journey of the successful inclusive leader who reflects on the ups and downs of building belonging at work, all to inspire you to take action, and unapologetically bring as much of your authentic self to work, as you desire.
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[Out & Equal Mini-Series] Building Gender Inclusive Workplaces ft. Amanda Simpson and Chris Mossiah
Saison 1 · Épisode 69
lundi 16 juin 2025 • Durée 50:57
The past decade has tragically tested the resilience and brilliance of transgender, nonbinary, and gender expansive (trans) people living in the U.S. Misinformation about who we are and what we want has sparked thousands of anti-transgender bills introduced in nearly every state capital across the country, adversely impacting almost every segment of the trans community.
Despite this harsh reality, the future is a rainbow, and it’s wise for business leaders to recognize this truth. It’s also essential for these leaders to recognize the responsibility they have to prepare their organizations today in anticipation of this future talent upgrade. Afterall, the latest research shows that 20% of Generation Z identifies as LGBTQ+, and of that number 1 in 4 are nonbinary, with another 20% questioning their gender identity.
Many business leaders today struggle with how to build gender-inclusive workplaces and ways to prioritize this essential aspect of advancing their diversity, equity, and inclusion commitments in the face of unprecedented backlash. Strong objections from a well-organized and vocal minority, which are out of alignment with public opinion, have led some organizations to backtrack on their gender inclusion commitments.
To enhance the skills and confidence leaders will need to weather this current storm, this episode of the Business of Belonging mini-series features Third Segment CEO, Amanda Simpson, and JPMorgan Chase Executive Director, Chris Mossiah.
Amanda serves as an advisor on aerospace, energy, and diversity, equity, and inclusion. As a nationally renowned speaker, she has presented before a wide variety of corporate, government, and nonprofit audiences. She has served in executive leadership positions at Airbus, Raytheon, and Douglas Aircraft, and the Obama Administration as Deputy Assistant Secretary of Defense for Operational Energy.
Chris is an Executive Director at JPMorgan Chase’s consumer & community banking line of business. They are also the co-chair of the Firmwide Gender Expansive Council and co-lead for the Transgender, Gender Nonconforming, and Nonbinary Subcommittee of the PRIDE Tri-State BRG. Both Chris & Amanda serve on Out & Equal’s Transgender & Nonbinary Executive Leadership Circle.
Together, we explore:
Common Barriers. What are some of the common barriers transgender and nonbinary people experience at work?
Future of Work. Why is the future of work gender-diverse, and what can business leaders do today to prepare?
Gender-Inclusion Practices. What actions can leaders take today to build more spaces of belonging for gender diversity to flourish?
This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Amanda & Chris, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Amanda & Chris for 1:1 laser coaching sessions.
Imagine belonging with fellow visionary leaders when you join the Belonging Movement Newsletter: www.rhodesperry.com/subscribe.
[Out & Equal Mini-Series] How to be an Authentic Ally w/ Jean-Marie Navetta, Out & Equal VP of Learning Programs
Saison 1 · Épisode 68
lundi 16 juin 2025 • Durée 40:10
Allies. In workplace settings, there are times when most of us need them. Consider this scenario; you’re in a meeting, and you’re about to take a calculated risk to share an unpopular idea. As soon as you complete your thought, one of your colleagues quickly responds, complimenting you on your idea, and asking you to share more. That’s an act of allyship.
Conversely, in that very same meeting, you can take an act of allyship by showing up for a different colleague when another person says something unskillful to them. Without a beat, you can simply say, “You just said [insert statement]. Could you explain more specifically what you meant?” That simple response should do the trick to shine a light on the harm they caused.
When it comes to showing up for your LGBTQ+ colleagues, acts of allyship in workplace settings are life-saving. They help build the foundation of increased safety and trust that can get more of LGBTQ+ employees closer to experiencing that elusive sense of belonging at work. Yet, for some of the budding LGBTQ+ allies out there, being an authentic ally causes some pause. Some may ask themselves, “what if I cause even more harm,” and instead retreat into silence.
To help build up the confidence and skills of these emerging LGBTQ+ workplace allies, I am excited to speak with Jean-Marie Navetta who will help us answer this big question: What does it take to be an authentic ally during these challenging times?
If you’re unfamiliar with Jean-Marie, for nearly 20 years she’s worked in the LGBTQ+ movement to help engage people both outside and inside of the community to be part of the work of building on policy change to transform culture to become more actively inclusive. She’s spent 17 years with PFLAG National leading their work in this area and for the past year, she’s continued that effort at Out & Equal.
Together, during our conversation, you will:
Fairness Under Threat: A Call to Upend Project 2025 (ft. Bestselling Authors, Jess Pettitt and Joel A. Davis Brown)
Saison 1 · Épisode 59
mardi 18 mars 2025 • Durée 51:38
Imagine a future you long for and want to win—a future where all living beings, including the Earth, belong without exception.
This kind of visioning work was why I created the Imagine Belonging Podcast. I wanted to create a welcoming space, inviting guests to dream with me, without limitation.
This kind of imagination allows new futures to emerge. Igniting the power to imagine increases our ability to upend today’s current conditions & competing future visions.
Today’s sobering conditions, along with one particular competing vision, obstruct our ability to activate a vision of a shared belonging society.
What is the Belonging Society Vision’s main competitor?Project 2025.
While I’m sure you have heard of it by now, are you fully aware of how it may impact your life? In this podcast episode, you’ll learn more about what it says and what to do.
Briefly, Project 2025 details a cruel and unconstitutional vision designed to challenge, erode, and eradicate hard-won human and civil rights protections in the United States.
The agenda was authored by the Heritage Foundation, a conservative think tank opposed to racial, immigrant, LGBTQ+, gender, reproductive, and disability justice.
The Project’s proposals have shaped the flurry of executive orders released over the first few months of the Trump Administration’s second term.
Project 2025 embodies a radical, wasteful, and anti-human agenda that has already impacted the workforce. When it comes to workplace DEI commitments, this radical agenda calls for:
Eradicating Federal Programs. Eliminating all federal diversity, equity, and inclusion programming.
Eliminating Chief Diversity Officers. Indefinitely placing essential chief diversity officers (and related positions) on administrative leave.
Does Faith Belong at Work? (ft. Jelisa Dallas, CEO of Go Brave)
Saison 1 · Épisode 58
vendredi 14 février 2025 • Durée 38:57
In the years before the signing of the U.S. Constitution, framers like James Madison and Thomas Jefferson were vocal about the idea that a person’s civil rights should not depend on their religious opinions. They believed everyone should be free to profess and argue for any view on matters of religion and that no one’s legal rights should depend on those views.
Their words laid the foundation for the First Amendment, which Thomas Jefferson described as “a wall between the separation of church and state.” Since then, several attempts have been made at the federal level to expand these protections. For example, in 1993, Congress adopted the Religious Freedom Restoration Act, which was later overturned by the U.S. Supreme Court in 1997.
More recently, states responded by passing their own versions of this law despite Constitutional protections for religious freedom enshrined in the First Amendment. Some believe the states’ actions were thinly veiled responses to the U.S. Supreme Court’s 2015 ruling requiring all states to legalize same-sex marriage and recognize same-sex unions from other states.
These legal battles over religious freedom aren’t isolated incidents. They impact many parts of U.S. society, including the workplace. Increasingly, more employees are bringing their faith into the workplace, expecting greater accommodations. Research shows that religious discrimination is growing faster than claims of gender or racial discrimination at work. Recognizing the U.S. workforce is composed of people who hold many different faith and non-faith beliefs, it begs the question:
Does faith belong at work?
To help us explore this big question, I’m thrilled to introduce you to Jelisa Dallas, CEO of Go Brace LLC. Jelisa equips individuals and organizations with the emotional intelligence required to break barriers, bolster belief, and build behaviors that optimize life for true belonging. Jelisa has a background in education and has developed resilience programming for nonprofit organizations, historically underrepresented communities, and for-profit and public institutions.
Power of Representation
Saison 1 · Épisode 57
vendredi 27 décembre 2024 • Durée 36:27
You may have heard the phrase, or you may have said it yourself, we have to see it to be it. The phrase underscores the importance of possibility models, a concept I wrote about in my first book, Belonging at Work. To be a possibility model means that you are providing an example of future scenarios for a person who holds a shared core identity central to who you are.
Simply by living your life, you provide inspiration for people within communities you belong to by offering a new way for them to visualize alternative futures for what could also be possible for them. Your existence, and the path you forge, provides the motivation for others to climb up the ladder of opportunity you have graciously dropped down to support their journey.
For underrepresented people in the workplace, including LGBTQ+ employees, the simple act of being seen can engender powerful feelings, especially if these groups feel neglected, overlooked, and underestimated. Recognition is a necessary precondition to feeling a sense of belonging at work, and when a group of people are valued for the lived experiences they bring into the workplace, they are more productive, innovative, and engaged.
Given that belonging is the prerequisite for business success, I am fortunate to talk with Sarah Tinkler, to explore one of the core ingredients to building belonging at work. The interview examines this key question: How does being an openly LGBTQ+ advisor at NM shape her own interactions with fellow LGBTQ+ clients?
For those unfamiliar with Sarah, she is a financial planning entrepreneur associated with Northwestern Mutual since July 2006. She is also a Forrest-inspired yoga instructor, certified life coach, and certified personal trainer. Sarah blends those passions together with a refreshingly soul-nourishing approach to visioning, analysis, planning, and guiding her clients' assets so they can live abundantly, authentically, and be ready to jump at the next aligned opportunity the Universe throws their way.
Together, during our conversation, you will:
The Gifts of the LGBTQ+ Employee Journey
Saison 1 · Épisode 56
vendredi 27 décembre 2024 • Durée 30:17
Why build spaces of belonging at work? After all, your company is likely investing in technology products to reduce overhead and increase returns. It’s investing in new products and services to increase market share. It’s also likely investing in advertising to increase brand awareness and positioning. In short, you invest in building belonging at work, because the people working at your company are at the end of the day, your greatest asset.
Tragically, most of the people working in U.S.-based companies (64%) experience “non-belonging,” and suffer from what the current U.S. Surgeon General labels an “Epidemic of Loneliness.” Left unchecked, this form of exclusion comes at an annual price tag of $1.05 trillion dollars due to lost productivity, high turnover, and employee disengagement. This is a problem that is especially vexing for LGBTQ+ employees, and a spirited commitment to building belonging at work can help solve.
So what will it take to build this kind of culture and prioritize the people in your business & innovation strategy? It starts with creating a shared foundation of psychological safety and trust, particularly for those within your organization most likely to experience the sting of social exclusion. These foundational prerequisites for building belonging are necessary to ensure that more of our workforce experiences the coveted emotional outcome of belonging.
It’s for this reason I sat down with Natalie Le. Natalie knows what it takes to benefit from a workplace prioritizing building spaces of belonging at work for their LGBTQ+ employees. Natalie currently serves as the Growth & Development Director at Northwestern Mutual in San Jose. As a dedicated leader, Natalie is a strong advocate for multicultural and LGBTQ+ communities within the corporate sphere.
Recently, Natalie was a featured speaker at the 2024 Multicultural Affinity Summit, where she participated in the "Playing Bigger & Multiplying Impact" Leadership Panel. Alongside two other successful LGBTQ+ leaders, she shared her personal experiences and challenges, inspiring attendees to amplify their local impact and gain effective tools and language for advocacy. Natalie's commitment to inclusion and development continues to uplift and empower those around her.
The Power of Allyship
Épisode 55
vendredi 27 décembre 2024 • Durée 48:28
Allies. In workplace settings, there are times when most of us need them. Consider this scenario; you’re in a meeting, and you’re about to take a calculated risk to share an unpopular idea. As soon as you complete your thought, one of your colleagues quickly responds, complimenting you on your idea, and asking you to share more. That’s an act of allyship.
Conversely, in that very same meeting, you can take an act of allyship by showing up for a different colleague when another person says something unskillful to them. Without a beat, you can simply say, “You just said [insert statement]. Could you explain more specifically what you meant?” That simple response should do the trick to shine a light on the harm they caused.
When it comes to showing up for your LGBTQ+ colleagues, acts of allyship in workplace settings are life-saving. They help build the foundation of increased safety and trust that can get more of LGBTQ+ employees closer to experiencing that elusive sense of belonging at work. Yet, for some of the budding LGBTQ+ allies out there, being an authentic ally causes some pause. Some may ask themselves, “what if I cause even more harm,” and instead retreat into silence.
To help build up the confidence and skills of these emerging LGBTQ+ workplace allies, I have the pleasure of connecting with Sara Samuels (she/her) and Kenneth Wilson (they/he). If you’re unfamiliar with Sara, she leads a fee-for-advice and wealth management planning practice, serving clients in 42 states and 8 countries as a means to be an advocate for financial empowerment for all. Building belonging cultures through helping people have ownership over their relationship to money will be my greatest legacy.
Sara works closely with Kenneth K Wilson who is an associate advisor, drag performer, and artist in Philadelphia, PA. For the past five years, they’ve spent their financial career building up clients from diverse backgrounds, helping them unlearn negative financial habits and biases, set up financial stability, and achieve financial and lifestyle goals through solid planning. In that time, Kenneth’s carved out a niche working with creatives like musicians and drag performers, business owners, and LGBTQ+ couples and families.
Feeling Election Anxiety? This Practice Can Help!
Saison 1 · Épisode 54
jeudi 24 octobre 2024 • Durée 15:47
Welcome to the Imagine Belonging at Work Podcast brought to you by Rhodes Perry Consulting. The episode you’re about to hear is a special gift to help ease what psychologists and researchers have identified as a specific kind of anxiety; election anxiety.
To ease election anxiety, the show’s host, Rhodes Perry, developed a 10-minute mindfulness practice designed to help you self-regulate, ground, and soothe political anxieties that are running high this season given the uncertainty about what’s on the 2025 horizon.
You’re invited to try this practice to help you build capacity to increase your well-being and ignite creativity and connection at work. It’s designed to deliver the medicine you need to heal some of these harsh realities many are experiencing this season:
73% of U.S. adults say they are anxious about the election according to the results of the 2024 American Psychiatric Association's annual mental health poll.
65% of employees surveyed over the summer by the Society of Human Resources Management (SHRM) said they have experienced or witnessed incivility on the job in the past month.
34% of employees surveyed by SHRM believe that the November 5th elections will trigger additional incivility in the workplace.
You and I know all too well that election anxiety is very real and undermines our commitment to building a sense of belonging at work, where everyone feels seen, connected, supported, and proud. And we know we need to build spaces of belonging at work because it is no longer a moral imperative; rather it is a prerequisite for business success.
During this episode, you’ll be able to recognize where to locate your own sense of belonging. Specifically, you’ll recognize:
Belonging Lives in the Body. Feelings of belonging live in our nervous system, and somatics practices can help cultivate a sense of belonging.
The Equity Case: A Thoughtful Response to SHRM (ft. Minal Bopaiah, Brevity & Wit Founder)
Saison 1 · Épisode 53
vendredi 4 octobre 2024 • Durée 43:56
On July 9th, in a statement on LinkedIn, the Society for Human Resource Management (SHRM), announced its decision to drop the "E" from DEI. SHRM is the world's largest HR association dedicated to creating better workplaces that "work for all," and positions itself as being "the voice of all things work."
SHRM's statement on LinkedIn said:
"While we shift to I&D, our commitment to advancing equity remains steadfast. Equity will be integrated under the broader inclusion framework, continuing to be a priority in our strategy and leadership decisions."
If you have read my most recent book, Imagine Belonging, you know the true ingredients required to make a commitment – one of those ingredients is being able to say out loud what you are committed to. Using this logic...a commitment to equity can't be real if we're afraid to say it.
When the announcement was first made, I immediately knew who I wanted to talk to...the person who wrote the bestselling book on the topic of equity, Minal Bopaiah.
Minal had a lot to share, and as she was offering her take, I thought to myself, "why not turn this exchange into a podcast episode?" When I invited Minal to the show, she was all in!
I’m excited to welcome you to this exclusive interview with Minal Bopaiah, Brevity & Wit Founder and bestselling author of Equity. Minal combines her experiences and interests in human-design, DEI, psychology, and strategic communications to help her clients achieve the change they desire.
During our conversation, you'll:
--Discover why prioritizing inclusive behaviors alone will set your colleagues up for failure if they lack the systems and structures to support these practices.
--Explore the unintended consequences of SHRM’s decision on entire programs, positions, and departments that have the word "equity" in their titles.
--Gain insights on how to respond to objections and push back that employers and colleagues may have, feeling emboldened because of SHRM's recent decision.
Out and Equal Summit- Talent on the Move: Why Pride at Work is Essential for Business Growth (ft. Erin Uritus, Out & Equal CEO)
Saison 2 · Épisode 52
vendredi 13 septembre 2024 • Durée 46:10
Nearly a decade ago, the State of North Carolina enacted HB2, the first statewide anti-trans bathroom bill introduced in the United States. It required transgender people to use public restrooms inconsistent with their gender identity, which sparked widespread political backlash and severe economic consequences. Estimates suggest the legislation costs the state almost $5 billion annually.
Since that time, nearly every state across the country has attempted to pass similar, or even more restrictive laws. In just the past two years, we’ve seen over 1,000 anti-LGBTQ+ bills - many of which target the lives and well-being of transgender children. As a result, a growing number of families are uprooting their lives and relocating to more supportive and affirming states.
While public policy over the past two decades has led to significant legislative wins for LGBTQ+ people – the freedom to marry, the ability to openly serve in the military, and protections against hate crimes - these basic freedoms are under siege, and this assault is having adverse impacts on our workplaces.
Many businesses have met these legislative efforts with formal rebukes from chambers of commerce, business advocacy organizations, and at shareholder meetings. Yet, many business leaders struggle with how to effectively communicate why pride at work is essential for their businesses to grow into the future. If you’re among this group of leaders, you’re in the right place.
Our featured guest, Erin Uritus is here to help. Erin is the CEO of Out & Equal, which is the premier nonprofit working to advance LGBTQ+ representation, equity, inclusion, and belonging in the workplace, and beyond. She is a passionate advocate for creating diverse and thriving workplaces where everyone can reach their full potential. During our conversation, you will:
---Discover the alarming impact of anti-LGBTQ+ legislation, which is causing a talent exodus and hindering business growth.
Podcasts Similaires Basées sur le Contenu
Découvrez des podcasts liées à Imagine Belonging at Work. Explorez des podcasts avec des thèmes, sujets, et formats similaires. Ces similarités sont calculées grâce à des données tangibles, pas d'extrapolations !
Learn why performative acts of allyship, or merely calling yourself an ally, without taking any action is the fastest way to erode the trust of your LGBTQ+ colleagues.
Gain fresh insights on accessible actions you can take to show up as an LGBTQ+ ally - some of these are more easy and significant than you think.
Explore new allyship practices you can test out with close friends and family members to to build up the confidence necessary to overcome the comfort of silence.
This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Jean-Marie, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Jean-Marie for 1:1 laser coaching sessions.
Imagine belonging with fellow visionary leaders when you join the Belonging Movement Newsletter: www.rhodesperry.com/subscribe.
Interested in learning more about Out & Equal and the benefits of an Out & Equal Partnership? Visit Become a Partner | Out & Equal.
Establish Anti-DEI Task Forces. Creating task forces to determine the scope, breadth, and depth of diversity, equity, and inclusion programs.
Shift Federal Funding Priorities. Divert federal funding for the diversity, equity, and inclusion programming of nonprofits and higher education institutions.
Prohibit EEO-1 Data Collection. Make it impossible to prove discrimination by prohibiting data collection; evidence used in disparate impact analysis.
If you are concerned about Project 2025 and want to gain insights on how to defeat it, while still fortifying and advancing the heart of your DEI commitments, then you’re in the right place.
The purpose of this podcast episode is to grapple with some of the most challenging questions by promoting a dialogue that will provoke new thoughts, ideas, and approaches.
And it’s for this reason that I invited Dr. Joel A. Davis Brown, and Jess Pettitt, MBA, to join the show. Here’s some background about each guest:
Joel A. Davis Brown is the Chief Visionary Officer of Pneumos LLC (“Pneumos”). Joel works strategically with a variety of organizations, including non-profit organizations, Fortune 500 companies, churches, and institutions of higher learning to build consciousness, capacity, community, and collective esteem. His work spans 5 continents and his mission is to facilitate liberation for every global citizen. Joel is viewed as a master communicator and is best known for his critical analysis, creativity, humor, and his ability to build consensus.
Jess Pettitt is a bestselling author and sought after keynoter. She quit her day job after a decade, and almost 20 years later still uses humor to deliver actionable content related to everything you ever wanted to know about where leadership and diversity collide but are afraid to ask. Though often referred to as a thought leader, Jess responds that she just makes leaders think.
Together, Joel and Jess will help me unpack what it will take to upend Project 2025 & replace it with a shared belonging society vision. During our conversation we:
Examine Real-world Impacts. Moving beyond the rhetoric, we delve into the real-world impacts on businesses and their DEI commitments, examining litigation & reputational risks, potential funding cuts, shifting compliance requirements, and the chilling effect these early executive actions informed by Project 2025 are having on our work cultures.
Explore the Impacts of Fear & Silence. We address one of Project 2025’s main objectives, which is to create a climate of fear and silence around DEI. To counter this climate, we encourage discussion about legal protections, the role of leadership in fostering open dialogue, and ways to safeguard employees who advocate for inclusion.
Learn the Value of DEI Data Collection. We highlight the importance of data collection and key metrics in DEI work as we explore the challenges of operating without these measures. We then explore alternative data collection methods, qualitative assessments, and the potential impacts on leadership accountability and transparency.
Envision a New Business Outcome Narrative. Then we pivot to explore the role of new narratives, one of which amplifies the value of DEI on employee well-being and business outcomes. We explore how to frame the narrative around business outcomes, resisting the tendency to focus on social justice arguments, to resonate with a broader audience.
Consider How to Proactively Plan. This question emphasizes proactive planning. It prompts discussion about auditing current DEI policies to reduce litigation risk while balancing the threat of reputational risk, scenario planning for different political outcomes, and building resilience into DEI programs to withstand potential challenges.
Similar to all of our Imagine Belonging podcast episodes and programming, our guests had the opportunity to share their vision for what a belonging society looks like, painting a vivid picture of a future many of us long for, and want to win during our 1:1 laser coaching sessions with our guests right after our live recording. If you’d like to participate in those engagements, please be sure to join the Belonging Membership Community by visiting www.rhodesperry.com/subscribe.
Please remember that this podcast episode offers a timely and crucial conversation about a vision for a belonging society and the role we and our workplaces play in activating it. Savor this insightful talk, and if you’d like to learn more about Project 2025 and its threat to building a belonging society, please be sure to watch Jess Pettit’s Project 2025 video series here: https://tinyurl.com/jesspettitt.
Thanks for growing the Belonging Movement!
During our conversation, you'll:
Discover how to cultivate “true belonging” for all employees, regardless of their religious beliefs or lack thereof.
Learn why religious discrimination is rising and access practical strategies to help organizations minimize risk.
Gain insights to respect personal religious beliefs while limiting the risks of creating a hostile environment for those with different beliefs by focusing on organizational values.
This conversation is designed to support visionary leaders like you and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Jelisa, be sure to join the Belonging Membership Community. This community of practice is committed to putting our values of belonging, collective care, and collaboration into action. Members have the unique opportunity to connect with guests like Jelisa for 1:1 laser coaching sessions.
Learn why one of the preconditions for feeling a sense of belonging starts with being recognized, respected, and valued.
Gain strategies on how you can be a possibility model for communities you belong to that can help your organization more fully represent the communities it serves.
Recognize the value add LGBTQ+ employees bring into your own organization..
This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Sarah, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Sarah for 1:1 laser coaching sessions.
Imagine belonging with our community when you join the Belonging Movement Newsletter: www.rhodesperry.com/subscribe.
This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Natalie, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Natalie for 1:1 laser coaching sessions.
Imagine belonging with fellow visionary leaders when you join the Belonging Movement Newsletter: www.rhodesperry.com/subscribe.
Learn why performative acts of allyship, or merely calling yourself an ally, without taking any action is the fastest way to erode the trust of your LGBTQ+ colleagues.
Gain fresh insights on accessible actions you can take to show up as an LGBTQ+ ally - some of these are more easy and significant than you think.
Explore new allyship practices you can test out with close friends and family members to to build up the confidence necessary to overcome the comfort of silence.
This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Sara & Kenneth, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Sara & Kenneth for 1:1 laser coaching sessions.
Imagine belonging with fellow visionary leaders when you join the Belonging Movement Newsletter: www.rhodesperry.com/subscribe.
Safety & Trust are Foundational. Feeling safety and trust are the foundation for belonging, and during this practice you will explore where they are present in your life.
Belonging is a Practice: Actively engaging in practices like this one will help rewire you brain to notice where belonging does and does not exist in your everyday life.
This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to engage in practices like these, be sure to explore Rhodes Perry Consulting’s Coaching Belonging for Visionaries, a 6-month executive coaching program applying a somatics methodology to help you align your behaviors with your leadership and career vision.
Today’s conversation is designed to support people like you – visionary people leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Minal, be sure to join the Belonging Membership Community.
The Belonging Membership Community is a practice space where we can try putting our shared values of belonging, community, collaboration, and joy into action. Members have the unique opportunity to connect with guests like Minal for 1:1 laser coaching sessions.
---Gain insights from a recent Out & Equal report, Talent on the Move, revealing the needs and expectations of LGBTQ+ employees in today's climate.
---Explore actions business leaders can take to gain a competitive advantage by doing the right thing and investing in LGBTQ+ DEIB interventions to enjoy business growth.
Our conversation is designed to support people like you – visionary people leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Erin, be sure to join the Belonging Membership Community – a community of practice committed to putting our values of belonging, community, and collaboration in action. Members have the unique opportunity to connect with guests like Erin for 1:1 laser coaching sessions.
