Alishea Wynn • January 11, 2024

 Photo by John McArthur  on Unsplash

Improving Psychological Safety for Black Women in the Workplace through Mentorship

 I started this post amid a career crisis. I was working in higher education and had a challenging time finding my place within the institution. I describe it as an institution rather than an industry because of some of the hostility I experienced. There was an unwillingness to change or accept diverse perspectives. Most of the Black people and people of color I had relationships with had a low sense of belonging. There was no mentoring program for staff members. There were virtual discussions about the lack of inclusion and belonging for Black, Indigenous, People of Color (BIPOC) faculty and staff members, but there was little action implemented by administration during my time at the university. While there were a few affinity groups and a division for diversity, it was my experience that the mental and emotional well-being of faculty and staff were not priorities for administration.


Several experiences inspired me to start this post. One was my participation in an ethnic studies course and how race factors into our work experiences, if we take notice or not. The course highlighted the stories, trials, and triumphs of historically excluded folks and their plight of recognition and respect by the dominant culture. For instance, one of the class readings focused on the Combahee River Collective from a Black feminist perspective and the authors’ assessment of Black women’s experiences as a the “historical reality of Afro-American women’s continuous life-and-death struggle for survival and liberation" (Collective, T.C.R. 2014). The statement rang true for me in my experience at the university and provided a reminder of previous jobs where the experiences left me feeling as if I were in constant survival mode to maintain a sense of mental and emotional well-being.


Another event I attended was a lecture on Black women in higher education. Attending the lecture was one of the most validating experiences for me. Hearing how Black women must always prove themselves worthy despite their accolades, how they are dismissed, and how there aren’t many opportunities to receive mentorship resonated with me. I went back to my office feeling empowered and inspired. Other experiences that were validating included other courses in ethnic studies, and meeting with Black women who shared similar experiences.


During my higher education experience, I had more informal mentoring relationships; mostly Black women and men who offered advice and went out of their way to be cheerleaders for other Black women and men to help them feel less alone at the institution. Having those experiences encouraged me to open my laptop and capture my thoughts on my experience and the importance of not only mentoring staff members, but Black women in particular.


According to Lean In’s 2020 The State of Black Women in Corporate America, it states that Black women are less likely to be promoted and are more likely to have their successes discounted. These experiences can contribute to low self-worth and high isolation in the workplace, which can have an adverse impact on mental and physical well-being if they aren’t addressed in a productive manner. In my own experience, I’ve had to reframe how I view mentoring relationships in my personal and professional life. If I relied on the traditional method, I would forever feel like a failure because traditional methods of mentoring don’t work for my personality. To start, I’m very independent which can either benefit me or hinder me depending on the situation. Any time that I have tried to start a mentoring relationship with me as the mentee, either folks didn’t respond or the expectations I had weren’t met. I expected people to guide me along a journey - instead, I got a lot of questions about things I’ve already considered or the popular, “What do you want to do?” As I reframed my view and the people I’m around, there are fewer questions presented and more conversations that help me process information. There have also been instances where I inadvertently took on the role of mentor, giving guidance and advice. Those interactions left me feeling hopeless, mostly because of the expectations I previously held from stories I’ve heard of other mentor/mentee relationships.


In prior roles, I realized some of the deficits neglecting mentoring leaves on staff. There’s a lack of morale, support, opportunities for growth and learning in the industry, as well as development as an individual contributor. In my own experience, I’ve had supervisors ask me what I wanted without providing any guidance. I wasn’t aware of what opportunities were available in the organization and often brought up the issue to supervisors - how can I know what’s available when there’s gatekeeping in administration? Yes, there were moments when I could’ve been more proactive. Yet, this was an opportunity when mentoring at work would’ve been beneficial. I was often made to feel as if I had to guide my own ship and be my own captain. It has its advantages and disadvantages, but often disadvantages because there were missed opportunities for projects at work. I also noticed there was a dearth of office etiquette from staff and interns.


There were complaints against staff members that displayed a lack of empathy and consideration from different personalities, work styles, and diverse backgrounds. In one instance, there was a complaint against a staff member because an intern felt the staff member didn’t engage with her on a personal level in a way that she would’ve liked, but instead of having a conversation, animosity and tension built up until it was nearly too late. The staff member who received the complaint was told to be the bigger person, while there was no accountability shared across the team for why the complaint occurred in the first place. After witnessing the incident, I decided to implement a mentoring program at the job that included a concise plan on how mentors would be selected for mentees and the expectations of both. Unfortunately, I resigned before I could see it implemented, but I did my part.


My reason for introducing the mentoring program was multifaceted. In addition to the reasons I previously mentioned, I understand its role in providing personal and professional development, professional advancement, and an improved sense of belonging in the workplace. I knew the void that I experienced as a Black woman and wanted to help provide opportunities for other Black women to have a sense of purpose and psychological safety in the workspace. In Creating Psychological Safety for Black Women at Your Company, Agbanobi and Asmelash (2023) discussed how Black women feel they have allies in the workplace, and there’s a permanence of alienation and devaluation experienced by Black individuals in corporate offices. With these experiences permeating work, mentorship can serve as an avenue for allyship, advocacy, and a sense of belonging for Black women.

Why Specifically Address Mentorship for Black Women


Agbanobi and Asmelash (2021) addressed several vital points that correlate with why I decided to address mentorship for Black women in the workplace. First, they highlight the mental and emotional stress that Black women experience in the workplace due to no fault of their own. Sometimes, it’s Blackness that is seen as the fault and not the individual. In my personal experience, I shared with colleagues how I wouldn’t even be acknowledged on campus unless I wore my name badge and how my voice was silenced in the department. It was stressful to have a supervisor state that they avoided me because someone else told them I wanted to be left alone, so they took it and ran with it to avoid their own discomfort with Black women. I experienced microaggressions often by having professional boundaries violated or being unsupported by colleagues when I experienced a death in my family.    Thankfully, I had informal mentorship relationships with other Black women on campus who expressed their concern and support for some of those experiences.   It’s important that Black women have a support system in the workplace due to the sexism and racism they are prone to experiencing at work. Through mentorship, Black women can gain guidance and support from a trusted individual to help them feel included, accepted, valued, heard, and seen. Having a supportive mentor can help to increase their sense of belonging and can help Black women navigate challenges in a meaningful way. 

Further Considerations


While this information may be new to some, or dismissed by others, it’s imperative that I include a discussion on making good choices versus having good choices. The reason I’m including this portion is to posit the impact of choice individuals may or may not have in the workplace.

Making Good Choices vs. Having Good Choices


In the show, Little Fires Everywhere, there was a point at which the characters portrayed by Kerry Washington and Reese Witherspoon were debating life choices. At one point, Reese’s character states, “I made good choices.” That statement was countered by Kerry’s character who told her she didn’t make good choices, she had good choices. That was a powerful statement. My take on the interaction was that people can say they made good choices when they had access to resources, mentors, few educational and financial barriers (really, if any), and other people in their circle who could support them and were invested in their success. In that case, those could be seen as good things to choose from. Good being subjective, but in the context of success and mobility in society, having stability with housing, food access, transportation, medical care, and financial resources looks different than someone who had structural barriers to overcome. It would behoove us to dismiss how racial and systemic barriers, access to relational capital, and the impact of supportive mentors can be advantageous in a person’s personal and professional life.  

Articles and Book Recommendations

The following articles and book recommendations are listed to provide an insight into Black women’s experiences in the workplace for readers to gain knowledge and appropriately advocate for Black women in their workplaces. It’s my hope that these resources are used as learning tools to support Black women, and not tools to further oppress Black women experiences.


Articles

  • Creating Psychological Safety for Black Women at Your Company (Agbanobi and Asmelash). Harvard Business Review, 2015. https://hbr.org/2023/05/creating-psychological-safety-for-black-women-at-your-company
  • Mentorship in the Black Community: What Companies Need to Know (Briggs). Medium, 2021. https://nicole-92644.medium.com/mentorship-in-the-black-community-what-companies-need-to-know-9cc61feecdfc
  • The Combahee River Collective Statement. United States, 2015. Web Archive. https://www.loc.gov/item/lcwaN0028151/.

 

Books

  • Hood Feminism: Notes from the Women That a Movement Forgot (2020) by Mikki Kendall
  • I’m Not Yelling: A Black Woman’s Guide to Navigating the Workplace (2022) by Elizabeth Leiba
  • I’m Still Here: Black Dignity in a World Made for Whiteness (2018) by Austin Channing Brown
  • Rest Is Resistance: A Manifesto (2022) by Tricia Hersey
  • The Color of Emotional Intelligence: Elevating Our Self and Social Awareness to Address Inequities (2023) by Farah Harris
  • Unbound: My Story of Liberation and the Birth of the Me Too Movement (2021) by Tarana Burke

About Alishea Wynn

Alishea Wynn

Alishea Wynn is a Community Impact Manager at the United Way of Greater Toledo impacting change in Northwest Ohio. When she's not working tirelessly to improve the lives of others, you can find Alishea indulging in her passion for reading. She believes that books have the power to inspire, educate, and empower individuals to make a positive impact in their own lives. 


Alishea's commitment to giving back extends beyond her professional role. As an active volunteer, she regularly donates her time and energy to her role as a Community Advisory Board Member for Queens Village Toledo through educational and community engagement activities, and most recently at Metroparks Toledo. With a contagious enthusiasm for creating positive change, Alishea is committed to diversity, equity, inclusion, and accessibility in her community. 

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Disclaimer: Content on this blog is authored by multiple sources. While we do make every attempt to proofread and fact-check, unless authored our staff, the views expressed do not necessarily reflect those of the Institute for Diversity Certification (IDC), Inc.

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By IDC Staff • February 14, 2025
Kendrick Lamar's SuperBowl performance was ingenious. From culturally relevant music to subtle and not-so-subtle messages, he made an impact on the world's biggest stage. Until people began talking about it, I was oblivious to the indirect messages. For example, I did not remember Serena Williams doing the Crip walk at Wimbleton in 2012, and all of the backlash she received. I totally missed the cue that Samuel L. Jackson was "Uncle Sam," similar to his Django Unchained character. Uncle Sam, as a older Black man asked, "Don't you know how to play the game?" as if to make sure that Kendrick Lamar, a younger Black man, knew how to play the game of making Whites feel comfortable by code switching, compromising, and disassociating from Black culture. I also did not understand the imagery behind the dancers forming a divided American flag with a Black man, Kendrick Lamar, in the center of the division. Beyond a few songs, Kendrick Lamar orchestrated a loaded but brilliant performance. 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The "mass deportation" efforts that use camera crews to scare immigrants, although the current rate of deportations will be lower than Joe Biden's 2024 numbers. Why are legal immigrants cheering on deportation? For some of these Americans, an outsider is an outsider, regardless of your legal status. The "Department of Labor" statistic that only 4% of Blacks benefited from DEIA programs. As a result, Blacks were fuming at White women and angry at the DEIA myth. I tried to track down this so-called "Department of Labor" data and the only thing that I could find was a 1995 statistic pertaining to Affirmative Action , which is different from DEIA. The 4% number sounded alot like the data in Figure A, that has been debunked by Diversity experts. As you can see, the 76% number has been repeated in this recent "Department of Labor" statitistic as the percentage of White women that have benefited from DEIA. It's also interesting that the title changed from 'Chief Diversity Officer Statistics by Race' to Here's Who Benefited Most from DEIA. The reason Figure A was debunked is because we don't know how this data was gathered; whether companies who did not have a Chief Diversity Officer simply named their HR Officer as the Inclusion lead; whether this data is regional, national, or international; how many companies participated in this survey; what is the timeframe or date for the data or data collection; why Affirmative Action labels (race and gender) were the only data sets collected for DEIA; or can this data be corroborated by other studies? FIGURE A. DEBUNKED DIVERSITY DATA Let's be careful NOT to go down the rabbit hole with the divisive data, or misinformation, that could be disseminated over the next few years. We need to ask logical questions about the reliability and veracity of the studies. 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In a knowledge economy, user experiences are king. Diversity presents a global opportunity to capitalize on understanding user nuances; managing and collecting data that leads to better insights; ensuring that systems are accessible; and delivering safe, truthful, and transparent outputs that result in fair outcomes. Presenting Diversity from this vantage-point can empower our efforts to recruit and engage the next generation of leaders. How do we consistently tell the stories about our impact? It's amazing that so many people still do not know what we do or understand what Diversity is. One thing is for certain, for the first time, people are finally hearing about the terrific work that Diversity, Equity, Inclusion, and Accessibility leaders perform. But it's too late. We're telling these stories as companies/government agencies lay off workers! Who knew that we did all of these meaningful things? Most folks simply listened to anti-DEIA talking points, which neither explained what Diversity is, nor contributed to a dialogue about how it benefits average every-day people. Where do we go from here? There are countless articles saying: DEIA is dead. It is not. Even the NY Post concedes that the anti-DEIA camp can't stop Diversity. Nevertheless, our intent is not simply to keep it going; we want it to thrive. Diversity is the future; it does not center the past. From the demographics and removing barriers to problem solving and innovation, organizations function best when they value inclusive excellence in the workplace and marketplace. Our work must also address how to engage those who felt left behind in our Post-George Floyd push, as well as ensure that different groups can acknowledge their uniqueness while moving forward in unity. Notice that the anti-DEIA needle continues to shift. It went from DEI must die and DEI is dead, to everyone's quitting DEI and DEI is responsible for every disaster. While the anti-DEIA narrative is becoming more tactical, we must address the long-term implications of our work and the means by which we will achieve our goals. This is strategic. To focus on strategy means that we are going to be intentional about: FIGURE B: ACHIEVING LIBERATION IN EMPLOYMENT, EDUCATION & ENTREPRENEURSHIP Removing the props and barriers that prevent true equality and full inclusion (see Figure B); ensuring that everyone is given a fair opportunity; Continuing to integrate and align Diversity, Equity, Inclusion, and Accessibility throughout organizations, systems, and policies; Preparing our organizations for a future where intersectionality, or overlapping identities, will be more important to one's experiences than their race or gender alone; Acquiring better data and insights about changing Behaviors, Expectations, Attitudes, and Needs, as well as applying this new knowledge to all aspects of the business including marketing, technology, research & development, talent management, customer service, investor relations, etc.; and Measuring how Diversity impacts business performance and the bottom line using data analytics. This includes influencing reductions in discrimination, harassment, and retaliation; improving end-to-end experiences for workers and customers; designing fairness initiatives (such as fair pay, flexible work, paid time off, etc.); and prioritizing accessibility. In the words of Kendrick Lamar, "The revolution 'bout to be televised, you picked the right time but the wrong guy." Get more creative-- we're the right people and this is the best time. "Stop Being Reactive" is Part I of a series. Make sure you read what's next for the Diversity industry.

To Solve a Tough Problem, Change How You Define It

By IDC Staff • February 11, 2025
To Solve a Tough Problem, Change How You Define It Diversity goes beyond polarizing concepts such as Black/White, Male/Female, or Gay/Straight. This outdated approach excludes individuals who do not fit neatly into these categories, and the language itself can be divisive in a Knowledge + Experience economy. Today, people identify as unique individuals with intersectional identities, adding layers to their behaviors, expectations, attitudes, and needs. Forward-thinking organizations are addressing this evolving business reality by redefining Diversity and applying the next generation of management skills. The Competitive Edge of DEIA In today's competitive landscape, elevating Diversity, Equity, Inclusion, and Accessibility (DEIA) in the workplace is a strategic advantage. Companies that fail to embrace DEIA effectively risk alienating talent, customers, and stakeholders. However, those who implement it thoughtfully stand to gain innovation, engagement, and sustainable success. The difference between success and failure lies in the ability to shift perspectives, redefine challenges, and implement human-centered solutions. Transforming Challenges into Opportunities For over 15 years, the Institute for Diversity Certification (IDC) has been at the forefront of DEIA transformation. By fine-tuning research-based materials, global case studies, and high-end technology, IDC helps organizations use DEIA strategies to increase profitability, reduce risks, and achieve organizational goals. IDC empowers individuals and organizations to unlock the untapped potential of diverse talent while enhancing experiences for all stakeholders. Our groundbreaking programs equip professionals with the knowledge, tools, and strategies to create inclusive environments that foster respect, engagement, and real value. Moving Beyond Divisiveness to Innovation It is time to move beyond outdated narratives and embrace diversity in its full complexity. Say goodbye to divisiveness and barriers to effectiveness—say hello to big ideas, human-centered solutions, and transformative leadership. IDC inspires innovative leaders to reshape workplace cultures, design accessible spaces, and implement fair practices that drive results. Whether you are an individual professional or an organization ready to take DEIA to the next level, IDC provides the expertise to support your journey.

Yes, Diversity Does Increase Competition

By IDC Staff • February 6, 2025
Instead of lulling employees into complacency with imaginary thoughts that they are automatically better than other workers because "they're not Black," employers must continuously encourage all individuals to upskill, reskill, and cross-skill. Inspiring excellence in a knowledge economy is challenging work—especially when an anti-Black narrative exacerbates existing stereotypes and biases. In this era, some people are saying the quiet racist part out loud, but that doesn’t make it true. Merit occurs when there are high standards, written expectations (i.e., job descriptions), regular performance reviews, increased/improved outputs, and competitive stakes. You can't call it "merit" if people are fearful of competing to be the best. Further, winning in "merit" does not entail disparaging the competition simply because of how they look. Diversity in the workplace fosters innovation, creativity, and competition. When people from different backgrounds bring varied experiences and perspectives, it pushes everyone to perform at a higher level. True inclusion means setting the stage for fair and open competition, where skills, expertise, and contributions—not biased perceptions—determine success. Do the hard work—encourage excellence with lifelong learning and unfettered competition. Equip managers to give honest feedback instead of letting employees make up stories in their heads. Let the best person win based on their merit, not on outdated prejudices or fabricated superiority. Companies that embrace this mindset will not only build stronger teams but will also drive greater success in a dynamic and evolving marketplace. It’s time to redefine workplace excellence and commit to fair, competitive environments where diversity is not just a buzzword but a catalyst for progress.

Strategic Resilience: How to Advocate Effectively Without Burnout

By IDC Staff • February 5, 2025
Oppressive forces thrive on emotional exhaustion. They count on your anger, your overwhelm, and your rapid emotional depletion. Without intentional self-care and boundary-setting, they can wear you down. The reality is simple: Do not be surprised when systemic inequities persist. These patterns are predictable and well-documented. The key to countering them is not constant outrage—it is preparedness and strategic action. How to Advocate Effectively: Stay Informed – Understand historical patterns, rhetoric, and methods. Knowledge is power. Anticipate Challenges – Recognizing common tactics allows you to be proactive rather than reactive. Protect Your Well-Being – Set firm boundaries to prevent burnout and maintain the stamina needed for long-term change. Focus on Impactful Actions – Channel your energy into initiatives that create measurable progress. Build and Support Community – Strengthen networks of advocacy and allyship to maintain resilience. Your passion is valuable, but sustained strategy is what leads to meaningful progress . Instead of letting external forces dictate your emotional state, take control of the movement on your own terms. The D&I Tip of the Day is courtesy of Aubrey Blanche-Sarellano.

The Importance of Critical Thinking in DEIA Conversations

By IDC Staff • February 4, 2025
In today’s digital world, misinformation spreads faster than ever, and the Diversity, Equity, Inclusion, and Accessibility (DEIA) space is not immune. While you may have good intentions when sharing information online, it is crucial to be cautious about circulating unverified or misleading data. A recent narrative claims that it is acceptable to cancel DEIA because White women have been the primary beneficiaries. Let’s take a moment to think critically about this claim: Have White women benefited from diversity initiatives? Weren’t they supposed to benefit? Who else has benefited from DEIA interventions? What is the purpose of presenting this data now? Misinformation and Its Impact Two years ago, a statistic circulated online suggesting that over 70% of Chief Diversity Officers were White, while only about 4% of DEIA leaders were Black. However, this data was widely debunked by DEIA industry experts. Here’s why: The data lacked credibility – The source was unknown, unverified, and unreliable. There was no transparency regarding the methodology, sample size, or demographic breakdown. Ambiguous job titles – It was unclear whether the term “Chief Diversity Officer” was implicit or explicit in the dataset. Divisive propaganda – The statistic seemed to serve as a tool to create division in the DEIA industry along racial and ethnic lines. Repetition of misleading figures – Notice how the 4% statistic has resurfaced, attached to a different but similarly misleading claim. The Danger of Spreading Misinformation It is essential to scrutinize the sources of information before resharing. Even if a statistic comes from a seemingly reputable entity, such as the U.S. government, we must evaluate its accuracy and context. For example, consider these common misinformation trends: Claims that Supplier Diversity, Gender Diversity, and Disability Inclusion are not part of DEIA work. ( False – they are integral to DEIA.) Assertions that Civil Rights laws originated from DEIA efforts . ( False – DEIA work stems from Civil Rights legislation, not the other way around.) The Anti-DEIA Strategy: Sowing Confusion Bad actors have a vested interest in undermining DEIA efforts by fostering chaos and misinformation. Their strategy is to overwhelm us with conflicting narratives, making it difficult to discern fact from fiction. Let’s not contribute to this confusion by blindly sharing content that has not been verified. Moving Forward Thoughtfully As advocates for diversity, we must be intentional in how we engage with and share information online. Here are some best practices: Verify the source before posting any statistic or claim. Examine the intent behind the data – Is it meant to inform or to divide? Think critically about how your engagement can shape public perception of DEIA work. Uplift truth by sharing accurate, well-researched, and contextualized information. It’s okay to slow down and take the time to fact-check before engaging in discussions. Controlling the narrative means ensuring it is rooted in truth, not reactionary misinformation. Let’s be responsible stewards of DEIA work and protect its integrity by prioritizing accuracy and thoughtful discourse.

Navigating Uncertainty: IDC's Commitment to DEIA

January 29, 2025
Navigating Uncertainty: IDC's Commitment to DEIA 

When the Weight Feels Too Heavy: Navigating DEI Leadership Amid Uncertainty

By Amber Martin • January 27, 2025
The world of Diversity, Equity, and Inclusion (DEI) work is often challenging, rewarding, and deeply personal. When external factors, like societal tensions or political climates such as those during the Trump administration, amplify the weight, it can feel overwhelming. The responsibility to drive meaningful change, combined with the broader issues facing the world, can make it seem like the weight of the world is on your back. Here’s how to keep pushing forward, even when the load feels too heavy: 1. Reconnect with Your "Why" Your "why" is your anchor. Why did you start this work? What impact are you striving to create? Reflect on your initial motivations and the lives you’ve already impacted. Celebrate small wins—each one contributes to a larger wave of change. 2. Create a Support Network DEI work is not meant to be done alone. Build relationships with like-minded professionals who understand the challenges. Engage with Communities of Practice or join forums where you can share ideas, vent frustrations, and find encouragement. Lean on trusted colleagues, mentors, or friends who can offer advice or a listening ear. 3. Set Boundaries to Avoid Burnout Your well-being is critical to sustaining the work. Learn to say no when your plate is too full. Carve out time for rest and recovery—schedule self-care as non-negotiable. Delegate tasks where possible and trust others to share the load. 4. Stay Informed, but Don’t Overload While it’s important to understand political and social developments, constant exposure to negativity can drain your energy. Schedule specific times to consume news, and then step away. Focus on credible sources and actionable insights rather than sensationalized narratives. 5. Focus on What You Can Control The enormity of systemic change can feel daunting, but change starts with small, actionable steps. Identify areas where you can make the most immediate impact. Develop tangible goals and celebrate milestones along the way. Remember, progress—even incremental—is still progress. 6. Ground Yourself in the Present When the weight feels unbearable, ground yourself in the here and now. Practice mindfulness techniques such as deep breathing or meditation. Take a walk, spend time in nature, or engage in a hobby you love. Remind yourself that challenges are temporary, but your work leaves a lasting legacy. 7. Lean Into Hope and Resilience DEI work is inherently about creating hope for a better future. Reflect on the resilience of marginalized communities who have fought for equity before you. Visualize the future you’re helping to create—a workplace and world where equity and inclusion thrive. 8. Keep Learning and Growing Challenges often present opportunities for growth. Take courses, attend workshops, or read books that reignite your passion and sharpen your skills. Collaborate with others to explore innovative strategies to overcome barriers. 9. Celebrate the Collective Impact You are not alone in this journey. Recognize the collective power of DEI advocates worldwide. Focus on the ripple effect—every step you take contributes to a larger movement for change. 10. Remind Yourself: You’re Human, Too You cannot pour from an empty cup. Acknowledge that it’s okay to feel tired, frustrated, or even defeated at times. Seek professional support, such as therapy or coaching, if the weight feels too heavy to bear alone. Conclusion The road to equity is neither straight nor easy. The weight you carry is a testament to your courage, passion, and commitment to justice. While the challenges of DEI work and the broader world can feel overwhelming, remember that your efforts matter. Take it one step at a time. Lean into your community. Focus on your impact. And most importantly, know that you are never alone in this fight. Together, we will continue to push forward and create a brighter, more inclusive future.
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