Team Activities for Celebrating Juneteenth

Juneteenth is quickly approaching. This African-American holiday falls on June 19th and celebrates the full emancipation of slaves in the United States. This day is incredibly important as it marked a turning point from bondage to freedom. Each year, we observe this date as a time for growth, and empathy for the Black community. To honor and learn more about our African-American friends, coworkers, and leaders, here are four in-person and virtual Juneteenth office events. 

Juneteenth Volunteer Day

One of the most powerful things we can do for minority communities is give back. Research African-American focused organizations in your area and plan a day of service! If possible, we can give our employees the day off to fully dedicate their time to these initiatives. Since Juneteenth 2021 falls on a Saturday, consider planning a volunteering weekend outing. These hours will serve as important bonding time for staff while also emphasizing the importance of Black employees, team members, and customers. A few national non-profits to check out are Black Girls Code, Black Male Voter Project, and Black Women for Wellness. In addition to these groups, search for local initiatives that assist underserved African-Americans in the area. Through this event, we celebrate the main mission of Juneteenth by uplifting the lives of Black individuals. 

Virtual Atlanta History Center Event

For a remote or in-person office, a wonderful virtual event is the Atlanta History Center Juneteenth celebration. Much more than your average Zoom meeting, this 20 day long experience is packed with engaging talks from Black historians, guided tours of current museum exhibits, and African-American cultural displays. Either isolate a few interesting topics or share the entire calendar with team members to encourage active learning and curiosity about Juneteenth. This activity is perfect for a busy office with multiple opportunities to participate and various themes. Check-in with your team as the event comes to a close to openly discuss their new perspectives, growth, and understanding. 

Movie Lunch and Learn

Interested in a more relaxed event? Consider hosting a movie lunch and learn. During employees’ lunch breaks, schedule a screening of an African-American film or television sereies like PBS’s “Juneteenth Jamboree” or blackish’s Juneteenth episode. With stunning visuals and compelling stories, these engaging pieces of media will draw employees in, allowing them to gain a deeper understanding of Black lives and the importance of June 19th. To take this activity to the next level, consider hosting a panel with African-American employees after the film. This initiative gives members a chance to open their hearts to the messages of their peers, growing closer, and improving their communication, empathy, and teamwork skills. We can also put together a list of open-ended discussion questions for the movie audience to go through after their viewing. By inciting a safe and welcoming conversation, we take the first steps towards creating an inclusive workplace. 

Online Smithsonian Tour

Finally, for a historical journey through Black history, try out this virtual tour of the Smithsonian National Museum. Led by the museum’s African-American History and Culture’s founding director, Lonnie Bunch III, this in-depth video details the history of slavery and emancipation within the United States. More than simply a celebration of Juneteenth, the video details the harrowing oppression endured by African-Americans and emphasizes the power of diversity, equity, and inclusion. The Slavery and Freedom exhibit does a wonderful job of showcasing the difficult history of Black individuals while also exhaulting in the advancements of liberation, voting rights, and the march towards equality. This is an impactful experience for each and every viewer as we learn more about the history of our African-American coworkers and leaders. 

No matter how we celebrate Juneteenth, our central mission should revolve around introspective growth, increased compassion, and opening our eyes to new perspectives. Whether virtually or in-person, our teams will become stronger and closer through these activities, open discussions, and learning experiences. I hope everyone has a lovely time celebrating this June 19th and honoring the history of African-Americans. 

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. For more information, visit DimaGhawi.com and BreakingVases.com.

Team Activities for Celebrating PRIDE Month

From national parades to drag nights, there is no shortage of events for Pride month. But how do we ensure that Pride-themed activities are accessible to team members and ensure that our workplace can become a more inclusive place during June? The answer is hosting company-wide events that celebrate the LGBTQ+ community! This blog has four fun, engaging, and informative ideas for both virtual and in-person events for 2021 Pride. Through these activities, we continue our work of understanding and supporting our LGBTQ+ coworkers with pride. 

Integrate small Pride-themed activities 

The first way to show our support of the gay community is through small but meaningful actions. Encourage team members to change their Zoom backgrounds to Pride-themed screensavers, showing their support at daily meetings. Host small Pride month trivia or bingo competitions and give prizes to the most dedicated employees. On Fridays, consider screening an LGBTQ+ movie during lunch break and holding open and moderated discussions on the characters, relationships, and themes. While these events are relatively small and low-effort, they combine to create an avalanche of support our LGBTQ+ employees. Through these activities, we show our commitment to creating a safe space and growing more self-aware during Pride month. 

Host a viewing party of “Global Pride” 

While attending local Pride parades may still be a challenge due to the COVID-19 pandemic and remote teams, virtual events are here to help! Consider hosting a viewing party of the Global Pride parade, packed with color, love, and fun. This international experience displays various celebrations of the LGBTQ+ community from around the world, incorporating an added layer of diversity and inclusion. For something more local, research whether surrounding cities are streaming their annual Pride parades. For example, Seattle Pride is hosting a live event showcasing its parade festivities and featuring local gay voices. These virtual viewings are a great way to excite team members and inspire a connection with the LGBTQ community. 

Volunteer for an LGBTQ+ organization

For a community-focused activity, consider giving back to local LGBTQ+ non-profits. Research nearby transgender homeless shelters or safe-space organizations for gay youth. By organizing a company-wide volunteer effort, we shower our LGBTQ neighbors with support, assistance, and love. If scheduling a day of service proves difficult, consider volunteering virtually through the Trevor Project. This organization provides counseling and help to in-need LGBTQ youth. Finally, our teams can put our money to work by donating to Pride-focused small businesses, non-profits, and in-need individuals. By actively dedicating our time and money to the gay community, we demonstrate our support, grow closer as a team, and uplift minority voices. 

Digital Dates with a Drag Queen

Last but certainly not least are digital dates with a Drag Queen. While late-night drag shows may be a bit overwhelming for office culture, virtual Drag Brunches have stepped into the spotlight during the COVID-19 pandemic. For a whimsical example, check out this Mother’s Day Drag Brunch on Facebook! These events focus on local and national talents as they dance their way through catchy pop tunes and chat with the audience. Try to contact local drag queens and schedule a virtual or in-person meeting for the office to celebrate and partake in this essential element of LGBTQ+ culture. 

Through these events, we both celebrate and engage with the LGBTQ+ community during Pride. It is integral to utilize this month as a concentrated period of learning, introspection, and compassion. However, we must continue to support our LGBTQ+ friends, coworkers, and customers throughout the year. Through this commitment to inclusion, we can create a safe, welcoming, and diverse workplace for the long run!

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. For more information, visit DimaGhawi.com and BreakingVases.com.

Learn 15 out of the 50+ Different Gender Identities

In 2014, Facebook updated its user platform to account for over 50 options for gender identities (ABC News). Recently, this number has continued to expand and grow as more and more individuals come out and showcase their unique genders. Here, we will cover fifteen essential terms and concepts related to different gender identities in the hopes of expanding our understanding and inclusion of the LGBTQ+ community.  

• Agender: an individual who does not identify with any gender (male or female)

• Androgyne: an individual who identifies with both masculine and feminine gender roles or falls in between male and female

• Bigender: an individual who identifies with multiple genders

• Butch: a female who expresses masculinity, often used in the lesbian community

• Cisgender: an individual whose gender identity is the sex that they were assigned at birth

• Gender Expansive: an individual who may not fall into any gender category and combines roles, expressions, and identities from multiple genders

• Gender-fluid: an individual who moves in between or outside of the current expectations for gender

• Gender Outlaw: an individual who refutes societal definitions of male or female

• Genderqueer: an individual who expresses their gender identity through a combination of genders or outside of current gender guidelines

• Masculine or Feminine of Center: an individual who leans towards masculine or feminine performances and experiences

• Non-binary: an individual who does not fall within the gender binary and may identify with multiple genders or be gender non-conforming

• Omnigender: an individual who experiences or identifies with all genders

• Polygender: an individual who displays different parts of various genders

• Transgender: an individual who identifies with a different gender than assigned at birth

• Two-Spirit: an Indigenous individual who expresses different sexualities and genders which encompass both the masculine and feminine range

Simply learning about these different terms elevates our understanding and appreciation for the LGBTQ+ community. Through open curiosity and courageous actions, we can forge the way for an inclusive workforce, equal rights, and widespread acceptance for different genders and sexual orientations. 

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. For more information, visit DimaGhawi.com and BreakingVases.com.

Why are Pronouns Important?

In many languages, including English, pronouns are words that replace nouns. There are many types of pronouns, from demonstrative to interrogative to indirect. This blog will discuss the usage of personal pronouns to create an inclusive, welcoming, and open workplace. When we refer to people without using their names, we use personal gendered pronouns like he, she, and they. These words are especially important to the LBGTQ+ community as trans, non-binary, and gender non-conforming individuals may feel excluded due to incorrect pronouns. Using the correct pronouns fosters a sense of trust and respect which affirms a person’s gender identity. 

While these little words may not seem like much, pronouns are a vital way to create an inclusive environment. Many of us may identify with the gender and pronouns assigned at birth, but others may use different identifiers. For example, a transgender man will often use he/him pronouns to reinforce his gender identity. Keep in mind that we don’t necessarily know a person’s pronouns by looking at them. Different people may identify as non-binary and use they/them pronouns instead of the gendered her or his. If allies are unsure about which terms to use, the best practice is to politely ask individuals what they prefer to be called. When first meeting new coworkers, make an effort to share pronouns as a normal part of the conversation. Once we know how different individuals identify, we must do our best to remember their pronouns and use them in conversations. By being considerate and courageous in our actions, we show our respect for diverse coworkers and ensure that they feel welcomed in the workplace.

Below is a non-exhaustive list of gender pronouns: 

While words like they and he may be familiar to us, there are also neo pronouns like ze and ve, which may be less commonplace. Oftentimes these newer terms are used by gender non-conforming or genderqueer individuals who resist current labeling or categorization. Regardless, these pronouns are just as valid, and we must try our best to incorporate this new vocabulary into our lexicons. 

Cisgender allies, individuals who identify as the gender they were assigned at birth, should do their best to understand and appreciate the nuances of gender non-conforming and neo pronouns. Stereotypical gendered language is pervasive in the workplace, and it’s our job to take the first steps towards inclusion. Instead of starting meetings by saying, “Good morning, ladies and gentlemen,” consider using phrases like, “Good morning, everyone!” With these small changes, we can make gender non-conforming individuals more comfortable in our offices. Additionally, we must do our best to avoid misgendering our LGBTQ+ coworkers. Sometimes mistakes happen, and an incorrect pronoun may slip out in conversation. When this occurs, quickly correct yourself and apologize if you have offended the individual. Our role as allies is to support and value the diversity of the LGBTQ+ community by respecting their pronouns and gender identity. Through these courageous actions, we inspire positive change and an uptake in inclusion.

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. For more information, visit DimaGhawi.com and BreakingVases.com.

5 Statistics Related to the LGBTQ+ Community

The best way to increase acceptance and understanding is through education and awareness. During Pride month, we have the opportunity to learn more about our LGBTQ+ coworkers and understand the history of the gay rights movement, current struggles that queer communities face, and new generations’ views of gender and sexual orientation. Here are five astounding statistics about the LGBTQ community and their experiences in the workplace: 

1. Millennials are more than two times as likely to identify as LGBTQ and more likely to identify as non-binary than previous generations. -GLAAD

2. 78% of Generation Z agrees that “gender does not define a person as much as it used to.”  -Wunderman and Thompson

3. While only 4.5% of the current US population identifies as LGBTQ, the queer community makes up 20 - 40% of homeless individuals. -National LGBTQ Workers Center

4. Non-binary individuals often experience double the unemployment rate when compared to the general population. -Injustice at Every Turn

5. “25% of LGBTQ+ people report experiencing discrimination based on sexual orientation or gender identity in the past year—half of whom said it negatively impacted their work environment.” -National LGBTQ Workers Center

We deepen our understanding of the LGBTQ+ community through these facts, gaining insight into their personal and professional challenges. We must be intentional in becoming more knowledgeable and inclusive of our LGBTQ+ peers and coworkers.

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. For more information, visit DimaGhawi.com and BreakingVases.com.

What is the Difference Between Sex and Gender

While many may use the terms “sex” and “gender” interchangeably, there is a great difference between these words. In order to foster a sense of diversity, we must understand the distinctions which separate these phrases. This blog will define both sex and gender, highlighting their differences and sharing how to use these terms in an inclusive light. 

Sex is defined as the genetic factors which determine a human being’s reproductive functions. This characteristic is usually assigned at birth by doctors due to the child’s genitalia. A person’s sex often includes biological features, like their genes and hormones, as well as physical traits. However, a common misconception is that sex is limited to the male and female binary. In reality, there are a few different medically supported sexes. One of the most common is intersex people, born with a discrepancy between their internal and external sex characteristics. Nearly 2% of the world’s population has intersex traits (Amnesty International). That’s around the same number of people born with red hair! In addition to this, there are multiple other designations for people born with unique hormone production, combinations of chromosomes, and physical traits. 

In contrast to sex, gender is a social construct determined by cultural roles and personal identifications. Gender can be viewed on a spectrum rather than the previous binary of male and female. When meeting new individuals, it is integral to never assume their gender, especially if you are unsure of their pronouns or preferences. Most people do identify as men or women, but some may identify with both, neither, or somewhere in-between the two. For example, some non-binary individuals often use they/them pronouns to distance themselves from male and female designations. Others may use a unique combination like she/they to demonstrate their affinity to one side of the spectrum. Lastly, a person’s sex and gender do not have to match. This is often the case for transgender individuals who were assigned a different sex at birth. If we are confused about a new coworker’s gender, we should ask politely for their pronouns and chosen identity! Once we have this information, a few Google searches can help us better understand our teammate and ensure that they feel welcomed and included in office culture.

While the difference between gender and sex may still be difficult to comprehend for some people, it’s important that we make an intentional effort to learn about these factors as they strongly contribute to diversity, equity, and inclusion. Understanding the idiosyncrasies between these two terms can help us appreciate and accept members of the LGBTQ+ community. Through this process, we can incorporate messages of gratitude and inclusion into our daily interactions as we become more informed and welcoming individuals.

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. For more information, visit DimaGhawi.com and BreakingVases.com.

What Does Queer Mean?

The “Q” in the LGBTQ+ acronym stands for queer. Previously used as a slur against the gay community, it is important for us to understand the definition of this word and learn how to use it appropriately. 

Throughout LGBTQ+ history, homophobic groups often used the term “queer” to portray gay individuals negatively. Currently, some members of the gay community have reclaimed the word to describe sexual orientations or gender identities other than heterosexual and cisgender. Additionally, others may use “queer” because their sexuality or identity is too complex to fit into current labels. Technically, all LGBTQ+ members could identify as queer, but not everyone chooses to do so. Some still feel residual hurt from the harsh uses of this word in their past. Due to this, allies should be careful and considerate about their usage of this word. Never call a gay coworker queer unless they have given you permission to refer to them with this term. When in casual conversation, avoid using the term “queer” and instead use words like LGBTQ+ or gay. 

By learning about this term, we gain a deeper understanding of the gay community and its historical challenges. While newer generations have reclaimed the word “queer,” there is still a high chance that this word may elicit anxiety or fear in other LGBTQ+ members. We must do our best to be inclusive of both groups by being compassionate and considerate with our language. However, with this new knowledge, we can better communicate with coworkers who may identify as queer and foster a sense of support and inclusion.

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. For more information, visit DimaGhawi.com and BreakingVases.com.

What Does Non-Binary Mean?

Gender equality has always been a strong part of diversity, equity, and inclusion initiatives. However, current shifts in gender inclusivity have added new topics to this discussion. Growing communities of gender non-conforming and transgender individuals have expanded the male and female dynamics. One of the most common gender identifications is non-binary. These individuals do not consider themselves to be simply male or female; rather, their identity falls between these labels on the gender spectrum.

Non-binary describes any individual who does not exclusively identify as a man or a woman. This gender may mix and match characteristics from either gender, lean towards one side of the gender spectrum, or distance themselves from male and female traits completely. It is not always possible to label someone as non-binary simply from their clothes, hair, or body parts. Instead, allow those around you to come out as non-binary and share which pronouns they prefer. Oftentimes these individuals will use they/them terms or a combination of gendered and non-gendered pronouns, like she/they. Each non-binary person is different and will have a unique version of their gender expression. If you find yourself confused, consider delving deeper into credible research about gender identities, listening to the stories from non-binary speakers, or approaching your gender non-conforming team members with polite and curious questions. 

When in the workplace, respect should always be the number one priority. Some non-binary employees will be open to sharing their stories and proudly display their pronouns, but others may be more reserved and closeted. Meet these team members where they are and ensure that they feel valued and understood. Most importantly, listen when gender non-conforming individuals divulge their experiences and take their words to heart. Ease their work lives by using the correct pronouns for coworkers. Over 30% of the LGBTQ+ community has reported that being repeatedly misgendered elicits feelings of depression, doubt, and anxiety (Healthline). As allies, we can incite inclusion through intentional language and caring actions, fostering a welcoming workplace for non-binary team members.  

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. For more information, visit DimaGhawi.com and BreakingVases.com.

Four Tips for Creating a DEI Council Charter

            When founding a DEI Council, one of the most integral elements to discuss is the creation of a charter. This document will help guide the group’s meetings, decisions, and initiatives from its conception throughout its future work. A successful DEI Charter interweaves several elements, including a strong mission statement, related goals, leadership assignments, and membership requirements. Through this article, I share the benefits of designing and implementing a charter and breakdown the central tenets of this initiative. 

1.  One of the first things a DEI Council should consider is its mission statement. This set of phrases lays the foundation for all initiatives to come. When dividing the mission statement, consider incorporating key language from the organization’s DEI strategy as well as the central mission of the company itself. Through this piece, we establish the sentiments which will underscore all future efforts of the DEI Council. First, evaluate the general values and goals of the group and devise language that encompasses these ideas into a defined and uniting statement. The following stages of the DEI charter will fall into place under this guiding light.

2. After a strong and clear mission statement has been established, begin listing understandable and achievable goals for the council. Consider employing SMART goals or objectives that are Specific, Measurable, Attainable, Relevant, and Time-based. This step ensures that future initiatives will align with the organization’s mission and create measurable positive change. Attempt to break down larger goals, like increasing the culture of inclusion in the company, into achievable objectives. These smaller and more manageable programs and initiatives will help the council efficiently dedicate their time and resources to achieving their monumental milestones. With the combination of workable projects and affiliated goals, the charter defines the DEI Council’s critical responsibilities and emphasizes positive progress. 

3. Another important aspect of a DEI Council is leadership. In the charter, make sure to include a clear definition of these positions with detailed descriptions of roles and responsibilities. These statements will establish and support the backbone of leadership for the group. While in this section, give some thought to the technicalities of term lengths, elections processes, and committees. I strongly recommend including smaller leadership opportunities to encourage members to develop their communication and interpersonal skills. Additionally, these roles will allow current chairs and officers to recognize and groom organizational talent for upcoming leadership positions. By determining these aspects of the council early on, future transfers of power and leadership changes will progress more smoothly. 

4. The DEI Council charter should establish the central tenets and responsibilities for members. These are enthusiastic about increasing diversity within the organization but may not have the time necessary to serve as council leadership. Similar to the previous section, consider the election of members into the council, expected contributions, and their term lengths — should these be longer, shorter, or the same as leadership term lengths? The answer to these questions revolves around your company’s ideals, employee availability, and DEI strategy. Lastly, establish membership diversity as an integral aspect of the DEI Council. At all times, the council should accurately represent the employee base that they serve. This means a diverse demographic foundation with contributions from different races, genders, generations, and even departments. By integrating these tenants into the DEI Council charter, we ensure that members will remain committed, passionate, and dedicated to elevating diversity and inclusion within the workplace. 

While founding a DEI Council may be daunting, creating a solid charter will provide organizational leadership and future council members with the necessary guidance to enact change and positive progress. Upon establishing the council, set a preliminary meeting aside to either discuss or draft the charter together. Through this act, we gain the support and involvement of employees and move towards a greater understanding of diversity, equity, and inclusion. 

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. For more information, visit DimaGhawi.com and BreakingVases.com.

Tom Cruise’s Bold Diversity, Equity, and Inclusion Stance

This past week, actor Tom Cruise astonishingly returned his three Golden Globe awards to the Hollywood Foreign Press Association (HFPA). The reason for this action: a stunning lack of diversity and inclusion within the HFPA has led to nationwide criticism of the awards show. This situation emphasizes the importance of intentional action as we create both diversity and inclusion in the workplace. Each one of us has a choice. We can choose whether or not to participate in a system that suppresses and discriminates against others. When confronting this predicament, Tom Cruise chose a reassuring path that emphasizes the three Cs of inclusion, renouncing the titles given by a discriminatory organization and showing us that we, too, can create progress.

• This change starts by being curious and questioning why things are the way they are. In regards to the Golden Globes, Tom Cruise opened his mind to critical thinking and asked why, in 2021, there was still a distinct lack of Black members in the HFPA.

•  Being an ally and driving change requires courage, as exemplified by Tom Cruise’s bold actions. Allyship means being intentionally inclusive and saying “NO” to the old ways of suppression, even if this takes the form of prestigious awards. We each have a role to play, and that will involve bravery from each one of us. 

• Continuing to increase awareness calls for commitment. We must continue the momentum of this moment to break from the old ways of discrimination. From small daily changes to famous actors making a statement, we have to dedicate ourselves to this movement to ensure success. 

There is a ripple effect in Hollywood, resulting in companies like Netflix, Amazon, and Warner Brothers boycotting the Golden Globe awards. These boycotts grew into a massive wave demanding change as NBC announced the cancellation of the 2022 awards ceremony, calling for immense change within the HFPA. Through this messaging, NBC and other organizations have demonstrated the importance of standing up for diversity and inclusion. This event illuminates the power that organizations have to create change and illustrates the intentional commitments we must make to ensure inclusion. 

Stories like this excite me because they create a strong positive ripple effect that challenges oppression and helps to increase awareness. By channeling this progress, we can continue the momentum of change and champion the values of DEI on a larger platform. Through this event, we see the power of both the individual and the organization as a whole to create impactful change and motivate positive progress. 

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization.

Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential.

Uncover Your Unconscious Biases

Unconscious biases are subliminal prejudices that influence the way we make decisions. These practices often negatively impact our businesses, leading to an unhealthy workplace. We each have over 180 biases. In this blog, I share information about fifteen of the most common ones and provide examples for each. With the knowledge of these biases, we can begin the conversations needed to create an inclusive workplace for all. 

Affinity Bias: Responding more positively to individuals with a similar race, gender, sexual orientation, etc.

 A supervisor is considering employees for a promotion. One team member reminds the manager of themselves when they were just starting out in the field. Based on this information, the supervisor promotes this employee. 

Anchoring Effect: Relying too heavily on the first piece of information offered 

A manager reviewing resumes for possible candidates notices that one individual attended an Ivy League college. Without reading the rest of the resume, the manager offers the candidate an interview. 

Bandwagon Effect: Jumping on board with something primarily because other people are doing it

When making corporate decisions, managers are swayed to agree with large groups and fail to discuss unique options. 

Beauty Bias: Prejudices based upon the attractiveness, superficial personality, or physical appearance of an individual 

A survey of Fortune 500 companies found that male CEOs are 2.5 inches taller than the average man. People unconsciously perceived tall men as powerful, smart, and capable when compared to shorter men.

Confirmation Bias: Seeking information that supports one’s beliefs and ignoring details to the contrary

A CEO who believes the organization does not need to improve diversity and inclusion conducts a workplace survey to investigate the status of diversity and inclusion. When reviewing the results, the CEO highlights and reports all the positive comments and overlooks areas of improvement. 

Guilty By Association: Unfairly judging individuals by the company they keep 

A new employee is assigned a desk next to known slackers in the office. After some time, the employee becomes friends with these individuals, and the manager notices. In performance evaluations, the manager penalizes the new employee for being a slacker, even though they have met all deadlines.  

Hasty Generalization: Making a large claim based on a small amount of information

A supervisor has a team of 300 employees. When conducting a workplace survey, the manager only asks three employees for their opinions. The manager then makes executive decisions based on this small sample size. 

Halo/Horn Effect: Allowing impressions of an individual in one area to influence the overall impression

A manager invites two equally high-performing employees to an upper management meeting. One comes dressed in a well-tailored suit, while the other wears slacks and a button-down. The upper management team believes that the employee in the tailored suit is a more effective employee and should be promoted, while a performance review should be conducted of the other employee.

Herd Mentality: Adopting specific thoughts, prejudices, or behaviors to fit in with a certain group of individuals

A manager joins a company with a pervasive sexist office culture. When given the chance to hire a new team member, the manager only interviews men for the position and unconsciously disregards female applicants.

Hindsight Bias: Believing that a past event was predicted without any reasoning or evidence 

A candidate fails to prepare for a job interview and has a bad interaction with the hiring manager. When the candidate does not get a job offer, they insist that they wouldn’t have been hired anyway. 

Negativity Bias: Allowing adverse events to overshadow equal positive events 

Employees have three great quarters and one quarter below average. In performance reviews, the manager focuses the majority of their evaluation on the negative quarter. 

Optimism/Pessimism Bias: The likelihood to overestimate a positive/negative outcome based on attitude

In the morning, news is shared that the company met all its deadlines and goals and saved money over the past fiscal year. In the afternoon, during a team meeting, the marketing plan for the following year is discussed. Exciting and innovative ideas are presented that will use the entire year’s budget by the second quarter. Everyone is excited and sees the rewards from this plan and gets started right away.

A hiring manager is late to work due to a flat tire. After getting in, they only have a few minutes before an interview. They doubt that the candidate will be hired and think they will need to start the search from all over.

Self-Serving Bias: Taking personal credit for positive events but blaming outside forces for negative events

When getting a promotion, an employee states it is all because of their hard work and diligent effort; however, when falling short of a deadline, the employee blames faults on their team members. 

A manager takes credit for a great quarter of sales but blames their team for the following below average quarter. 

Slippery Slope Fallacy: Rejecting an idea with little to no evidence simply because someone insists it will lead to an adverse major event

A prejudiced supervisor arguing that hiring one minority employee will lead to the deterioration of company culture and, eventually, the fall of the organization. 

Stereotypes: Overgeneralized beliefs about a particular group of people

 A manager assumes that an Asian employee is good with math and assigns them to certain projects because of this belief. This practice prevents the manager from realizing the employee’s real strengths and viewing all team members equally. 

These definitions and examples allow us to spot biases and accurately correct injustices. With this information, we can strengthen our culture of inclusion and empower employees with a deeper understanding of biases. By increasing our awareness of discrimination, we prevent negativity from subliminally spreading within our workplaces. 

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization.

Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential.

Emotional Intelligence Videos

Tips For Establishing a DEI Council

Establishing a DEI Council makes it possible to ensure a dedicated focus on DEI priorities. This selected group of employees, including executive sponsors, is responsible for setting the short and long-term initiatives identified by the organization, creating DEI programs, and managing their implementation. The DEI Council is a structured and collaborative way to get employees from across the organization to lead, participate in, and own the DEI initiatives. While this council supports the success of DEI efforts, it also provides personal development opportunities and visibility for its members. 

For the DEI Council to be effective, we need to ensure:

• Support from senior leadership.

• A composition of diverse members from different ethnicities, gender, generation, department, and other dimensions of diversity.

• Clear goals and expectations, structure, and leadership.

• An understanding of their roles as an advisory group and the DEI initiatives-focused team.

• Estimated time commitment: 2-3 hours per week per member. For employees that are billable, ensure that the organization issues a DEI non-billable code.

• A dedicated annual budget to support the DEI Council initiatives.

• An actionable project plan and metrics to track progress.

• An effective council chair and leadership team, rotating the responsibility for creating the meeting agenda and taking minutes.

These eight puzzle pieces come together to create an efficient, representative, and dedicated DEI Council for any organization. By gaining the support of executives and incorporating the advice from employees, we can revolutionize our view of DEI, creating more diversity than ever before. Through the implementation of a DEI Council, our organizations can constantly progress towards a brighter and more inclusive future.  

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization.

Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential.

Main Areas of Focus in a DEI Strategy

Embarking on the journey of increasing diversity and fostering inclusion in the workplace can seem daunting. However, with a well-defined diversity, equity, and inclusion (DEI) strategy, we can establish a clear plan to execute our DEI vision. To fully ingrain DEI into our businesses, we must integrate our inclusion efforts into all aspects of the organization. Through this blog, I will share key internal and external ways to incorporate diversity into our businesses.

Here are some areas to look into as we put together a DEI Strategy for our organizations:

Internal communications: Ensure the leadership team communicates the company’s focus on DEI in its corporate values, mission statement, and other messaging within the organization. 

Feedback channels: Implement ways for employees to share ideas for increasing DEI or to express concerns about discrimination and harassment in the workplace. 

Employee Resource Groups (ERGs): Create ERGs to bring together employees with similar backgrounds, such as women, people of color, LGBTQ+, and emerging professionals. The most effective ERGs are inclusive and open to everyone – both members and allies.

Recruitment: Determine the most common barriers that affect recruiting historically marginalized groups and seek a diverse pool of candidates. Offering unconscious bias training to hiring managers supports diverse recruitment efforts.

Talent pipeline: Create a talent pipeline to develop diverse candidates for future leadership roles, and ensure underrepresented employees are included in mentorship programs. 

Ongoing workshops: Provide ongoing workshops regarding DEI topics like unconscious bias, working across generations, and handling discrimination case studies.

Roundtable discussions: Plan monthly small group roundtable discussions with executive team members and a diverse group of employees to gain input on workplace culture in relation to inclusion. 

Leadership Compensation: Include the focus on DEI in the leadership team’s performance evaluation and compensation plans. 

In addition to making improvements within the organization, we can exhibit our DEI commitments externally:

External communications and branding: Share the company’s focus on DEI by stating the commitment on the website and through social media posts.

Community engagement: Encourage employees to volunteer with associations and universities serving historically underrepresented groups. 

Putting together and implementing a DEI strategy can feel overwhelming since it needs to be integrated throughout all aspects of an organization. The best way to tackle this process is through a phased approach. We begin by identifying and implementing the low hanging fruits:  initiatives that are easier to start implementing. What matters is creating momentum and gaining buy-in. That is when we are able to foster real long-term change in our workplace and surrounding communities. 

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization.

Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential.

Understanding your Audience

To create an immersive and informative presentation, we must first reach our audience. Engaging our audience may be the most critical part of our work as each individual has their own background, interest level, and motivation to learn from our presentation. However, there is a simple guide to establishing a unique, entertaining, and informational speech by catering to four distinct groups of people.  

• The first group are individuals who focus on the big picture. Think of a busy CEO who is interested in getting the most out of your presentation with the least amount of time commitment. These people search for key statements supported by bottom-line results. By including a mission statement or central theory at the start of our presentation, we can reel these big picture audience members in, enticing them with the important facts and then delivering relevant details.  

• Next are individuals who are exactly the opposite! These audience members are process oriented, searching for data, statistics, and spreadsheets that backup our claims. These are the analysts who love to get into the nitty gritty and pick apart the problem themselves. In order to reach these audience members, I would recommend including a few impactful pieces of research throughout your presentation. By calling attention to reputable sources and intriguing results, we catch the attention of these detail-driven groups. Finally, include links to data or provide a handout to share the complexities of the presentation. Through this process, we can capture the attention of both the big-picture and the little-details audience members. 

• Following these two groups are the collaborative thinkers. Similar to those obsessed with details, these individuals care about the step by step process of our presentations, emphasizing the usage of communication and teamwork to achieve the ultimate solution. This group may be filled with team leaders or conflict mediators interested in working with their group to implement the strategies we share. To attain their attention, discuss small but actionable changes that can be made to reach an eventual goal. These individuals will take your tips to heart and share them with members of their organization, spreading knowledge and inciting change!

• Finally, we have our audience members interested in the overall impact of the presentation. These are individuals focused on innovating their office culture. To reach this group, we can close our presentation with insights into how our presentation can change the team, organizational, or even global environment. Highlight how the central themes of our presentation can be used to solve problems in the workplace and surrounding community. Through this process, we illustrate the ripple effect our speech can have on their lives. 

To summarize these tips, here are four main ways to reach these distinct groups in your presentations: 

1.     Start with a bang!

A high-level main message will call your big thinkers to attention, ensuring that they are captivated immediately.

2.     Showcase our knowledge 

Throughout our presentation, we can expand our viewer’s knowledge and explain important facts and figures. These bits of information will grasp detail-driven audience members and increase our credibility.  

3.     Share the process

To create a relatable and influential presentation, we must share actionable tips which can be used to create an impactful change. Process-oriented individuals will latch onto these descriptions and implement our advice in the future!

4.     Create an Impactful Closing 

By tying our presentations to their personal, professional, and cultural effects, we highlight the advantages of actively employing our techniques in the workplace. While this ending will enrapture all audience members, it specifically fuels the impact focused individuals by showing their potential for change. 

Each time I give a presentation, I keep these four groups in mind, working through my four steps to ensure that I meet the needs of each and every audience member. This advice helps to create more engaging and interesting presentations that accomplish the ultimate goal of informing and inspiring our viewers to make a change.

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization.

Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential.

8 Tips for Managing Your Fear of Public Speaking

Imagine just as you’re about to begin your daily tasks, you hear the footsteps of your supervisor approaching you. They ask you to give an engaging presentation about a project you’ve been working on. Your face flushes and your heart begins to race as you picture yourself on a massive stage looking out into a sea of blank faces. But, what if you didn’t have to feel like this? What if you could meet the challenge of public speaking with excitement and confidence? Here are eight tips for understanding and overcoming your fear of public speaking.

1. It's all normal

The fear of public speaking affects nearly 75% of the world’s population, so it’s important to remember that this anxiety is completely normal (PSYCOM). It can be difficult to picture yourself in the same position as Barack Obama, Simon Sinek, or colleagues who seem like naturally gifted speakers; however, nearly everyone gets the jitters before delivering an important address. The first step to overcome this fear is acknowledging that our feelings are completely normal. After that, we can begin to overcome our anxieties with courageous action! In this case, practice is the key. Practice, practice, practice! Feel the fear and speak anyway. 

2. Prepare a question

If I feel particularly anxious about a presentation, I have learned to ask the audience an open-ended question at the beginning of my talk. This first step allows the audience to connect with me and activate their brains for my upcoming talking points. As they answer my question, I can take a moment to catch my breath before starting my talk. Through this method, we can overcome that initial surge of stage fright and begin to form an engaging interaction with our audience. 

3. Focus on the value

My first speaking coach shared a powerful statement with me: Your talk is not about you; it’s about the value you have to offer to your audience. This message is a constant reminder that that the purpose of a talk is the value we share with our audience. Reframing the presentation in terms of the audience’s benefit emphasizes that the presentation is not about our fears and the audience judging us. Instead, we remember that our mission is to use our voices to share impactful information and educate, inspire, or incite change in our audience. 

4. Create your own ritual

Having a routine does wonders for managing anxiety before a presentation. This may be going to bed early the night before, avoiding salty foods, or doing yoga the morning of your talk! Our ritual could be anything that makes us feel calm and confident. By focusing on these activities, we can trick our brains into thinking we are in control of the day! Implementing and following through with an uplifting ritual helps our bodies feel at ease and gives our minds the space to prosper.

5. Arrive early

The smallest changes can truly increase our comfort level at stressful events. One of my biggest tips is to arrive even earlier than you usually would! This allows ample time to explore the space, test out equipment, and begin to feel at ease. Showing up early illustrates our preparedness and also provides us with time to evaluate our space and even relax. 

6. Visualize yourself

Throughout the hours, days, or weeks before my events, I like to actively visualize myself giving my talk. To do this, I close my eyes, relax my body, and imagine the sound of my name being introduced. In the mental image, I see myself walking confidently on stage, sharing my knowledge with the audience, engaging with viewers, ending my talk, and walking back to my seat. Through this process, we ease the anxiety of the unknown! By the time we actually give the talk, it will feel like we’ve had ample preparation, calming our nerves. Each time we visualize our speech, we grow more and more comfortable with this scary process and eventually overcome our fears!

7. Do a POWER pose

It may seem silly, but I personally have found doing POWER poses being very helpful. Standing straight and tall with arms akimbo, similar to Wonder Woman, may actually increase our levels of success! The TED talk by Amy Cuddy shares the power of body positioning and how being in an open body position can boost self-confidence. Instead of closing in, we need to expand outwards! By taking up more space we can subconsciously change our inner emotions for the better!  Before giving a talk, trying out some POWER poses my give us that extra edge to overcome our fears. 

8. Square Breathing

Simple breathing techniques can help decrease anxiety and depression and even boost our immune system (Harvard).  My favorite exercise is square breathing. This technique encourages level and controlled breathing sure decrease your stress levels. To start, breath in deeply for four seconds. Hold your breath for four seconds, and then breath out slowly for another four seconds. Hold your breath for another four seconds, and then repeat the process. By engaging in deep breathing, we take control of the anxiety levels in our body and almost force ourselves to calm down! This tip is the best way to calm the butterflies in your stomach before going on stage. 

With these eight tips, we can begin to gain control of our fear of public speaking. Sharing our ideas doesn’t have do be nerve-wracking, and I hope these techniques help increase your comfort levels and self-confidence. 

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization.

Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential.

Terrified of Public Speaking? Here is What You can do about it

Many years ago, when I first started giving speeches, I was in my hotel room in Dubai on the morning of my first keynote address at a leadership conference. My eyes opened wide before my alarm clock sounded, my body was tense with anxiety and overcome with total terror.

I got out of bed in a panic and paced the room repeating, “I cannot give this presentation, I cannot give this presentation, …”

The thought of myself standing on stage in front of 200 people with blank stares quickly escalated my anxiety. So many “what ifs” swarmed my mind: “What if I lose my breath in front of everyone? What if I forget my points? What if the audience does not like it?”

I had traveled across the world from North Carolina to Dubai just for this conference. Changing my mind at the last minute was not an option. In the taxi on the way to the conference, I closed my eyes and prayed that the taxi would get in an accident so I had an excuse not to speak. Yes, I was that terrified and was desperate for any legitimate excuse to get me out of this speech.

The good news — my prayers were not answered and the taxi made it safely to the conference. However, I was visibly trembling in fear as I heard my name announced.

I took a deep breath and said to myself, “feel the fear and give the presentation anyway.” I walked on the stage still shaking, looked at the audience and trusted my mouth would say the words that I had prepared. After few minutes, I realized that even though it was still tough, the fear somehow started to fade once I connected with the audience. I started to feel a sense of joy-filled adrenaline.

Many years have passed since that terrifying morning, and I am now regularly speaking in front of new audiences all the time — even to audiences of thousands. The fear is still present, but over the years, I learned to transform that fear into power that motivates me.

I constantly meet people who avoid public speaking due to the same fear. Many of them do not realize that they are not alone and that this stage fright and fear of judgement is common. Many end up avoiding presenting at all, which yields horrible consequences for their career advancement.

If you are one of these people, here are some tips I learned over the years to help conquer stage fright:

1. Practice, practice, practice. Trust me, you will not be able to conquer the stage fright without actually speaking in public. Volunteer every time there is an opportunity for you to give a presentation. After you volunteer, make sure to practice in front of friends or co-workers. Practicing in a safe, judgement-free environment will help you prepare your body movements, eye contact, and using your visual presentation.

2. Don’t memorize your presentation. Memorization makes you more nervous and reciting by memory is boring for the audience. When you memorize a speech word-for-word the fear of forgetting becomes more overwhelming and makes you less comfortable giving your presentation. Instead, create an outline with one word for each main point that you want to cover, and get comfortable with the flow.

3. Focus on the value that you are delivering. Your presentation is not about what people think about you. Instead, it is about the positive value that you are bringing: new ideas, innovations, and products. Once the audience senses that you have value to offer, they will connect with you. This feeling of connection will put you at ease.

4. Create a ritual to do before each presentation. Some people need to calm down, sit in a quiet place, or do breathing exercises, while others need to feel energized and do physical activities that increase their energy. Find what works for you and create your own ritual.

5. Prepare a question. The best advice I ever received was to prepare a question ahead of time to ask the audience in case you lose your breath at the beginning of the presentation. While the audience is thinking about the question and answering it, that gives you few moments to catch your breath.

6. Go to the conference room early. Before anyone arrives, stand there, feel the environment, and practice your presentation. This will allow you to feel more comfortable with your surroundings.

7. Engage the audience. Initiate a discussion, make them laugh, and encourage them to share their experiences. The more you engage the audience, the less fearful you will be since you can now gauge how they are responding to your presentation.

8. Be open to feedback. It is okay for your presentation or speaking skills to not be perfect as long as you learn from the experience and are open to input so you can continue to improve. A great way to get feedback is to join a local Toastmasters chapter. It is the best environment to practice and receive constructive feedback from individuals who practice weekly.

So, next time you get the chance, say yes to public speaking and prepare with these eight tips. Remember, you can feel the fear and give the presentation anyway! You can do this!

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.

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5 Questions for Entrepreneurs in 2021

As leaders, business professionals, and entrepreneurs, we must continuously evolve and improve our strategies, skills, and organizations. As the new year dawns, this is the perfect time for us to evaluate our businesses and make impactful changes for 2021. This reflective process allows us to gain a different perspective on our professional goals, and we may already have the answers within ourselves! However, to dig up these nuggets of knowledge, we must start asking questions, researching, and delving deeper into our organizations. This blog holds five questions that will help give our businesses an edge as we transition into the new year. 

1. How are we differentiating our businesses? 

This question enables us to look externally at competitors but also internally at our business offerings. Do we create something unique for our market? W. Chan Kim and Renee Mauborgne’s book Blue Ocean Strategy describes this problem in a powerful metaphor. Think about the clients like fish in the ocean, while the competitors are like sharks. Where there are many sharks the water will turn red with blood as the they compete and chow down on their chosen meals. However, if we can swim out to areas with less or no sharks, we have a better chance of being seen and thriving in the clear waters. This translates to business by emphasizing how important it is to be unique. If thousands of organizations are fulfilling the same market place, it is time to differentiate our business! By being creative and come up with new offerings, we can separate ourselves from the crowd and truly shine for our potential customers. 

2. How are we diversifying our revenue?

As the pandemic hit, we were all faced with new and overwhelming challenges. Government-mandated closures and quarantine impacted many businesses like restaurants, event hosting, and retail. As a keynote speaker, I saw so many of my speaking engagement put on hold. If my business only depended on this aspect, I would have been devastated. However, by diversifying my business to include multiple services, I was able to stay afloat amid uncertainty. To branch out, we must first think about our skillset and knowledge areas. How can we incorporate this information into different products or services? Don’t be afraid to venture into new areas to expand the organization’s area of influence. This is a great chance to invest our time in creating unique offshoots of our current companies. 

3. What are we doing to position ourselves as thought leaders? 

As a leader or entrepreneur, it may be tempting to hide behind our brand and let our business take the front seat. However, if we have the confidence to become our brand, clients will flock to our business because of our personal qualities and values. Being a thought leader means being present in your community, supporting local organizations, and engaging in public events. Clients see us giving speeches at business conferences, posting informational videos, and participating in panels! We can use this visibility to boost our sales and services. I realize this is not always easy for some. If you are afraid of public speaking, you are not alone. There are so many resources that help us find our voice, including some of my blogs and my new Professional Speaking Program. By becoming a thought leader, our clients will begin to seek us out as well as the products we are offering. They will be more willing to try new services and remain loyal to our brands because of their personal connection. Our position as thought leaders allows us to expand our influence, inspire our community, and maintain our customer base. 

4. What are we doing to understand our clients better? 

While we all have a general understanding of our central market, new research is published each and every day about different demographics and their wants and needs. We must figure out the central issue our clients face and how we can be the best solution for their problems. For example, a large part of the consumers are Millennials and Gen Z. These generations make up 51% of the world population! If we do not have a strategy to reach these clients, we miss out on a large portion of our potential customers. One way to relate to these age groups is to incorporate a central meaning or purpose to our brands. These younger generations want to see how we are making a difference in the world. We can achieve this by highlighting our positive actions in our community, donating proceeds to a cause, and focusing on Diversity & Inclusion.

5. What are we doing to motivate our employees? 

In today’s socially distanced world, we must work harder to keep our team connected. With a lack of face-to-face communication, employees may feel disconnected from their supervisors, worrying about the state of the company and recent economic instability. We must make an intentional effort to value and support our team and initiate conversation with them. Communication and connection are essential to establish an open, inclusive, and productive workplace culture. In the coming year, we need to continue to embrace our team members and celebrate their achievements whenever possible. The stresses of the pandemic are as prevalent as ever, so remaining supportive and understanding is a necessity in 2021.

Give these five questions some thought. Maybe talk about them with your coworkers or write through your answers in a personal journal. Through these moments of introspection, we can come to a greater understanding of ourselves, our businesses, and our central mission for 2021.

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization.

Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential.