Jennifer Brown - How to be an Inclusive Leader: Your Role in Creating a Culture of Belonging ...

Jennifer Brown (she/her) is a globally recognized DEI thought leader, highly sought after speaker, award-winning entrepreneur, and best-selling author.
Jennifer envisions inclusive organizations where all of us can thrive. As someone who has experienced both the advantages of privilege and the sting of stigma, Jennifer is boldly redefining what it means to truly belong-in the workplace, in our families, and in our communities. She openly shares her powerful and unforgettable true story with audiences to help us challenge our assumptions-about ourselves, about leaders, and others-and take meaningful action today for a more inclusive tomorrow.
Jennifer has shared her thought leadership at corporations including Google, The Hartford, Hearst, IBM, Indeed, Intel, KFC Global (Yum! Brands), Liberty Mutual, LinkedIn, McDermott Will & Emery LLP, Medtronic, NASA Marshall Space Flight Center, Prudential, PSEG, Sony, Toyota, and more! She has also spoken at leading research institutions such as the Mayo Clinic, as well as multiple business schools, including William and Mary, Kellogg, Columbia Business School, the Owen GSB at Vanderbilt, and University of Wisconsin. She currently sits on the Influencer Advisory Board for cultural intelligence consultancy Sparks & Honey, as well as L’Oreal’s Global Diversity and Inclusion Advisory Board.

[@Chardonbois]

Great overview on your model Jennifer! I can see Confidence increasing too along the continuum as well as Risk.

[@runner1984]

This is a terrible excuse for a job.

[@HICKSKE]

Jennifer Brown, and other grifters like herself write nothing but books that are self-serving. Of course, she believes all the rhetoric she writes- It directly serves her interests and her ability to call herself a CEO of her one woman show. She is able to quote herself and cherry picked statistics without the burden of proof just because she says “I am a lesbian, and I think I am important. Therefore, you should hire nothing but non-contributing nonperforming people in the periphery, because even though they do not add to the gross output of your organization.” They presuppose importance simply because of what makes them different. Such logic has been debunked time and time again, but as Jennifer loves to echo: diversity is strength even if it never makes a contribution to any companies bottom line. Snake oil in a pink bottle is just as useless as any other container, and Jennifer struggles to argue that there is something of value in it when there simply is not.