Travels from New York, New York, USA
Jennifer Brown's speaking fee falls within range: $30,000 to $50,000
JENNIFER BROWN is an award-winning entrepreneur, dynamic speaker and diversity and inclusion expert. She is the founder, president and CEO of Jennifer Brown Consulting (JBC), a strategic leadership and diversity consulting firm that coaches business leaders worldwide on critical issues of talent and workplace strategy. Brown is a passionate advocate for social equality who delves into the “business case for diversity” as she helps businesses foster healthier, more productive workplace cultures.
With over a decade of experience consulting with Fortune 500 companies including Toyota, Starbucks, and Capital One, Brown is a highly sought-after expert source on changing demographics, specific communities of identity including women, people of color, LGBT individuals, generations like Millennials, and the role of male leaders in change efforts.
Brown has appeared in leading media outlets such as The New York Times, Forbes, and The Wall Street Journal, and Fox News. In the past several years, she has been named Social Entrepreneur of the year by the NYC National Association of Women Business Owners (NAWBO), a finalist for the Wells Fargo Business Owner of the Year Award, a finalist for Ernst & Young’s Winning Women Program, one of the Top 40 Outstanding Women by Stonewall Community Foundation, and NYC Controller Bill Thompson’s LGBT Business Owner of the Year.
Brown’s new book Inclusion: Diversity, the New Workplace & the Will to Change inspires leadership to embrace the opportunity that diversity represents and empower advocates at all levels to find their voice and be a driving force in creating more enlightened organizations that resonate in a fast-changing world.
Gender-Inclusive Organizations: The Role of Advocacy for Women and Male Leaders in Creating Real Change
The conversation about the representation and advancement of women into more senior roles has grown particularly intense, as the gender make-up of the senior suite has proved difficult to change. Today’s companies cannot afford to wait in finding solutions. In January 2015, McKinsey released Diversity Matters, a report that showed data proving “Companies in the top quartile for gender diversity are 15 percent more likely to have financial returns above their respective national industry medians.”
Valuing women of course means more than just a dollar sign—but focusing on financial statistics for equal pay is sobering:
● Women are still being paid 77 cents for every dollar a man is paid.
● Women make up only 19% of the C-suite in corporate America, but 53% of entry-level jobs.
● Women who are childless are offered an average of $11,000 more in salary than working mothers.
● Acquiring female talent is one solution however the challenge is more systemic: what is it about many workplace cultures that slows women’s progress towards the leadership ranks? And where can we begin to address it?
Utilizing her ten years of consulting to Fortune 500 companies on diversity and inclusion, as well as the latest research and corporate best practices, Jennifer shares a core message about the power of advocacy and the role each of us needs to play in creating real organizational change. For women, this means understanding and successfully navigating workplace realities such as unconscious bias, and learning creative ways to advocate for an environment that better enables all women to be welcomed, valued, respected, and heard℠ so they can do their best work.
Even more critical, however, is the role of male allies in this change. The myriad of issues that hold women back from bringing their full selves to work—from bringing their best contributions to growing their careers—simply remain a lesser priority for the majority of decision-makers who have not walked in their shoes. Given the lack of representation of senior women decision-makers, we will be waiting a long time to see executive leadership reflecting the diversity of today’s society. As male leaders make up the majority of senior leadership, they have a critical opportunity to leverage their platform and position to educate their peers in leadership about the opportunities and benefits of a more inclusive workplace for women, and all kinds of diverse talent. They have a unique opportunity to utilize their voice and their social capital to drive inclusive behaviors, and to address institutional barriers that may be blocking progress.
For women, seeing and believing in this support from male leaders and from the institution as a whole inspires them to advocate more successfully on their behalf, and be confident that they will be supported as they ascend up the organizational chart. According to another McKinsey study, Unlocking the Full Potential of Women at Work, researchers found that companies who made gender diversity a transparent company priority saw greater gains—and female employees not only stayed at the company, they moved up the ladder.
The Next Frontier: Allies, Acceleration and Impact
The ally concept has taken hold firmly in recent years, far beyond its original LGBTQ birthplace into programs that encourage allies for inclusion more broadly. We are now witnessing the amazing involvement of male allies, white allies, allies for people with disabilities, and the list goes on. Many companies today have LGBTQ employee resource groups that are made up of a majority of allies – 80-90 percent in some cases, and this trend stands to continue and growing – especially with eager millennials hopping into the mix. Companies and individuals are discussing how wider, deeper and faster cultural change might occur if they’re all in.
Jennifer focuses on defining ally behaviors, and mapping out opportunities for proactive and strategic support that will make a tangible difference to shifting opportunities for women and other diverse talent. Her presentations ask provocative questions and encourage participants to interact in a discussion of the following concepts:
● What does being an ally mean to you?
● What difference has having allies made for you in your professional journey?
● How can executives model inclusive and/or ally behaviors?
● What more can allies do to support under-represented or lesser-understood communities in the workplace?
Finding Your Voice in the Workplace
To give their fullest contribution, employees must feel they can bring their full selves to work; however research shows many do not feel comfortable doing so. They are spending valuable energy every day minimizing or managing aspects of their own diversity – of identity, background, experience – in order to succeed. This takes a particular toll on diverse talent – women, people of color, LGBT individuals, people with disabilities – at a time when organizations are struggling to recruit, retain, and develop those same individuals. But all of us, and the business, pay the price.
How can we build more inclusive workplace environments where all kinds of talent feel welcome?
In this lively and informative session you’ll discover:
● The shifting definitions of diversity and inclusion in the workplace today
● The Iceberg Model: where we set our own waterline, and why
● The role and pervasiveness of “covering” in today’s workplace
● The business case for Diversity and Inclusion
● Welcomed, Valued, Respected, and Heard℠: A new model for Inclusion
● What leading companies are doing to build more inclusive workplace cultures for the future
Strengthening LGBTQ Leaders, Strengthening the Organization
Individuals who identify as gay, lesbian, transgendered, or bisexual continue to face multiple challenges in today’s society. Although some companies have made proactive efforts to embrace the LGBTQ community, many organizations still overlook the importance of LGBTQ initiatives and thereby fail to cater to these employees’ and clients’ needs.
In this session, targeted to developing leadership skills in high-potential leaders, with a specific lens on the experience and gifts of the LGBT community, Jennifer – a member of the LGBTQ community herself – will deliver insight and impact that enables audiences to more clearly understand how organizations can continue to strengthen culture through true inclusion of LGBT talent.
In this interactive session, audiences will build knowledge through exploration of the following:
● Understanding key career success factors and developing strategies for building leadership presence, influence and effectiveness
● Understanding the specific challenges faced by LGBT leaders and developing strategies for overcoming these challenges
● Applying insights from individual assessments to enhance and maximize career and leadership development
● Developing and honing leadership presence with emphasis on communicating vision, leadership brand, and influencing and motivating others
● Creating individual vision and strategy plans that will be actionable, measurable and socialized with leadership, teams and peers
● Understanding how to create an effective networking and relationship building map in order to influence and gain visibility throughout the organization
Generations in the Workplace: The Next Wave of Diversity
Generational strategies are a business imperative today, have evolved from a fun training topic to a powerful tool for workforce engagement and innovation. Smart brands filter their biggest opportunities and challenges in customer relationships and work/life strategies through generational dynamics; they create initiatives using a social media-fueled, sophisticated understanding and respect the needs and wants of a generationally-diverse employee and customer base. This best practice discussion will highlight key generational insights and practices at corporations and in the field.
Harnessing the Power of ERGs and Executive Sponsors
Smart teams fuel company growth, and these days, ERGs are driving the front lines of business like never before. At the same time, the role of the Executive Sponsor has never been more critical in supporting this value creation, and harnessing the potential of these tremendous leadership pipelines. In this interactive session, noted ERG expert Jennifer Brown will provide an overview of the company’s trademark ERG Progression Model, and will share insights and research from the pages of JBC’s white paper – Executive Sponsors Fuel High Performance ERGs about how leadership can help to leverage the role of executive sponsors as powerful catalysts to accelerate ERG maturation and business alignment. Executive Sponsors have played an important role so far in helping ERGs create a compelling value proposition for the organizations that support them and for prospective members. Going forward, the role of executives will only increase. Learn rationales and methods for deploying Executive Sponsors who help company ERGs produce beneficial business results.
“Your talk today resonated with me so deeply that I had to reach out. I have been struggling to find where I fit in at work and, more importantly, how. You reminded me that choosing to be authentic is empowering and freeing and that the power of sharing our stories brings greater opportunity for acceptance and understanding by others. Thank you for living your truth, for being transparent and vulnerable, and for your passion in all that you do.”
– Financial Services Manager
“Jennifer Brown is incredibly thought-provoking, especially around the concepts of fairness, equity, privilege, and what it means to be on the right side of social change.”
– Erin Uritus, CEO Out & Equal Workplace Advocates
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How to Be an Inclusive Leader: Your Role in Creating Cultures of Belonging Where Everyone Can Thrive
We know why diversity is important, but how do we drive real change at work? Diversity and inclusion expert Jennifer Brown provides a step-by-step guide for the personal and emotional journey we must undertake to create an inclusive workplace where everyone can thrive.
Human potential is unleashed when we feel like we belong. That’s why inclusive workplaces experience higher engagement, performance, and profits. But the reality is that many people still feel unable to bring their true selves to work. In a world where the talent pool is becoming increasingly diverse, it’s more important than ever for leaders to truly understand how to support inclusion.
Drawing on years of work with many leading organizations, Jennifer Brown shows what leaders at any level can do to spark real change. She guides readers through the Inclusive Leader Continuum, a set of four developmental stages: unaware, aware, active, and advocate. Brown describes the hallmarks of each stage, the behaviors and mind-sets that inform it, and what readers can do to keep progressing. Whether you’re a powerful CEO or a new employee without direct reports, there are actions you can take that can drastically change the day-to-day reality for your colleagues and the trajectory of your organization.
Anyone can—and should—be an inclusive leader. Brown lays out simple steps to help you understand your role, boost your self-awareness, take action, and become a better version of yourself in the process. This book will meet you where you are and provide a road map to create a workplace of greater mutual understanding where everyone’s talents can shine.
Beyond Diversity: 12 Non-Obvious Ways To Build A More Inclusive World
In early 2021, more than two hundred widely respected experts gathered virtually for the world’s most ambitious conversation about diversity. Our aim was to do more than spotlight injustice. We challenged ourselves to imagine how to fix it. The dialogue brought together casting directors, bookstore owners, disabled leaders, healthcare professionals, students, VCs, standup comedians, chief diversity officers, pro gamers, archaeologists, government insiders, startup founders, and even a master puppeteer.
Now for the first time, these solutions are compiled into one groundbreaking volume organized into twelve powerful themes including: storytelling, technology, identity, retail, education and more. Each chapter paints a revealing picture of the world, how it is, how it could be and what needs to happen for us to get there. For newcomers to the topic of diversity, and DEI experts alike, this book offers a much-needed actionable blueprint for creating a more inclusive world for us all.
Inclusion: Diversity, The New Workplace & The Will To Change
Embrace Diversity and Thrive As An Organization
In the rapidly changing business landscape, harnessing the power of diversity and inclusion is essential for the very viability and sustainability of every organization. Talent who feel fully welcomed, valued, respected, and heard by their colleagues and their organizations will fuel this growth. We will only succeed in this transformation if those in leadership pivot from command and control management styles to reinvent how we look at people, every organization’s greatest asset. It’s also critical that we build systems that embrace diversity in all its forms, from identity and background to diversity of thought, style, approach, and experience, tying it directly to the bottom line.
Inclusion: Diversity, the New Workplace & the Will to Change stands up and embraces what true diversity and inclusion represent to any organization in any industry-an opportunity.
Open your heart and prepare to be inspired as award-winning entrepreneur, dynamic speaker, and respected diversity and inclusion expert Jennifer Brown shares proven strategies to empower members of your entire organization to utilize all of their talents and potential to drive positive organizational change and the future of work.
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