A single year is a short and long period of time. In the grand scheme of things, it’s “just” one year. On the other hand, it’s 365 days full of joys, frustrations, decisions and competing demands. Especially as it was the first year for me since 2020 that felt a little more recognizable. I've been reflecting on “everything” that happened this year — and it’s a lot! The sheer quantity of events and achievements of 2022 boggles my mind when I tally them up. A few stand out quite clearly: My book Inclusion On Purpose released on March 1, 2022. It became a #1 Amazon bestseller and was backordered within a few months after it debuted (the demand for my book exceeded expectations — proving that there is a market for books on DEI written by women of color!) I joined Brené Brown’s podcast Dare to Lead for three episodes: once in April to talk about my book, and twice in October to reflect on inclusion and belonging with my dear friend, Aiko Bethea. Moving DEI from Intention to Impact, my first LinkedIn Learning course, came out in September. Less than three months later and it’s reached 100K learners! The countless heartfelt feedback from people all over the world, particularly women of color, who went out of their way to email, message and comment to me that my work has made them feel seen, understood, and valued. From the bottom of my heart, thank you. Your messages mean the world to me, and are the fuel that keeps me going when times are hard. The truth is that while the events of this year have exceeded my wildest dreams, there have been many bittersweet and even flat-out heartbreaking moments. This year felt like an endless run where I often couldn’t see a finish line, and it was exhausting! Sometimes I honestly wonder: does the positive impact I’m able to make — which I feel honored and grateful to do — justify the ways I haven’t always been able to show up for myself, my family, and my community? Here’s a case in point: right when my book launched, I got quite sick. The only remedy to this non-contagious illness was rest and being prescribed medication at a doctor’s clinic. But I did not rest and I delayed a doctor’s visit until I was dealing with a much more advanced version of a usually-easily-treated condition when caught early. As I hope you know from reading my work and being in my community, I never advocate that you work or “power through” a challenging time, mentally, physically or emotionally. And yet… that’s exactly what I did. I chose to “power through” my illness because I thought “that’s what authors do.” When Boundaries Feel Like Letting Down Your Community I believe that some (if not most) of my “power through” urge comes from being a woman of color. When your identities are underestimated and you have the opportunity to make an impact for your community on big stages, there’s an enormous sense of responsibility not to let your community down or to “waste” your chance. You have to work so hard to get those opportunities in the first place. And when you do, it’s exciting and you’re grateful and humbled, and… you’re likely to be worn out and burned out, too. In fact, one of the toughest parts of this year has been saying no to women of color. I always want to live and lead by offering mentorship and advice to women of color, but this year I had to say no to many requests for support. That was hard for me — and it speaks to the lack of support structures for women of color, which I hope my work can help to change in the coming years. With that in mind, I’m so grateful for everyone who showed up for me this year — it is no small thing to give support! My Hope for 2023: Radical Rest As I consider the lessons from this year that I want to take into 2023: I’m committing to doing less. I’m committed to spending more time with my family, particularly my family in Singapore. And I’m committing to making rest a priority. (My inspiration is Rest is Resistance by Tricia Hersey, which I highly recommend.) To answer the question I posed earlier — is the positive impact I’m able to make “worth it”? — the answer is both/and. I’m both humbled and amazed by the impact I can have, and I believe I can make that impact while doing less and resting more. Now, it’s your turn: what lessons from 2022 are you taking into the New Year? Is less or rest a priority? I wish you and yours a wonderful holiday season and a Happy New Year. Click here to subscribe to the weekly Inclusion is Leadership letter.

I have exciting news to share! LinkedIn has selected yours truly to offer my predictions for their #BigIdeas2023 highlight. Over on LinkedIn, I and my colleagues share how we predict the professional landscape will evolve within our industry next year. Curating these predictions will help leaders make strategic plans on what to focus on in the coming year. It’s an honor to be selected to share my predictions on diversity, equity and inclusion in the workplace! Below are the Big Ideas I believe will shape 2023 in the DEI space. I encourage you to check out LinkedIn’s full list to learn from my colleagues too. Diversity, Equity and Inclusion Predictions for 2023: 1. The rise of female entrepreneurship and entrepreneurs of color will continue as the Great Resignation/Reimagination continues. Corporations will struggle to retain employees from underestimated backgrounds as more leave to set up work norms outside of corporate structures. More women of color and other people who have felt left out or undervalued in the corporate workplace are leaving to become entrepreneurs, where they get to set their own culture and norms and find respite from microaggressions (or what I call, exclusionary behaviors.) These small enterprises will set the tone for new cultures of belonging and I can imagine that many larger companies will want to learn from them! 2. More investments in technology and especially the metaverse to create diversity and inclusion (like hiring inclusively in the metaverse) will be made. I'm hearing of companies investing in technology (like augmented and virtual reality) to drive greater DEI outcomes, particularly in the metaverse. We'll see "big problems" around DEI — such as inclusive hiring and empathy-building — attempt to be solved by using new technologies, including by experimenting with shifting into the metaverse. But we will need to be cautious: without intentionality, these technologies could replicate or even accelerate existing issues, making them more severe. We will need a diverse set of creators and leaders to ensure progress and success! 3. DEI will move out of the “DEI silo” and into core leadership skills for all (finally!). I continue to see innovative leaders shifting out of the "DEI is an HR issue" mindset to "it's a core leadership skill that I need to cultivate." I predict we'll see more leaders be held accountable to DEI outcomes, through bonuses and advancement opportunities. And new hires will continue to discern work opportunities based on whether a company culture is inclusive or not. 4. The will be a rise in mental health focus at work. I see more innovative organizations and leaders prioritizing mental health benefits, discussions around mental health *and* offering mental health days that are company-wide and taken by all. With the number of people experiencing burnout, we need to prioritize this without question. Click here to subscribe to the weekly Inclusion is Leadership letter.

The world can feel challenging and painful. There are many worthy causes that those of us with (some) financial privilege can impact by making donations. And. One way we can make a difference and practice inclusion is by ensuring that as we support causes, we look into who is running those organizations. There’s much more on this topic by people more involved and smarter than I am, on how white-led nonprofits can cause more harm than good in trying to solve challenges faced by people of color. So, my humble request is that as we feel moved to support (financially or otherwise) causes that mean a lot to us, let’s also commit to taking a deeper dive into who is running those organizations. Simply put: does their leadership reflect in any way, the communities they’re supposed to be serving? Today is Giving Tuesday in the U.S., a day when many people and organizations are moved to make donations to causes they cherish and support. I want to use my small platform here (thank you, thank you for being a reader and subscriber!) to raise awareness about some remarkable organizations that have womxn of color in leadership, and that focus on providing access, services, education, and advocacy for reproductive justice in the U.S. Like many, I was shaken and devastated by the June 2022 Dobbs vs. Jackson Supreme Court decision, as I know many were. After it happened, I made a commitment to donate $10,000 in total, by donating $1,000 to ten organizations led by womxn of color providing reproductive health services and access. The organizations I chose center voices at the intersection of those who are most marginalized and most affected by the Dobbs decision (it’s not surprising, given how intersectionality works that abortion bans are far more dangerous for womxn of color). Photo by Gayatri Malhotra These contributions are my way of making sure that rather than turning away from crisis, I can turn toward it and make an impact as we collectively, in solidarity, work towards creating health care rights for everyone. I realize that it’s a privilege for me to be able to make ten $1000 donations. But truly, I think the amount is besides the point. This is about ensuring that we intentionally and thoughtfully support organizations run by underestimated people, *especially* womxn of color. We can do this through donating time, donating money, using our platform to raise awareness, or a combination of all three. So, I’m focusing this #GivingTuesday on people who benefit the most from being centered. For those of you who are looking for abortion access services to donate to, here’s my list of 10: The Yellowhammer Fund Yellowhammer Fund provides practical, financial, and logistical support for those who need to access reproductive healthcare services in Alabama or Alabamians needing care in other states. They also have women of color in leadership. Indigenous Women Rising Indigenous Women Rising is committed to honoring Native & Indigenous People’s inherent right to equitable and culturally safe health options through accessible health education, resources, and advocacy. This abortion fund is open to all Indigenous and undocumented people in the U.S. and Canada who have the capacity to become pregnant and are seeking an abortion in the United States. National Network of Abortion Funds The National Network of Abortion Funds builds power with members to remove financial and logistical barriers to abortion access by centering people who have abortions and organizing at the intersections of racial, economic, and reproductive justice. SisterSong SisterSong is the largest national multi-ethnic Reproductive Justice collective. Their membership includes and represents Indigenous, African American, Arab and Middle Eastern, Asian and Pacific Islander, Latina women, and LGBTQ people. Membership also includes allies who support women’s human right to lead fully self-determined lives. The Afiya Center The Afiya Center is transforming the lives, health, and overall well-being of Black womxn and girls by providing refuge, education, and resources; they act to ignite the communal voices of Black womxn resulting in their full achievement of reproductive freedom. TAC is unique in that it is the only Reproductive Justice (RJ) organization in North Texas founded and directed by Black womxn. New Voices for Reproductive Justice New Voices for Reproductive Justice is dedicated to transforming society for the holistic health and well-being of Black women, girls, and gender-expansive people, nationally and in Pennsylvania and Ohio. They help dismantle patriarchal anti-Blackness using the tools community organizing, leadership development, and voter engagement. Surge Reproductive Justice Surge Reproductive Justice mobilizes communities to build a world where all people can make powerful, self-determined choices for their bodies and the future of their families and communities. Their work centers Black women, women of color, and queer and trans people of color for a movement that rises from the bottom up. The Brigid Alliance The Brigid Alliance gets people to abortion care, whatever it takes. For many Americans, the costs and logistical challenges of getting to an abortion provider are primary barriers to access, and it’s only getting harder. Wherever someone needs to get to abortion care in the U.S., they find a way to get them there – through direct support and in collaboration with their network of partners. Holler Health Justice Organizing at the intersections of racial, economic, and reproductive justice, Holler Health Justice builds power with Appalachian communities and individuals most disproportionately affected by health inequities, including Black, Indigenous, and people of color, those in rural areas, those with low-income, and LGBTQIA+ folk. Chicago Abortion Fund The mission of the Chicago Abortion Fund is to advance reproductive autonomy and justice for everyone by providing financial, logistical, and emotional support to people seeking abortion services and by building collective power and fostering partnerships for political and cultural change. You can view this list, and the dates when I donated to each organization, on my website. I’d love to hear from you, too! What causes or organizations are you supporting today, or otherwise? Have you looked into their leadership? I’d love to connect with more organizations and causes that center underestimated communities, both, in leadership and service. Click here to subscribe to the weekly Inclusion is Leadership letter.

Thursday is Thanksgiving Day here in the United States, which is a complicated holiday. Its origins and mythology are deeply problematic in their treatment of Indigenous and Native communities. And, the sentiment to feel grateful for all we have and count our blessings is a beautiful one––so, please know I’m grateful for you! If you’re celebrating, I hope you’ll consider decolonizing the holiday and honoring Native people every day, but especially this week. When I read that Oprah wrote a daily gratitude journal for decades and saw an immense change for the better in her life, I told myself I would start too. But it’s ironic––despite being a writer––I really can’t seem to build a journaling practice. I bought all the daily gratitude journals and they kept piling up on my nightstand, taunting me, unwritten. I know gratitude is SO important. The research on its positive impact itself is undeniable, but even more, how I FEEL when I’m in a state of gratitude is something special. So..I guess writing (in a journal) isn’t my thing. Instead, every morning after I wake up, I look at the sun rising over the Olympic mountains in the distance from my window (or, on many days, just grey because…Seattle), warm lemon water in hand and reflect on three things that feel worthy of gratitude in that moment. As a working caregiver, that’s all I can manage and that’s ok. (Side note: if you’re seeking unused gratitude journals, holler at me.) I’ve been thinking a lot about how to cultivate gratitude in my six-year-old kid. It’s a practice, not an inborn trait. Like inclusion, but that’s a story for another day. During the pandemic, I lost a lot of perspective on what to be grateful for, and how. We were in collective, worldwide grief. Even so, our family has a lot. But the world is a scary place. It feels much more so thinking about what things will look like in 20 years from now, when my child is an adult. We have a lot, but there’s a lot of uncertainty and unknown. How can we find gratitude for the haves while working towards the have nots (equity, safety, a world without hunger, especially as we pass a food bank near our house every day, where the lines seem to be getting longer while the temperatures drop?) One morning, we grabbed coffee and hot chocolate from a neighborhood café and walked outside my favorite Buddhist temple. I told my son to stop and think about what he was thankful for. We then said thanks out loud to Buddhaji for blessing us with abundance, kindness, love and warmth on these freezing days (I'm glad my son doesn't mind he has to convert the Fahrenheit to Celsius for mama). I also said thanks for the fortitude so many of us have had to develop to keep on in inclusion, equity and belonging work. We now each say out loud, three things we’re thankful for at the dinner table, every evening. There’s good research around the importance of teaching kids how to practice gratitude. I’ve recently learned about a research project called Raising Grateful Children at the University of North Carolina, Chapel Hill. They think of gratitude as having four parts: What we NOTICE in our lives for which we can be grateful, How we THINK about why we have been given those things, How we FEEL about the things we have been given, What we DO to express appreciation in turn. With my son, I’m hoping the weekend walks to the temple and daily dinner gratitude conversation fulfills the “NOTICE, THINK and FEEL,” while talking about how important it is to express it (DO) when we notice, think and feel gratitude. This absolutely applies to adults too. In trying to “teach” my son about gratitude, I realize that the person who benefits most from our gratitude conversations is me. It puts my life in perspective when his responses range from sweet (my friend sat next to me at lunch) to small (I got my favorite snack) to profound (you and daddy love me so much and not all kids I know get so much love.) Whew! Ok! Off to gear up for some family time this week, which I’m also excited about. With gratitude for you, today and always, Click here to subscribe to the weekly Inclusion is Leadership letter.

I recently opened up about a time in my career when I was the only woman of color at a previous job. The endless racial gaslighting and exclusionary behaviors that I endured took a serious toll on my mental health, which ultimately led to me to quit that job (and I’m grateful I had the privilege to do so). I go into detail in my last issue of Inclusion is Leadership, Recovering From Being the Only Woman of Color at Work. So many of you responded to it on LinkedIn, and it’s been encouraging and heartbreaking to read your stories. What’s hardest about my experience was that at first, I actually blamed myself for what was happening. I found out later that this is all-too-common. In fact, let me put it plainly: women of color blaming ourselves for systemic bias is a workplace crisis. Photo by Keagan Henman Danielle Jenkins Henry, a licensed marriage family therapist associate (LMFTA), relates to my experience. The mental health challenges she faced after dealing with discrimination and bullying at a toxic workplace led to her become a licensed therapist and set up her own psychotherapy practice. She wanted to ensure that Black women could get the mental health support they need. She quit a lucrative tech job and set up her practice so other Black women would not have to go through the same isolation and lack of support that she did. Jenkins Henry also shared four strategies for women of color to preserve their own mental well-being until they can safely remove themselves from toxic situations rife with systemic bias: Know you can leave. Some women of color feel they need to stay and fight for their “place at the table,” but it’s simply not worth sacrificing your mental health. “There are parts of our spirits that are being damaged, and that is what needs protecting when we experience discrimination in the workplace,” says Jenkins Henry. Even if leaving isn’t a practical option for you or your family right now, you don’t owe a toxic job your loyalty. Find adaptive coping strategies. There are many reasons that can make it difficult to leave a toxic work environment. In those cases, it's imperative to find adaptive coping strategies. Jenkins Henry suggests meditation, exercise, healthy eating, and adequate rest as a way of building internal reserves. Find a support network. Reflect on who your support network is. Once you’ve identified who can support you, tell them about what you’re facing at work so you don’t feel so isolated. Examples of potential support groups are religious organizations, a sorority or fraternity, or employee resource groups. I needed this advice so badly; I remember isolating myself when I was facing bias at a previous job, because I was so ashamed for not being “tough enough” to cope. Plan your exit strategy. Leaving a toxic workplace immediately isn’t always possible, but you can start planning. Looking for job opportunities within and outside the company is great, but if you feel that you can no longer take it, Jenkins Henry advises seeking a clinical diagnosis and filing for medical leave. Even taking a sabbatical can do some good for your well-being. Photo by Jenna Walker Jenkins Henry’s goal with these four strategies is to prevent women from experiencing what she (and I) did: reaching crisis levels of burnout from toxic, biased workplaces. The mental health toll incurred by women of color who deal with constant racist, discriminatory and exclusionary behaviors in the workplace is only starting to be understood. As always, we must look out for ourselves and each other by prioritizing our own mental health. So yes, shore up coping strategies, find support and plan your exit. But most importantly, know that you are never to blame for systemic bias at work. And please share: Have you ever used any of Jenkins Henry’s coping strategies? Have you developed your own that you’re comfortable sharing? Let me know! I love to hear from you. Click here to subscribe to the weekly Inclusion is Leadership letter.

The first time I was bullied at work, I convinced myself it was no big deal. As the first woman in my family to graduate from a four-year college, I thought I could handle anything. Sadly, so many of us do this - force ourselves to carry on, even when we find ourselves at breaking point. Eventually, the bullying and daily exclusionary behaviors from my colleagues began to take their toll. I knew something was wrong when my heart would beat faster when the elevator opened to my office floor. And when I started having trouble getting out of bed in the morning, despite being an early riser my whole life. I even stopped wanting to socialize with friends, despite being an extrovert. Most of the time, I was simply too exhausted to go anywhere. Then the dark thoughts showed up. I would replay scenarios in my head of interactions with coworkers. I felt ashamed for not knowing how to respond to subtle acts of exclusion (also known as microaggressions) like having my name mispronounced and my English complimented. I was the only woman of color in my department, so I had no one to compare notes with. Was I being “too sensitive”? Or would other women of color have had similar experiences? The shame I felt quickly transformed into anxiety and self-loathing when I came close to losing my job after a senior leader complained that I was difficult to work with — without giving any reasons or examples. Thankfully, I didn’t wait to be unjustifiably fired. Instead, I quit (despite the well-meaning advice from family and friends that I shouldn’t leave such a lucrative opportunity). I was broken mentally and spiritually. I had to leave. Today, I know there’s a term for what I experienced: racial gaslighting. And after interviewing hundreds of women of color for my book, Inclusion on Purpose, I found that my story wasn’t unique. And due to a variety of factors, including a lack of mental health providers of color, women of color aren’t getting the mental health help we need to address the trauma of racial gaslighting. I vividly remember the relief I felt when I spoke with Danielle Jenkins Henry, a licensed marriage family therapist associate (LMFTA) and founder of Dream Life Out Loud. She affirmed everything that I was feeling, saying: “It’s common for victims of workplace discrimination to conceptualize how they are the problem. That conceptualization takes the form of guilt and shame, severe anxiety, and panic and worry, such that you can no longer be effective in your role.” One last note: I’m reading a fantastic book “Rest is Resistance” by Tricia Hersey. I’ll share takeaways when I’m done but needless to say, I could have done with this book a long time ago—especially as I was navigating the challenges above—and I’m grateful I’ve found it now. Stay tuned for my next Inclusion Is Leadership, where I’ll share brilliant advice from Jenkins Henry on four ways women of color can support their mental health in racist work environments. Subscribers to the private version of Inclusion is Leadership will get exclusive access, and you can subscribe here. I want to hear your stories and advice, too. Let me know how you preserve your mental health in the face of workplace discrimination. Or conversely: what was a breaking point that made you decide to leave a toxic environment? I’ve shared this resource recently but it’s worth sharing again: I urge you to check out this website created by Meghan Thee Stallion. It lists multiple mental health service providers for people of color. Some of the resources are even free. Click here to subscribe to the weekly Inclusion is Leadership letter.

I shared last week that I was honored to join Brené Brown on her podcast (for the third time!) with my dear friend Aiko Bethea. We discussed the state of DEIB (diversity, equity, inclusion and belonging) today. If you haven’t listened to The Heart of Leadership Part 1, please do! Yesterday, Part 2 released, where Brené, Aiko and I have an open conversation about many things, but most profoundly on my mind right now, how to navigate criticism as women on the internet. Brené speaks candidly about her experience with negative pushback (which she also shared in a past episode of Unlocking Us), and I talked about the uptick in criticism I’ve had to face around my approach to changing the systemic issues women of color face at work and in society. I haven’t spoken publicly about this criticism very much, and I appreciated Brené and Aiko creating the space to have this important, if painful, conversation. Please listen, and do let me know your feedback. Click here to subscribe to the weekly Inclusion is Leadership letter.

My mum says I loved to talk since pretty much the moment I learned to speak. I also loved stories—hearing and telling them. So it’s my absolute joy to have a career now where conversations and stories are central to my life. And I never take for granted that I get to have frequent chats with brilliant thinkers and leaders—some who are household names and others who are not — including the conversations we have here in Inclusion is Leadership in the comments (thank you for your openness and generosity)! Today I’m honored to share an exciting new conversation I’m still feeling in my bones: I joined Brené Brown for the third time on her Dare to Lead podcast, this time with my dear friend Aiko Bethea. Aiko is someone whose heart, soul and DEI leadership have always inspired me. I loved being able to talk with Brené and Aiko about where we are with DEI today: what are we doing well? Where are we falling short? What are the challenges? And why have so many leaders lost steam around creating more inclusive workplaces? I hope you enjoy listening, and please do offer your feedback right here in the comments. As you know, I love having conversations with you! Click here to subscribe to the weekly Inclusion is Leadership letter.

Did you know there are at least twelve holidays between now and Christmas – the most recognized holiday in the West on December 25th? Many people don’t. But it's a non-negotiable for the inclusive leader to dig deeper to expand beyond status quo. That’s why I’m dedicating today’s issue of Inclusion Is Leadership to the holiday I most look forward to, Diwali. It's the Hindu festival of lights. This entire period of time is very special for Hindus. The festivities began for us this year in September with Navratri and culminates on Diwali, which falls on October 24th this year. It’s not a fixed date, so it changes every year. I've always loved the meaning of Diwali; good over evil, the triumph of light over dark. To me, it has meant seeking out justice even when everything around you makes it easiest not to. Kind of like...doing DEIB work effectively. Kind of like being the one voice that stands up to bias and racism when others around you don't. As I look back on the early years of my career (when I felt compelled to work during Diwali) I think of how far a simple acknowledgment would have gone in making me feel seen, valued and respected. No one should have to deny a part of themselves by working on the holidays that are important to them. But people do this all the time, especially folks from communities of color, immigrant communities and religious minorities. That’s because we’ve been conditioned to present ourselves as “assimilated” to the dominant group to obtain and keep employment, and to “fit in.” I know, because that used to be me. Overlooking the religious, spiritual and cultural celebrations of others (and expecting them to only observe the same holidays as those of the dominant culture) is painful and exclusionary. And that’s why leaders must demonstrate their commitment to inclusion by making it safe for their team members to express *all* aspects of their identity that are meaningful to them, including religious and cultural celebrations. Here are ways managers can practice inclusion regarding holidays: Regularly ask team members if they are celebrating any holidays. You can also be proactive and look up holidays yourself. Here’s a useful resource for just that. Just be sure not to assume that your employees observe certain holidays. One way to have this conversation could be: "I'd like to build a team where it's more than ok for people to take time off to celebrate special and meaningful holidays. Do you know of any coming up?" Host celebrations at work (where appropriate). But be mindful not to place the responsibility on the individual who celebrates the holiday to do all the work to make it happen. For example: you could hold quarterly celebrations that include all the holidays taking place in the next three months. In general, repeatedly ensure that your team members know that it’s more than ok for them to take time off to celebrate what’s important to them. The “the most wonderful time of the year” is going to be different for each of your employees. Recognizing, proactively acknowledging, and taking an interest as a leader is a basic and important step in fostering a respectful and inclusive workplace. Now, I want to hear from you. What holidays are you looking forward to celebrating? Have you worked someplace where all cultural and religious holidays were acknowledged respectfully? I love hearing your experiences! Click here to subscribe to the weekly Inclusion is Leadership letter.

May I admit something? I’m tired. It’s the kind of bone-deep tired that I know, if left unchecked, can easily turn into burnout. And here’s what else I know: no human being is immune to burnout. But women of color are at greater risk – burnout affects us more often than it affects white and other dominant group people. This has always been true, due to the psychologically damaging and physically exhausting impacts of facing racism and sexism in the workplace and wider community. But I think we’re particularly susceptible now as we navigate our "post"-pandemic reality. After all, most of us are expected to return to the workplace in some capacity – places often rife with exclusionary and biased behaviors. This, after we spent 2.5 years figuring out how to homeschool, work from home, isolate and manage our grief at the rise of anti-Asian violence and anti-Black police brutality. I understand that many of us don’t work in jobs that have resources to support mental health, which is why it’s so important to be our own best caregivers by recognizing and addressing early signs that can signal burnout. As I feel my own tiredness and see it reflected in my women of color friends and colleagues, I’ve been thinking about what helps me address it. There are three main practices that help me avoid burning out: Solitude: I ensure I find ways to spend time alone when I need it. I'm lucky that I get to decline opportunities when I need a break–a perk of working for myself–but I do have to push back more often than I ever thought I did. And while I don't navigate the same challenges as an employee may have to when declining a request from a boss, it's still hard for me and a guilt-ridden process to feel like I'm letting others down. What helps is knowing that if I don't make time for quiet, I'm letting myself down. What does solitude look like? Sometimes it means spending a car ride breathing deeply instead of catching up on the news. Or reading casual fiction rather than the latest bestselling, thought-provoking book. Or taking a walk around my neighborhood in silence, rather than listening to a podcast. In short, taking brain breaks alone, rather than spending non-work time “leveling up” to become more informed. For me, preventing burnout often means reminding myself that it's ok not to be caught up on the latest news, podcast, book or tv drama. That brain breaks are just as necessary as opportunities to stretch my brain. 2. Community: Checking in and spending time with other women of color gives me a sense of belonging that is utterly energizing. Sometimes, that means holding space one-on-one with a friend. Other times, it's by attending a gathering with people who make me feel accepted, appreciated and understood. When I reflect on how many times a check-in message from a friend or even a stranger appreciating something I wrote, arrived like clockwork just as I was losing my cool, it's often felt like a touch of magic to my weary soul. 3. Education: Learning about the systems and structures of our world helps me zoom out on my situation. It gives me a chance to think about the big picture. And I know I’m not alone in that! I have been energized to learn that 20,000+ people have enrolled in my new LinkedIn Learning course, Moving DEI from Intention to Impact. Learning and reflecting through seeking out books, courses and podcasts often helps me feel restored. When I walk away feeling like my mind was stretched, it often refreshes me to take on new challenges. Of course, it has to be in the right balance with the solitude I mentioned in step 1. Sometimes I need to lean towards learning and sometimes I need to lean away, depending on which one I need to feel whole again at that moment. Taking the opposite action to what I need is when the burnout feelings exacerbate. Self-care should always be customized. Candles and massages may work for some. It may not work for you. And that's ok. I want to be clear: the practices I describe here support me personally when I’m approaching burnout. But sometimes more serious interventions are necessary. I had the honor of interviewing my friend Dr. Yumiko Kadota for the New York Times last year, and her experience shows that burnout can be a severe physical, mental, and emotional condition requiring professional support. Wherever you are on the depletion spectrum, this is a gentle reminder from me that it’s always wise to listen to your body, prioritize your mental and emotional wellness, and seek resources and community that make you feel whole, welcomed and supported. Speaking of such resources, have you seen mental health resources curated by Megan Thee Stallion? They are fantastic, and a prime example of the way women of color use their platforms to support and heal each other. Now, you know I love to hear from you: What activities or practices help you restore when you’re feeling depleted? Click here to subscribe to the weekly Inclusion is Leadership letter.

I know I’ve spent much of the past few newsletters sharing my achievements (Audiobook! LinkedIn learning! Events!) But, the vast majority of my time is spent learning from others about current trends in Inclusion and Leadership and to improve my skills as a writer. I love words that inspire me, challenge and make me reflect on positions I’ve long held. Bonus points if what I read gets me to change my mind or approach. Also, as a working mum of a 6-year-old, believe you me that I NEVER read even half as much as I intend to. Hands up if you’re with me! So, as we enter the 4th and final quarter of the year (!!!), I want to share my love of reading with you by giving you a curated list of my top five “short” reads of 2022: 1. Serena Williams Says Farewell to Tennis On Her Own Terms—And In Her Own Words I was at home in Singapore when I read this mind-blowing essay from tennis’ GOAT. Serena and I became mothers around the same time (likely the only time I can say we achieved something similar!) and so it really hit home — I even cried — when I saw in writing, her honesty about how difficult it is to be a working mother. You can love your career (and literally be the best in the world at it) and still recognize when “something’s gotta give.” I hope more leaders who haven’t had to make this choice realize what an impossibly painful one it is. 2. In former British colonies, ghosts of past haunt mourning for queen By Rael Ombuor, Rachel Chason and Meena Venkataramanan I grew up on Mountbatten Road in Singapore, named for Louis Mountbatten, the man who masterminded the bloody partition of India and displaced millions, including some of my ancestors. I can confirm that in ALL formerly-colonized nations, colonialism is very much part of the here and now and not the distant past as Westerners would have you believe. This article reminds us of the radically different experiences and perspectives on colonialism for those living in formerly colonized countries vs in the West. 3. Why India Trounces the US When It Comes to Female Airline Pilots By Ragini Saxena India has more female pilots than any other country in the world, including the U.S.! I found amazing takeaways on how India has proactively worked to recruit and retain female pilots using programs that began back in the 1940s! I love reading and celebrating news like this because I’m often asked about how “those poor women in those countries over there feel,” when the facts are quite different – in this matter, especially, the U.S. and U.K. have much to do to up the percentage of female pilots, compared with India. 4. Diversity…I’ll Never Get it. By Mark Melton Here’s a very important read from someone who humbly acknowledges his privilege. I really respect this author’s humility. He openly shares the time he was publicly checked for making (unintentionally) insensitive comments to one of his staff lawyers who happened to be a man of color. I appreciate that he acknowledged the discomfort and embarrassment he felt in the moment, but simultaneously understood that he needed to hear the correction. This read is a great reminder of how our realities and experiences do differ based on our race. And good leadership is knowing that what worked for you will not work for others who don’t enjoy your same privilege. And that true leadership means stepping back and letting others lead. 5. Melissa Miranda's Seattle City Guide Pardon my Seattle focus here, but I couldn’t not share this article on Melissa Miranda (one of Food & Wine’s Best New Chefs) sharing her curated Seattle City Guide. Here’s the truth: it can be hard to be out and about for a fun evening out as a person of color in Seattle. Sometimes, my friends and I will head out for a wonderful meal at some award-winning Seattle restaurant, only to be the only people of color around. Trust us, we always notice. Now that we’re beginning to travel again, I’m hopeful we’ll be thoughtful about the businesses we frequent, look for amazing ways to support underestimated communities, and overall, celebrate that any city is more beautiful and memorable when it has an opportunity to let its full diversity shine through. Especially the one I call home right now, Seattle. Each piece on this list has moved me in some way: Stirred emotions, made me think, and taught me something valuable, which is why I wanted to share it with you. I hope you enjoy the articles as much as I did. Happy Reading! Click here to subscribe to the weekly Inclusion is Leadership letter.

Have you heard the phrase, the road to hell is paved with good intentions? Well: I prefer not to generalize, but when it comes to creating inclusion on purpose this phrase rings true. To make inclusion a leadership priority, we must focus on creating meaningful impact with our actions. And our good intentions are of secondary importance compared with how our actions impact others. Especially people from underestimated, underrepresented backgrounds. That’s why I am so honored and excited to present my first LinkedIn Learning course: Moving DEI from Intention to Impact. It’s FREE for the next 24 hours! I created this course for leaders and aspiring leaders who desire to create inclusion, and need practical skills and actions to translate their intention into impact. Because I meet so many leaders who are trying to bridge this gap and aren't able to. That was once me too. Why? The challenge is simply: we live in a world that prioritizes comfort over learning. We mean well, so even if we make a mistake, we’d rather focus on our good intentions than learn from their negative impact. This mindset is an enormous obstacle to creating meaningful impact on inclusion, but it is something we can change. That’s why it’s critical to seek out resources and situations that normalize experiencing discomfort, making mistakes, brushing ourselves off and trying again. That’s exactly what my course does: equip you with lifelong skills that promote inclusive impact. Side effects may include, but are not limited to: a more dynamic and rich social life, leadership opportunities, greater self-compassion, strong empathy muscles, and more. I’ve also been deeply, honestly, and painfully vulnerable about my own DEI journey; the moments that made me cringe and the ones that made me cry. The times I fell down, but then got back up again and vowed to learn from my mistakes. How I learned to take inclusive actions intentionally, by focusing on the impact of those actions. Course-correcting and growing. Knowing that this is a life-long journey. I can’t resist sharing a few teasers from some of my favorite takeaways: 1. Cultivate an Inclusion Mindset In Moving DEI from Intention to Impact, you’ll learn how to apply a growth mindset to develop your inclusion mindset. An inclusion mindset depends on you to be willing to work hard and strategize and seek input from others – especially your peers from underestimated backgrounds, who have almost certainly experienced exclusion and bias at work. Your experiences and perspectives alone won’t cut it. 2. Normalize – and Move Forward from – Your Feelings You’ll take an honest look at what happens in your body (heat, tension, sweat) when you feel shame – the most common reaction when anyone gets feedback about biased or racist behavior. You’ll learn to recognize those physical feelings as human and address them with compassion, so you can keep moving forward without letting them derail you. 3. Diversify your Social Circle The average white American’s social network is 91% white (!!!) Consequently, the first time many Americans interact with someone of a different race or ethnicity is at – you guessed – work. I’ll invite you to take a candid look at your network and social circle, and the perspectives you’re missing from your life. Homogenous social networks lead to bias and exclusivity in the workplace. And there’s plenty you can do about it! 4. Flex your Empathy Muscles You’ll also learn how to decenter your worldview, to welcome and make space for the experiences and perspectives of others. This is not a zero-sum game, but one where everyone (including you!) wins. With the skills you’ll learn in my course, you’ll be equipped to have a richer, more vibrant, and much more inclusive life and workplace. I can’t wait to hear what you think of Moving DEI from Intention to Impact – your greatest takeaway or “aha” moment. Your feedback means the world to me, and I cherish every one of your comments and private messages where you share your learning. Reminder, Moving DEI from Intention to Impact is free for the next 24 hours! Upon completion, you’ll have new skills under your belt for the rest of your life. Please share your feedback once you've taken the course, as I'm always looking to learn too! Click here to subscribe to the weekly Inclusion is Leadership letter.