Andrea Mohamed

MAI Post 19 Diversity Bias Review Prompt: Analyze the scoring criteria in the attached RFP through the lens of diversity and inclusion. Identify any potential biases that may disadvantage diverse suppliers (e.g., minority-owned, women-owned, veteran-owned, individual with disability) and suggest objective, measurable, and inclusive alternatives. Identify areas where the criteria can be revised to ensure equitable evaluation and provide a list of recommendations for revisions. Context: * Diversity: [Specify the diversity considerations, e.g., minority-owned businesses, women-owned businesses, etc.] Output: * List of potential biases:Detailed explanation of each identified bias * Recommendations for revisions: Specific, actionable steps to revise the scoring criteria

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In case you missed it! I had the opportunity to deliver a DisruptHR 24 talk focused on getting people to work together through inclusion. DisruptHR is all about pushing boundaries, so you might hear a couple of colorful words—it’s all in the spirit of breaking free from the usual HR rigidity and sparking real, open conversations (and a few laughs) with industry experts. I’ll be honest, this was one of the toughest presentations I’ve ever done. Imagine creating your slides, but they automatically advance every 15 seconds—no room to stray off-topic! If you’re looking for a quick, five-minute take on inclusion and teamwork, I hope you find this message both insightful and enjoyable. Check out the video below and let me know your thoughts! listen to all of the incredible speakers that were selected this year or in past yearsDisruptHR Spokane Thank you for the invite the night was full of wonderful speakers with excellent topics. In case you missed it! I had the opportunity to deliver a DisruptHR 24 talk focused on getting people to work together through inclusion. DisruptHR is all about pushing boundaries, so you might hear a couple of colorful words—it’s all in the spirit of breaking free from the usual HR rigidity and sparking real, open conversations (and a few laughs) with industry experts. I’ll be honest, this was one of the toughest presentations I’ve ever done. Imagine creating your slides, but they automatically advance every 15 seconds—no room to stray off-topic! If you’re looking for a quick, five-minute take on inclusion and teamwork, I hope you find this message both insightful and enjoyable. Check out the video below and let me know your thoughts! Listen to all of the incredible speakers that were selected this year or in past years. DisruptHR Spokane Thank you for the invite; the night was full of wonderful speakers with excellent topics. I encourage you to visit the website to listen to all of the incredible speakers that were selected this year or in past years. most importantly, thank you to. Cyndi Donahue because without you, I would not have even been aware of such an amazing opportunity. You are truly an incredible leader and prisoner. The corporate world needs more leaders like you what a heart of service, amplifying under representative voices, and an overall good person. I ❤️ you!

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CONSULTING PSYCHOLOGISTS OF COLOR will be GATHERING in Atlanta, Nov 8-10 to expand Connections, engage in candid Conversations, and make Commitments. Visit www.cp-oc.org to see how this would be of value to you. It is an opportunity to learn together and grow together in a small, supportive GATHERING. Built around facilitated discussions rather than presentations, you will be able to draw on the experiences of others, be challenged to ask and answer important questions, and be enabled to take actionable next steps. WHY join us? As China Achebe might say, "because it is good for kinfolk to do so..." Like this. Comment on it. Share with others. Register to join us. It will NOT be the same without you. https://lnkd.in/eFCyaAwD #consultingpsychologistofcolor #consultingpsychology #drgpenn

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Congratulations and gratitude, Flory Wilson, for your inaugural #RMH@WorkCorporateIndex from Reproductive & Maternal Health Compass (RMH Compass) launched this week at Clinton Global Initiative! We have to lift up these easy wins for the largest U.S. companies to strengthen their reproductive and maternal health offerings: 🙌 Pre- and post-natal doula care 🙌 Inclusive family formation benefits (highest proven ROI) 🙌 Bereavement leave policy that covers pregnancy loss. 💡 Data also indicates nearly all of the largest US employers cover abortion care, yet few share these details with their employees. #abortionisyourbusiness 💡 The report also highlights the importance of #benefitstransparency particularly when healthcare access is being restricted for so many American workers. ⚡️Read the whole thing: https://lnkd.in/gpFjx_iQ #CGI2024 #workerhealth #benefitstransparency #workerbenefits #reproductivehealth  #maternalhealth  #healthyequity CC VCs for Repro

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As an ERG lead and nonprofit leader with over a decade of experience, I’ve recently been struck by the subtle but pervasive racism and lack of transparency in Atlanta’s large Veteran Service Organizations (VSOs). In seeking potential collaboration, I asked these VSOs what I thought were straightforward, data-driven questions—focused on measurable impact and accountability, basic standards for any mission-driven organization. To my surprise, many struggled to provide answers. Beyond emotional marketing and narratives, there was often little data backing up impact claims. This lack of transparency was particularly troubling in conversations with executives who should be deeply informed. I also noticed another major issue: the lack of diversity in VSO leadership. These organizations, meant to serve a diverse veteran community, lacked representation. Coming from a family of veterans of all backgrounds, it was disappointing to rarely see leadership reflecting our diversity. This exclusivity is concerning, especially in a sector that should model inclusivity, unity, and equality. This experience revealed not isolated gaps but a deeper, systemic problem. These large VSOs publicly champion support for veterans while operating with an unspoken bias, leaving out the very groups they claim to serve. If they represent all veterans, why does their leadership and strategy reflect such a narrow demographic? Equally troubling is the lack of data-driven accountability. I hoped to see evidence-based impact behind their programs, but instead often found a reliance on stories over metrics. When asked for measurable results, responses were often evasive or redirected. This reluctance to answer questions underscored that these organizations may be unprepared to meet the evolving needs of today’s veterans. Large VSOs in Atlanta need to understand that claiming to support veterans means little if leadership lacks diversity and if there’s no transparency around real impact. Moving forward, they must be held to the same standards they expect of veterans: accountability, integrity, and a commitment to inclusivity. A sector dedicated to service should prioritize transparency, reflect our community’s diversity, and demonstrate real, measurable outcomes. Our veterans deserve nothing less.

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HUMAN. is happening in Charlottesville, VA, in 2 days. I can't wait for this conversation! #HUMANEVENT #spillteem #authenticleadership #authenticconversations #panel #humancentereddesign #humancentered #spillonpurpose #innovation #behaviordesign #leadership #leadershipdevelopment #humanleadership #insights #inspiration #professionaldevelopment #leadershipevent #leadershipsummit #leadershipconference #Conference #businessevent #charlottesvilleva #forum #leadershipConference #humanresources #change #changemanagement #transformation #organizationalchange

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At this point, I may just be excited about EVERY conversation happening at HUMAN. #HUMANEVENT Did you get your ticket? #spillteem #authenticleadership #authenticconversations #panel #humancentereddesign #humancentered #spillonpurpose #innovation #behaviordesign #leadership #leadershipdevelopment #humanleadership #insights #inspiration #professionaldevelopment #leadershipevent #leadershipsummit #Revenue #Conference #businessevent #charlottesvilleva #forum #leadershipConference #humanresources #organizationalhealth #scalable #bottomline

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Are you on board for today's session? Join us today for the discussion on how to build a better future together. What changes would you like to see? https://lnkd.in/eGtrsyG9 #blackinclusionweek #buildabetterfuture

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The lack of progress toward diverse leadership teams, particularly when it comes to Black representation, is a persistent problem. Organizations invest heavily in diversity initiatives, but many of these efforts fall short. ⬇️ Shoshana Schwartz, Traci Sitzmann, and Mary Lee Stansifer’s research study in the Harvard Business Review highlights the need for a new approach. Here's what struck me from a Black representation perspective: • Family support matters: Implementing family-friendly policies like childcare and parental leave demonstrates a commitment to supporting Black talent and fostering their career advancement. • Targeted recruitment is key: Waiting for a diverse pool of candidates to appear organically isn't enough. Organizations need to proactively seek out Black talent and create pipelines for leadership positions. • Empowerment, not blame: Current diversity training often alienates Black employees. Revamp training to focus on empowering everyone to be active agents for inclusion. This creates a more welcoming environment where Black professionals can thrive. Businesses need to critically evaluate their DE&I strategies and prioritize evidence-based approaches that address the specific barriers hindering Black leadership opportunities. #BlackLeadershipMatters #DiversityandInclusion #ActionNotWords #DEI

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Happy Small Business Month Ya'll. Check this out...Is this funding opportunity for you? I've summarized it for you. Here's a Snapshot: In line with the White House Initiative on Women’s Health Research, the National Institutes of Health (NIH) wants research applications focused on health issues that mainly affect women or show up differently in women. Think autoimmune diseases, depression, cardiovascular issues, and more. Here are some high-priority topics: Studying how biology and gender impact health. Looking at how mental and physical health outcomes are influenced by various factors. Turning research findings into real-world benefits for women. Building partnerships to boost women's health research. Raising public awareness and investment in women's health. Tackling health disparities and inequities affecting women. Spreading evidence-based interventions to improve women's health. Focusing on topics from the Women’s Health Innovation Opportunity Map. Projects should focus on women's health, considering social and structural factors. If your study includes multiple genders, it should compare gender differences effectively.

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Corporate #DEI isn’t dead. But what will 2025 usher in? Always a pleasure to speak with Jen Colletta for Human Resource Executive 📋 📥Amidst “anti-woke” themes at the recent Republican National Convention - and referring to people as “DEI hires” (we all know what that really means) – corporations must lead the way in Diversity, Equity, and Inclusion work, now more so than ever before. 📥A new Trump regime would certainly present significant challenges, up to and including changes to the Civil Rights Act. 📥We have already seen uncertainty in the DEI space. Hiring for Chief DEI officers has fallen by 48%, with companies outright stating that they will no longer honor their stated DEI goals. 📥Some have stated that they believe the issues surrounding DEI stem from its perceived transformation from a corporate function to a social justice job. 📥In a “travesty of logic” SHRM, an organization representing over 325,000 HR professionals, announced that it has removed Equity from its strategy.😒 📥This is what happens when intention turns to apathy. Such decisions sidestep the necessary work, are based in misunderstandings of what DEI seeks to accomplish, and does real harm. 📥Inclusion is about participation and creating space for our individual differences; equity is about fairness that comes from systems change when we acknowledge barriers and prioritize removing them. 📥However, a study found that more than 60% of organizations had actually increased DEI activity, with only 1% rolling back initiatives. 📥Despite fears related to the upcoming elections, corporations must continue to lead the way, with renewed commitment, to weather the storms ahead. https://lnkd.in/gRkVKMhY #DiversityEquityInclusion #FutureOfWork #HumanResources #Leadership #Leaders #AmiraBarger

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Working with high-achieving women leaders, one challenge consistently comes up: boundaries. It didn’t matter their age, profession, background, ethnicity… it's a common sentiment among women throughout. I wonder if any of these sound familiar to you: ➡ tendency to overcommit and have trouble saying “no” to opportunities/invitations ➡ feeling overwhelmed, rushed, tired, and getting burnt out ➡ always being the “helper” and fixing/solving other people’s problems ➡ neglecting self-care and putting self on backburner ➡ experiencing frustration and resentment not speaking up for self ➡ don’t know what you really want and allow others to decide for you If you said yes or are nodding to multiple points… this is what happens when we don’t have strong healthy boundaries in place!! This is why I wrote a blog article on "How to set better boundaries" with my simple 3-step process. Are you ready to say YES to better boundaries? Read the article here now: https://lnkd.in/gT7TN5Cv What helps YOU set and maintain healthy boundaries? Comment below ⬇ and share! #boundaries #selfcare #stressmanagement #womensupportingwomen #chiefwellnessofficer #physician #mindfulness #coaching

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In Successfully Creating And Sustaining Advocacy Behavior, Why Is Having And Using Customer And Employee Personas So Important? https://lnkd.in/eFmVRgvM

Yesterday, I had the privilege of speaking with Celeste Warren (She/Her) at the National Black MBA Association conference, which brings together professionals of color across various industries, organizations and backgrounds. I felt inspired meeting the next generation of talent: They are curious, driven and ready to lead us into a brighter future.    During the fireside chat, I was asked how I thought about my long-term career plans when I graduated from business school and the advice I had for MBA students and graduates. The truth is, I never made long-term plans for my career. What good would those plans have been in a world of rapid change, where new industries are created and others disappear with an increasing frequency? When I graduated from business school, companies like Amazon, Netflix, Google or Nvidia did not even exist, and biotech was in its infancy.   Instead, I said: Focus on having an impact on others. Be flexible and open to new opportunities. Be humble and willing to learn wherever you sit, however far you go.    I joined Merck after receiving my MBA because I wanted to work somewhere that was doing good for society and aligned with my values. I may not have had a long-term plan, but I knew this was a company where I could keep learning and make an impact for patients and customers around the world.    In return, I had a request for the bright and ambitious people attending #NBMBAA: We need more diverse leaders in the biopharmaceutical and health care industries. Their life experiences help companies like ours understand and address the needs of the communities that are the most at risk or underserved.   At Merck, we have scientists, engineers, data analysts, finance professionals, marketers, salespeople and more, working together as one team to help save and improve lives. Learn more about purpose-driven career opportunities at Merck. https://lnkd.in/e7Qwu3vX

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Supporting women in #STEM requires more than encouragement; it demands action. Being a true ally means prioritizing change, starting mentorship early, and creating inclusive workplaces that foster belonging. From engaging young girls to providing long-term support in careers, we can bridge the gap and ensure women thrive in STEM fields. #WomensEmpowerment #WomenInSTEM https://lnkd.in/gxK3Pvxh

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🚀 Reflections on Growth and Mindset 🚀 As I pause to reflect on my journey through entrepreneurship and strategic leadership, particularly as the VP of Strategy at the Mid-States Minority Supplier Development Council, I'm reminded of the power of a disciplined mindset combined with a clear strategic vision. In my early years, the excitement of launching new ventures was matched by the invaluable lessons learned through each challenge. Now older I understand more than ever that success is not just about the strategies implemented in boardrooms, but also about the personal growth and mindset work that happens behind the scenes. Meditation and mindset practices have been instrumental in maintaining my focus and resilience, enabling me to lead with clarity and empathy. Whether you’re just starting out or are a seasoned professional, remember that aligning your professional goals with personal well-being is not just possible—it's essential for sustainable success. #Leadership #Mindset #StrategicThinking #PersonalGrowth #i2v

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It’s no surprise that many DEI committees struggle to make an impact when key factors are missing. Without a change management approach, adequate resources, and strong alignment with organizational leadership, even the best intentions can fall flat. DEI isn't just about starting the conversation—it's about driving real, systemic change. If your DEI initiatives aren't gaining traction, it's time to reassess and ensure you're setting up your team for success. Let’s dive deeper into these challenges and find ways to turn them into opportunities for real progress. What challenges have you faced with DEI efforts in your organization? How did you overcome them? #DEI #Leadership #OrganizationalChange #InclusiveCulture

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What’s the difference between ‘heroic leadership’ and ‘humble leadership?’ Why is leading with humility so important? In this clip from my recent conversation on The Balancing Act Podcast with Urs Koenig–a former UN military peacekeeper, renowned keynote speaker, and author of Radical Humility: Be a Badass Leader and a Good Human–Urs addresses my question to explain the Five Shifts he recommends to help leaders move from heroic to humble leadership. Subscribe to the Balancing Act Podcast on Apple Podcasts and listen in on the entire episode at: https://lnkd.in/gBB7aWpq Learn more about Urs Koenig at: https://www.urskoenig.com/    Learn more about Andrew Temte at: www.andrewtemte.com #HumbleLeadership #RadicalHumility #FiveShifts #LeadershipDevelopment #BadManagers #Leadership

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As DEI initiatives face increasing attacks and efforts begin to fade, now is the time for leaders to double down on their commitment to building diverse, equitable, and inclusive workplaces. Inclusive leadership is not just a trend; it’s a necessity for sustainable growth and innovation. Diverse teams bring varied perspectives that drive creativity and problem-solving, making organizations more resilient and adaptable. As leaders, we must sharpen our inclusive leadership skills, actively listen to diverse voices, and create environments where everyone feels valued and empowered. The challenges we face today make it even more crucial to uphold our DEI commitments, ensuring that our workplaces are places of opportunity and respect for all. #DEI #Leadership #InclusiveLeadership

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