𝐋𝐞𝐭’𝐬 𝐓𝐚𝐥𝐤 𝐓𝐫𝐢𝐚𝐥𝐬 𝐰𝐢𝐭𝐡 𝐌𝐞𝐫𝐜𝐤: 𝐃𝐚𝐧𝐢𝐞𝐥𝐥𝐞’𝐬 𝐒𝐭𝐨𝐫𝐲 Throwing it back to an unforgettable moment at the Congressional Black Caucus Foundation’s Annual Legislative Conference, where our Founder and CEO, Danielle S. Mitchell, was featured in Merck’s “Let’s Talk Trials” campaign—a collaboration rooted in representation, awareness, and impact. Danielle S. Mitchell reflected on her early days as a clinical research coordinator, walking into a room of hundreds and seeing only two Black women — including herself. That moment sparked a calling that led to the creation of Black Women In Clinical Research ® — now a thriving network of more than 20,000 Black women transforming the face of clinical research and redefining what inclusion looks like in science. This partnership with Merck not only celebrated Danielle’s story but also underscored the importance of building diverse research teams that foster trust, drive participation, and lead to more equitable health outcomes for all. As we look back, we are reminded that change starts with one voice, one vision, and one community determined to make the industry better for those who come next. Visit the website below. https://lnkd.in/gYBkhVMf #bwicr #ThrowbackThursday #LetsTalkTrials #Merck #RepresentationMatters #HealthEquity #DiversityInResearch #WomenInSTEM #BlackWomenInSTEM #Leadership #Empowerment #CommunityImpact #ClinicalTrial #ClinicalResearch #ClinicalResearcHER Clark Atlanta University CAU Alumni Relations and Engagement Center for Undergraduate Research and Creativity Clark Atlanta University

Thanks to GARFIELD JUBILEE ASSOCIATION INC team and Ms. Connie M. Taylor (MS) for allowing me to speak with their young adults last Friday. We talked about the unemployment rate, how it remains nearly double for Black Americans compared to whites, and how Black women continue to face some of the highest unemployment rates overall. Yet, history reminds us that Black women have always been resourceful, bold, and game changers, the backbone of progress even when the odds weren’t in their favor. But beyond the numbers, I shared a few reminders I hope stick with them: 1️⃣Show up – not just physically, but mentally. Be fully present in every space you enter. 2️⃣ Ask questions – take time to learn the culture, the people, and the industry around you. 3️⃣ Build your network – every person and every experience can teach you something valuable. 4️⃣ Own your space – you might not always feel equipped, but if you’re in the room, you’ve earned your seat. Find your voice and own that moment. I am always grateful for opportunities like this. “We are all bigger than the circumstances and obstacles in our path.” #Community #Leadership #YouthDevelopment #Workforce #Empowerment #BlackExcellence

Right now, the numbers don’t just pause they expose trends. Recent data show that Black women have been exiting the workforce or losing jobs at far higher rates than other groups. If you’re a leader, how are you accounting for that in your talent strategy? Inclusion isn’t only about hiring it’s about retention, advancement, and guarding against disproportionate risk.

I strongly advocate for inclusive clinical trials — where diversity, equity, and accessibility are not just goals but essential standards. Clinical research should truly represent the people it aims to serve. Yet, there continues to be underrepresentation of people of color and other diverse groups in many studies. I appreciate Merck efforts in highlighting and addressing this gap — a crucial step toward ensuring that clinical evidence reflects real-world populations. Let’s keep pushing for #Inclusivity, #Diversity, #Equity, and #Accessibility in every stage of research — because inclusive science leads to better health outcomes for all.

From humble beginnings in the Bronx to leading at the highest levels, Sharon Ehrlich’s story is proof that we don’t have to compromise our values to succeed. In this inspiring conversation, I sat down with Sharon to talk about how she navigated systemic challenges, broke through barriers, and built a career that’s both impactful and true to who she is. If you’ve ever wondered how to rise in your career without losing yourself, this episode is your blueprint. 🎧 Listen now 🔗 Buzzsprout: https://lnkd.in/eKJXKjNh 🔗 YouTube: https://lnkd.in/eVnptaNM 📢 Re-share this with another Black woman who needs this reminder. ✨ Follow along for more conversations that center and celebrate Black women’s brilliance. #GettingBlackWomenPaid #GBWPPodcast #SharonEhrlich #CareerGrowth #BreakingBarriers #BlackWomenInLeadership #AuthenticLeadership #CareerValues #RepresentationMatters #FromTheBronxToTheBoardroom 🗓️ 𝘛𝘩𝘪𝘴 𝘱𝘰𝘴𝘵 𝘸𝘢𝘴 𝘱𝘳𝘦-𝘴𝘤𝘩𝘦𝘥𝘶𝘭𝘦𝘥. Because yes, I’m working during the day—and still building something big. I teach Black women how to do both (without burnout). DM me if you’re ready to move different. 🖤✨ #ClaimYours

When I sat down to write my book, I did it with Wanda in mind. My wife and partner. Her income made my entire career possible and her ideas continue to inspire me. Here are a few of Wanda’s ideas for how Black women can help purge racism from our country: 1️⃣ 𝗗𝗼𝗻’𝘁 𝗽𝗹𝗮𝘆 𝘁𝗵𝗲𝗶𝗿 𝗴𝗮𝗺𝗲. The corporate “game” is a white man’s game, with the deck stacked against everyone else. You don’t have to play by their rules when the homefield advantage isn’t yours. 2️⃣𝗦𝘁𝗮𝗿𝘁 𝘆𝗼𝘂𝗿 𝗼𝘄𝗻 𝗴𝗮𝗺𝗲. There are grants and loans for Black-owned businesses. Compete by creating. Build your own firm, your own clients. You have the skills and often less chauvinism to succeed on your own terms. 3️⃣ 𝗚𝗼 𝗶𝗻𝘁𝗼 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗳𝗼𝗿 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳. Yes, it’s scary to leave a paycheck and benefits behind. But when you step out, you’ll never again have to endure a racist boss. Freedom and ownership are worth the leap. 4️⃣ 𝗦𝗵𝗼𝘄 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽. Black women are brilliant leaders. Show it in your work, your education, your speaking, your boards, your businesses — even in running for office. Leadership is something our communities and our country need more of. Eliminating racism may sound impossible, but Wanda’s belief is that success itself chips away at the institution. The more successful Black women there are, the harder it becomes for society to deny or dismiss their power. As Maya Angelou wrote: “You may trod me in the very dirt, but still, like dust, I’ll rise.” Wanda reminds me every day: Black women have always risen. And they always will. ✊🏾 #Racism #BlackWomen

You don’t have to collect more degrees to make a bold career move. In this week’s episode of Getting Black Women Paid, Annie Pelissier shares how she pivoted with confidence — not coursework — and built a path that honored her skills, her story, and the value she brings. If you’ve been waiting until you feel more qualified to make your next move, this conversation will change the way you see your own value. 🎧 Listen now: 🔗 Buzzsprout: https://lnkd.in/gkn-S9xx 🔗 YouTube: https://lnkd.in/gtRHSTJA 🔁 Reshare this to remind another Black woman she doesn’t need more degrees to be valuable. 👉🏾 Follow along for more powerful career conversations. #GettingBlackWomenPaid #CareerPivot #BlackWomenInBusiness #AudacityMoves #CareerConfidence #NoMoreDegrees 🗓️ 𝘛𝘩𝘪𝘴 𝘱𝘰𝘴𝘵 𝘸𝘢𝘴 𝘱𝘳𝘦-𝘴𝘤𝘩𝘦𝘥𝘶𝘭𝘦𝘥 𝘶𝘴𝘪𝘯𝘨 𝘢𝘶𝘵𝘰𝘮𝘢𝘵𝘪𝘰𝘯. Because we believe in honoring our 9–5 while building our vision. If you’re juggling both right now—there’s a smarter way to do it. DM us if you want help setting it up. 🖤

When movements claim to support Black women’s leadership — yet punish us for leading: https://lnkd.in/eiXezKDz As I get messages from other Black and WOC, I am reminded that our leadership matters — and yet it can be one of the most vulnerable places to stand. Here are three leadership values I’m leaning into — and invite you to lean with me — to build spaces and cultures where Black women lead truly and safely. 1. Authentic Accountability — We show up with our full selves, we commit to our results, we ask for help when we need it, and we hold others to their commitments too. Authentic accountability means we don’t just tolerate Black women’s leadership when it’s pleasing or performative — we expect it, defend it, and honour it. 2. Radical Equity in Practice — It’s not enough to say “we value Black women’s leadership.” We must build policies, power-structures and resource flows that safeguard our advancement — not punish or undermine it. As my blog shows, anti-Blackness wears progressive language. Equity means proactively scanning for the moments we’re being demeaned, marginalized or silenced — and intervening. 3. Resilient Self- & Collective Care — Leading in spaces that don’t fully value you takes emotional, physical and spiritual labor. My blog shares what happens when that labor goes unaddressed: “Two stress-induced miscarriages… a diagnosis of hypertension… suicidal ideation.” My commitment: to name and set boundaries, to lean on peer support, to advocate for restorative practices — not just for ourselves, but for every Black woman in the room. What you can do now: -If you’re in a leadership role, ask: How many Black women are at the decision-making table? Are they being treated as cheerleaders — or change-leaders? Commit to one policy or practice in your organization: e.g., confidential check-in process for senior Black women leaders, an accountability partner system, or a board/investor review to scan for hidden “punishment” behaviors. -Lean into your networks: Share space. Elevate Black women’s voices in meetings and funding decisions. If you hear a Black woman silenced, interrupted, or excluded — call it. Name it. -For Black women leaders: create your “safe circle.” A peer group where you can speak freely. A mentor (or mentee) you support. One boundary or practice you will set this quarter with no exceptions. I believe our leadership is not just essential — it’s transformative. When we build ecosystems that protect and propel Black women’s leadership, we build organizations that are more just, more innovative, and more resilient. I’d love to hear from you: What’s one leadership value you’re leaning into right now to support equity for Black women? What’s a small action you’re committing to? Let’s hold each other in this work — not as allies from the sidelines, but as co-leads in building something better. #BlackWomenLead #EquityInAction #LeadershipValues

October marks Black History Month, a time to recognise Black excellence, amplify underrepresented voices and reflect on how our industry can actively drive racial equity. This year’s theme is Standing Firm in Power and Pride. At CAN, we believe inclusion is not a seasonal message but a year-round responsibility. This month, we’re spotlighting six powerful resources, events and communities driving change across advertising, media and beyond. 1️⃣ CAN Member: Show Racism the Red Card This blog piece is a powerful reflection on identity, activism and the ongoing fight for racial justice.  🔗 https://lnkd.in/euuCJMwS 2️⃣ CAN Member: Bloody Good Period – United by Blood: Black Menstrual Health Panel (30th October) An open and honest panel exploring health inequality, cultural stigma and lived experiences of menstrual health in the Black community.  🔗 https://lnkd.in/ep9Mevyv 3️⃣ Business in the Community – Race at Work Resources A hub of practical workplace toolkits, reports and guidance designed to help organisations take meaningful action on racial equity rather than performative gestures.  🔗 https://lnkd.in/ez96Guev 4️⃣ BlackCreateConnect | Creators & Tech Pros Community A growing network that connects Black professionals to career opportunities, mentorship and events focused on empowerment and representation in the workplace.  🔗 https://lnkd.in/e_BdbcD2 5️⃣ Media For All [MEFA] Championing ethnic minority talent in media and advertising through training, mentorship and community programmes designed to drive long-term industry change.  🔗 https://lnkd.in/eUSEd-n 6️⃣ lollipop mentoring CIC– Partner With Us An initiative dedicated to supporting Black women into leadership roles through visibility, mentorship and partnerships with organisations ready to do the work.  🔗 https://lnkd.in/dExUZGvs 📸 blackhistorymonth.org.uk ✉️ Want to share resources or spotlight your impact? Get in touch at hello@consciousadnetwork.org #BlackHistoryMonth #TogetherWeCAN   

Recognition, Principles, and the Ethical Imperative in Governance Bobby P. Davis highlights a troubling, yet undeniable, reality: ideological and partisan biases can overshadow the recognition of achievement. Winsome Sears, Marine veteran, business owner, and the first Black woman to serve as Virginia’s Lieutenant Governor, exemplifies service, leadership, and dedication. Her record reflects principles such as faith, family, education choice, and public service — ideals that any ethical governance system should celebrate, regardless of political affiliation. Yet, when achievements are filtered through partisan or ideological lenses, recognition becomes conditional. Individuals who do not align with prevailing ideological narratives may be marginalized or ignored, even when their contributions advance the public good. This ethical failure undermines the foundational principle that merit and service — not party or ideology — should guide acknowledgment and public discourse. The lesson is clear: governance, media coverage, and civic institutions must prioritize fairness, integrity, and ethical clarity. Recognition should not be withheld due to partisan alignment, because doing so erodes public trust, discourages civic participation, and diminishes the value of principled service. Ethical governance demands acknowledgment of accomplishments wherever they occur, independent of ideology or political affiliation. Winsome Sears’ achievements deserve acknowledgment as an example of leadership and dedication — not silence dictated by partisan preference. #EthicalGovernance #PrincipledLeadership #Accountability #CivicIntegrity #MeritOverPartisanship