- Founder, president and CEO of Jennifer Brown Consulting, LLC (JBC) – a certified woman and LGBT-owned strategic leadership and diversity consulting firm that coaches business leaders worldwide on critical issues of talent and workplace strategy
- Author of Inclusion: Diversity, the New Workplace & the Will to Change
- JBC is well known for its pioneering work on business resource group (BRGs) evolution, and is the creator of the “JBC ERG Progression Model℠”, a proprietary development tool that facilitates the transformation of ERGs into true business partners.
- Jennifer has appeared in leading media outlets such as The New York Times, Forbes, Inc, The Wall Street Journal, Chicago Tribune, Diversity Journal and on Fox News, WCBS and more
- Named Social Entrepreneur of the year by the NYC National Association of Women Business Owners (NAWBO)
- One of the Top 40 Outstanding Women by Stonewall Community Foundation,
- Named by NYC Controller Bill Thompson as LGBT Business Owner of the Year
- Named Woman of the Year by Pace University’s Women in Corporate America organization
- Frequent presenter and panel moderator at top industry conferences such as the National Diversity Women’s Business Leadership Conference, the Network of Executive Women (NEW), the Out & Equal Workplace Summit, the Forum on Workplace Inclusion, the WBENC National Summit, Linkage, Diversity Best Practices, the National Gay and Lesbian Chamber of Commerce (NGLCC), and many others
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, LLC (JBC), and is a passionate social equality advocate committed to helping leaders foster healthier and therefore more productive workplace cultures in which every employee is Welcomed, Valued, Respected, and Heard℠, ultimately driving innovation and business results.
Informed by more than a decade consulting to Fortune 500 companies, her new book entitled Inclusion: Diversity, the New Workplace & the Will to Change (2016) creates a compelling case for leadership to embrace the opportunity that diversity represents, for their own growth and for the success of their organizations, while simultaneously empowering 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.
Brown launched JBC in 2006, leveraging two master’s degrees, in organizational development and vocal performance, and a career in leadership development in both the corporate and nonprofit arenas, to coach hundreds of business leaders worldwide on critical issues of talent and workplace strategy.
JBC is a certified woman and LGBT-owned strategic leadership and diversity consulting firm that guides executives, talent management, human resources, diversity and affinity group champions and their business partners in their efforts to communicate the “business case for diversity” and embed it into the core of everyday business.
Additionally, JBC assists by designing and driving this process through the execution of organizational strategies that follow time-tested change management principles that approach the whole organizational system.
With Brown at the helm, her team specializes in research and thought leadership that highlights important workplace trends and supports the growth and development of a more diversified and empowered workforce, as well as a more informed and engaged executive suite.
JBC is well known for its pioneering work on business resource group (BRGs) evolution, as demonstrated by the company’s widely used ERG Progression Model℠.
Her team facilitates frequently on hot topics such as unconscious bias, inclusive leadership behaviors, and the role of executive allies as demonstrated by the company’s whitepaper on the topic.
Jennifer and the team have had a front seat in the aligning of corporate values and business results to diversity and inclusion, and how this alignment positively differentiates employers, but that it is an ongoing journey that requires consistency and commitment from the top.
The company is proud to include among its clients companies such as Toyota, Starbucks, Bristol Myers Squibb, Samsung, and Capital One, to name a few.
As a successful LGBT entrepreneur, Brown is a highly sought-after expert source on workplace diversity and inclusion and the future of work, speaking with authority 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.
She has appeared in leading media outlets such as The New York Times, Forbes, Inc, The Wall Street Journal, Chicago Tribune, Diversity Journal and on Fox News, WCBS and more, and launched her podcast The Will to Change this year, where she uncovers true stories of diversity and inclusion from leading CEOs, bestselling authors, and entrepreneurs.
In the past several years, Brown has been named Woman of the Year by PACE University’s Women in Corporate America organization, 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 keynotes and facilitates numerous internal company meetings, and is a frequent presenter and panel moderator at top industry conferences such as the National Diversity Women’s Business Leadership Conference, the Network of Executive Women (NEW), the Out & Equal Workplace Summit, the Forum on Workplace Inclusion, the WBENC National Summit, Linkage, Diversity Best Practices, the National Gay and Lesbian Chamber of Commerce (NGLCC), and many others.
To learn more please visit http://www.jenniferbrownspeaks.com/.
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 Brown’s presentations are high-energy, interactive dialogues with audiences that awaken and inspire leaders to step forward more proactively on behalf of diversity, and to set a tone that seeks and celebrates inclusion as a core business driver. Her talks provide tangible actions companies of any size can, and should, take to set the right foundation for growth, sustainability, and success through cutting-edge application of diversity and inclusion best practices. Participants leave feeling inspired to create change on their behalf—and just as importantly, on others’ behalf.
Her core keynote and workshop topics range from building more inclusive organizations to specific spotlights for employees, executives, and business owners on unconscious bias, gender dynamics, generations, and LGBTQ issues.
Allies, Acceleration, and Impact: How Diversity and Inclusion Will Drive Next Generation Workplaces
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
- The Ally Continuum, including more about how executives can model inclusive and/or ally behaviors and what allies can do to support under-represented or lesser-understood communities in the workplace
Diversity and Inclusion as the Great Growth Enabler
Business headlines are full of diversity, and specifically, inclusion stories, and most are not positive. Companies in the public eye are struggling to address gaps in recruitment, retention, and sales stemming from a lack of understanding of the business case for diversity. It is impacting their ability to attract the best talent, ensure diversity of thought, and resonate with incoming talent. Early-stage and smaller companies, however, have a unique opportunity to embed best practices in the way they do business from the start, leveraging what Google, Cisco, and Wells Fargo are doing but with limited budgets and resources. Jennifer Brown, owner of Jennifer Brown Consulting, will share the latest research and tools being utilized by the Fortune 500 companies she consults to, and provide tangible actions companies of any size can, and should, take to set the right foundation for growth, sustainability, and success.
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
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.
Diversity is more than who’s in the room, inclusion is more than a box on an organizational chart and success isn’t holding an annual seminar. Managing change is hard, but failing to change means losing the skills, talents and insights of today’s workforce. Diversity and inclusion must be part of an organization’s DNA and implicit in each employee’s mission. Jennifer Brown brings fresh insights girded with real-world examples to a field in need of re-invigoration.
Jennifer understands the importance of relationship building in challenging microinequities and creative change. She has a genuine appreication for the need to step out of one’s comfort zone when expanding one’s circle in order to truly live as an agent of change.
Any organization, big or small, could consider making diversity and inclusiveness a part of its culture. The business value is proven—organizations generate more revenue, innovate more, and attract and retain high performers as a result of it. To reap the benefits, D&I needs to be factored into all key business processes and day-to-day decision making. Jennifer Brown’s book offers organizations practical advice for building a workplace that represents the needs and best interests of everyone. It provides readers with fresh insights and a straightforward framework for companies that are seeking to enact true progress and ensure that both
diversity and inclusion are top of mind for their leadership.
It is my pleasure to begin by saying that Jennifer Brown is a friend. Over the course of almost ten years, we’ve worked together on what matters most to Jennifer: enlightening everyone to the endless possibilities for opportunity and growth in workplaces and as a society. Her passion for seeing the way forward toward equality is energizing. I have drawn from her energy and insight and always look forward to sharing stories with her because in that exchange I always learn and renew my own commitment.
The feedback to Jennifer’s keynote to 400 of our Financial Advisors and Regional Leadership was incredibly positive. She spoke about diversity and inclusion in such a way that our attendees were truly able to connect with her and understand the significance of this topic in the business world today.
Inclusion: Diversity, the New Workplace & the Will to Change
Diversity and inclusion are crucial in today’s rapidly changing business landscape; the very viability and sustainability of every organization depends on harnessing the opportunities diversity and inclusion represent. To fully exploit that power, leadership must leave behind the command-and-control style of management and begin focusing on every organization’s greatest asset—its people.
When people are celebrated for their diversity of background, thought, style, approach, and experience, they feel Welcomed, Valued, Respected, and HeardSM by their colleagues and their organization.
Inclusion: Diversity, the New Workplace & the Will to Change is a call to action and a guide to help corporations start addressing problems that often go unnoticed internally, or are blamed on the system as a whole. This pioneering book tackles the origins of recent diversity issues and will inspire leadership to embrace the opportunity that diversity represents, leading organization-wide change that grows the bottom line.