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Good morning, Fearless readers:
Happy Monday! Before we dive into this week’s newsletter, we want to encourage you to save the dates for our 2025 Fearless events.
SAVE THE DATES: Our free Fearless Focus virtual events will be from noon to 1 p.m. on the following dates: April 17 (business ownership), June 19 (women’s health care), Sept. 25 (work-life balance). Our Fearless Annual Celebration will be held midday on Oct. 23. Learn more and keep an eye out for event information on our website.
In this week’s Fearless e-newsletter, you will find:
- A call for writers and thought leaders to pitch us ideas for guest opinion pieces, commentary or personal essays.
- A column about intentional workplace DEI initiatives.
- In the headlines: 13 Iowa businesses are receiving $14 million in grants from the Child Care Business Incentive to build or expand child care centers in workplaces.
- In case you missed it: 10,000 Small Businesses program announces fall 2024 graduates.
- Lots more!
— Emily Barske Wood, Business Record special projects editor
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Calling writers and thought leaders: Fearless is looking for guest contributors
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BY EMILY BARSKE WOOD, SPECIAL PROJECTS EDITOR
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Connection is one of our Fearless core values. We strive to connect our audience with new thoughts and perspectives in our weekly e-newsletter. Guest contributors are key to this.
In 2024, we published columns about barriers to homeownership for women, mental health care in Iowa, investing and reaching financial success, a father’s perspective on miscarriage, caregiving for aging loved ones, how divorce can adversely affect women and how to support pregnant workers, among others.
Those who contribute opinion and commentary pieces ensure Fearless is inclusive by giving voice to a variety of issues throughout the year. We prefer to work with writers from ideation to final draft rather than publishing pieces that are already completed, but we are always open to considering something you’ve worked on.
Our team works closely with the writers to draft pieces with unique angles to prompt our audience to think more deeply about a topic. The best writing often includes vulnerable stories that help readers understand the importance of an issue, whether or not they’ve had relatable experiences. In an effort to be solutions-oriented, we often ask writers to include a call to action or specific examples of what readers might do after consuming their piece.
What perspectives do you feel need to be shared? Are you interested in submitting a piece for Fearless? Send me an email with topic ideas and, if possible, past writing samples at emilywood@bpcdm.com.
We are especially interested in columns relating to our key focus areas: advocacy, business ownership, career pathways and advancement, child care, confidence, financial empowerment, policy, health care, leadership, mentoring, overcoming discrimination and risk-taking. However, we are open to considering any and all ideas.
We prefer columns about topics that could benefit many Iowa women and girls, rather than columns about niche topics. We also try to avoid marketing speak, corporate jargon, self-promotion and politics, although we recognize that some topics are inseparable from political discussions. Your words should be authentic, personal and raw.
We look forward to sharing your perspectives with our audience.
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Guest opinion: How to create intentional workplace DEI initiatives
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Nola Cartmill. Submitted photo.
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As diversity, equity and inclusion (DEI) initiatives have gained traction over the past decade, they have also faced significant pushback, particularly in today’s polarized climate. Many organizations have shifted their focus away from diversity and equity in favor of a more neutral term: inclusion. For some, this pivot seeks to avoid the divisive nature of "diversity" and "equity," while others question whether focusing solely on inclusion can address the deeper structural challenges that DEI programs aim to confront.
Despite these challenges, inclusion, in all its forms, is a necessary component of a healthy, sustainable workplace. However, as organizations navigate this shift, the question remains: What does "inclusion" truly mean in a modern business context? How can organizations create a truly inclusive environment from a policy standpoint?
The rise of Generation Z and their expectations
A key factor behind the current DEI conversation is the entrance of Generation Z (Gen Z) into the workforce. Born between 1997 and 2012, this generation has grown increasingly more socially aware. They are vocal about their desire to work for companies that align with their values. An organization’s commitment to diversity and inclusion tends to be a nonnegotiable for Gen Z.
Businesses not only need to understand what inclusion means but, on top of that, need to implement policies that reflect it. While we may have a basic understanding of inclusion — valuing, respecting and supporting individuals — creating an environment where people feel welcomed, heard and able to contribute fully requires a deeper, more intentional approach.
A shift from passive to active
Creating an environment where individuals feel empowered to be their authentic selves is crucial. Inclusion is not just about having a seat at the table; it is about being given the space to shape the conversation and the environment. True inclusion means creating a culture where all employees, regardless of their background, feel they have the power to influence change and make meaningful contributions.
Practical steps toward intentional inclusion
The following principles are key factors in building a more inclusive environment, especially as companies recruit and retain younger, more diverse talent. These principles help ensure that inclusion is not just a corporate buzzword but a tangible, actionable part of the workplace culture.
Consciousness
The first step toward intentional inclusion is becoming conscious of the differences within your organization. Acknowledging that diversity — whether based on race, gender, socioeconomic status or other factors — can add value to your team. Leaders of organizations need to engage in self-reflection. This could help them understand their own bias and its influence on their decision-making and interpersonal relationships.
Creating awareness and providing actionable steps to combat unconscious bias through training, inclusive recruitment practices and mindful communication helps create a more equitable environment for everyone.
Curiosity
The foundation of understanding and appreciating different perspectives is curiosity. A culture around curiosity encourages employees to ask questions without a feeling of judgment. Employees should be encouraged to inquire about their colleague’s backgrounds, challenges and ideas. Questions could look like, "Who’s at the table?" and "Who’s not at the table, and why?" This pushes organizations to evaluate whether diverse voices are genuinely being included, or if certain individuals are being sidelined unintentionally.
This mindset also includes understanding whether employees have been given the proper resources and tools to succeed. For instance, whether they have been properly onboarded, mentored and supported in their roles. It is about ensuring that everyone has not just a seat, but a voice.
Cultural humility
Cultural humility is a critical component of intentional inclusion. This requires recognizing that everyone is an expert on their own life experience, but that we are only experts in our world. This mindset prevents leaders and colleagues from making assumptions about others based on stereotypes or limited understanding. Cultivating cultural humility is an ongoing process that means embracing the idea of learning about other cultures and identities. It requires a willingness to listen and adapt, rather than impose preconceived notions.
Compassion
Another important factor is compassion. In the context of the workplace, this means creating space for employees to share their personal experiences and challenges without fear of judgment. Compassion involves listening, providing support, and making sure that all employees feel heard and understood. By creating a compassionate environment, organizations can ensure that people feel emotionally and mentally safe, which is critical for fostering a sense of belonging.
Courage
Finally, intentional inclusion requires courage. Organizational leaders and employees alike must be willing to have difficult conversations and take actions that may make them uncomfortable. This might involve confronting uncomfortable truths about bias, privilege or inequality within the workplace. It may also require making difficult decisions that challenge the status quo, such as reevaluating hiring practices, revising performance metrics or addressing power imbalances within the organization. Within the workplace, courage is about standing up for what is right, even when it is difficult or unpopular.
As we go toward the future of work, organizations must recognize that inclusion cannot be overlooked. It requires intentional, deliberate action to ensure that all individuals feel respected, valued and supported. The principles that drive intentional inclusion — from consciousness and curiosity to compassion and courage — will help create an environment where every employee can thrive, contribute and make a meaningful impact.
Creating an inclusive workplace is an organizational necessity. By embracing the principles of intentional inclusion, organizations can build stronger, more innovative teams that reflect the diverse world we live in while attracting and retaining top talent from all backgrounds. In the end, true inclusion means not only welcoming people into the room but making sure they have a seat at the table and the ability to rearrange the furniture as they see fit.
As the chief diversity officer and a member of the legal department for Holmes Murphy, Nola Cartmill is responsible for leading the company’s diversity, equity, and inclusion (DEI) strategy and making strategic recommendations to the executive committee. Nola also helps formulate client-facing DEI strategies and capabilities. She consults on internal employee relations; leadership training; and talent and culture, growth and development, and compliance-related projects.
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"STRONG WOMEN DON’T HAVE ‘ATTITUDES,’ WE HAVE STANDARDS."
MARILYN MONROE
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Gov. Reynolds awards Iowa businesses $14 million in grants to create, expand child care options: Gov. Kim Reynolds and Iowa Workforce Development announced $14 million in grant awards for Iowa businesses that are expanding child care projects for employees. The funding, which comes from Iowa’s Child Care Business Incentive Grant, will be used to support expansion or new construction of child care and/or day care facilities. Employers can serve as the child care provider or partner with a local provider. The projects supported by the funding are estimated to create nearly 875 new child care slots across the state.
University of Iowa to create new school in place of gender, women's and sexuality studies: The University of Iowa announced it will close the department of gender, women’s, and sexuality studies (GWSS), replacing it with a new School of Social and Cultural Analysis. The new school will merge many of the core GWSS programs with majors in American studies, social justice, African American studies, Jewish studies, Latina/o/x studies, and Native American and Indigenous studies. The plan, which will be presented to the Board of Regents in February, is said to be part of a "multi-year administrative restructure of the college intended to better serve students and faculty." The school has said it doesn't plan to eliminate any faculty positions, according to an article in the Iowa City Press-Citizen.
Rita Hart reelected to lead Iowa Democrats in 2025: Rita Hart of Clinton was reelected as chair of the Iowa Democrats, receiving 78% of the vote. She defeated three other candidates for the role. She’ll lead the party for the next four years. This is her second consecutive term, a first for the role in over a decade, according to Iowa Starting Line.
Iowa is one of the last states to extend postpartum Medicaid coverage to 12 months. Here’s what to know: Pregnant Iowans with Medicaid now have 12 months of postpartum coverage thanks to new state legislation. The previous cutoff was 60 days. Iowa is one of the last states to approve the change after federal matching funds became available for extended coverage in 2021. A University of Iowa doctor told Iowa Public Radio that many serious postpartum issues can occur beyond the first two months after giving birth, and this extension allows doctors and patients to develop longer care plans.
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Des Moines Public Schools' Lyn Wilson gets homeless and migrant students the help they need (Des Moines Register). When there’s a dearth of good information on women’s health, a million scams bloom (New York Times). The Fortune 500 has two new female CEOs — finally pushing that milestone above 11% (Fortune Magazine). A 55-year-old who ran a marathon every day in 2024 says the toughest part was mental (NPR). Long the star pupils, girls are losing ground to boys (Wall Street Journal). Pope appoints Sr. Simona Brambilla as Vatican's first female prefect (Vatican News).
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10,000 Small Businesses program announces fall 2024 graduates
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More than 30 small-business owners from across the state recently graduated from the Goldman Sachs’ 10,000 Small Businesses program, its 12th cohort in Iowa. The 12-week program provides small-business owners one-on-one support from a business adviser who helps them develop a customized plan for growth, a news release said. The new graduates are part of a network of 310 program alumni in Iowa and more than 16,000 past participants nationwide. The fall 2024 graduates include Jon Earp of Town Theater in Waukon, Derek Berven of River Oaks RV Park in Hartford, John Helmuth of Sunrise Builders in Cedar Rapids, Cyndi Nelson of Hawks Coffee Shop in Sergeant Bluff and Kerri Rush of Fresh Wheatgrass Girl in Carlisle.
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At its core, Fearless exists to help empower Iowa women to succeed in work and life. We believe that everyone has a story to share and that we cannot progress as a society unless we know about one another. We share stories through featuring women in our reporting, featuring guest contributions and speakers at our events.
We are always looking for new stories to share and people to feature. Get in touch with us!
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