The Beekeeper Group Team

At The Hill, we are proud to support and amplify these extraordinary efforts. Through our wide-reaching platforms, we provide opportunities for women to share their insights and expertise on issues that matter most. From op-eds and commentary pieces to exclusive interviews, The Hill highlights the multifaceted roles women play in shaping policy, driving legislative change, and advocating for progress.

Our commitment to showcasing diverse female voices enriches the national conversation and fosters a more inclusive advocacy landscape. Events like Moms Matter: Closing the Maternal Gap, Black Women in Politics, Powerful Women Over 50, and the new Women’s Health Summit launching in 2025, bring together women from diverse backgrounds to address the biggest challenges facing our country. These gatherings empower women to go beyond traditional definitions of success by making a significant impact in their communities and professional spheres.

This year, The Hill is proud to have our own Mychael Schnell, Staff Writer, and Julia Manchester, Reporter, as featured speakers at the conference. Their session, titled What's Next for Congress? will provide key insights into the future of the legislative branch, helping women advocates understand the political landscape and anticipate the next big issues facing Congress. Join this informative session at 10:30 AM on
September 24^th.

As we embrace the theme "Strive for Impact, Thrive Beyond Success," The Hill remains dedicated to empowering fierce women in advocacy. We continue to work with partners like WGA to amplify the diverse voices, perspectives, and opinions that fuel active and informed participation in our representative democracy.

Here’s to another year of empowering fierce women who strive for impact and thrive beyond success!

Title: Reflections and Recap on our Community Conversation with Doug Pagitt, Vote Common Good

Inspired by Doug’s hands-on experience with and regular visits to the border, DEI Leadership asked him to present on the current state of the U.S. - Mexico Border and specifically the impact of Christian Nationalism on the border. Doug Pagitt is one of the founders of Vote Common Good. Doug is an author, pastor, social activist and Executive Director of Vote Common Good. Doug makes frequent national media (MSNBC, Politico, CBS) and speaking appearances. Through efforts like We The People Ride documentary Doug uses his platform to share his firsthand perspective about the communities impacted by current immigration policies.

“We had to find a way to bring other people get close to the border and had to 

find a way to bring other people close to the border because for many… 

the border feels like it is a million miles from home.” 

  - Doug Pagitt 

Doug also educates and dispels misconceptions while advocating for a more humane immigration approach. Doug shared observations and learnings during our conversation: 

• Barriers for asylum seekers such as blockages by law enforcement on entering United States land

• Restrictions and responsibilities of the U.S. Customs and Border Patrol Agents

• Humanizing the impact of the border wall and restrictions on immigration including but not limited to, the number of missing and unidentified individuals and human remain relocation and identification 

• The prohibitive costs related to becoming a U.S. citizen

• How to approach confrontation related to Christian Nationalism

• How voting identities are shaped by years of cultural input and drive our voting habits and choices  

Doug spent time helping us explore the concepts intertwined with our voting identities. For myself, I was immediately taken back to my childhood. I was raised in a home where we watched the news first thing in the morning and during dinner - every day. A home where current events were springboards for informed and deep debate and conversation. When it was time to register to vote I was incredibly empowered to register with the political party that I felt most represented my political interests. Today, I’m not as confident that I could make a choice so easily. As access to candidates has grown so has the influx of information. Doug reminded us all that staying vigilant and informed is the way forward toward ensuring that our elected officials are a representation of our true interests.  Doug is motivated in his work to dispel blanket negative opinions on the border situation and to bring attention to the impact of policy and harmful rhetoric.  

Hate in all its forms is unacceptable. This event was a community conversation to learn about injustice with dignity and to connect through our common humanity. The series highlights a living program of issues, topics, and perspectives that are raised by our own members. We welcome all WGR members to join our Community Conversations. 

We need your voice: follow this link to give feedback, recommend ideas for additional programming, and volunteer to support. All questions are optional. Please skip questions that do not apply to you: https://forms.gle/NoWijw1jXeihqgWZA

We welcome all WGR members to join DEI Committee Meetings on the third Tuesday of each month. We will not meet in May - we hope you join us on May 8th and 9th for WGR’s 5th Annual DEI Summit, Register Here. For more information on WGR’s DEI Committee, please reach out to dei.wgr@gmail.com.

Rayven Davis Fugitt authored this month’s blog.

Inclusive Voter Mobilization

It’s 2024, the time when all WGR members turn their attention to the elections that will shape our work.  The WGR DEI Committee invited Dr. Mary Esther Van Shura, Adjunct Associate Professor in the School of Education of the University of Pittsburgh to join our March meeting to discuss best practices for inclusive voter outreach and engagement.

Don’t assume that there is a neatly cleaved ideological divide across Democrat and Republican camps. The picture is more complex and plays out across progressive, moderate, and conservative lines within the parties. These inconsistencies and the desire to identify outside the political establishment has been a major rationale for the “uncommitted” vote movement in this general election. 

 – Dr. Mary Esther Van Shura, Adjunct Associate Professor in the School of Education, University of Pittsburgh

Dr. Van Shura is an expert in grassroots campaigning and in the social and political dynamics of education. She has coordinated Democratic campaigns at the federal, state and local levels and has served as a Teller for the 2020 Electoral College for President-elect Joseph Biden and as an Elector for President-elect Bill Clinton in 1992. Regardless of one’s political objectives or alliances, Dr. Van Shura’s insights are applicable for anyone who seeks to deepen connections with their communities. We’ve paraphrased many of her insightful comments here.

Q:  How do the political issues of the moment impact voter turnout? 

A:  The Presidential race is an indicator of voter engagement, generating about 70% of turnout. Regardless of party, many people do not vote even though so much is at stake from a federal and local perspective. In many communities, including Pennsylvania, the driving force in the health of community voter engagement begins with school board elections, at least in PA.  In communities like this, “grocery store politics” are important.  Residents are individually engaged on issues because they feel relevant and personal, as with school taxes. 

Q: How do campaigns identify communities of voters to engage and mobilize? Are these   practices sustainable?

A:  Depending on the campaign’s resources, campaigns strategically target voting districts and analyze the messages and issues that will spur engagement. 

Effective campaigns combine statistical and psychological strategies. Volunteer strategies include signage and door-knocking. Because of demographic changes, the voters of the future are people of color. This doesn’t mean that you can discount older voters. They are the most reliable voters and most consistent taxpayers. 

Particular rural communities are interesting to both Democrats and Republicans. These are areas where the local economies are struggling, and people become disengaged from politics or susceptible to opportunistic political tactics. While some people refer to these communities as marginalized, Dr. Van Shura personally challenges that term, because it points to those that she views as victims of "those that have the power to draw the margins”. 

In communities with lower voter turnout, it's important to focus on issues that are personal and to use messengers that are familiar and ‘look like the community.’ Casual conversations, for example in the line at the grocery store, are a great way to develop a really keen understanding of the types of issues that matter to everyday people. Key quote: “You need to meet people where they are, not where you want them to be.”

Q: What kinds of reforms could have the biggest impact on expanding voter access and engagement?

• Election Day as a federal holiday, or if voting occurred on a weekend? If the intent is to increase voter turnout, yes! But we also want to provide the best mechanism to provide access. A designated federal holiday would raise the importance, however, we don’t have national elections. We have an electoral college. Not sure it’s going to change the success rate. 

• What if voting were required, as part of your civic duty? I think there’d be resistance to that, state-by-state.

• How about early voting? Early and mail-in voting are advantageous to the democratic party, but there are real concerns about people who may vote without all the information. This is particularly relevant in the timing of a presidential election, where many of the major national or international issues can occur as an “October Surprise” after people have cast their ballots before election day.

• Biggest obstacle: the lack of uniformity in the primaries. All 50 states do not have the same process for primaries, some are closed whereas others are open. This intersects with the increasing partisanship that is leading us down the path of dysfunction as moderates are voted out.

Q: Do you think that people still feel that elections are important or have they become more distrustful or cynical. Does this vary by party or demographic group?

A:  There’s been a significant decrease among those with more conservative republican affiliation in the “belief in science and data.” This is influencing decisions and should influence how we reach out to potential voters. We are now in a situation where people do not believe the data, and wielding data to them is counter-productive. We Need to talk about other variables, which include the ideological divide.

Q:  How do you get people excited to vote, when we are watching a repeat election with the same candidates? It seems like there is a large swatch of voters who aren't motivated to vote in general.

A:  Generally, people are very hesitant to talk about politics, but that does not mean they don’t have strong opinions about it. Dr. Van Shura believes that people care about the local and federal issues and that voter turnout data, interpreted with other socio-economic data illuminates the important issues. 

Historically, it’s savvy to be skeptical of the early polling data. Always take it with a grain of salt. Trying to engage people for a year at a high level is unrealistic and misreads the general public. People will get engaged as the issues shift and come into focus, and as we get closer to election day. A significant portion of voters don’t really pay attention to the details of a candidate’s positions or campaign until the end of the summer. 

We welcome all WGR members to join DEI Committee Meetings on the third Tuesday of each month. Register here for the next meeting on April 16th from 12 - 1pm Eastern Time. For more information on WGR’s DEI Committee, please reach out to dei.wgr@gmail.com.

WGR DEI Chairperson Larkin Willis and Co-Vice Chair Sylvia Aguilera authored this month’s blog.

Responding to DEI Pushback

At the February 2024 Diversity, Equity, and Inclusion (DEI) Committee meeting, WGR members gathered to discuss the climate of escalating pushback against DEI initiatives. Headlines are circulating on DEI fatigue, attacks against DEI initiatives, and a range of cutbacks and legal action against DEI strategies playing out across college campuses, large corporations, and nonprofits. For those of us dedicated to the principles of diversity, equity, and inclusion, this political moment feels like a split screen: in the midst of a concerted, organized effort to advance a future that embodies our shared values, we are witnessing another concerted, organized effort pushing back against the progress made.

DEI Committee Corresponding Secretary Denise Murphy McGraw and WGR Board Member Gamble Hayden had an armchair conversation to unpack the pushback. They challenged the “zero sum” thinking– which assumes one must be held back in order for another to succeed– driving hostility to DEI efforts, highlighting Heather McGee's important research on the ways we all benefit from dismantling systems of oppression. They also lifted up key insights on Battling DEI Fatigue, including the awareness that DEI is a long-game. Resting and celebrating small victories are critical to staying the course and realizing meaningful change.

In honor of Black History Month, our discussion elevated the role of Black leadership in the story of the DEI Committee, which has been directed, nurtured, and strengthened by Black WGR members since its inception in 2018. In the words of Angela Davis, “We celebrate Black history…because it is a centuries-old struggle to achieve and expand freedom for us all.” Likewise, the WGR DEI Committee has always worked in solidarity across interrelated movements advancing DEI.

Diversity, equity, and inclusion are values. The shared goal of organizations and individuals committed to DEI, like Women in Government Relations and its members, is to enact those values in ways that further justice in our workplaces and broader world. In my five years supporting the work of this committee, I can report that our strategies are not beyond critique– quite the opposite! An essential part of our purpose within WGR is to solicit and respond to feedback on ways this organization can improve. Critique has been the engine for invaluable learning and evolution, from a standalone initiative into a collaborative hub that informs every aspect of the organization. Read more about WGR’s DEI Strategy and a recap of 2023 DEI Committee Activity.

As I listened to this month’s discussion, I was reminded of the words from Robi Damelin, bereaved Israeli spokesperson of the Parents Circle – Family Forum who said at a sixth & i event earlier this year: “You can’t kill an idea. You must change the circumstances– otherwise, you will have the same thing by another name.” Until the circumstances of underrepresentation, inequity, and exclusion change, the necessary and complex work of DEI initiatives will continue. 

We invite you to continue the conversation by registering TODAY for WGR’s 5th Annual Diversity, Equity, and Inclusion Summit taking place May 8-9th. https://www.wgr.org/page/DEI_Summit_Registration

We welcome all WGR members to join DEI Committee Meetings on the third Tuesday of each month. Register here for the next meeting on March 19th from 11:30 - 1pm Eastern Time. For more information on WGR’s DEI Committee, please reach out to dei.wgr@gmail.com.

DEI Committee Chair Larkin Willis authored this month’s blog.

Diversity in Government Relations with Angela Lee 

WGR's January Diversity, Equity, and Inclusion (DEI) Committee meeting featured a very informative presentation by Angela Lee, Director of Communication and Programs for the Association for Behavioral Health and Wellness, on the inaugural Diversity and Inclusion in Government Relations Survey Report by the Diversity in Government Relations Coalition (DGRC).  Support for the survey and report was provided by WGR along with partner groups the Hispanic Lobbyists Association and Q Street.

This presentation came on the heels of our committee's participation in a panel discussion featuring the coalition's diverse voices in government relations at American University's 57th Public Affairs and Policy Institute. 

Angela provided our committee members with an overview of DGRC's findings and explained plans to use valid data points to drive diversity in the government relations field. Their comprehensive survey captured demographic information about those working in our field shaping policy on the local, state, and national levels and provides insights on their experiences in order to bring about changes to an industry that has long been dominated by White men.

The DGRC report includes the findings of a survey of approximately 900 respondents and offers recommendations for government relations organizations to improve diversity in the field and ensure better work cultures for women, people of color, people with disabilities, and LGBTQ+ community.  

The survey measured respondents’ experiences across five categories: fairness and opportunity; input and satisfaction with decision-making; whether respondents felt like they had a voice in their workplace; feelings of belonging in the workplace; and current diversity as well as effort to improve diversity.

Among the findings: 

• women, people of color, and people with disabilities were commonly having worse experiences working within the government relations field than their peers who are men, White, or non-disabled; 

• underrepresented groups reported experiences of feeling less comfortable voicing their opinions, feeling less heard, less involved in decision-making and less confident that their work is fairly evaluated or in their opportunities for upward mobility and growth; 

• 73 percent of white respondents said “people from all backgrounds have equal opportunities to succeed," compared to 60 percent of respondents of color; 

• 44 percent of Black women reported feeling that there are equal opportunities to succeed at their organizations, while 69 percent of white women shared the same sentiment; and 

• Interestingly, Black men reported relatively positive experiences at work compared to other historically underrepresented groups, falling mainly in line with that of their white male peers, with one of the biggest gaps appearing when asked if they felt their employer values diversity. 

The goal of the report is to launch a meaningful, honest dialogue about workplace DEI in the government relations industry. 

Valuing and engaging diverse voices in government relations is a priority for our DEI committee and we welcome the opportunity to share the DGRC report. To access: https://www.dgrcoalition.org/our-survey

Moving forward, if you have thoughts about the kinds of speakers you would like to see featured at our DEI Committee meetings, please let us know. 

We welcome all WGR members to join DEI Committee Meetings on the third Tuesday of each month. Register here for the next meeting on February 20 from 11:30 - 1pm Eastern Time. For more information on WGR’s DEI Committee, please reach out to dei.wgr@gmail.com.

This month's blog post was authored by Denise Murphy McGraw, WGR's DEI Committee Corresponding Secretary.

In this blog, leaders in the Diversity, Equity, and Inclusion Committee share learnings from the 11/21 WGR Community Conversation: Taking a Stand Against Antisemitism. Rabbi Abbi Sharofsky, Director of Intergroup Relations at the Jewish Community Relations Council of Greater Washington, framed the discussion by defining the Jewish people and explaining the many forms of antisemitism. Key points from the presentation include:

• The Jewish people are a racially and geographically diverse ethnic group with a shared religion and rich culture. Jews are not a monolith! An intersectional lens enables us to address all forms of bias, including antisemitism, impacting Jews of color, Jewish women, LGBTQIA+ Jews, Jews with disabilities, and more.

• Antisemitism is the marginalization and/or oppression of people who are Jewish or who are thought to be Jewish. It can manifest consciously or unconsciously, and it is embedded into our society– meaning no one is immune. 

• Antisemitism can look like hateful tropes and myths, including associating Jewish people with power, disloyalty, greed, deicide, or blood, and statements of Holocaust denial or anti-Zionism.

• The vast majority of Jews around the world feel a strong connection to Israel. It is NOT antisemitic to criticize the policies, practices, or members of the Israeli government (unless the critique relies on antisemitic tropes). It IS antisemitic to call for the destruction of Israel, or eny the right of Israel to exist as home to the world’s largest population of Jews and the Jewish homeland.

Rabbi Abbi also suggested 5 actions to challenge antisemitism in our communities:

1. Respect and learn about Judaism, without comparisons to other faiths;

2. Be mindful of the dates of Jewish holidays when scheduling events;

3. Check in with Jewish colleagues and neighbors when there are antisemitic incidents and attacks (there is no such thing as being “too late” to reach out),

4. Invite a Holocaust survivor to their descendants to speak to your community, department, or professional development program; and

5. Understand that Jews are not a monolith and don’t rely on stereotypes and generalizations. If you have questions, ask. 

Co-Vice Chair Rayven Davis: Often, I look for the right words before speaking. Over the recent weeks, I have learned that looking for the perfect words is not a perfect solution. Hearing from not one or two, but multiple members of the Jewish community that they yearn to be seen, that silence does nothing but add more divides– I’m humbled by their ability to bring their authenticity to the forefront. I cherish that we can gather and ask questions to gain understanding and perspective and be met with informed learning opportunities. I am grateful for the opportunity to learn and support the Jewish community and immensely honored to be a part of raising awareness through informed programming and community.

Secretary Denise Murphy McGraw: Those of us who are not Jewish or Muslim may be struggling with the best ways to support our friends and loved ones during this devastating time. Rabbi Abbi reminded us that hate did not start, nor did it end, on October 7. For the past three years, I have hosted a community training program and weekly public affairs television program focused on DEI and allyship. I have learned that there are many signs and symbols of hate. As Rabbi Abbi pointed out about antisemitism– which she said is the oldest form of hate– the more we educate ourselves, the better prepared we are to combat symbols of hate and be effective allies. It is my hope our Community Conversations series can provide all WGR members with the resources and reflection time they need during these difficult days.  

Chair Larkin Willis: My major takeaway from this month’s discussion is that we can’t allow fear to obscure our common humanity. In her remarks, Rabbi Abbi urged us to keep reaching out to one another because it’s never too late for connection. From years of work on the DEI Committee, I know that connection is the source of hope in heavy, difficult times. Connection helps me to see beyond the monolith of stereotypes to honor the diverse and intersectional identities that comprise the Jewish people. Connection also helps me understand that, while antisemitism targets Jewish people, it is a form of hate that everyone is responsible for challenging. It reminds me to speak and act in ways that attend to the incredible amount of pain and generational trauma felt by Jewish loved ones. We need each other, now and always.

DEI Committee Board Liaison, Alpha Lillstrom Cheng: As a community of women in government relations, our skill sets include considering multiple perspectives and frames of reference. The insights and perspectives shared by Rabbi Abbi and all those participating in the inaugural Community Conversation, “Taking a Stand Against Antisemitism” helped me better understand the depth and intensity of the pain my Jewish friends are feeling and have been feeling for generations. I am grateful for the opportunity to learn and fully appreciate their willingness to share their burdens. I look forward to each of these crucial conversations so that I can be a better ally as we build a community of women who support one another—both with information and with empathy.

Hate in all its forms is unacceptable. WGR is hosting a series of community conversations to learn about injustice with dignity and to connect through our common humanity. The series highlights a living program of issues, topics, and perspectives that are raised by our own members. We welcome all WGR members to join our Community Conversations. Register here for the next conversation on Uniting Against Islamophobia, taking place December 6th from 12 - 1pm Eastern Time.

We need your voice: follow this link to give feedback, recommend ideas for additional programming, and volunteer to support. All questions are optional. Please skip questions that do not apply to you: https://forms.gle/NoWijw1jXeihqgWZA

WGR DEI Leaders co-authored this month’s blog.

In honor of National Native American Heritage Month, this installment of the WGR Diversity, Equity, and Inclusion Blog provides a backgrounder and resources to support government relations professionals in celebrating the legacy and contributions of Native American, Alaska Native, Native Hawaiian, and affiliated Island communities.

Based on nearly 100 years of bipartisan advocacy for a permanent holiday observing the achievements, sacrifices, and cultural and historical legacy of indigenous peoples, the fourth Friday in November was signed into law as “Native American Heritage Day” in 2009. The timing of this holiday is significant. It provides the opportunity to reflect on historical inaccuracies in pervasive cultural myths surrounding the Thanksgiving holiday.

This year’s theme is: Celebrating Tribal Sovereignty and Identity, which focuses on the values of self-determination and cultural preservation. The U.S. Department of the Interior explains: 

Tribal sovereignty ensures that any decisions about Tribes with regard to their property and citizens are made with their participation and consent. The federal trust responsibility is a legal obligation under which the United States “has charged itself with moral obligations of the highest responsibility and trust” toward Indian tribes.

The Department of the Interior plays a key role in strengthening Tribal sovereignty, living up to trust and treaty responsibilities, and conducting robust Tribal consultation. Much of the Department’s work under Secretary Haaland’s leadership also centers on acknowledging the impact that relocation, forced assimilation, and lack of critical funding has on Indigenous communities across the country. We are committed to elevating those issues while empowering Tribal governments and Indigenous peoples.

To learn more about the federal agencies and advocacy organizations working in service of Native American communities, please visit:

• The National Congress of American Indians (NCAI) is the largest organization that advocates for Indian Country. 

• The annual National Caucus of Native American State Legislators (NCNASL), which works to promote a better understanding of state-tribal issues among policymakers and the public at large. 

• The Office of Tribal Justice serves as a dedicated point of contact for Indian country-specific legal and policy matters.

• The National Health Council published a blog on Indigenous Heritage Month Reflection and the Future of Health Equity

• Indian Health Service, a federal health program for American Indians and Alaska Natives.

• The Bureau of Indian Education provides quality education opportunities from early childhood through life in accordance with a tribe’s needs for cultural and economic well-being.

• The Smithsonian National Museum of the American Indian acts as a resource for an honest and thoughtful conduit between Native communities and the general public. 

• Check out the National Gallery of Art’s temporary exhibit (until January 15, 2024), “The Land Carries our Ancestors: Contemporary Art by Native Americans.”

As we wind down 2023, we welcome all WGR members to join DEI-hosted Community Conversations and our End-of-Year Party on December 15th at 6pm Eastern Time. Register here for all upcoming WGR events. For more information on WGR’s DEI Committee, please reach out to dei.wgr@gmail.com.

Chairperson Larkin Willis authored this month’s blog.

What about the Gaps that Can’t be Bridged?  

I’m ambivalent about DEI’s call to “celebrate our differences”.  There are so many differences that make our lives harder.  Why don’t we celebrate tenacity instead? In our WGR community, I’m awed by my colleagues’ commitment to engage in dialogue, even when it is painful and difficult.  

With all that I’ve learned from the DEI committee, I didn’t apply it after the October 7 attack on Israel and the subsequent Israel-Hamas war.  I’ve been horrified, apprehensive, devastated, overwhelmed. In a (failed) effort to process the violence, I focused on learning about the complex history and heritage of the region. I should have been more attuned to my pain, anger, and confusion instead of looking for answers in a few nuggets of history. In minimizing my feelings, I did not think about those around me – particularly those with ties to the region - as deeply as I should have.

WGR’s October DEI meeting forced me out of my avoidant fog. I listened to fellow brave members talk about the aftermath of the October 7 terrorist attack.  Naturally, their emotions were not simply a bigger version of what I had been feeling. It was multidimensional pain and anger. We witnessed complex, soul-tearing, life-changing pain.  I know that this pain is also felt by others within our community who are not speaking out.

Why did I miss this?

Lost in my own shock, I failed to assess how people that I know would be affected.  It’s jarring to think that we can fail to grasp the most significant aspects of people we know.  This lack of understanding is tragic because it alienates people and erodes trust.

It’s hard for me to think that there are some differences that cannot be understood or bridged. The most powerful aspects of our diversity are hidden.  Many people carry truths that cannot be expressed or too painful to acknowledge, even to themselves. Our families and communities, our experiences, inherited pain or privilege, legacies of injustice and violence form the deepest, form most remote layers of our diversity.

With the recent backlash against diversity in the US, I wonder if there is something within some of us, deeply embedded, that keeps us from ‘seeing’ humanity in others?  Is this why some dismiss or attack DEI? 

I really don’t know. It’s impossible to understand the complexity of any person or group of people, but that doesn’t let us off the hook.  We can find opportunities to bridge gaps. Work with others to fill in the gaps in understanding that seem the most impossible to close. Recognize that we can’t know everything and that we can’t expect others to understand our experience in its entirety. Recognize - together -  that there is a gap, but that won’t stop you from connecting.

This is my experience as someone who has not been directly impacted by the terrorist attack and the Israel-Hamas war.  It’s hard for me to express my empathy, anger, and sorrow with those that are deeply affected, but not out of a lack of caring or an inability to connect with your pain.   It’s this: I fear that my sentiments will be meaningless in the face of your experience.  My sorrow and rage will mean nothing when stacked against the evil we have witnessed.  I will step out from under this helplessness.  At my core, I know that persisting against the unknowable and unspeakable is the best way to counter evil. From that fight, I will not back down.

We welcome all WGR members to join DEI Committee Meetings on the third Tuesday of each month. Register here for the next meeting on November 21st from 11:30 - 1:00 pm Eastern Time. For more information on WGR’s DEI Committee, please reach out to dei.wgr@gmail.com.

DEI Committee Co-Vice Chair Sylvia Aguilera authored this month’s blog.  Views and opinions expressed by WGR members are their own and do not necessarily reflect WGR’s positions.

Climate, Clean Air, & Justice: A Conversation with Irene Burga

This September, the WGR DEI Committee was joined by Irene Burga, Climate and Clean Air Program Director for GreenLatinos, who shared her experiences advancing policies to address climate change and the disproportionate impacts of the Latine* community in the United States, which led to the development of the Latino Climate Justice Framework.

The Latino Climate Justice Framework creates cohesion by outlining the common interests and perspectives of Latine communities in the climate policy discourse. The framework puts forward a 3-prong vision of how climate and environmental justice solutions can adequately respond to the unique problems and needs faced by Latine communities across our nation:

1. Path to Energy, Environmental, and Economic Justice

2. Protecting Vulnerable Communities from the Climate Crisis

3. Providing Equitable Access and Representation

For government relations professionals interested in engaging in coalition work, Burga reflected on strategies that helped GreenLatinos engage a diverse group of 22 diverse organizations behind collective action. The Latino Climate Justice Framework includes problem and solution statements with vivid language to describe intersecting issues and focus on the desired outcome. She emphasized the importance of concrete real-world examples, adding, “You combat misinformation by giving evidence of what the truth is.” Burga shared living examples from C40, a global network of mayors of the world’s leading cities that are united in action to confront the climate crisis. She also highlighted the Los Angeles Department of Water and Power for its efforts to facilitate solar installations.

Burga encouraged interested WGR members to tune into events related to GreenLatinos Week, September 25-29, 2023. She highlighted two panels taking place on September 29th. Extreme Heat Resilience: Bridging Latine Communities and Solutions brings together the Latine community for a dialogue on how to best leverage investments from the Inflation Reduction Act and policy proposals from the Latino Climate Justice Framework to address disproportionate impacts of extreme heat on the Latine community. Rumores Renovables: Anti-Renewable Energy Narratives in Spanish is a panel discussion on countering the effects of misperceptions and false information about energy efficient infrastructure and incentive programs.

*Note on terminology: GreenLatino uses the terms ‘Latino/a/x’ to describe the second largest racial or ethnic group in the United States, comprising a culturally, economically, socially, and politically diverse group with shared Latin American origin or descent. In her presentation, Burga also used the term Latine (pronounced la·ˈti·ne), which is a gender-neutral form of the word Latino created by LGBTQIA+, gender non-binary, and feminist communities in Spanish speaking countries. This idea is native to the Spanish language and can be seen in many gender-neutral words like “estudiante.”

We welcome all WGR members to join DEI Committee Meetings on the third Tuesday of each month. Register here for the next meeting on October 17th from 11:30 - 1pm Eastern Time. For more information on WGR’s DEI Committee, please reach out to dei.wgr@gmail.com.

DEI Committee Chairperson Larkin Willis authored this month’s blog.

AARP Executive Vice President and Chief Advocacy Officer, Nancy LeaMond, frequently writes blogs about family caregiving. She posted a particular blog this year that provides some helpful tips and resources. In addition to her blog post, you can find additional information and tools at www.aarp.org/caregiving.

At The Hill, we provide wide-reaching platforms for women to share their opinions and expertise on various issues. Through op-eds, commentary pieces, and interviews, The Hill actively amplifies women's voices across the political spectrum and sectors, from politics and healthcare to environmental advocacy and human rights. This commitment to showcasing diverse female voices enriches the national conversation and fosters a more inclusive advocacy landscape.

You’ll also see empowered women’s voices come to life at The Hill’s thought leadership events, such as Women Out Front, Latina Leaders, and the Women’s 50+ Summit, which bring together women from diverse backgrounds and advocacy areas to address the biggest challenges facing our country.

The Hill’s events have featured some of the world’s most dynamic and empowering female voices: Sarah Kate Ellis, President & CEO, GLAAD; Adassa, Voice Actress, Singer/Songwriter; Muriel Bowser, Mayor, Washington, D.C.; Tarana Burke, founder of the #MeToo movement; CeCé Telfer, the first openly transgender person to win an NCAA title; Jennifer Granholm, Secretary of Energy; Ramona Ortega, Founder & CEO, My Money My Future; Cathy Zoi, CEO of EVgo; Hon. Hilda Solis, former Secretary of Labor; former New Jersey governor, Christine Todd Whitman; actor and activist, Sigourney Weaver and Cynthia Choi, Co-Founder of Stop AAPI Hate to name just a few.

Whether it’s within the Beltway or across America, The Hill plays a pivotal role in empowering fierce women in advocacy. We are proud to work with partners like WGA to help amplify the diverse voices, perspectives, and opinions that fuel active and informed participation in our representative democracy.

Here’s to empowering fierce women in advocacy!

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Finish your plate. 

There are starving kids in the world. 

Don't throw that away, I'll finish it. 

Phrases like these come to mind as I think about systemic issues in America related to food and nutrition. How hearing specific phrases over and over can seep into someone’s way of thinking and lead them away from their desired relationship with food. During the Monthly Meeting in August, the Diversity, Equity, and Inclusion Committee had the opportunity to hear from Christina Nyquist, VP of Point32Health, as she led our discussion on nutritional equity. Nutritional equity is the fair distribution of food resources to all individuals. It is the understanding that food options should be nutritious and available to communities regardless of factors such as their socioeconomic status or geographic location. The committee took a deep dive to learn more about methods Christina and her colleagues are utilizing to bring awareness to barriers to nutritional equity. 

Based on statistics from 2018, over three-quarters of the population is classified as ‘overweight’ or ‘obese’ according to the Center for Disease Control (CDC)’s definitions. The CDC is among numerous health organizations that use Body Mass Index (BMI) to classify individuals. During the meeting members discussed the differences they have individually experienced with learning about and working healthily with their own BMIs including balancing: ethnicity, race, and family history. From 1999 –2000 through 2017 - March 2020, US obesity prevalence increased from 30.5% to 41.9%. Statistics further conclude that people of color experience higher rates of 'obesity,' and go on to underscore additional disparities not only in socioeconomic status but also in the criteria utilized for categorizing individuals.

Members discussed socioeconomic factors that impact their relationships with food: being raised in a single-parent home, being raised with siblings, and recognizing that meal preparation is among the biggest hindrances to nutrition for the middle and working classes. Members raised that individuals in working-class homes may lack storage and appliances for food or that not all of us have time between work, child care, and traveling to any of our responsibilities to focus as much time as we might wish on creating balanced nutritional choices. 

Another member inspired the group when they spotlighted their mother's success in reversing her diabetes. The group discussed that while diabetes is generally considered a chronic condition that cannot be completely reversed, it can be managed and even put into remission in some cases by making significant lifestyle changes.

This was just one bright spot during a conversation that highlighted how we can take better care of ourselves, our families, and our loved ones and be more knowledgeable about actions we can take to encourage nutritional equity: 

1. Strengthen and expand food assistance programs, such as SNAP (Supplemental Nutrition Assistance Program), to reach more individuals and families in need. Provide access to nutritious, culturally appropriate foods and appliances.

2. Provide education on healthy eating, cooking skills, and nutritional literacy in communities that lack access to proper information.

3. Implement educational programs that promote healthy eating habits while respecting cultural traditions and differences.

To close the discussion, Christina shared that her organization is looking to push forward by working with advisory panels and other organizations in the nutritional and healthcare space to foster collaboration and create and implement holistic solutions.  

We welcome all WGR members to join DEI Committee Meetings on the third Tuesday of each month. Register here for the next meeting on September 16th from 11:30 - 1 p.m. Eastern Time. For more information on WGR’s DEI Committee, please reach out to dei.wgr@gmail.com.

DEI Committee Co-Vice Chair Rayven Davis authored this month’s blog.

Building on the Momentum of the 2023 WGR DEI Summit

In the WGR DEI Committee July 18 committee meeting, members discussed the June 2023 WGR DEI Summit, not just to recap the event, but to explore how WGR can leverage the Summit’s energy and learnings so that the DEI Committee can continue to grow WGR members’ ability to advance inclusive policy within complex environments. 

WGR’s Fourth Annual DEI Summit was more than a milestone. This year’s Summit spotlighted WGR and the profession’s DEI journey to date, and illuminated what programming the Committee can create to support more inclusive and equitable policy, advocacy, and organizational practices.  

During July and August, DEI Leaders will be crafting the committee’s strategic framework.  They are grateful to the Summit and July meeting participants who provided the following feedback on Committee and Summit programming, summarized here:

Future DEI Summit Planning

• Future summits should feature specific policy panels like the environmental and education policy panels in the 2023 Summit.  Summit participants praised these sessions, which focused on the implications of DEI on policy issues and issue advocacy, and were designed for all participants, not just subject matter experts.

Potential Committee Meeting Topics

• Monthly meetings could focus on specific, timely topics within broader issues such as climate change. This could include discussions about the impact of climate change on specific communities, implications for policy, and hyperlocal differences in the impact of issues such as air quality. 

• Additional topics the committee may explore include nutrition equity and food systems, a deeper examination of policy implications for people living with disabilities, and inclusive access to workplaces, public spaces, virtual and physical spaces, and opportunity. 

• Coverage of topics with broad implications such as the recent Supreme Court decisions: Students for Fair Admissions v. President and Fellows of Harvard College and Students for Fair Administration v. University of North Carolina.  Both of these decisions will have implications for public policy and organizations practices well beyond educational institutions. 

Internal Learnings for WGR

• The committee will continue to offer leadership and professional development opportunities and is exploring special working group(s) to focus on DEI metrics within WGR, in order to better understand DEI opportunities within our own association.

If you have resources, expertise or interest in any of these topics, please reach out to DEI Committee Leaders at dei.wgr@gmail.com. 

The DEI Committee also is seeking candidates to fill an open Corresponding Secretary position.  Please email the Committee leads at dei.wgr@gmail.com if you are interested or have questions 

We welcome all WGR members to join DEI Committee Meetings on the third Tuesday of each month. Register here for the next meeting on August 15th from 11:30 - 1:00 pm Eastern Time.

DEI Committee Member Sylvia Aguilera authored this month’s blog.

The Robert T. Stafford Disaster Relief and Emergency Assistance Act created the statutory authority for disaster response through the Federal Emergency Management Agency (FEMA). The Stafford Act does not define equity, which raises questions regarding what relevant actions FEMA is authorized or required to undertake. However, FEMA recently published a definition of equity that focuses on the fair, just, and impartial treatment of individuals whom the agency serves:

“the consistent and systematic fair, just, and impartial treatment of all individuals, including individuals who belong to underserved communities of color, persons who belong to communities that may face discrimination based on sex, sexual orientation, and gender identity (including members of the LGBTQ+ community); persons with disabilities, persons who may face discrimination based on their religion, national origin and persons with Limited English Proficiency, and persons who live in rural areas that have been systematically denied a full opportunity to participate in aspects of economic, social, and civic life.”

How do inequities “show up” in disaster assistance? Inconsistent and unintuitive cost approval exposes significant knowledge gaps and significant administrative barriers associated with access to FEMA assistance. Local governments often require expert consultation to discern complicated policy requirements to determine eligibility. To make matters worse, instances of improper procurement can be financially devastating. This threat deters some of the most vulnerable communities from attempting to access FEMA assistance. FEMA’s National Advisory Counsel has posed recommendations for additional staffing and qualified expertise for regional FEMA offices to more equitably and effectively engage applicants and administer programs. Recent changes to FEMA policies and procedures include defining equity, creating a civil rights advisory group, modifying documentation requirements, and equity-oriented strategic planning.

Holman concluded her presentation with a call for legislative action and a provocation: what would a different approach to disaster recovery funding entail? She named the promise of building on the Treasury’s Covid Relief Funds and State and Local Fiscal Recovery Funds to demonstrate the effectiveness of block grants for disaster relief that improve equity in access to federal disaster assistance by: (1) simplifying program requirements; (2) expediting financial assistance; (3) decreasing administrative burdens; and (4) awarding funding directly to state, local, tribal and territorial governments.

We welcome all WGR members to join DEI Committee Meetings on the third Tuesday of each month. Register here for the next meeting on May 16 from 11:30 pm - 1:00 pm Eastern Time. For more information on WGR’s DEI Committee, please reach out to dei.wgr@gmail.com.

DEI Committee Co-Vice Chair Larkin Willis authored this month’s blog.

We welcome all WGR members to join DEI Committee Meetings on the third Tuesday of each month. Register here for the next meeting on April 18 from 11:30 - 1pm Eastern Time. For more information on WGR’s DEI Committee, please reach out to dei.wgr@gmail.com.

DEI Committee Co-Vice Chair Larkin Willis authored this month’s blog.

Do any of these classic candy heart messages apply to your professional relationships? At the Diversity, Equity, and Inclusion Committee’s February meeting, Corresponding Secretary Rayven Davis led the group in a topic discussion on: Exploring Love Languages in the Workplace.

The Love Languages, now a popular framework to understand our personal preferences for showing and receiving affection, were developed over 30 years ago by psychologist Gary D. Chapman. His original framework categorized five “loving” behaviors: words of affirmation, quality time, acts of services, and tangible gifts, and physical touch. Over the last three decades, family counselors, relationship experts, and other interested parties have used these concepts to understand and strengthen human connection. It is no surprise, then, that the love languages have been applied to our workplace relationships as The 5 Languages of Appreciation at Work.

During the meeting, members of the DEI Committee reflected on how the languages of appreciation are being spoken in our workplaces, and which are of particular value to us and our teams. In addition to personal preferences, the group discussed cultural differences in the workplace that may lead one colleague to lean in for a hug, another to give direct feedback, and yet another to grab you a cup of coffee during a particularly busy season. Whether or not you directly manage people, effective collaboration requires us to cultivate a greater awareness of people’s working styles and preferences. The most rewarding teams strive for the platinum rule, which states you should always treat others the way they want to be treated.

Though “appropriate physical touch” can include a handshake or pat on the back, the role of physical proximity in workplace relationships has taken on a new meaning following remote work at the outset of the COVID-19 pandemic. Members of the DEI Committee shared their strategies for building relationships and showing appreciation in hybrid workplace settings, often without the benefit of body language and casual connections that built relationships in the office. Many of these strategies are modeled in the DEI Committee’s regular meetings, including personal greetings, space for shared learning and feedback, and opportunities to connect or follow-up on a particular topic one-on-one.

We welcome all WGR members to join DEI Committee Meetings on the third Tuesday of each month. Register here for the next meeting on March 21st from 11:30 - 1pm Eastern Time. For more information on WGR’s DEI Committee, please reach out to dei.wgr@gmail.com.

DEI Committee Co-Vice Chair Larkin Willis authored this month’s blog.

The Diversity, Equity, and Inclusion (DEI) Committee kicked off 2023 with something new. We flipped the script on our monthly committee meetings. Instead of learning from a presenter on a DEI-related topic, we used the power of our network to draw out the knowledge that we’ve built over five years of shared learning and advocacy.

We used Peer Consultancies, a structured process in which  people can unpack real-world dilemmas through the exchange of respectful, thoughtful, experienced-based feedback from peers. This process is especially relevant to the field of DEI, because it builds shared efficacy regarding complex problems with no simple or single solution.

The first phase of the meeting asked WGR members to focus on a clearly-defined dilemma. Members reflected on a personal or professional DEI-related issue that they can address or influence by taking personal action. Members spent five minutes journaling about the dilemma in order to prepare to describe its context and identify a question for the group to advise.

Next, the group split into small groups of 3 to engage in constructivist listening, an effective group strategy which combines intellectual problem-solving and emotional release for the benefit of the speaker. Participants were given equal talk-time and no interruption to encourage deep reflection and listening about their chosen DEI dilemmas. Next, members of the group asked clarifying questions and offered feedback.

After the peer consultancies, members came back together to share insights. Without disclosing specifics about the dilemmas shared in consultancies, the group surfaced themes, shared resources, and identified knowledge gaps. The peer consultancies gave members intimate insight into pressing DEI issues other professionals are facing, and it built a positive sense of camaraderie and shared struggle in our DEI advocacy. Groups discussed issues including: building and maintaining rapport, especially across lines of cultural difference; strategies to build authentic and supportive networks; and practices to strengthen the level of accountability and allyship in spotting and addressing DEI dilemmas in daily operations. We look forward to drawing on these reflections as we build the program of discussion-based DEI Committee meetings in the year ahead!

We welcome all WGR members to join DEI Committee meetings on the third Tuesday of each month. Register here for the next meeting on February 21 from 11:30 AM–1 PM (ET). For more information on WGR’s DEI Committee, please reach out to dei.wgr@gmail.com.

DEI Committee Co-Vice Chair Larkin Willis authored this month’s blog.

As we wind down 2022, we’ve once again paused to take stock of this committee’s accomplishments. We continue to raise the bar! We’ve:

• Held 11 meetings,
• Published 15 blog features,
• Convened 1 Open Forum, and
• Planned and hosted our third annual signature event: the Diversity, Equity & Inclusion Summit.
• Created the WGR Inclusive Style Guide and
• Raised our glasses at our second annual Sip & Synch Happy Hour.

None of this would have been possible without the fierce and dedicated support of each and every one of our dedicated members. 

Together, we continue to show up, engage, support, and push to make unprecedented contributions within this organization and the greater government relations arena.

It is an honor to be able to reflect on the shared work and friendships that continue to sustain us.

Today, we toast to even greater visibility and impact in 2023! Read on for a full list of 2022 DEI Committee activities and leadership.

January 2022

• DEI Virtual Summit Mid-Year Check-In Event

February 2022

• DEI Committee Meeting Topic: Return to Work, Facilitators: DEI Leadership Team
• DEI Committee Meeting featured on WGR Blog
• #MyDEIStory Blog Feature: WGR Executive Director Jen Brydges

March 2022

• DEI Committee Meeting Topic: Refugee Allyship, Facilitator: Co-Vice Chair Vieshnavi Rattehalli & Guest Presenter: Vasuda Nandu, International Rescue Committee
• DEI Committee Meeting featured on WGR Blog
• #MyDEIStory Blog Feature: Member Chloe Little

April 2022

• DEI Committee Meeting Topic: Antisemitism & Allyship, Facilitator: Chairperson Gamble Hayden
• DEI Committee Meeting featured on WGR Blog
• #MyDEIStory Blog Feature: Member Laura Morgan Kessler

May 2022

• DEI Committee Meeting Topic: Mental Health & Psychiatric Disabilities in the Workplace, Guest Presenter: Laura Lefkow-Hynes, The Prinz Law Firm
• DEI Committee Meeting featured on WGR Blog
• #MyDEIStory Blog Feature: Member Marisa Sanchez

June 2022

• DEI Committee Open Forum: Gun Violence, Guest Presenter: Robin Lloyd, Giffords
• DEI Open Forum featured on WGR Blog
• #MyDEIStory Blog Feature: Member Danielle M. Jones

July 2022

• Third Annual WGR DEI Summit, Event Co-Chairs: Vieshnavi Rattehalli & Larkin Willis
• 2022 DEI Summit Resource Workbook
• WGR officially celebrates July as DEI Month
• DEI Sip & Synch Virtual Happy Hour

August 2022

• DEI Committee Meeting Topic: General Business

September 2022

• DEI Leadership Strategic Planning Meeting
• DEI Committee Meeting Topic: Gender Identities: Beyond the Binary, Facilitator: Co-Vice Chair Larkin Willis
• DEI Committee Meeting featured on WGR Blog

October 2022

• DEI Committee Meeting Topic: Voter Engagement & Access, Facilitator: Member Chris Metzler & Guest Presenters: Danny Navarro, Nonprofit Vote; Selene Gomez, VoteRiders; and Julie Houk, Lawyers’ Committee for Civil Rights under Law
• DEI Committee Meeting featured on WGR Blog
• #MyDEIStory Blog Feature: A DEI Committee Member

November 2022

• DEI Committee Meeting Topic: PRIDE: Pursuing Respect, Inclusion, Diversity, and Equity, Facilitator: Member Heather Bloemhard & Guest Presenter: Katja Tetzlaff, Vanderbilt Office of LGBTQI Life
• DEI Committee Meeting featured on WGR Blog

December 2022

• DEI Committee End of Year Celebration: Reflecting on 2022, Facilitators: DEI Leadership Team
• Announcing DEI Leadership transitions: in gratitude for Vieshnavi Rattehalli and Angela Lee, and welcoming Sylvia Aguilera and Rayven Davis!

WGR DEI Committee Working Groups

• 2022 DEI Summit Sub-Committee: Holly Alexander; Rayven Davis; Gamble Hayden; Alpha Lillstrom Cheng; Angela Lee; Chloe Little; Cissy Jackson; Alyson Kraus; Monica Massaro; Chris Metzler; Denys Mitchell; Apiyo Oloya; Shalamar Parham; Vieshnavi Rattehalli; Marisa Sanchez; Prianka Sharma; Anne Steward; Larkin Willis
• 2022 DEI Style Guide for Inclusive Language Working Group: Sylvia Aguilera; Holly Alexander; Gamble Hayden; Alpha Lillstrom Cheng; Angela Lee; Alyson Kraus; Monica Massaro; Vieshnavi Rattehalli; Larkin Willis

We welcome all WGR members to join DEI Committee meetings on the third Tuesday of each month. Register here for the next meeting on January 17 from 11:30 AM–1 PM (ET). For more information on WGR’s DEI Committee, please reach out to dei.wgr@gmail.com.

This month’s blog is authored by WGR DEI Leadership Team: Gamble Hayden, Angela Lee, Alpha Lillstrom-Cheng, Vieshnavi Rattehalli, and Larkin Willis.

Dana started the workshop with the invitation to engage beyond our professional titles and roles. Attendees embraced that call wholeheartedly, by listening and sharing experiences that spanned our lived experience: at work, with family, and in our own private time. She set the goal for the meeting to make time and space for us to reflect, adding, “there is power in the pause.”

The first topic of discussion was: how do you rest or care for yourself? Attendees named many examples: we engage within our communities, practice self-care, and find ways to invite peace and stillness in our daily routines. Dana then shared a few personal distinctions:

• Recharge: a response to a specific event that is meant to recharge our energy levels. Recharging feels like trying to “fill my cup,” “fuel the car,” or another action that restores our ability to perform a designated function or role.
• Rest: a form of self-acceptance that enables you to navigate the world through a conscious understanding of yourself. When you rest, you feel safe within your own agency. Rest is a mental state of self-liberation and peace from exercising your agency.

Recharging is essential for success; it enables us to meet the metrics of external expectations and to act in service of others. Resting, by contrast, is required to thrive; it allows us to stand certain in our sense of belonging to engage wholeheartedly in the work we value. We then revisited the ways we rest and care: by these definitions, many of us are practiced in recharging, but have less experience resting. Dana explained that this standard of rest is not normalized, modeled, or incentivized.

How do we know we’re resting? Resting may feel like a strong mind-body connection, safety, lack of internal resistance, and/or a deep sense of self-knowing and awareness. Rest connects us to our purpose, which includes where we stand and what we love.

Dana then transitioned the group to think about why we favor “Type A” behaviors. Many “Type A” people usually resonate within these three categories: (1) overachiever; (2) over planner; or (3) overcommitted. Dana explained when most people talk about being “Type A,” we are actually talking about behaviors that normalize the disconnection between our body and mind. It is important to recognize when our behaviors are reflections of us molding into these categories.

The group then discussed if they are driven by expectations or goals. An expectation-driven mindset sources itself from the need to control, an overactive need for certainty. This type of mindset allows for little to no space for change and shuns a reality where change is the only constant. In contrast, a goal-setting mindset accounts for real possibilities and is a non-linear approach to life and requires step-by-step progress instead of a wholesale approach. It requires you to trust the process and let go of what you cannot control. The group discussed if they believe they have an expectation-driven or goal-setting mindset.

Dana asked the group to write down key commitments they had over the past month and to circle the ones they typically honored. After members shared, Dana reiterated the need for everyone to show themselves grace for the commitments they could not honor.

The discussion concluded by Dana reflecting on what members shared throughout the discussion and reminded members of key takeaways: (1) begin to feel safe exercising your agency; (2) do not source your life from fear; (3) know the coping mechanisms that should not longer serve you; and (4) show yourself grace.

We welcome WGR members to join the Education Task Force meetings on the second Tuesday of each month. Register here for our next meeting on January 24. For more information on the Education Task Force, please reach out to Tara Thomas, Holly Alexander, Adriana Bankston, or Carly Sincavitch.

This blog is authored by Education Task Force Co-Chair Carly Sincavitch and member Larkin Willis.

LGBTQIA+ is an initialism that refers to sexuality, gender, or sex-related identities. The plus sign signifies additional ways that people identify, which naturally shift across cultures and over time. For example, many words that used to describe gender and sexual diversity originated as stigmatized labels within the medical community. The history of nonnormative, often shameful labeling informs the shifting terminology we use today. People are finding new ways to understand themselves and communicate it accurately to the broader world. This process is worthy of dignity, patience, and understanding.

Common terms used to describe identities can be organized into three major categories: sex, gender, and sexuality.

• Sex (female, intersex, male) is assigned at birth based on biological and physiological characteristics. Human bodies are complex; there are up to 40 different conditions that comprise the “intersex” identity. Experts estimate that roughly 1.7% of the population is intersex, which is as common as red hair and green eyes! Intersex people are commonly forced into normalization treatments and surgeries. A growing intersex rights movement is pushing for bodily autonomy as part of the broader discourse about gender-affirming care.
• Gender (cisgender, nonbinary, transgender) describes a person’s internal sense of self. Gender is unique to the individual and distinct from bodily traits, self-expression, and others’ perception. Cisgender means that a person’s gender aligns with their sex assigned at birth. Transgender means that a person’s gender does not. Transitioning to affirm gender identity involves social, medical, and legal processes that are often risky and costly. Non-binary is an umbrella term that includes people who embrace multiple genders (genderqueer), move between genders (genderfluid), or do not identify with a gender at all (agender).
• Sexuality (heterosexual, gay) describes both physical and romantic attraction, which often– though not always– overlap. Queer is a multifaceted, catch-all term that refers to all groups that are not cisgender and/or heterosexual, including gay, lesbian, bisexual, asexual, and aromantic individuals.

Understanding these terms is important – not to change how we may personally think or identify – but to ensure we address one another with respect. We can ensure everyone has the right to self-identify by checking, affirming, and using a person’s preferred language. After all, you wouldn’t refer to a colleague as “Dr.” or “Mrs.” without first verifying their status and personal preference. Similarly, we can show respect when others share their gender, sex, and sexual orientation, including preferred pronouns. Not everyone chooses to publicly disclose or discuss their LGBTQIA+ identities for a number of reasons, including personal safety. Because it signals comfort, awareness, and safety, neutral language is a powerful tool for intersectional LGBTQIA+ allyship.

The current legal protections for LGBTQIA+ people are a patchwork of nondiscrimination policies that impact every stage of life: from prenatal care to postmortem planning. In this context, allyship is more important than ever. Effective allies expand their knowledge about sex, gender, and sexual identities and the unique issues facing the LGBTQIA+ community while creating welcoming environments by using neutral language, asking open-ended questions, accepting if a person doesn’t want to explain, and respecting every person’s right to self-identify.

We welcome all WGR members to join us each month at our DEI Committee meetings! Register here for the next meeting on December 20 rom 11:30 AM–1 PM (ET). For more information on WGR’s DEI Committee, please reach out to dei.wgr@gmail.com.

This month’s blog is authored by DEI Committee Co-Vice Chair Larkin Willis.

DEI Committee members were joined by: Danny Navarro (Nonprofit Vote); Selene Gomez (VoteRiders); and Julie Houk (Lawyers’ Committee for Civil Rights under Law). The conversation was moderated by DEI Committee member Chris Metzler (Niagara Health Policy Advisors). Ms. Metzler kicked-off the discussion with an overview of the history of women’s suffrage, noting that both historically and today, a woman’s race & ethnicity, geographic location, and socio-economic status all influence their ability to exercise their right to vote.

Ms. Houk then provided context surrounding key provisions of voting access legislation, noting that the right to vote is not specifically enshrined into the United States Constitution (The 14th & 15th Amendments to the U.S. Constitution, as well as the Voting Rights Act of 1965 and the National Voter Registration Act of 1993) were all highlighted.

Mr. Novarro then emphasized the important and unique role that nonprofits play in engaging voters. Nonprofits can be pivotal in utilizing nonpartisan voter engagement activities, tapping into those segments of the population that have been traditionally excluded (e.g. recent naturalized citizens, people whose rights have been restored, and non-English speaking voters).

Ms. Gomez rounded out the panelists’ remarks by discussing the multitude of voter identification laws that have either already been passed and taken into effect, or those that are pending for 2023. Ms. Gomez also highlighted the disproportionate impact of voter identification laws on a national level, noting that, for example, that 11% of voting-aged citizens and 18% of people age 65+ do not have a current government-issued identification.

The panelists encouraged the DEI Committee members to reach out to them for additional information and resources, and committee members discussed ways that we can all help to keep our friends, families and communities engaged in the voting process. WGR’s DEI Committee encourages all members to exercise their right to vote, and to let their voices be heard!

We welcome all WGR members to join us each month at our DEI Committee meetings! Register here for the next meeting on November 15 from 11:30 AM–1 PM (ET). For more information on WGR’s DEI Committee, please reach out to dei.wgr@gmail.com.

This month’s blog is authored by DEI Committee Chairperson Gamble Hayden.

By a DEI Committee Member wishing to remain anonymous

It took a long time to start writing this piece. I couldn’t figure out how to share my DEI story without threatening the professional exterior that I’ve cultivated so carefully.

In the end, I decided to leave this piece unsigned because anonymity creates a safe space in which I can be honest. My honesty, even if it is transmitted from behind a curtain, may help someone feel less alone or give someone insight into a co-worker’s experience. Maybe this will inspire someone to share their own struggle in the workplace. Maybe it will help me to do the same.

I am a woman of color with ADHD. At least half of that equation doesn’t really fly in most corporate settings, no matter how much the company values DEI. There’s so much at stake—my reputation, my livelihood, how I see myself. In my mind, I can have ADHD, but I can’t be ADHD, at least not between 9-5.

For many people, including myself, ADHD is coupled with perfectionism, born out of a need to escape feelings of shame and to keep our internal challenges from being discovered. My ADHD makes writing this piece (and completing this piece) a test of my self-worth. My mind works differently, and even when I am proactive in managing my ADHD, my symptoms can lead me away, not towards achieving my ambitions.

Yes, I can be creative, passionate, and inspired, but all that comes with a very high price. When I wake up, I don’t know if I am primed to soar or if I will have to fight exhausting, demoralizing symptoms that day. On “bad” days I spend considerable time and energy pushing past my symptoms, reminding myself to use systems such as time tracking, repeated reading of my notes, peer support, and medication to keep me focused and moving forward. At times, I fight so hard during the workday that I struggle to be present and engaged with my family.

I’m fortunate to work in a progressive, inclusive company. I serve on a company DEI council where I can help create a more inclusive workplace for people with seen or unseen disabilities. I have co-workers who are open about their mental health challenges and other “invisible” issues. But I don’t share my disability. I think it could make some people who don’t understand this disorder believe that I am less competent. Once shared, there’s no unsharing that disclosure and that scares me.

Most of this thinking comes from inside, fed by a lifetime of giving my failures and ADHD symptoms so much more power than my successes. Even if it is untrue, I often think that I am just one symptom-filled day away from really messing up my career.

But I’m fighting this with my own personal, internal DEI initiative. I have become more accepting of my ADHD. I’ve learned to create accommodations for myself. I practice mindfulness and self-care. I try to be as compassionate and supportive of myself as my colleagues would be if I disclosed.

I am grateful for safe and inspiring spaces like the one offered by WGR’s DEI Committee. It takes courage to create and maintain a space where deeply felt issues are shared and where people like me can continue to grow. Thank you, WGR, for your DEI commitment.

The WGR “My DEI Story” Blogs are featured monthly, highlighting the story of a DEI Committee member or supporting ally. These blogs are designed to shine a light on the amazing diversity that exists within our community, and to recognize that EVERYONE has a DEI Story. Interested in having your story featured? Please send an email to dei.wgr@gmail.com.

This year’s conference celebrates 10 years of PWIA – honoring lessons in advocacy and looking to the future of women in the field. Engage is honored to partner with PWIA as we celebrate an anniversary of our own – 15 years of innovation in digital and public affairs.

At Engage, we often talk about how our core values are the backbone of our culture. Those values – Trust, Quality, Leadership, and Innovation – take on the role of company guardrails, dictating the boundary of what’s acceptable (and also what’s exceptional).

As a business owner, I’m proud to say that the majority of our senior leaders are women. These exceptional women are shaping and defining the digital space in D.C. and beyond. Our leaders are driven by initiative, embrace mentorship, are committed to self-growth, and lead by example.

More and more, as I work with clients in highly-stakes industries from bio-pharma to manufacturing, telecommunications, and technology, I’m encouraged by the growing number of women in leadership positions.

PWIA believes that when women of all backgrounds are involved at the highest levels of policy and advocacy, everyone benefits. As we celebrate 10 years of PWIA together in just a few days, I look forward to learning from this community that empowers women by fostering professional development and growth opportunities.

About Riley & Engage

Riley Bechdel is a Partner at Engage. Located in Old Town, Engage operates at the crossroads of politics and technology, focusing on providing best-in-class solutions for today's most complex public affairs challenges. With continuous evolution in the landscape, they provide a variety of ongoing consultative solutions and execution tactics to drive and guarantee success in reaching all of your goals.

Riley draws on her experience of working with clients across a wide spectrum of issues to design and implement digital strategies that solve their challenges in the public arena. In practice, that translates into overseeing and developing Engage’s team and approach to delivering a best-in-class client experience that also produces quantifiable results. This commitment to excellence also complements her focus on cultivating long-term and meaningful relationships, capabilities, and strategies.

WGR’s annual Professional Women in Advocacy Conference provides professional development and leadership training to women in all areas of advocacy. To learn more, click here. 

At its most fundamental level, advocacy amplifies people and organizations. Through the hard work of Government Relations and Public Affairs professionals, more voices are heard, more needs are considered, and more rights are protected. That’s why it gives me great pride to continue The Hill’s longstanding support of the PWIA Conference and WGR, an organization that shares our commitment to advocating for women.

At The Hill, we value the importance of providing a fair and non-partisan forum for diverse voices and dialogues. You’ll find that in our news coverage and guest commentary, which both feature voices from across the political spectrum. And you’ll see it at our live events, which bridge divides between lawmakers, policymakers, business leaders and experts to address the biggest challenges facing our country.

I am proud to say that The Hill’s events have featured some of the world’s most dynamic and empowering female voices: Tarana Burke, founder of the #MeToo movement; former Baltimore health commissioner Dr. Leana Wen; CeCé Telfer, the first openly transgender person to win an NCAA title; Jennifer Granholm, Secretary of Energy; Lisa Dahl, chef & entrepreneur; Ramona Ortega, Founder & CEO, My Money My Future; Cathy Zoi, CEO, EVgo; Hon. Hilda Solis, former Secretary of Labor; former New Jersey governor, Christine Todd Whitman; actor and activist, Sigourney Weaver; Cynthia Choi, Co-Founder of Stop AAPI Hate; and Deborah Archer, President, ACLU, to name just a few.

Of course, advocacy doesn’t stop in Washington D.C., and neither does The Hill. In addition to being a trusted source for lawmakers and policymakers inside the Beltway, The Hill’s mission is to make politics and policy more accessible to more Americans. The Hill’s website reaches more than 30 million people per month, demonstrating a nation’s increasing need to understand how what happens in Washington impacts their pocketbooks, towns, schools and lives.

Last summer, Nexstar Media Group, the country’s largest local broadcaster, acquired The Hill. Nexstar’s 200 owned or partner stations in 116 U.S. markets enjoy enormous trust within local communities. The 5,500+ journalists working across Nexstar extend The Hill’s already-impressive footprint to cities large and small, including more than 30 state capitals. The Hill’s reporters and content are featured on Nexstar stations. And local Nexstar content and reporting is being showcased on TheHill.com, at The Hill’s events and on The Hill TV, our new streaming channel.

Whether it’s within the Beltway or across America, we are proud to work with partners like WGA to help amplify the diverse voices, perspectives and opinions that fuel active and informed participation in our representative democracy.

Onwards,

Lori Tavoularis
CRO/EVP Revenue Operations
Nexstar Digital and The Hill

To learn more about The Hill, click here.

WGR’s annual Professional Women in Advocacy Conference provides professional development and leadership training to women in all areas of advocacy. To learn more, click here.