To the Good Morning Man – For nearly a decade here in Washington, D.C. on the corner of 15th and K Streets sat a man who would blow his whistle very loudly and proclaim “Goooooddddd Morninnnggg!” to everyone that walked by – I’m telling you he blew that whistle about as loud as it could blow!  You could hear him yell, “Good Morning Young Lady!” or “Good Morning Young Man!”.  It would have been almost comical to see this had it not been for the fact that I suspected that he was a homeless man who just decided to pass his time away engaging with folks via his whistle and his cheerful voice!

You’ll notice that I’ve written this piece in the past tense, because, yes, unfortunately, I found out that “The Good Morning Man” passed away on July 29th from liver cancer.  A news alert came through my phone noting this, along with the story of the man who once was known as Larry Tutt – a Vietnam Veteran who suffered from PTSD and lived a life that was plagued by drugs, mental illness and a decade in jail on a burglary conviction.  As it turns out, according to a Washington Post article on Mr. Tutt, he was not homeless, but in fact rode the Metro each morning at 5:00am to head down to the corner of 15th and K Streets, an area in the heart of Washington, D.C.’s lawyer and lobby district, to bring a little cheer to everyone who walked by…

A few weeks ago, I was walking by that area and noticed that Mr. Tutt wasn’t there… There is scaffolding around the buildings located there, so I figured he just moved himself to another corner, though in the back of my mind, that explanation never really did seem comforting.  Now, in the interest of full disclosure, I will admit that sometimes I would avoid walking passed 15th and K Streets because I would say to myself, “I don’t feel like hearing that loud whistle in my ear this morning!”.  Little did I know how much I would miss hearing those sounds now that I’ll never get the chance to hear them again, nor to engage Mr. Tutt outside of just a friendly “Hello” as I kept on walking about my business – what I would do now to have one more opportunity just to talk to him and hear his story!

What a valuable lesson!  Do take the time to engage with people at every opportunity – you will be surprised at what you’ll likely learn from one another, and oh what wonderful things you’ll have in common!  Rest In Peace now Mr. Tutt, “Mr. Good Morning Man” — well deserved!

For more information on the life of Larry Tutt, see the Washington Post article referenced in this piece here.

Until Next Time!

By the time you’re reading this article, I would have assisted in organizing my 3rd Women in Government Relations (WGR) Diversity, Equity and Inclusion (DEI) Summit, and my 2nd one serving as WGR’s DEI Committee Chair!

One of the things that I have enjoyed (among many) about helping to plan the Summit each year is the Resource Workbook that we provide (electronically thus far) to all DEI Summit attendees.  This Workbook not only contains general information about the event, but it also includes a list of DEI resources (books, articles, toolkits, etc.) that WGR’s DEI Committee Members find invaluable!  In addition to the various resources, the Workbook also contains reflection pages where DEI Summit attendees can jot down their thoughts, ideas, questions and challenges!

Successful DEI efforts require commitment, vulnerability, and authenticity – and it is a lifelong journey, there is no “one and done” effort or action in this space.  As a result, you will likely:   participate in sometimes uncomfortable conversations; stumble at times as you’re expanding your DEI knowledge; and learn new things about yourself as you’re beginning to learn new things about others!

I invite you to begin (or continue) developing your own DEI Resource Workbook! Jot down all of those great resources that have come your way and don’t be afraid to share all of this good stuff with others in your network! Allow yourself some space to also write down those thoughts, ideas, questions and challenges that I mentioned earlier – and don’t be afraid to open yourself to others… We are all on a continuous DEI learning journey, moving along one step at a time – together!

What are you doing today to help create change within your organization?

On July 4, 2022, America will celebrate 246 years of independence from Great Britain’s rule, as the Declaration of Independence was signed in 1776. This important document professed “…that all men are created equal, that they are endowed by their Creator with certain unalienable Rights, that among these are Life, Liberty and the pursuit of Happiness.”  Fast forward to 2022, however, and it continues to be evident that not everyone is seen as being deserving of these basic human rights – calling into question the lack of equality that exists, particularly amongst underrepresented populations.

For these individuals, what equality looks like in the workplace can be especially challenging. For some, equality may mean having a fair opportunity to compete and apply for a desired position; for others, it may mean that they are not discriminated against based on any multitude of characteristics that make them the unique individuals whom they are. I would argue that equality in the workplace should include both of these things, in addition to other elements, such as:  providing everyone with a safe and hostile-free working environment; allowing everyone to take advantage of opportunities for additional growth and professional development; and providing a space for all employees to come to work as their true, authentic selves. For me, this is equality in action – “walking the talk” as I like to say!

I invite you to think about what equality currently looks like in your own workplace? Are your company’s policies, procedures, and overall office culture conducive to an atmosphere that champions equality for all who work there? I hope the answer is Yes! If your organization, however, is not where it wants or needs to be, it may be time to take a step back and reassess its core mission and values – there may be some tough questions to answer, but in the end, the organization in its entirety will be better and stronger for it!

I have been thinking a lot lately about the term “allyship,” and what it truly means to me as I continue to move through my DEI journey. Does it mean calling out unfairness or injustice against another right when it occurs? Or does it mean advocating for not only your basic human and civil rights but also the rights of another — even though you may not always see eye-to-eye with them? I would argue that allyship encompasses both things (among many others), and so I challenge you (and myself) to consider how we “show up” for others each day?

Are we “showing up” for our family, friends, colleagues, members, and clients in ways that are both meaningful and authentic? If you are not quite where you would like to be in this allyship space (I know I am not!), that’s ok – we are all on a continuous path of learning, growing, and reflection, and there is always room to do and be better!

The next time you have an opportunity to “show up” meaningfully and authentically for someone, recognize and honor that as an opportunity to connect with and support another fellow human being! You may never know just how much of an impact you might have on them by showing that you are genuine, you are thoughtful, and you are a true ally!

What are you doing today to help create change within your organization?

I have a confession to make…When I first heard the term “diversity” I immediately thought about the word only in terms of how it relates to race and gender. While these identifiers do encompass a huge role when we talk about diversity, race and gender are only a fraction of the many factors that go into making a person the unique individual they are.

Political ideology, education, family background, health, and religious affiliation are just a few examples of the ways an individual’s thinking, outlook, and perspective can be shaped. I use myself as exhibit A: I’m a registered Independent, who is college-educated and was raised by a single mother. I have a pre-existing condition and though I was raised Baptist, I am currently non-practicing. All of these factors make up the diverse person you know (or now know) as Gamble Hayden – my true, authentic self!

The next time you think about diversity, whether it be within your personal or professional spaces, I would like for you to consider the following:

• Do I recognize the value in and importance of having diverse voices as part of the conversation?
• Am I encouraging (and empowering) others to “show up” as their authentic selves?
• What is one change that I will make TODAY to embrace a unique someone?

It is one thing to say that we value diversity, but it’s a whole other thing to truly “walk the talk”! I encourage you to take that next step – I know you can do it!

What are you doing today to help create change within your organization?

Diversity, Equity & Inclusion (DEI) efforts, particularly over the past few years, have taken center stage, with a number of organizations releasing statements of support and hiring Chief Diversity Officers. While these things should not go unrecognized, it is important to note that work in the DEI space is not a “one-and-done” event; rather, it is a lifelong journey of learning, engagement and reflection. Along these lines, it is imperative to acknowledge that conversations around DEI go far beyond just those of race and gender, and thus, opportunities must be created (and available) for people to come together on a consistent basis (and in a safe and brave space) in order to engage in the plethora of these DEI conversations.

As Chair of Women In Government Relations’ (WGR) DEI Committee, one of the things that we do to engage the membership around DEI issues is to host a discussion topic during the first half of each of our monthly meetings. These conversations not only provide an opportunity for WGR members to connect with one another, but they also nurture and encourage that sense of learning, engagement and reflection that I mentioned earlier. Though at times uncomfortable, this dialogue produces a greater awareness for our committee members, and also helps to develop a sense of community – meeting people where they are, while creating the space to have these crucial conversations in a non-judgmental setting.  For this year, our discussion topics have included:  Allyship; Colorism; Age and Organizational Power; and PTSD Awareness.  I would argue that our monthly discussion topics have become “legendary” within WGR; but more importantly, they have bridged gaps and brought all kinds of people together!

While my work within WGR is rewarding, there is an equal reward that comes from working for an organization (State and Federal Communications) that also values and understands the importance of DEI. Our CEO, Elizabeth Bartz, convened staff members from across departments to take a deep dive into how well we, as an organization, are “walking the talk” when it comes to our DEI commitment. As a result, we fine-tuned our company mission statement, and began to offer trainings to the staff on a variety of DEI topics.  Recognizing, however, that we are not experts in this space, we have partnered with Heart To Heart Leadership to assist us with strengthening even more our DEI engagement.

I want to thank both WGR and State and Federal Communications for supporting me as I move along in my DEI journey! When organizations are committed to DEI, everyone wins – what will you do starting today in support of DEI?

One of the best things about having Gamble Hayden on our staff is she gets out there to learn. This year she is the chair of the Diversity, Equity, and Inclusion (DEI) Committee for Women in Government Relations (WGR). And there is no better place to spread the word than with her employer, State and Federal Communications.

We made the decision to create a committee to address DEI, create a mission statement, and hire a consultant to create a culture of change, not just have a “one and done” event.  Our committee developed the mission statement before and shared it with the entire staff.

State and Federal Communications, Inc. strongly supports and strives for greater diversity, equity, and inclusion (DEI) amongst its staff.  We value different perspectives and strongly believe that these viewpoints not only greatly improve our client relationships, but also society at large.

The entire staff at State and Federal Communications, Inc. work to create, implement, and sustain a culture of DEI by incorporating DEI practices into the company’s leadership activity, dialogue, hiring, policies, and communications. State and Federal Communications, Inc. always strives to ensure its staff and clients are encouraged and supported regardless of race, color, religion, sex, national origin, age, disability, political affiliation, marital status, personal appearance, sexual orientation, gender identity or expression, or family responsibilities.

We recognized the need to grow in this area and create a safe and honest space for DEI conversation and learning. WGR’s DEI 2020 Summit included books, articles, podcasts, movies, and documentaries, which helped us prepare a variety of options.

Then we connected with Jeremy Lile, executive director of Heart-to-Heart (H2H) Communications, who works with the Akron community to cultivate purpose-driven, values-based, and community-minded leadership. For more than 30 years H2H has inspired and developed the heart of leaders to lead and the capacity to build strong relationships.

H2H is helping us discover and develop our strengths and culture. It provides a leadership training pathway to discover and develop the characteristics and strengths, which enable individuals to follow a higher calling to include organizational and community life, bringing along the staff of State and Federal Communications to also experience greater impact.

Follow our program. We will blog about it regularly on www.lobbycomply.com and post it on our website. Our goal is not to just bring this to our staff but also to our State and Federal Communications Community.

I walk the walk and talk the talk. It starts at the top. People will not follow if the belief is not two ways. Join us.