The Longevity + Inclusion Alliance Retreat isn't just another industry conference—it's where visionaries come together to create real change.☝️ ✅ RESERVE YOUR SPOT NOW! Join fellow leaders in the Aging Services space May 5-7th in Baltimore, MD as we tackle the undeniable reality: longevity and inclusion are inseparable. We're so excited to bring you two exceptional thought leaders: 💫 3X bestselling author and Black Business Women advocate Professor Elizabeth Leiba as our inspiring keynote speaker, and 💫 Renowned Organizational Development Professional Christopher Ridenhour, GFN as our Catalyst in Residence At the beautiful Revival Hotel, you'll experience powerful roundtables, strategic collaborations, and meaningful connections across the rapidly diversifying sectors of aging, senior living, and human services. ➡️ Download the Program Guide and register today: https://lnkd.in/gGaJCFhC #Longevity #Inclusion #SeniorLiving #AgingServices #DEIB #LeadershipRetreat
W Lawson Company
Business Consulting and Services
Baltimore, Maryland 129 followers
Creating equity in aging.
About us
We commit ourselves to serving at the intersection of inclusion and longevity. We do this through strategic consulting services for mission-driven organizations and business partners beginning or continuing a journey of inclusion. By 2040, just 17 years from now, there will be over 81 million Americans 65 and older. Most of them reject the current models of aging. The payment system disadvantages middle- and low-income individuals with insufficient social supports and services to meet the needs of all seeking it. In order to end the clear and present crisis in housing, supports and services we partner with thought leaders and professionals to amplify our voices. We envision and create inclusive, supportive living environments for older adults. We are creating equity in aging by continually learning, evolving, and growing for the betterment of humankind by ensuring the inclusion of BIPOC, LGBTQ+, Persons with Disabilities, Neurodiverse, Immigrants and all humans hindered by historical marginalization, exclusion, discrimination and oppression. As such, our strategy is always an inclusion strategy. We pursue equity in aging by continually centering diversity, equity, inclusion, belonging, justice and accessibility within all aspects of our work. Exclusively focused on operating communities of inclusion and belonging, ensuring accessible, equitable, and innovative housing, support and services for older adults and historically marginalized groups. We accomplish this through our not-for-profit, 501c(3) charitable organization, Communities of Inclusion & Belonging, Inc.
- Website
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www.wlawsoncompany.com
External link for W Lawson Company
- Industry
- Business Consulting and Services
- Company size
- 2-10 employees
- Headquarters
- Baltimore, Maryland
- Type
- Self-Owned
- Founded
- 2022
Locations
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Primary
Get directions
9613 Harford Rd
Suite C-1125
Baltimore, Maryland 21234, US
Employees at W Lawson Company
Updates
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W Lawson Company reposted this
Huge thx to Senior Housing News and Andrew Christman for continuing to spotlight the importance of inclusion and belonging in aging services. I was delighted to continue to lend my voice to this ongoing article series. ***** Join us this May 5-7 in Baltimore, MD for the Longevity + Inclusion Alliance Retreat! https://lnkd.in/e6gfr53X
While many major corporations are rolling back their DEI initiatives in 2025, the senior living industry is standing firm in its commitment to diversity, equity, inclusion and belonging, as covered in this latest article from Senior Housing News. W Lawson Company CEO Marvell Adams Jr. states, "[DEI is] inescapable not because of just who we're serving, but also who we're asking to do the serving." His words highlight the fundamental truth that the aging and senior living industry's success depends on creating inclusive environments for both residents and staff. At a time when some are retreating from these values, largely influenced by the current administration, we must stand proud to be part of a sector that recognizes DEI isn't just a program—it's essential to our mission and future. https://lnkd.in/eDNZhJNg
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W Lawson Company reposted this
On the Hill this week with Caregiver Action Network for The Science Coalition’s The Science of Addiction & Mental Health, featuring ESPN’s Lauren Sisler and hearing from Senator Tim Kaine, Rep. Madeleine Dean, Rep. Maxine Dexter, and Frank Purcell. Lauren’s personal story as well and those of these elected officials and experts not only highlighted the stigma and shame associated with being a caregiver of a loved one living with addiction and mental health conditions, but underscores the important work to be done within public policy and the programs, training, and support being provided.
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What if two days could fundamentally shift how you think about longevity, inclusion, and the future of senior living? The 2025 Longevity + Inclusion Alliance Retreat isn't just another industry conference—it's where visionaries come together to create real change. 🌟 First-hand testimony! Check out what Jim Pashalidis, RSSA® shared about last year's retreat: "Attending the 2024 Longevity + Inclusion Alliance Retreat was nothing short of transformative. Going into the retreat, I expected insightful discussions on aging services, but what I experienced was something much deeper—an environment of genuine connection, bold ideas, and a shared commitment to inclusion. From the moment I arrived, it was clear that this was not just another industry conference. Marvell Adams, Jr. set the tone with his thought-provoking remarks and activities, challenging each of the participants to confront our own thought systems and us to rethink the way we approach longevity and inclusion. His ability to weave personal stories with systemic insights made every discussion feel both urgent and deeply personal. The sessions he led weren’t just informative—they sparked real, impactful conversations. From the intimate setting that encouraged honest dialogue to the way each session built on the last, it was obvious that they put tremendous thought into every aspect of the retreat. They created an atmosphere where every voice felt heard, and valued, ensuring that whether you were a seasoned leader or a newcomer to the field, you walked away feeling empowered. The breakout discussions were some of the most authentic and engaging I’ve ever experienced at an event. We tackled tough questions about equity in aging services, the future of long-term care, and the barriers that still exist for marginalized communities. If you ever have the opportunity to attend one of this event in the future, don’t hesitate—it will change the way you think about aging, inclusion, and the future of our communities." A very big thank you to JIm for sharing this! ******* SIGN UP NOW FOR THIS YEAR'S RETREAT!! May 5-7, 2025 Baltimore's Revival Hotel See the Program and register at https://lnkd.in/gGaJCFhC ******* The undeniable reality is that longevity is inextricably tied to inclusion. This retreat exists for those with both the power to make change and the courage to take action. JOIN US! #Longevity #Inclusion #SeniorLiving #LeadershipDevelopment #DEIB #AgingServices
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While many major corporations are rolling back their DEI initiatives in 2025, the senior living industry is standing firm in its commitment to diversity, equity, inclusion and belonging, as covered in this latest article from Senior Housing News. W Lawson Company CEO Marvell Adams Jr. states, "[DEI is] inescapable not because of just who we're serving, but also who we're asking to do the serving." His words highlight the fundamental truth that the aging and senior living industry's success depends on creating inclusive environments for both residents and staff. At a time when some are retreating from these values, largely influenced by the current administration, we must stand proud to be part of a sector that recognizes DEI isn't just a program—it's essential to our mission and future. https://lnkd.in/eDNZhJNg
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Congratulations to Christopher Ridenhour, GFN for this well deserved recognition! We are so excited to welcome him back to the Longevity + Inclusion Alliance Retreat this May 5-7 as our Catalyst-in-Residence! 👏🏾👏🏾👏🏾 Join us at this year’s Retreat. We’ve made space for you! 👇🏾 https://lnkd.in/eZVXEZvU
I don’t know any Corporate Trainer or Organizational Development professional who’s in it for fame and glory. My greatest thrill comes from assisting brave leaders and teams achieve their most elusive workplace culture goals - where everyone, at all levels, live into the organization's mission, vision, and values. That's the good stuff! Anyone else? With that said, I’m utterly humbled by the nomination of my fellow Tri-State HRMA colleagues for Delaware Valey HR Professional of the Year! Just to be recognized by such passionate, purpose-driven changemakers is a deep, deep honor. HR Person @Delaware Valley HR Person of the Year Awards.
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Early Bird Pricing for the 2025 Longevity + Inclusion Alliance Retreat Ends March 31st! 🐦 Just 4 days left to save $200 on your registration for this influential aging services gathering of the year. Join leaders, emerging leaders, C-suite executives, and thought leaders in Baltimore (May 5-7) from across aging and human services to come together, recharge, refocus and reunite... and shape the future of aging services. ➡️ Limited spots are available, so secure your seat today before prices increase. ➡️ Download the Retreat Program Guide for the event agenda, speaker lineup, and networking opportunities. https://lnkd.in/gGaJCFhC #Longevity #Inclusion #Retreat #SeniorLiving #AgingServies
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W Lawson Company reposted this
Inclusion is always additive and when we find the opportunity to gain empathy it makes equity a possibility that perhaps was once illusive. I’ll admit that before becoming a parent of 3, just as Kathryn Tuttle shares, I didn’t get it. And frankly as a man I can never truly understand the experience of mothers that navigate so many spaces not in the least malleable enough to justly create space that is equitable and inclusive. And until this is a reality our work will not be done. ********* Join us this May 5-7 for the Longevity + Inclusion Alliance Retreat being once again held in Baltimore. Because equity can’t wait. https://lnkd.in/e6gfr53X
Helping founders turn good products into great brands. Brand Strategy & Go-to-Market Advising for Purpose-Driven Brands
I just didn't get it. What you see here is me, 12 hours after going into labor with my twins, still sending meticulously planned transition emails. For years, I thought I supported working mothers—giving them flexibility, celebrating their children's milestones. But I'm not proud to admit that for most of my career, I just didn't get it. Then I returned from maternity leave to face the reality: embarrassing pumping breaks in rooms full of men, complex childcare arrangements, and missing conversations that shaped the company before 8AM or after 5PM. The harshest critics of working mothers are often other women—women like me. We need core hours scheduling, genuine psychological safety around family needs, and focus on outcomes, not hours. To other leaders, especially women: We can lift others up in ways we weren't lifted ourselves. Take the time to consider how you can really support working parents.
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Turnover and retention is easily the number one challenge facing aging services providers. Herein is a data driven look at how DEIBJA impacts retention. Excited to discuss topics like this and others at our Longevity + Inclusion Alliance Retreat this May 5-7 in Baltimore, MD! https://lnkd.in/eZVXEZvU
In this era of DEI backlash, it’s important for people to understand precisely how DEI practices are implemented and what their impacts are. Diversity scholars typically follow Lisa Leslie and colleagues’ influential typology, which distinguishes between practices designed to address the following three issues: ensuring that women and URM have access to the same resources and opportunities as men and non-racial minorities, managerial bias, and organizational accountability. The question is, which of these practices, or combination therein, matters for recruitment and retention of women and URM workers? Tiffany Trzebiatowski Kaifeng Jiang Zhen Zhang Rory Eckardt Yeongsu Anthony Kim try to answer these questions by combining two datasets: an annual reporting of law firm demographics and annual surveys conducted by a third party that tracks law firms’ diversity practices over time. They specifically look for whether a firm has the following diversity practices and then track the turnover rates of women and URM leaders and non-leaders over time. · Resource practices: diversity mentoring or sponsorship programs, social support systems (i.e., ERGs), career advice, and targeted recruitment practices · Managerial bias practices: Diversity training for employees focused on countering bias · Accountability practices: having a chief diversity officer or similar, diversity committees that track recruitment and retention trends over time There’s a fair amount to parse here but I’ll jump to the big takeaway, which is that for both leaders and non-leaders, turnover rates are lowest when all forms of diversity practices are in place. That is, when firms address the social isolation of women and URM, train managers on bias (we can dive into the specifics of what should look like), AND have practices that keep the organization cognizant of the diversity of the workplace, they have the lowest turnover of women and URM. However, the other notable finding is that turnover is highest when only some of the practices are in place, but not all. And the combination that is the worst for turnover is the utilization of resource and anti-bias practices WITHOUT accountability practices. While most firms are gutting all three forms of practices, a savvy leader might wonder, which ones can I give up with the least amount of negative impact? Sadly, the answer to this isn’t straightforward, because another factor that appears to matter is whether the worker is a non-leader or a leader. For retention of non-leaders, your best bet is to maintain resource groups and practices if you don’t want to increase turnover rates of women and URM. But if what you care about is keeping women and URM leaders around, then the answer is to cease anti-bias training.
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Be part of the movement! We invite forward-thinking organizations to partner with us for the 2025 Longevity + Inclusion Alliance Retreat. This exclusive gathering brings together leaders who are actively shaping the future of aging services, senior living, and human services sectors. As the aging demographic continues to evolve, this retreat offers an opportunity to connect deeply with decision-makers from the most progressive and influential senior living providers in the United States. What makes this partnership unique? 💫 Capped attendance ensuring meaningful engagement 💫 Exclusive access to retreat participants 💫 Automatic 2025-2026 L+I Alliance Business Membership 💫 Direct connection with leaders who drive innovation and purchasing decisions Don't miss this opportunity to connect directly with industry leaders and establish your brand in the growing aging services field. 👉 Get full sponsorship details at https://lnkd.in/gGaJCFhC Various partnership levels and benefits are tailored to maximize your organization's visibility and impact. #SeniorLiving #AgingServices #EquityInAging
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