Welcome to HBCU Week, when we celebrate America’s Historically Black Colleges and Universities and their contributions to our communities, companies and society.
If we’re talking about race then we’ve got to honor Dr. King. I visited the Martin Luther King, Jr. Museum on my 6th wedding anniversary weekend.
Here are 5 career lessons from the civil rights leader.
Set your sights high.
I’ve been married for 9 years, and my husband and I have 1 child.
I got my first ever credit card in 2019.
I’m a stay-at-home mom (by choice) with no live-in nanny or regular sitter (by choice), and I work one full day during the workweek (by choice). It's been that way since the beginning of my independent practice, aside from a 12-week period where I was without my daughter for two workdays.
Even though it is difficult to admit, we have unconscious biases that influence our interactions and decisions.
I know a ton of HR Pros right now who have been charged by their organizations to go out and “Diversify” their workforce.
There is no denying 2020 has delivered an abundance of challenges for all of us, both personally and professionally. Just when it looked like we could start planning for life after COVID-19, and begin to navigate a shaky economy, the explosive pain of racial injustice contorted our society.
We cannot package human oppression as a module. Our work moving forward will involve a far more complex approach to organizational change.
Company leaders have a tremendous opportunity right now to build real trust with people of color by being intentional about the conversations happening in the workplace.
Often the trickiest part of black Millennial diversity and inclusion is educating people who can't fully relate, don't acknowledge or don't really understand the day-to-day ramifications of the problem.
At some point in our lives, we’ve all been in a situation where we felt we didn’t belong. Perhaps it was that birthday party of a friend of a friend where you just couldn’t find anything in common. Maybe you were underdressed (or overdressed) for a professional conference. When faced with these types of situations and the uncomfortable feelings they bring up, we typically try to leave.
I responded to a recent SHRM #Nextchat Question of the Day post regarding some of the greatest changes to your organization as you rebuild your business after COVID 19. To my surprise (delight and honor), I received a response from SHRM requesting that I elaborate on that response to the question of the day.
As an HR manager at an IT and business solutions firm, I’ll be the first to admit that my company’s approach to diversity and inclusion needed a fresh, more modern take. I know I’m certainly guilty of writing policies and procedures solely from the HR perspective, while the employee point of view is often glossed over. This can lead to us (and others) struggling with disability inclusion.
The coronavirus pandemic has dramatically changed workplaces across the United States. Businesses are trying to adapt in the midst of an unprecedented crisis. But there’s definitely no guidebook to navigating a business through this pandemic. So how can your company find the agility it needs to stay relevant?
Disability inclusion = business success
The COVID-19 pandemic has created a profound shift in workplaces across the United States and the world. “Because we’ve always done it that way” is suddenly out the window. Instead, much of the American workforce has had to get creative and find new ways of working.
International Women’s Day (IWD) is celebrated on March 8 every year to applaud the extraordinary achievements and accomplishments of women in every sphere of life. Although much progress has been made since IWD was first celebrated in 1911, there is still work to do—and HR professionals play a vital role.