How to Approach Internal Communications

🚫 Internal Communications needs to stop being a marketing-led function. 🚫 🚫 Internal Communications needs to stop being a PR-led function.🚫 🚫 Internal Communications needs to stop being a compliance-led function.🚫 🚫 Internal Communications needs to stop being a crisis-led function.🚫 Internal Communications needs to be led with: 1. Empathy 2. Proactive Transparency 3. Inclusion & Belonging #Communications #Culture #Leadership #Messaging #Comms #InternalCommunications #

Feature in "Rituals Roadmap" by Erica Keswin

I have always been a believer in rituals. They help anchor us; they give us a sense of stability. In this chaotic time, rituals have never been more important. And yet, many workplace rituals have had to change and evolve over the past year, as in-office cultures were forced remote, employees were met with unique personal challenges working from home, and the world around us changed rapidly every day. In her book, Rituals Roadmap, Erica Keswin provides tactical approaches and

My Candor

I get a lot of messages about my candor and honesty on here. For me, it's not something I think about as radical. Authenticity is something that I value - in my company, in my bosses and coworkers, in my friends, and in myself. I see so much phony and tired posts on here. It drives me crazy. And so, I aim to change that - one post at a time. Just be real. Self-promote if that's what you want to do. Sell if you have to sell. Say what you want to say. We all need to tear down t

The Great Minority

We all know that we have until 2050 to address climate change. What you may not know: We have until 2050 to address Diversity, Equity, Inclusion, and Belonging in the workplace. By 2050, the collective minority will become the majority in our country - a shift I have coined, "The Great Minority." The fact is - our demographic is already changing. Many account these changes as the reason for the rise in hate crimes and violence. Fear of "white extinction" has been listed as on

My Response to BLM at Knotch

Last week, in response to the recent murders of Black lives and the increasing national conversation on racism, I rolled out a comprehensive five-step Inclusion strategy. 🤝 We will continue to build upon the inclusive culture we have. 👏 We will continue to amplify all voices. 🤝 We will create more equitable opportunity for all of our employees. 👏 We will strive for more diverse perspectives. 🤝 We will demand education, respect, and understanding. 👏 We will ensure all be

Salt's Pride Series

I was honored to add my voice to Salt's Pride series. "With the recent events in the world, we also can’t ignore that Pride itself is a form of protest. Being openly queer is itself political. The LGBTQ+ movement started with Brown and Black folx rioting against police brutality. We can’t lose sight of how Pride began and what Pride asks of us. We have to continue to speak out against injustice and fight for equality for all LGBTQ+ folx." "Pride has to be an internal and exte

Pride is not cancelled. Pride is restored.

Pride is not cancelled. Pride is restored. ✊ Pride started with riots against police brutality. ✊ Pride parades were designed to be marches. Pride is NOT a celebration. 👏 Pride is a DEMAND for the acknowledgement, empathy, and equality of LGBTQ+ people. 👏 Pride is a DEMAND for allies to become advocates. 👏 Pride is DEMAND for brands to amplify queer stories and voices (particular intersectional queer people and specifically Black queer & trans folx.) Do not cancel your Pri

SHRM Does NOT Represent the HR Industry

I must speak out. As an HR leader, I have been extremely disappointed and frankly disgusted by the way SHRM has posted about the topic of systemic racism and police brutality. These posts below are just small examples of how SHRM as an organization has proven to be dated and behind the times when it comes to the current need for inclusive leadership. I did not renew my membership with them due to posts like this that are blissfully unaware of the complexities of the situation

Pride 2020: Returning to the Core of LGBTQ+ Pride and Purpose

After last year’s pride celebration honoring the 50th anniversary of the Stonewall Riots, we kickoff pride month this year in a seemingly different world. 🤝 Last year, five million people took to the streets of New York to celebrate pride. 🤝 Over the weekend, thousands of New Yorkers took to the streets to respond to the death of George Floyd. ✊13 people were arrested on the first night of the Stonewall Riots. ✊ Friday night, nearly 200 people were arrested in NYC on the fi

How to start Diversity & Inclusion Initiatives

Diversity, Equity, Inclusion and Belonging: 💧 First, start with Diversity, by bringing different groups together. 💧 Next, move to Equity, and begin creating an environment that acknowledges advantages/disadvantages various groups experience and works to correct that imbalance, getting everyone to the same starting place. 💧 Then, once you have leveled the playing field, you are ready for Inclusion, and employees can begin feeling valued and heard for who they are. 💧 Lastly

Unpacking Unconscious Bias: Bias 101

✖️ Bias 101 ✖️ 😇 Halo Effect: Putting someone on a pedestal based on one positive trait or action 👿 Horn Effect: Putting someone in the doghouse based on one negative trait or action ⚖️ Contrast Bias: Comparing one person or idea to a group of people or ideas 👨‍👨‍👦‍👦 Affinity Bias: Favoring connection with people of similar background, beliefs, or experiences 💬 Confirmation Bias: Favoring opinions that back up your own pre-existing beliefs or ideas 🧮 Attribution Bias:

Pronouns Are Not 'Preferred'

Pride month coming up has me thinking... I see more and more pronouns listed on people’s profiles every day. It makes my queer heart happy to see this. That said, I believe LinkedIn should make this a profile feature for all accounts. Showcasing pronouns shouldn’t be something that some “progressive” leaders add to the end of their profile name to be “inclusive.” It should be a global initiative by the platform to create a more inclusive community. LinkedIn has such a global

Diversity, Equity, Inclusion, and Belonging: What are the Differences?

▪️ Diversity is being invited to the party. ▪️ Equity is having the means to get to the party. ▪️ Inclusion is being asked to dance. ▪️ Belonging is having your dance moves celebrated. #People #HR #HumanResources #Diversity #Equity #Inclusion #Belonging #DEI #Culture

Diversity, Inclusion, Equity, and Belonging During COVID-19

Q: What can I do during this crisis that’s no cost in the area of Diversity, Equity, Inclusion, and Belonging? A in 3 A’s: Auscultate: Listen internally to aid in a cultural diagnosis Acknowledge: Recognize the viewpoints and experiences of underrepresented groups in your organization Audit: Methodically review your policies and processes Use this time to course-correct. Use this time to create a more equitable workplace. Use this time to become a more inclusive employer. #Pe

Reflecting: One Year at Knotch

A year ago today, I started working at Knotch, and what a year it has been! I have often joked that start up years are like dog years - one year feels like seven! That could not be more true for my experience at Knotch, but not so much because of how Knotch has changed, but how I have changed because of Knotch (and I am not just talking about my hair color!) I have grown so much over the past year, under the leadership of Anda Gansca, CEO, and Aron Tzimas, CCO. I have had th

Authenticity in the Workplace

It can be terrifying to bring your authentic self to work. I grew up in Brandon, Mississippi, a small town located in the most conservative county in the state. There was a car dealership on every corner and a church in between. I was called gay for the first time when I was 11, before I even fully understood what the word meant. I was ridiculed and bullied throughout middle school and high school. I grew up in a liberal household yet still struggled to come out. My queer br

Employees Want to be Heard

More than anything, employees want to be heard. They want their feedback and suggestions to not fall on deaf ears. They want to be valued for their opinions and perspective. They want to be seen for who they truly are — their full selves. They want to be asked questions and have their answers be received and taken into consideration in return. They want to be able to explain their mistakes. They want to be able to acknowledge their wins. They want to be able to vent about iss

"We Belong Together"

In my career, I’ve had the pleasure of working at companies that have had very identifiable workplace cultures. They all strived for inclusion with varying degrees of success. I only felt I truly belonged at two (one of those being my current company.) Belonging is so important, and admittedly, it’s hard to qualify. Belonging is not just creating an environment where people can be their authentic self at work. Belonging is also celebrating what makes them unique. Belonging

Allyship Requires More Than Empty Words

Allyship requires support AND action. There is no such thing as a passive ally. You must put in the work. You must understand your own privileges, and by doing so, learn that there are limitations that come with being merely an ally. I’m a queer man. As one, I have a deep, personal understanding of the queer experience. I’m also a strong ally for many communities. For example — I’m an ally for women’s equality. I grew up the son of a single mom, who was the first in her fami

Perfomative Behavior at Work

After I entered the workforce post-college, I quickly realized I was *performing* at work. I was being open about my sexuality. I often shared details and stories about my partner. I wore clothing I felt comfortable in. I was doing everything I thought I needed to do as a queer person, and, in turn, I felt generally accepted. It took me sometime to realize my behavior was actually performative. I was using performativity to broadcast my identity in order to make sure I fit i