It is My Great Honor

I am pleased to accept the National Diversity Council & Tri-State Diversity Council's LGBTQ+ Leadership Award today. This award honors leaders in corporate America and within the community who exemplify recognizable LGBTQ+ advocacy efforts, serve as role models within the LGBTQ+ community, champion LGBTQ+ protections in the community/workplace, and sustain a record of influencing positive change in the LGBTQ+ community. I am honored to receive this award alongside my fellow h

Corporate Guide to Pride 2021

This Pride, I ask every corporation and every entertainment company to stop centering the white and cis experience in your campaigns, programming, donations, etc. Part of the beauty of the LGBTQ+ experience is its diversity. It’s time we start seeing that in media representation and storytelling. Happy Pride Month! Let’s not lose sight of the origins and true purpose of this month. 🏳️‍🌈✊ #Pride #Pride2021 #PrideMonth #LGBTQ #LGBT #DEI #Diversity #Inclusion

Basecamp: A Lesson in What Not To Do

If you are looking for a way not to do it, look no further than Basecamp. I would say I am surprised... but unfortunately I know there are still many in power who feel this way about "societal and political discussions" in the workplace. I will not rest until every single one of these leaders are no longer in a position of power. You can't ask employees to be their authentic selves, and then in the same breath ban them from discussing the very things that impact their everyda

Stop Asian Hate, Then Fight Against Asian Hate

The murders in Atlanta were stark reminder of the rise in anti-Asian racism that has occurred over the past year. I stand with the AAPI community & will continue to fight against anti-Asian racism. If you are looking for places to donate, please consider the Asian Americans Advancing Justice organization’s Atlanta chapter and Stop AAPI Hate. Links to donate in comments below. We must not only raise these issues in tragedy. We must continue the work every day. #AsianAmericans

Personality Tests Are NOT Inclusive

Tip: 🚫 Don’t do this 🚫 Not only do personality tests often lead to confirmation bias, they also tend create cultures rampant with conformity bias. Essentially, they are the opposite of diverse thinking and inclusive approaches. 🚫 Stop relying on them 🚫 Quick reads in comments below. Follow me on Twitter for more thoughts like this. #DEI #DNI #Bias #PersonalityTest #Personalitytypes #Culture #Inclusion #Diversity #Equity

Remote First Work Culture

For the companies that are shifting from an in-office culture to a remote-first workplace, there are some crucial cultural adjustments that must take place to ensure workplace engagement & employee happiness remain intact. What are some of the ways you are refreshing your culture, adjusting your expectations, and revamping your core values to reflect your new normal? #HR #HumanResources #Diversity #Equity #Inclusion #DEI #People #PeopleOperations #Remote #RemoteFirst #Culture

Bisexuality Awareness Week 2020

My partner is bisexual, & it still amazes me the lack of bi inclusion by both heteronormative folks and within the queer community itself. This week, we celebrate bisexuality. How about we stop debating if bisexuality exists, and start seeing people for who they are and valuing the uniqueness they bring to the world. #BisexualityAwarenessWeek #LGBTQ #LGBT #Bisexual #Inclusion #DEI #Diversity

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

New Future of Work

Remember “Future of Work?” 📚 The former lens of “Future of Work,” primarily focused on the technical and digital revolution of work, has passed. 📖 I push for a new lens. As we know, by 2050, minorities will collectively become the majority. We are already seeing the most diverse high school and college graduates entering the workforce. Now, we are having much needed conversations around racism across industries. ✊ This the NEW “Future of Work.” (In fact, I would argue it wa

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

BLM: How Should Corporations Respond?

We ask black and brown employees to bring their authentic selves to work, despite the fact that simply being their authentic selves gets them killed time and time again across the country. ✖️ Seeing employee's living spaces on Zoom is not enough. ✖️ Leading with heart and empathy is not enough. ✖️ Celebrating inclusion & belonging is not enough. We can't call for authenticity when systemic racism and bias still exist in our communities and in our workplaces. We have to priori

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