The Collective

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VOLUME 2, ISSUE 2

LETTER FROM THE EDITOR STAFF Dear Readers, Hello Again!

Publisher and Editorial Director

In the last month so much has happened, including the celebration of Juneteenth and the commemoration of the 4th of July. This year the acknowledgement of these two holidays caused much controversy in the US. Some Black employees were able to enjoy the observation of the day off for Juneteenth because their companies adopted the holiday officially as a Federal holiday since it was in fact signed into law by President Joe Biden last year. While other Black employees were sadly disappointed as their companies ignored Juneteenth, choosing not to give the employees the day off or even acknowledging it whatsoever.

This controversy raised the question for many people about freedom and what that truly means to Black Americans. It is a battle that continues to be fought. We at Black in HR want to make sure that our stance is clear in the fight; we stand in solidarity with our members and friends that Juneteenth is to be celebrated with the same fervor as the 4th of July.

Since we know that freedom is not always evident, we want to make sure that our publication remains a place where honest and culturally aware content remains available. Our writers are given the freedom to write as they choose, and be unapologetically Black, because that’s who and what we are. In the pages of this issue you will find articles addressing the need, or not, for an ally, men’s and women’s health, the power of networking, as well as HR consulting. You will also find the cover story featuring one of the members of one of Black in HR’s latest ventures, The Collective. If you have not heard about The Collective, I won’t spoil things by explaining what it is here. I encourage you to read the article and follow up by going to our website for further information.

In case you didn’t know, COVID is not gone, but the world has opened back up. So we would like to meet and greet all of our members, new and old! To find out when and where the latest event will be in your area, check us out on all of our social media platforms, join our GroupMe, or visit our website at theblackinhr.com. We’d love to see you at an event near us soon!

Free•dom noun the power or right to act, speak, or think as one wants without hindrance or restraint.

Katavia Larry

Art Director Larmarrous Shirley

Graphic Designers Michael Mitchell Justin Nash

Contributing Photographer CJ Nurse

Account Executives Michelle Daniels Tony Pichant Mark Smith

General Staff Joanne Courtney Eustacia A. English Dr. Beverly Hyatt Candice Rhodes-Marshall

Advisory Board Quentin Blanton, Kim Blue, Alan Campbell, Kristena Hatcher,

One Love,

Dr. Christal Morris, Justin Nash, Prathan Powell Jr, Leida Speller

Katavia Larry, MBA, PHR Publisher and Editorial Director

CONTENTS 6

OUR COMMUNITY

departments 6

OUR COMMUNITY THE POWER OF NETWORKING

18

By Candice Rhodes-Marshall, MBA

8

OUR COMMUNITY TIME TO UNPLUG

By Dr. Andria Johnson

20

By Eustacia A. English, MBA, CDR

10

A BETTER YOU MEN’S HEALTH: HOW MEN CAN IMPACT THEIR PROSTATE HEALTH

THE NEXT BIG THINNG TO CONSULT OR NOT TO CONSULT?

PROFESSIONAL DEVELOPMENT EMERGING FROM YOUR BURNING POINT RECOVERING FROM HR BURNOUT

By Dr. LaShanda S. Miller and Dr. LaTaisha S. Mack

22

By Marcus Bailey

PROFESSIONAL DEVELOPMENT ARE YOU HAPPY WITH YOUR JOB?

By Dr. Beverly Hyatt

12

A BETTER YOU FIBROIDS: A BLACK MATERNAL HEALTH CRISIS

24

By Dr. Mercedes Giles, MD, ABFM

14

COVER STORY THE COLLECTIVE

By Katavia Larry, MBA, PHR

CULTURE & STYLE I NEED MORE THAN AN ALLY

By Valeria Edmonds, MBA

26

CULTURE & STYLE I REASONS WHY YOU NEED A CUSTOM-MADE SUIT!

By Brandon Hosley of Look Sharp

our community

THE POWER OF NETWORKING

By Candice Rhodes-Marshall, MBA

T

oday, professionals in different fields have embraced networking as a self-management approach towards career growth. Indeed, the value of networking aligns with the saying that fast progress takes individual effort while impactful progress requires joint input. However, for a long time, my attitude towards networking has been negative. Prior to the covid-19 pandemic, I had not comprehended the benefits of networking which explains my relatively few connections on LinkedIn. I suppose that this aspect relates to the concept of lower need for affiliation. Interestingly, not all employees attach value to networking especially those who are less inclined to social involvement (Volmer et al., 2021). There is a possibility that I have lower need for affiliation. However, I have witnessed the benefits of networking and I am now committed to network properly to be able to reap the benefits.

In order to network properly, I must start by changing my attitude towards networking and embrace its positive outcomes. Next, I will have to devise a plan. This would entail establishing my value in the networking process.

I will have to identify my specific strengths, talents, and skills that could prove useful in the networking process. Further, proper networking would require use of varied platforms including face-to-face connections and technological platforms. Most importantly, proper networking would require consistency in making new connections while following up on existing ones.

Through proper networking and establishment of a personal brand, the benefits of networking emerge. The first benefit of networking entails work related assistance, as one is able to get professional help including guidance on fast and efficient completion of tasks (Davis et al., 2020). The benefits emanate from easy access to useful information and ideas for professional growth.

Networking also offers job search assistance through job recommendations as well as emotional and social support

6 | BLACK IN HR

from like-minded individuals (Davis et al., 2020). Finally, networking enhances career sponsorship thereby enabling career progression.

Networking benefits can only be attained through quality connections. Quality connections are defined by value, such that the people one connects with have a direct association to the networking goals (Volmer et al., 2021). Quality connections are long-term and solid as they entail deeper interaction levels. On the other hand, quantity of connection pertains to the number of connections and may be useful for sales generation and referrals. Knowing people before needing them is equally important. Prior knowledge about people creates opportunity to understand their strengths, competencies, expertise, and general information. Thus, when in need of help, it becomes easy to reach out, as one already understands them. Furthermore, prior knowledge enables establishment of solid relationships such that at the time of need, the people are less likely to decline. Relating to my case of poor networking start, I faced challenges when trying to adopt a new career. I was in need but I lacked quality connections. At this point, seeking help from people I barely knew seemed a desperate and unprofessional move.

Concisely, I have witnessed networking benefits and I commit to network properly. Proper networking would entail a change of attitude, planning, and consistency. In the process, I would build a personal brand through active LinkedIn presence and volunteering. Proper networking also entails quality connections, which result from knowing people earlier before seeking help. In the end, the benefits of networking such as work assistance, job recommendations, and social support depict the power of networking. u Davis, J., Wolff, H. G., Forret, M. L., & Sullivan, S. E. (2020). Networking via LinkedIn: An examination of usage and career benefits. Journal of Vocational Behavior, 118, 103396.

Volmer, J., Schulte, E. M., Handke, L., Rodenbücher, L., & Tröger, L. (2021). Do all employees benefit from Daily networking? The moderating effect of the affiliation motive. Journal of Career Development, 48(5), 555-568.

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our community

TIME TO UNPLUG

By Eustacia A. English, MBA, CDR

I

t’s time to unplug. We need to stop glamorizing and overworking ourselves. Yes, I said it! Burnout is not a badge of honor. Burnout is real, zoom fatigue is real.

Your well-being is important. Give yourself a break and take time off to unplug, relax, and release.

Sometimes you may feel guilty about leaving your job for a vacation or even just a day off. But before you let the guilt sink in, remember that you have a right to it. It’s included in your benefits package. Would you toss away $2,000? If you don’t use your vacation time, you’re effectively doing the same thing. Taking time off will make you a better leader, improve your family life, and most importantly, keep you healthy.

I always tell myself, as well as my team, that the work will be there when I return. As teammates, we will cover for each other and they will protect your work while you’re out of the office. While we are away, most people believe that no one else can accomplish the work at hand. This isn’t always the case. We may hold these views to help create a sense of “job security,” or we may have genuine trust issues with our coworkers, but making use of your PTO is critical, and you and your coworkers should find a way to support each other during vacations.

Traveling broadens your cultural horizons, making you a stronger leader and better able to understand diverse people, cultures, and experiences. When you return to work, simply having new experiences will help you be more imaginative and tap into your creative side.

8 | BLACK IN HR

Spending your vacation time with your family is a great way to keep your connection strong and maintain a solid support network at home. When you return to the office, you can focus 100 percent on work since your family is happy. Additionally, maintaining your health is critical to surviving your career journey.

Vacations have been shown to reduce the risk of heart attacks and depressive episodes according to healthnet.com. Personally, it has definitely reduced my stress level.

Money spent on experiences lasts longer than money spent on things. Instead of spending $4,000 on a couch, go on a wonderful journey you’ll remember for the rest of your life. Nobody we know has ever regretted going on an amazing trip. You’ll thank me later.

You know what they say, “The world is your oyster”, so schedule your PTO and don’t look back. Will you regret missing two weeks at work if you got to see The Great Wall in China or Athens, Greece when you reflect back on your life? Or maybe you got to spend two weeks hiking or visiting your hometown with your kids?

Whatever you choose to do, those memories will be worth it, and you’ll return to work refreshed because you unplugged! Balance is the key to life and work cannot take up all of our time. We need to spend time with our families and friends and do the activities we enjoy. In the long term, this makes us better workers.

Now go ahead and request a day off. You will be happy you unplugged..u WWW.THEBLACKINHR.COM

Leida Speller provides holistic financial planning services that help clients understand where they are currently, clarify goals and create a road map that guides them from where they are to where they want to be. Leida’s services also help clients achieve and maintain long-term financial wellbeing through her expertise in the following areas: • Risk management by building sufficient reserves and protection strategies.

• Retirement planning and ensuring effective saving and investment strategies for long-term wealth accumulation.

• Investment planning, implementing investment solutions that align with clients' objectives, risk tolerance and time horizon.

• Tax planning, working collaboratively with clients and other professionals to ensure clients maximize opportunities to reduce tax exposure.

• Estate planning, partnering with clients and legal professionals to ensure proper handling and distribution of assets in the face of unexpected life events or death.

• Benefits planning, ensuring clients optimize employer-sponsored benefits as foundational to long-term financial success and assisting business owners in implementing their own benefits infrastructure.

Leida Speller CFP®, ChFC® Financial Planner

a better you

MEN’S HEALTH: HOW MEN CAN IMPACT THEIR PROSTATE HEALTH

By Marcus Bailey

O

ther than skin cancer, prostate cancer is the most common cancer in American men.

About 1 in 9 men will be diagnosed with prostate cancer during their lifetime so you or someone you know will likely be impacted. The prostate is a small, soft organ roughly the size of a walnut and sits directly below a man’s bladder. The prostate is not essential for life, but it is important for reproduction. Its primary function is to produce the fluid that nourishes and transports sperm.

Refined/Added Sugar

Some of the signs and symptoms of prostate issues you may experience that may prompt you to see a doctor could be:

Dairy

• Poor bladder control, including frequent bathroom visits • Urinary urgency, sometimes with only a small amount of urine • Difficulty starting or stopping the urine stream • Blood in urine or semen • Painful or burning urination

Here are a few things that can be helpful to maintain prostate and overall health.

Diet Studies show that most carcinogens that are ingested, such as nitrates, nitrosamines, pesticides, and dioxins, come from food, food additives, or cooking. For example, charcoal cooking and/or smoke curing of meat produces harmful carbon compounds which have a strong cancerous effect.

Most recommendations for healthy choices point to a non-processed, real food diet that includes plenty of fruits, vegetables, leafy greens, cruciferous vegetables, and other whole foods that are not stripped of the antioxidants and nutrients they have in their natural form.

10 | BLACK IN HR

It’s very important that your diet, supplements, and activities contribute to an anti-inflammatory environment in your body. Processed foods, sugar-sweetened beverages, and other forms of added sugars have been shown to cause chronic low-grade inflammation. This is measured through higher levels of an inflammatory marker produced by the liver called C-Reactive Protein (CRP). CRP is produced as a response to inflammation in the body.

High intake of dairy products including whole and low-fat milk and cheese increases the risk for prostate issues, according to a 2015 meta-analysis in the American Journal of Clinical Nutrition. That and other studies talk about factors such as lactose which affects calcium absorption and in turn, affects calcium and vitamin D levels, both of which may affect prostate cancer risk. High dairy intake is also hypothesized to promote prostate cancer by impacting hormone levels, testosterone, and estrogen balance.

Conclusion Prostate cancer begins when cells in the prostate gland start to grow out of control. The National Cancer Institute says inherited genetic mutations play a major role in about 5 to 10 percent of all cancers. The other causes arise during a person’s lifetime as a result of errors that occur as cells divide or because of damage to DNA caused by certain environmental exposures.

In other words, the conditions that we intentionally or accidentally subject our bodies to.

The uncontrollable growth is why this is a very serious condition, and why you shouldn’t make any assumptions, self-diagnose, or put off routine testing and medical checkups.u

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a better you

FIBROIDS: A BLACK MATERNAL HEALTH CRISIS

By Dr. Mercedes Giles, MD

B

lack Maternal Health is complicated and involves many factors. One major cause of Black women’s health issues is uterine fibroids. These noncancerous tumors can grow in all layers of the uterus. In theory, they are benign, but in reality they can complicate Black maternal health and pregnancy.

Symptoms include lower abdominal and pelvic pain, heavy periods, constipation, bloating, gas, and abdominal distension. The tumors can prevent embryo implantation and may grow during pregnancy competing with fetal blood flow. Uterine fibroids are a major cause for abnormal uterine bleeding and hysterectomy in the US. Studies show an alarming 80% of Black women will develop fibroids by age 50, compared to 70% of White women. Evidence also shows that Black women grow more and larger fibroids on average compared to White women. Additionally, Black women get pregnant at older ages compared to White women. These facts may explain why Black women suffer from more fibroid related pregnancy complications, however the disparity is not well understood. While 20% to 50% of all women with fibroids report having symptoms, there is no standard screening for uterine fibroids.

To complicate matters even more, some Black women are misdiagnosed and do not recognize the signs of fibroids early on. One such example is a young Black woman who experienced several episodes of severe pelvic pain. She visited the ER 3 times along with multiple outpatient doctors before obtaining an accurate diagnosis.

She was initially diagnosed with ovarian cysts, but an ultrasound showed normal ovaries and uterine fibroids.

Although she was relieved to finally have the correct diagnosis, the work up was stressful. She recalls that none of her doctors were Black, and only one of them took the time to complete a full examination.

Black women of childbearing age and who desire pregnancy need to understand their risks of developing fibroids and how to care for their bodies. In my primary care practice, I advise Black women to get yearly pelvic exams. In contrast to the pap smear test that is now recommended every 3 to 5 years, and only screens for cervical cancer.

During the annual pelvic exam, I complete a bimanual exam where I palpate the patient’s uterus and ovaries. I can detect uterine or ovarian masses, and other abnormal findings not identified with a speculum exam. Positive findings are evaluated with an ultrasound.

12 | BLACK IN HR

While society at large may not be moving fast enough to solve Black Maternal Health problems, there are steps that you can take to improve your personal outcomes.

1. Get your yearly well woman exam. A full pelvic exam includes a speculum exam, pap smear test, and bimanual exam. Knowing whether you have anatomical abnormalities is important prior to attempting pregnancy.

2. Know your numbers. Understand your blood pressure, BMI, and blood sugar as these do play a role in pregnancy.

I advise that you bring these within goal before you embark on pregnancy.

3. Talk with your doctor. Have a conversation with your Ob/Gyn about how your current health may affect your future pregnancy. Discuss steps you can take to improve your chances of a smooth experience and what to do if complications arise.

4. Get your support system involved. Talk with your spouse, partner, and loved ones about your desires for pregnancy and how you would like them to be involved.

5. Be your own advocate. Just like the woman in the example, you may have to speak up for yourself when the diagnosis does not match your symptoms. It is appropriate to get a second opinion, and to ask your doctor questions.

It is unlikely that the Black Maternal Health crisis will end soon. Understanding your health and risk factors will give you a place to start on making sure that you have the best experience possible.u WWW.THEBLACKINHR.COM

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cover story

THE COLLECTIVE

By Katavia Larry , MBA, PHR

W

e would like to take this time and introduce you to The Collective. Black in HR’s newest venture. The Collective serves as a space where professionals in and out of

HR can connect, build relationships, and maybe even hire each other! For this issue we sat down with Advisory Board Member Alan Campbell for a candid discussion on who he is and the value he brings as a member of The Collective.

Tell us about yourself.

With over 22 years of managerial experience from working in retail at AT&T, to now holding a leadership position at Cox Automotive, the largest, most disruptive automotive company over the past 75 years, to distributing over $25,000 in grants through my nonprofit organization Nolij Foundation, I am passionate about empowering others to build generational wealth that lives beyond my own personal achievements.

Influenced by the leadership qualities of historic icons like Dr. Martin Luther King, Myles Munroe, and Bryan Stevenson, I live by my one of my favorite quotes “incline my ears and decline my fears” as a reminder to listen more intentionally.

My leadership practice stems from the methodology of transformational leadership where I strategically work with my team and youth to identify their own personal values to create positive change and enable the leader within. By practicing

Alan Campbell, EMBA Marketing and Sales Leader

transformational leadership, I focus on education as the primary tool to inspire and elevate. My approach to education is synonymous to how a tree grows - although rooted in one singular place, a tree’s branches and roots are far-reaching. I seek to spread my expertise to make topics like psychology, finance, marketing, and technology digestible and accessible.

I am a graduate of Columbus State University and Ashford University in San Diego. I obtained three bachelor’s degrees in Marketing, Finance and Information Systems. I received my Master’s in Business Administration from Kennesaw State University. I am also a proud member of Kappa Alpha Psi Fraternity, the New Leaders Council, and The American Marketing Association.

What is your current role?

How did you get your start?

Talk to us about your career matriculation.

I’ve been asked this question a number of times, and initially I struggled because I felt the answer was too complex. It has taken some time for me to realize that my ascendancy is cumulative of my past experiences. I like to think that I grew up in corporate America as I started working for Cingular wireless (which was absorbed by AT&T) at the age of 18. Working at AT&T really gave me a jump start on being responsible for large teams, assets, and leading through change management.

Reminiscing on those times I now see how important and rigorous the work was, but it was necessary for my personal and professional growth. After 9 years, I made the decision to shift careers and I found myself at Cox

automotive under Manheim as a territory manager of executive clients. This position afforded me the insight to a wide spectrum of knowledge within the company that led me to managing the department and winning presidents club. In the years following I pivoted that management role externally and began to train third party vendors on how to service our clients. The last 3 years of my career have been transformative as I’ve focused more on operations across our 70+ locations surrounding EV (electric vehicle) preparation, off-site solutions for our clients, and contact negotiations with our commercial clients.

What do you currently do in Black in HR? I currently serve as an advisory board member for Black in HR where I focus primarily on marketing, sales development, and how to connect with our growing member base. We have this unique opportunity to do great things with our members and we don’t take it for granted. It’s exciting to witness!

What other ventures do you have outside of your day job and Black in HR? I’m the Executive Director and founder of Nolij Foundation, a non-profit organization that awards scholarships to graduating high school seniors in pursuit of higher academia. In addition to scholarships, I see the future for Nolij centering around community and corporate partnerships. We aim to create a sustainable organic pathway from high school, to college and into corporate America. This is vital work in the state of Georgia where I live, because people often associate Atlanta as a representation for the rest of the state and that is not accurate. This initiative will help serve those rural cities who have talented young men and women who often succumb to the lack of resources and opportunities in their communities. This vision was sharpened after I was recently awarded a Microsoft surface upgrade, where a team spent several days recording and interviewing me and the Nolij staff on how we can connect better. The curiosity in those conversations affirmed everything that we have been working towards.

cover story

Tell us about The Collective. What made you want to be a part of it? How do you think it will help others?

The Collective was something that the board discussed in the early stages of Black in HR. I’m a primary example of what the collective embodies as I don’t have a background in HR, but I have transferable skills that can help our evolving network. It’s all about synergy, so when the board voted on bringing this idea to fruition I couldn’t resist raising my hand to assist. It’s been a rewarding experience so far. I’m excited for what the future holds in this space and most importantly how many lives it will change for the better.

How do you feel The Collective could be used to assist Black employees in their workplaces?

The collective will be a place where synergy, brain-trust and elevation will coexist. One thing that our members always discuss is how congenial the space is. You have natural curiosity in the chat, resourceful documents that help proficiency, and camaraderie that feels genuine. It’s becoming a place to centralize and connect with like-minded individuals to improve self and work environments. I believe the work that will evolve from the collective will be immeasurable to our members and their employers!

What unique challenges have you faced being a Black man in corporate America? Any tips and lessons learned?

This is a great question, especially in the industry that I’m in because I’m facing two challenges, age and being an African American leader. I’ve learned the importance of advocates who will speak life in rooms that you aren’t in, and to let your intellect and work ethic speak for you. That will open doors, rooms and raise ceilings quicker than anything.

Now, that being said, I feel an obligation to leave things better than I found them and that includes breaking stigmas and barriers surrounding the ambiguity around executive presence and showing up authentically at work. That’s why I’ve raised my hand to lead an ERG (employee resource group) at Cox Enterprise because culture isn’t defined and curated by a hand full, it takes all of us to understand the bigger picture so that the next generation can flourish.

How do you show up as your authentic self in your work space?

I show up bald, bearded and bestowed for the environment I’m facing there every day. It’s so important for me and I believe this new generation of leaders, to feel that they can be themselves at work and at home. We are employed for our diversity in thought and I think that our employers have to understand that thoughts derive from environment, experiences, and culture that the individual has undergone. Fortunately, not unfortunately, this varies from person to person and it makes companies and communities better.

This was amplified when 2020 forced us to work from home; the lines of personal and work blurred

and personal career. I can’t advocate enough the benefits of having a qualified therapist, and what that can do for your personal growth in all aspects.

It’s helped me understand this concept of “time management is pain management.” This concept centers the individual understanding that you will mismanage your time and efficiency if you don’t settle or become at peace with the nuances in your life. Those small thoughts of imposter syndrome will hinder you and ultimately make you less productive, which impacts your work life balance.

In reflection on Father’s Day last month, what are your thoughts on fatherhood? Specifically Black fatherhood?

“We have this unique opportunity to do great things with our members and we don’t take it for granted. It’s exciting to witness!” quite literally. We saw children, pets and partners on virtual calls and even though it may have been challenging to navigate at times, we learned a lot about each other.

How do you maintain your mental health? In what ways have you communicated your mental health as a priority to your organization and employees?

How do you achieve work-life balance?

Prior to 2020, I never considered that I needed to maintain or have an outlet for positive mental health. The pandemic years have impacted us all in different ways and in my lowest moments I turned to boxing as an outlet. I’ve been boxing now for 2 1/2 years and I absolutely love the mental and physical stimulation it provides. In discovering the clarity that the sport has given me, I began to explore what therapy could do for my professional

Fatherhood is one of those things that I didn’t know I needed until it happened. I think what I love most about it is that it’s a perpetual cycle of learning because it’s impossible to be the “best” father. More specifically, being a Black father is a badge of honor for me, due to the many challenges within and outside our community that can deviate from the joys that it brings. In my circle, we often speak candidly on how informed and alert we have to be to raise our young men and women. We stress the importance of exposure to new environments and how showing up and being involved in our children’s’ lives is half the battle. I’ve been fortunate to have a strong mother and amazing role models throughout my life post my father Wallace Campbell passing that has helped shape the man I am today. As the saying goes fatherhood is the best hood!

the next big thing

TO CONSULT OR NOT TO CONSULT?

By Dr. Andria Johnson

I

f you’re anything like me, you’ve seen all the posts about consulting with The Black in HR, but you didn’t know how it worked and second-guessed the value you bring to the table… Or you read the job posting and immediately counted yourself out. If any of these apply to you, you should have a different perspective after reading this article.

I decided to try out consulting as a means of supplemental income. I was clueless about how the BinHR consulting program works, but I knew that there was something beneficial about the program, given the success others were experiencing. After eyeing the posting for over a month, I finally decided to apply and was onboarded as a consultant within a couple of weeks.

Is it for me?

If you are an HR professional, then you can be a consultant! I thought that I wouldn’t be valuable because I didn’t know every aspect of HR, but that is the beauty of consulting. You are consulted to provide expertise in the discipline in which you are most knowledgeable. If you are assigned to a client with needs that are outside of your realm of expertise, BinHR has a bench of consultants who can step in to assist you at any given time with that specific request. BinHR consultants support clients with their general HR, benefits, talent/performance management, payroll, compensation, employee relations, recruiting needs, etc. If it falls into the realm of HR, we can support it!

Do I have to procure my clients?

YES! Just kidding! Outside of getting my coins, the best thing about consulting with BinHR is not having to

18 | BLACK IN HR

procure any clients! I have wanted to get into consulting for years but worried about finding work/clients. BinHR takes on that responsibility and allows its consultants to do what we do best, and that’s consult.

How am I paid?

As an independent contractor, you are paid an hourly rate for any billable time. This includes checking and responding to emails, meeting with the clients, and any time spent on client deliverables/projects. At the close of each month, I invoice BinHR for my hours and once the client is paid, I receive my direct deposit What has been your experience as a BinHR consultant?

The needs of each client are different. I have consulted with BinHR since January. I have one primary client that I support with two other consultants. Our services have included an employee handbook update/audit, onboarding of a new HRIS system, payroll processes, etc.

In addition to that client, I assisted another consultant by drafting a promotion policy, a compensation philosophy and executing a compensation analysis for her client.

Most recently, I am conducting a 40+ hour compensation analysis project for a new client who wants to ensure that they pay their employees equitably.

The benefit of consulting is being able to use your expertise and apply it to different industries and sharpen your skills without jeopardizing your full-time employment. You set your hours and work as much or as little as desired.

Since I have a word count limit, I will stop talking, but trust me, if you are considering consulting with BinHR, there is no downside…so stop thinking about it and do it!u WWW.THEBLACKINHR.COM

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professional development

EMERGING FROM YOUR BURNING POINT Recovering from HR Burnout

By Dr. LaShanda S. Miller and Dr. LaTaisha S. Mack

W

hen choosing to strive for success in corporate America, most aspiring black professionals experience feelings of selfdoubt. We are predisposed to believe that our ladder toward success will be difficult. Black professionals also face workplace microaggressions that we often must ignore or quietly forgive. We must work harder to avoid being labeled as lazy, and we must temper elements of our culture to be perceived as ‘fit’ for higher-level positions.

Many of us have accepted this historical truth hoping that our cumulative successes will outweigh the undesirable.

We willingly accept the existence of differing standards and climb the challenging corporate ladder while being judged and scrutinized; only to wonder if the sacrifices are worth it.

Leon Kaye published an article titled “More Black employees feel burnout, but do companies even notice?” He noted that the rise in visible microaggressions on the black community, predisposed biases, and the detrimental impacts of COVID-19 led to feelings of exhaustion and hopelessness among black employees. This burnout is often not shared by our non-black colleagues and managers thus causing a perception that our emotions are dismissed. While most people of color have a tolerance for overcoming obstacles and thus do not quickly reach a “breaking point”, we have reached a “burning point.”

A “burning point” is the point at which we reach high levels of exhaustion and irritation that inflames our tolerance leading to uncharacteristic behaviors of intolerance. The “burning point” has resulted in Black HR professionals feeling they must leave corporate HR. This exodus is occurring not because black practitioners now lack passion for HR but because they feel powerless to

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impact workplace problems and injustices coming at them from every angle.

If you too have reached your ‘burning point’, it may feel extremely difficult to get back on track but not impossible. Choose to EMERGE: • Enlist feedback! Consult a trusted person to help brainstorm possible solutions to burnout symptoms (stress, agitation, exhaustion). They can provide different perspectives.

• Manage your limitations! – We tend to be very ambitious in accomplishing and surpassing expectations of daily work goals. As a result, we try to “do everything,” but we have limits.

• Experience something new! Consider connecting with a cause or community group that is meaningful to you. Learn a new skill or switch up your routine.

• Reality check! Acknowledge that “doing it all” isn’t realistic. Evaluate commitments and consider prioritizing to experience instant relief.

• Get to delegating! The best way to avoid “doing it all” is to request at least one project is reassigned or add a person to your team to share assignments and duties.

• Enjoy taking time off! Try taking a full break from work. We must take vacation days and remove ourselves from the situation. Leave your work devices at home and turn off your email notifications.

If you are approaching or have reached your burning point, choose to EMERGE and reclaim your power.

Remember the industry needs you as you make a difference in the lives of the humans that you are a resource for. u

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professional development

ARE YOU HAPPY WITH YOUR JOB?

By Dr. Beverly Hyatt

B

lack women 55 years of age and older comprised about 14% of the U.S. workforce population in 2021. This percentage is expected to increase by 5% over the next two years. The greying of the U.S. workforce stimulated me to reflect upon the last 20 years of my working life and, in particular, the challenges I faced over the prior two-plus decades as a minority woman in the U.S. workforce. Was it all worth it?

There is a wealth of information indicating that Black woman in their late 50s and 60s are at risk for experiencing multiple forms of workplace mistreatment, discrimination, gendered racism, sexism, ageism, and stereotypical messages from supervisors and coworkers that at the very least can be daunting and disheartening.

Picture yourself walking toward a group of colleagues with everyone looking at you and whispering as you walk by. I also endured the negative ramifications of the “only experience”— being the only Black female, or one of the only Black females at work and feeling targeted and consistently observed each day. To combat the detrimental “emotional tax” of feeling like I had to work twice as hard, I relied on strategies handed down by ancestors to cope: just ignore the negativity from others, do better at work, dress better, be more professional, and find ways to demonstrate your intelligence.

Over time, these kinds of microaggressions made me angry and I disliked those responsible for their prejudicial acts. Over the years, I learned to develop coping strategies that helped to protect myself against work-related stress and negative imagery. In order to help cope with racial and gender discrimination, I found strength and balance from within by appreciating the value I brought to my work, integrity I exhibit as an adult woman and dedicated employee, social circle, family, and faith. Furthermore, seeking mentorship opportunities, relying on support from loved ones and family, as well as discussing feelings with others, helped to alleviate negative self-images created by ongoing, often subtle, forms of microaggression. Relying on my strong internal compass guided by faith proved to be my bedrock, enabling me to remain optimistic and resolute in my own self-worth.

Now at age 65 and no longer formally employed, I can answer that question as to whether my efforts were worth it. Yes! I am fortunate in that I left a legacy with my company that cannot be erased—nor will it ever be forgotten! I developed great teams and a culture that

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reinforced the company’s values and principles.

Organizations that recognize and embrace employee wellness would benefit from developing mentorship and mental health programs whereby Black women can freely share their experiences in a safe environment at work. Developing a greater sense of empowerment may result in Black women enjoying increased satisfaction and happiness within their jobs, inducing them to work well into their retirement years if that is what they want.

Such efforts are totally worth it!.u References : Krickivich, A, Nadeau, M.C, Robinson, K., Robinson, N., Starikova, I., Yee, L. (2108). Women in the Workplace 2018. Retrieved from https:// www.mckinsey.com/featured-insights/gender-equality/women-in-theworkplace-2018?cid=other-eml-alt-mip-mck-1810&hlkid=0134406f96…

James, T.,Martinez, K.M (2020). Gendered Racism in the Lives of Black Women: A Qualitative Exploration. Journal of Black Psychology. doi: 10.1177/0095798420962257 White, M.S., Burns, C., Conlon, H.A.,Cohn-S(2018). The Impact of an Aging Population in the Workplace. Workplace Health & Safety. doi: 10.1177/2165079917752191 Spates, K., Evans, N. M., Watts, B.C., Abubakar, N. James, T. (2019). Keeping Ourselves Sane: A Qualitative Exploration of Black Women’s Coping Strategies for Gendered Racism. Retrieved from https://doi.org/10.1007/ s11199-019-01077-1

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culture & style

I NEED MORE THAN AN ALLY

By Valeria Edmonds, MBA

I

t’s fantastic to have allies within Black and other employee resource groups within corporations. It’s a proactive show of support for inclusion and diversity.

However, it falls short of what is needed to move the needle concerning equitable representation at all levels, and create a culture that embraces the unique strengths of diverse employees. We need leaders and employees to form an alliance to achieve the aspirational cultures defined by company I&D mission statements to advance both the collective and individuals.

As business-minded individuals in an increasingly competitive global economy, we need to move from incremental improvements, to strategic and step-change innovative actions. The time has come for us to do more than meet the minimum requirements by law and take measurable steps to realize our well-crafted words of support for inclusion and diversity. Creating an inclusive environment for a globally diverse workplace is a competitive advantage—however, when I&D is personal, we can bring about sustainable changes.

Let me explain. When I joined the workforce thirty years ago, there were very few women, and they spent a lot of time focusing on assimilation (e.g., trying to fit into a very male-shaped mold). However, I noticed a significant shift when the wives and daughters of our executives started complaining about the challenges they were facing in the workplace. Suddenly, work-life balance, childcare, and flexible work became essential to the men in power.

It became personal. When someone you know and care about is struggling, you want to do everything in your power to help them out. These weren’t uncaring men.

It just took a while for women’s issues to become their issues.

In a recent conversation with a diverse group on racial equality, I wondered why a group of late-career or retired white men and women cared about the topic.

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IT ALL CLICKED once I learned that they were either immigrants to the U.S., in a biracial relationship, or had biracial grandchildren. Before that, other races were just that, other. Those people. When something doesn’t concern you, it doesn’t mean you don’t care. It’s just not something you think about on a day-to-day basis.

However, substantive change depends on our ability to care about the entire human race. The generation entering the workplace today sees this more clearly than the baby boomers, who made little progress since shortly after the civil rights movement.

Martin Luther King, Jr. said, “We must learn to live together as brothers or perish together as fools.” Likewise, we must learn to create truly inclusive work environments.

Allies should work to break down silos in the workplace and help the next generation succeed. As an alliance, we can work to leverage the capabilities of all the amazingly talented people that we hire and channel their collective energy into building better companies, better work environments, and a better world. We all win when we ensure everyone feels valued and respected for their contributions to the enterprise. u

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culture & style

5

REASONS WHY YOU NEED A CUSTOM-MADE SUIT!

By Brandon Hosley of Look Sharp Haberdashery

I

f your suit game is riding the bench, let me help you get in the game.

Imagine the feeling Steph Curry had after he stepped off the court, following a game-winning shot. You can have a similar feeling when putting on a custom made suit! Let me help you train well in the off season so you show up as a winner when it’s time to get dressed. Here are some of the benefits to owning a custom-made suit.

It will never go out of style. As fashion trends come and go, a great custom suit is always in season. In fact, they can fit into any trend if worn the right way. To establish your wardrobe, start with the classics: a navy, grey, black, and tan suit. These can be worn alone or styled with accessories to meet any trend. Custom made suits equip you for the long-haul by using quality fabrics. The structure, internal components, and workmanship all add value and will increase the lifespan of your suit.

It will save you money in the long run. A custommade suit is an investment. It is less expensive to make a good purchase on something that will last you for years than an impulsive “off the rack” buy. It’s not an asset alone, but adds allure to the person wearing it.

There is assurance in knowing that the fabric selection, and the construction and craftsmanship that goes into making a suit will prove to have a great return over time. Maintenance can be as simple as a rotation of laundering and then occasional professional pressing.

It’s made for you! When it comes to style, individuality is paramount. Having a suit made for you has more advantages than making alterations to a ready-to-wear suit. While alterations serve their purpose, a custommade suit is all about you from top to bottom. One size doesn’t fit all, but custom fits everyone. It doesn’t matter if you have an athletic, slim, or stocky in physique, you can suit up and feel good about yourself.

You will instantly feel more confident! It’s no surprise that men who dress well have high self-confidence.

There’s security in knowing that something was made for you. Like the fresh cut feeling you get after you step out of the barber’s chair. When you put on a custom made suit, you’ll stand a little taller and have a different swagger about you, everywhere you go. Wearing a custom-made suit will help you make a strong first impression in both professional and social settings.

It will keep you accountable to your physical health. The numbers won’t lie! Wearing a suit that fits you will keep you honest to your habits. No one wants to be uncomfortable, especially when you feel like you’re forcing your way into clothing.

Something as simple as not being able to fasten the button on your jacket or not being able to use your front trouser pocket without a slight struggle are a couple of built-in warnings. If you’ve gotten ‘lax’ about your physical health and wellness routine, your suit will remind you.

Custom suits are made to your unique measurements.

Regardless of where you are in life, you need a go-to custom suit in your closet. It’s an investment you will not regret. Check us out at https://www. looksharphaberdashery.com/ for more tips and suggestions for your suit game. u