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LETTER FROM THE EDITOR
STAFF
Dear Readers, I was having a conversation with my best friend the other day and I said that I was “too old” for something. The look that came across her face was one of shock and confusion. Why? Because that phrase is not one that we have ever used in our many years of friendship to describe ourselves. She proceeded to do what best friends do, and assure me that I was not too old and that I just needed to wait and see. The truth of the matter was that she was right; I was not too old for that thing or anything. I just shut myself off to the possibilities. of an unknown future. We are now in a time in life where the opportunity to transition and be anything you want to be is possible. The word “pivot” is being used more than ever to describe the season of flexibility and change that we are currently in as a society, and the world of HR has been no different. It is ever changing and we at Black In HR are here to help our readers navigate through those changes as best we can. The pandemic created a unique opportunity for career change if ever there was one. The last couple of years have afforded people the time to really reflect on what they want in life and career. For many, job searching and negotiating now includes more than just salary. We have to think about real discussions about worklife balance, working from home, getting paid what one is worth, returning to school to obtain certificates and degrees to level-up in career, or re-skilling oneself to promote quicker or change jobs altogether. And for some it has meant leaving their 9 to 5 and venturing into entrepreneurship. Now while these conversations may be happening for some, for others they may still just be thoughts, and to that we say STEP OUT and TRY! You will never know what you are capable of in your career if you don’t take a chance. The articles within this issue can help you make those bold steps. From navigating job loss to negotiating salary and perks; there is something for everyone within this issue. We welcome dialogue at Black In HR because this is not just a magazine. Black In HR is a movement and we implore you to join us on the journey. We hope that you enjoy this issue enough to share it with your colleagues, neighbors, and friends. Wherever you are in your job journey, good luck to you and I want to end this letter with that famous question we all were asked as children: “What do you want to be when you grow up?” One Love,
Publisher and Editorial Director Katavia Larry Copy Editor Vanessa Roberson Art Director Larmarrous Shirley Graphic Designers Michael Mitchell Justin Nash Contributing Photographers Phinehas Adams Kholo Shobo Account Executives Michelle Daniels Tony Pichant Mark Smith General Staff Eustacia A. English Joanne Courtney Candice Rhodes-Marshall Board of Directors Quentin Blanton, Alan Campbell, Kristena Hatcher, Dr. Christal Morris, Justin Nash, Leida Speller, Kim Blue, Kevin Williams,
Katavia Larry, MBA, PHR Publisher and Editorial Director
Prathan Powell Jr
CONTRIBUTING WRITERS Eustacia A. English Real Discussions
Jakeim Jackson-Bell The HBCU to Professional
In The Workplace
Sports Pipeline
Katavia Larry
Manessa Lazare
My Black
Summer
Father’s Legacy
Make-up Trends
Marcus Bailey
Kershia Johnson
Rethinking Preventative Healthcare
Leida Speller Changing Jobs as a Path To Financial Goals
Dr. Brent Obleton Diversity is EASY, Inclusion is the HARD part . . .
My Experience As A Black Immigrant
Joanne Courtney The Five Stages Of Job Loss
Dr. Aisha Wright-Burke Navigating Salary Negotiations & Perks
INSTAGRAM: @therealblackinhr • TWITTER: @theblackinhr Become a contributor or advertise with us by emailing admin@theblackinhr.com
CONTENTS departments 6 OUR COMMUNITY REAL DISCUSSIONS IN THE WORKPLACE By Eustacia A. English, MBA, CCWP
8 OUR COMMUNITY MY BLACK FATHER’S LEGACY by Katavia Larry, MBA-HRM, PHR
10 A BETTER YOU RETHINKING PREVENTATIVE HEALTHCARE By Marcus Bailey
12 A BETTER YOU CHANGING JOBS AS A PATH TO FINANCIAL GOALS By Leida Speller, CFP, ChFC, RICP
14 THE NEXT BIG THING DIVERSITY IS EASY, INCLUSION IS THE HARD PART… By Brent Obleton, Ed.D.
16 THE NEXT BIG THING THE HBCU TO PROFESSIONAL SPORTS PIPELINE By Jakeim Jackson-Bell, MBA
18 COVER STORY INFLUENTIAL LEADERS IN HR 22 CULTURE & STYLE SUMMER MAKE-UP TRENDS By Manessa Lazare, MBA of Glamour By Ness
24 CULTURE & STYLE IMMIGRATION IDEOLOGIES MY EXPERIENCE AS A BLACK IMMIGRANT By Kershia Johnson, CIPD
26 PROFESSIONAL DEVELOPMENT THE 5 STAGES OF JOB LOSS By Joanne Courtney, MHR
28 PROFESSIONAL DEVELOPMENT NAVIGATING SALARY NEGOTIATIONS & PERKS By Dr. Aisha Wright-Burke, SHRM-SCP
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REAL DISCUSSIONS IN THE WORKPLACE By Eustacia A. English, MBA, CCWP
G
UILTY OF ALL CHARGES! Derek Chauvin is guilty of all charges! I have to be honest, I never thought I would see the day when Chauvin, the former cop who was accused of killing George Floyd in the national scandal, was found guilty and convicted of murder. Not that I didn’t believe he was guilty, but because of the countless times, police officers have not been held accountable for the crimes they have committed against people of color. On the day we are supposed to rejoice that Chauvin is being held accountable for the murder of George Floyd, 16-year-old Ma’Khia Bryant was killed at the hands of the police in Columbus, Ohio. This shooting happened about 30 minutes before the verdict was delivered. Black people breathed a collective sigh of relief that Chauvin was found guilty, yet the Columbus community was subjected to another police shooting. When will it end? On one hand, we are supposed to rejoice for “justice,” yet, we are fighting for our lives every day, literally and figuratively. There are many mixed emotions with the Chavez verdict. However, there were even more emotions when George Floyd was killed in May of 2020. Emotions are high every time this happens. Sadness, anger, anxiety, fear, hopelessness are just a few emotions that come to mind. But as Black people, we have mixed emotions every day. And since we are human, those emotions can trickle into the workplace. What do you do as a Black person in Corporate America? One minute we are at a rally chanting “Black lives matter” and “Hands up. Don’t shoot.” And the next day we are supposed to go to work, business as usual like nothing has happened. That’s hard to do. How can one concentrate on the work task at hand when you are constantly thinking about the racial injustice that continues to happen to our people the moment you step out of the office? Being Black in Corporate America often means we can’t have a full
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range of emotions, however, you need an outlet even in the workplace. Though life has its challenges for all people and we all have different stresses, the added pressure that racial injustice uniquely presents to people of color is not only life-threatening but often systematically justified. Organizations create affinity groups to address social issues and my company is a good example of an organization that provides an outlet for employees to share their thoughts and feelings in the workplace. The organization understands that if you want to retain top talent, employees have to feel like they belong. Instead of creating separate affinity groups, my company has created one platform for employees to learn and share their feelings about what is happening in the world today, good, bad, or indifferent. The group discusses topics that positively and negatively affect employees. This group is not just for people of color but open to everyone creating a more inclusive work environment. Employees benefit from affinity groups because it allows them to keep it real in the workplace about what is going on in the world without the feeling of being reprimanded or retaliated against for something you may have said. You may not fully understand what your colleagues are going through, however, it’s important to know that the emotions you have been feeling are relatable to so many others that you interact with daily. Employees should be comfortable in the workplace while working towards a common mission. If your organization does not have an affinity group, think about creating one so that employees can reap the benefits of coming together to discuss and learn from each other in a meaningful way. u
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CONGRESS HAS A DUTY TO RESTORE THE PROMISE OF AMERICAN DEMOCRACY.
#FORTHEPEOPLEACT
What will the For the People Act do? Make it Easier, Not Harder, To Vote
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MY BLACK FATHER’S LEGACY By Katavia Larry, MBA-HRM, PHR
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Army and gained many, many accolades and medals of honor. Reading his DD214* after his death brought back to my remembrance that even my career choice had been unconsciously influenced by my dad. He spent the last 13 of his 20 years in the military as a Human Resources Specialist. He chose that career path and he loved it and he loved that I chose HR too, just like him. I miss my dad and I can’t imagine life without him, but it is a reality that I am now forced to face. I appreciate all that he ever did for me and I made sure to let him know that as I was blessed to be able to care for him round the clock during the last several months of his life. I am forever grateful for that time; it was a priceless gift. I find solace in knowing although my dad is physically gone from this Earth, his presence is not because he not only fathered me and my brother, but so many countless others that came into his life. His legacy is one of faith, hard work, joy and laughter, and that is something that will live long after he does through the people he shared these things with and loved. I Love You Dad. u
PHOTO BY MIEKE CAMPBELL ON UNSPLASH
M
AY 23, 2021, 5:35AM WAS A DAY that changed my life forever….it was the day I lost my father. As I write this, it has only been 2 months since that day and a little over a month since his burial. I know what the steps of grief are, and I know that I will go through them, but to what magnitude….is to be determined. My dad was an unforgettable force in this world, a strong man who although was short in stature, had a personality, laugh, and smile as big as the world. He became a father at the tender age of 22 and, in his words, not mine, I changed him forever. You see I don’t think he was prepared to get a girl first, but he did. My parents were both young when they had me, and just starting out in the world as young adults, but they were determined to raise both my brother and I the best way they could and that they did. Statistics would have you believe that Black fathers are largely absent from their children’s lives, and I‘m not saying that some aren’t, but mine was not one of them. “We cannot equate the number of unmarried dads to the number of “fatherless” children. First of all, marriage rates don’t necessarily reflect the number of Black fathers living with their children; as writer Josh Levs points out, the majority of Black dads (2.5 million of around 4.2 million) do live with their kids, even if they’re not married to their partner.”* My dad was one of those fathers. He and my mother did not marry until several years after my brother and I were born, but they were together, and my dad let it be known that he wasn’t going to allow another man to raise his kids. I am my father’s daughter. I’ve always known that, but as I grew into adulthood and these last 3 years of his life taught me even more so. My dad raised me to be strong, independent, and driven. He let me know that I was smart, beautiful, loved, that I could do and be anything I wanted to be. There’s not enough pages in this e-magazine to properly express what my dad meant to me. There will never be enough words to convey the impact that man had and will always have on my life. My father served 20 years in the US
*https://www.givelegacy.com/resources/the-truthabout-black-fatherhood/ *https://en.wikipedia.org/wiki/DD_Form_214
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a better you
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RETHINKING PREVENTIVE HEALTHCARE
A
CCORDING TO THE U.S. DEPARTMENT OF HEALTH & HUMAN SERVICES, many health insurance companies, employers, and healthcare providers in general; preventive healthcare includes getting screenings, check-ups, and counseling to prevent illnesses, disease, or other health problems. (*1) Although these are highly advised and great ways for us to have an active role in the healthcare portion of the process, it may narrow our focus of what it truly means to be preventive. Hear Me Out It’s very important to acknowledge the fact that many working adults seek out health and wellness information through the resources made available by their employer, health insurance provider, and healthcare professionals within their covered network. We should certainly take advantage of the benefits we are enrolled for, however most of the messaging around preventive care from those sources will place a large emphasis on a reactive approach to your health. Regularly scheduled checkups, screenings, and blood panels determine if your health markers at that moment are within an acceptable range. But similar to an employee’s annual evaluation or quarterly review, acceptable numbers and results don’t always mean that person is doing a good job. Hitting production targets while violating severe safety protocols and risking major damage is not a good trade off.
triggering a flood of insulin through your body, which over time encourages fat to accumulate around your midsection, also known as visceral fat. African American adults are 60 percent more likely than non-Hispanic white adults to be diagnosed with diabetes by a physician. (*2) • Added sugar and processed foods overtaxes insulinproducing cells in our pancreas, causing them to malfunction and leading to insulin resistance, eventually leading to diabetes. • Research has shown that when we consume too much sugar, it can decrease the levels of “good” cholesterol (HDL) in our blood. HDL cholesterol “eats” the bad cholesterol in our blood, or LDL. If you cut the amount of sugar that you consume, you could ultimately lower your cholesterol level, particularly when it comes to the “bad” cholesterol that is linked to heart disease.
PHOTO BY MART PRODUCTIONS FROM PEXELS
By Marcus Bailey
The statistics show that African Americans are more likely to die from some of the major reversible and preventable chronic diseases. (*3) So it’s not enough to wait until you detect a problem to start taking action. The best approach is to adjust your daily routines to keep the unwanted test results from even showing up. The best way to be preventive with your health care, is to be proactive with your health habits. u Citations 1. https://www.healthcare.gov/glossary/preventive-services/
Proactive vs. Preventive The adage, “the best defense is a good offense” applies to many things in life. In the competitive space, the idea is that a strong offensive action will hinder your opponent’s ability to mount an attack, leading to a strategic advantage. Unfortunately, in the healthcare space, we are not always strongly advised to make these proactive steps until after we receive concerning test results. One major offensive move we can make is to significantly reduce the amount of added sugar and processed foods in our diet. • Sugary drinks and juices spike your blood sugar,
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https://www.cigna.com/individuals-families/understanding-insurance/preventive-care 2. Source: CDC 2021. Summary Health Statistics: National Health Interview Survey: 2018. Table A-4a. http://www.cdc.gov/nchs/nhis/shs/tables.htm 3. African Americans ages 18-49 are 2 times more likely to die from heart disease than whites. African Americans ages 35-64 years are 50% more likely to have high blood pressure than whites. Source CDC - https://www.cdc.gov/vitalsigns/aahealth/index.html Heart disease is the leading cause of death for African American and white women in the United States. Source CDC - https://www.cdc.gov/heartdisease/women.htm
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a better you
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CHANGING JOBS AS A PATH TO FINANCIAL GOALS
By Leida Speller, CFP®, ChFC®, RICP®
M
Y PRIMARY OBJECTIVE AS A CERTIFIED financial planner (TM) professional is to determine whether and how clients can achieve life goals through maximizing financial resources. My client’s goals are often no small feat. They typically include some combination of saving for a house, accumulating college funds, and saving for retirement, among many others. Cumulatively, the cost of these goals can reach well into the millions. It is no surprise that the path to success often includes leveraging our most valuable asset during our working years: our own human capital. Accumulating wealth to meet the objectives that contribute to enjoying and maintaining your desired standard of living requires a sufficient balance of funding your current lifestyle, with saving and investing for the future. It is also best achieved when your personal commitment to your goals is paired with the expert guidance of financial professionals to equip you with the information, strategies, and solutions necessary to realize your dreams. Yet, none of this makes a difference without net positive cash flow. In its simplest terms, this means it is necessary to have more income coming in than you do expenses that deduct from it. Ideally, we maximize income and minimize expenses. The best way to control expenses is to plan for them and spend accordingly. One of the most effective ways to increase income is to know the value of your human capital and match your talent with the optimal investor. In other words, be willing to change jobs… frequently! While career trajectory and job tenure are generally a personal choice based on multiple factors that go beyond salary, research suggests that consistently remaining employed at a company for longer than
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two years can decrease lifetime earnings by 50% or more. According to New York-based CPA and tax expert, Cameron Keng, employees can typically expect an annual pay increase in the area of 3% when remaining with an employer; but can expect to receive an increase of 10% - 20% when leaving for a new one. In pre-Covid 2019, the average pay increase for executives who chose to switch employers was 28%. There are pros and cons to deciding whether to pursue other opportunities and how often. It is important to understand your professional worth and where your background, skills and experience fit into the current marketplace. It is also important to understand that as you move through your working years, you are depleting your human capital, or the remaining years you have left to earn an income. The window for achieving your financial goals also becomes smaller. As your human capital is declining, your financial capital should be increasing. Maximizing income during your working years can have a significant impact on your ability to effectively secure wealth. The decision to change jobs to increase earnings should take many factors into consideration, including other benefits that make up total compensation. These decisions should be made after conferring with others you trust to be sounding boards, such as a spouse, mentor, coach, and financial advisor. Dream big, know your worth (and the market) and go for it!u Citation: *Wellemeyer, James. “This 29-year-old just boosted her salary by $22,000 - here's how she did it.” MarketWatch 08/24/2019, https://www.marketwatch. com/story/more-peopleare-job-hopping-temptedby-better-salaries-and-thehighest-number-of-openingssince-2000-2019-08-08
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NAMING NAMES? It’s time to finally start naming names and driving meaningful DE&I solutions. CLTR SPK is a black-owned strategic research and analytics firm that has built a revolutionary digital reporting platform. Now you have the power to transform your experiences into opportunities for yourself and others by anonymously sharing insights about employers. We analyze all publicly available reviews, EEOC complaints, and social network activity to evaluate the authenticity and relevance of the testimonies we receive. From there, we curate the data into actionable information to help people make informed decisions about who to buy from and who to work for. Our Never Sell Out Promise means your personal information can never be sold to anyone, and the accuracy of the reviews cannot be manipulated by employers. All of our robust data is provided to our consulting partners, which means Black consultants get paid to resolve the issues Black employees experience. This is company for the culture.™ ©2021 Culture SPK, Inc
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
the next big thing
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DIVERSITY IS EASY, INCLUSION IS THE HARD PART . . .
I
N THE WAKE OF THE INJUSTICES THAT continue to show up in various spaces across our country, there has been an increase in diversity and inclusion (D&I) interest across all sectors. From the establishment of Chief Diversity Officers in upper leadership, to capital (dollars) committed to specific causes, organizations have begun their own individual journeys in the D&I space. There is currently an awakening of what should have already been embedded in business in the ways in which we hire diverse groups of individuals that have the skills and acumen to do the job. As organizations grapple with the how, it actually is quite simple . . .do the work. As a former higher education Diversity, Equity, & Inclusion (DEI) practitioner, we often would say, “Be FOUND doing the work.” There has to be an unlearning of the notion that diverse groups of individuals who have the expertise to do a job don’t exist, especially those who come from historically underrepresented groups. This posture highlights, “I don’t want to do the work to find them” and further perpetuates the organization’s lack of understanding around the business need for diverse teams in terms of their long-term success. Organizations must develop inclusive hiring processes that are embedded within not only the HR organization, but within the business more broadly. It is important for executive leadership in every organization to lean into the D&I space with intentionality and sustainability. Leadership buy-in is essential to the sustainability of all D&I work. Many organizations lead with grassroot efforts, however for those and other efforts to be sustained, leadership must own the strategy and drive accountability amongst all stakeholders. Leadership must also acknowledge and ensure that the work doesn’t rest on those from marginalized communities, but everyone must do their own work to deconstruct systems that have been erected in order for those from certain communities not to have the same access to success as other groups. Organizations are doing an overhaul in D&I training
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in hopes to change the culture of their organizations. I often say that training does not change people, experiences do. Training provides the tools for individuals to make a conscious effort in unlearning and learning the ways in which they engage and contribute to the disenfranchisement of certain individuals and groups. Tools are only tools once you use them and engage deeply in the work. One must lead with curiosity when wanting to learn the history of why we need diversity and inclusion efforts in the first place. Inclusion is a concept that is often put to the back burner when people speak about D&I. I am a strong advocate of “if you do not heavily engage in inclusion, any efforts of diversity will ultimately fail.” Humans desire belonging in some form or fashion and within an organization it is pivotal if the organization hopes to retain the employees that they presently have. This sense of belonging is paramount to employees being able to bring their full authentic selves to work each day, all while performing at their full potential. Inclusion is more than heritage month celebrations and occasional check-ins. Inclusion is making sure that every person is seen, valued, heard, and celebrated with their intersectional identities present. Real culture shift should be intentional and sustainable when creating systems in which everyone can thrive at work. Once an organization does the work of inclusion consistently, retention is a much easier equation to solve. Everyone must own the work of D&I and also hold each other accountable. For those that do not see themselves in the work of D&I, they can wholeheartedly lean into being allies for those whose voices are often silenced and whose mere presence is overlooked. D&I is not a short race, it is a marathon that includes hard conversations, leadership accountability, and most importantly, intentionality.u
PHOTO BY FAUXELS FROM PEXELS
By Dr. Brent Obleton
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the next big thing
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THE HBCU TO PROFESSIONAL SPORTS PIPELINE
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S A HISTORICALLY BLACK COLLEGE and University (HBCU) graduate from Texas Southern University in Houston, Texas, I’ve seen firsthand as a student how hard it was to get exposure from top organizations and obtain viable job opportunities. During my time at TSU, I served as a Graduate Student Association Officer where I helped organize and execute the inaugural “Claws to Paws” Career Fair to directly connect students and employers. The career fair resulted in many students obtaining several internships and part-time/full-time job opportunities. Growing up, my main goal was to have a career in professional sports either as a player or on the business side, specifically the National Basketball Association (NBA). I began studying Human Resources in high school at Yvonne A. Ewell Magnet Center (School of Business and Management). I knew that working for the NBA could be extremely difficult to achieve, so I had to work three times harder as an HBCU graduate to accomplish this goal. I revamped my cover letter and resume, sharped my interview skills, optimized my LinkedIn profile, joined professional organizations and started effectively networking. LinkedIn can be really undervalued, but it really helped me mold my personal and professional brand. Ultimately, I landed my first professional sports job with the Atlanta Hawks as a Human Resources Trainee and was later promoted to a People & Culture Specialist. As they say, “Proper Preparation Prevents Piss Poor Performance!” Fast forward a few years, I now serve as the Diversity, Equity & Inclusion Outreach Manager at the Milwaukee Bucks & Fiserv Forum Arena. As I reflect on my career, I have realized that it’s often the students who attend Predominantly White Institutions (PWIs) that get more exposure to career opportunities, rather than HBCU students. However, I am here on a mission to make it an even playing field. In my current role, I identify and engage with diverse pools of talent to develop robust pipelines and resulting hires. The NBA has recently launched the Future Sales Stars Program and Future Analytics Stars Program, which the Bucks are a part of to prioritize recruiting, developing, and retaining diverse talent. I enjoy being a part of the change that I wished to see. Ultimately, I’m glad to share this work with sports organizations that are also on a mission to extend opportunities in the sports industry to underrepresented
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By Jakeim Jackson-Bell, MBA candidates. There are organizations such as Sports & Entertainment Equity Network (SEEN) and HBCU 20X20, who do a really good job preparing and helping HBCU students and alumni obtain job opportunities in professional sports. Also, the HBCU Battle of the Brains has made a positive impact being able to bring top students and sports industry leaders together that entails mentoring and professional development. I’m committed to building stronger relationships with HBCUs because I know there’s a large untapped resource of bright, talented, hungry and hardworking students. To all the hardworking HBCU students and alumni, you are enough and have what it takes. Don’t get discouraged, keep knocking! u
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cover story
INFLUENTIAL LEADERS IN HR
T
By Black In HR
HE WORLD OF HR IS FULL OF MOVERS AND SHAKERS MANY OF WHOM ARE BLACK. This list of HR leaders is by no means all encompassing, but it is comprised of founders, creators, practitioners and disruptors. We at Black in HR hope that these experts inspire you as they have done us to become the best version of yourself. Here are the faces of our inaugural Influential Leaders in HR feature.
Dr. Brent Obleton (He,Him,His) a disrupter, D&I expert and practitioner, born into a family of educators took an early interest in diversity, equity and inclusion (DEI) efforts during his undergraduate studies at Kennesaw State University (KSU). Dr. Obleton went on to start his professional career at his Alma Mater by becoming a program coordinator for Multicultural Affairs and working his way up until he led DEI efforts for the student population by becoming the Assistant Director of Multicultural Affairs. His passion led him to become a part of the faculty, and pursue a graduate degree in public administration in hopes to impact the community around him. After eight years leading student facing DEI at Kennesaw State University, Dr. Obleton transitioned to California to become the Assistant Dean of Students at Stanford University. While at Stanford, he helped lead DEI efforts at the Black Community Services Center (BCSC) which is part of the Centers for Equity, Community, and Leadership. Dr. Obleton eventually became the Interim Associate Dean of Students (BCSC) before making a transition to the BioTech industry by becoming a Senior Diversity and Inclusion business partner at Genentech. In this role, he supported C-suite executives in formulating DEI strategy and implementation, and ensured that everyone saw themselves in the work of DEI. In the spring of 2021, Dr. Obleton completed his doctoral studies at the University of Southern California in Organizational Change and Leadership in the Rossier School of Education.
Ayanna Pressley Anis is currently the Director, Human Resources Business Partner at Netflix Inc. located in Los Angeles. In her current role, she provides strategic partnership by influencing, coaching, and supporting leaders in decisions on organization, design, culture, talent density, etc. Before joining Netflix, Ayanna was the Head of HR for the UCAN Region of Leica Geosystems, a subsidiary of Hexagon which is headquartered in Heerbrugg, Switzerland. After graduating with a master’s degree in Human Resources and Employment Relations from Pennsylvania State University, Ayanna began her career as an HR consultant for small companies in Atlanta, Georgia. Ayanna contributes her knowledge and expertise of over 20 years in a variety of industries. She has worked with companies and individuals in the technology, legal, non-profit, and professional service fields. She is recognized and respected as a leader committed to creating a diverse and inclusive culture of integrity, leadership, and accountability. She is an active member of Alpha Kappa Alpha Sorority, Incorporated. Ayanna also recently accepted two executive board positions for nonprofits with missions that she really believes in. In addition, she is a former Penn State Alumni Association Atlanta Chapter Board Member and a former Penn State African American Alumni Organization of Atlanta (AAAO) Board Member. Fueled by the belief that every position is just as important as the next, Ayanna insists on providing the same level of passion in her coaching to individuals in all roles from support roles up to the CEO.
Dr. Tyrone Smith Jr. is a global strategy and workforce analytics leader who has been inspiring and pushing Human Resources innovation for the last five years. His work includes creating strategic direction for workforce planning, people analytics, global process deployment and leadership. Dr. Smith also manages people strategy and digital transformation initiatives to increase organizational and talent effectiveness efforts across the enterprise. Dr. Smith brings vast knowledge in people analytics, HR technology and workforce strategy that couples with his unique experience in accounting, finance and IT. His academic career includes a Bachelors in Business Administration from Florida A&M University, a Global MBA from the University of Houston-Victoria, and a Doctorate in Leadership and Innovation that focuses on People Analytics for Talent Management and the Future of Work from St. Thomas University. Finally, Dr. Smith completed his post-doctoral studies in Industrial and Organizational Psychology from Harvard University.
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Carla Patton is a certified professional in human resources, offering a 18+ year HR career distinguished by commended performance and proven results. She has a background in the HR Generalist scope of responsibilities, including experience in full-cycle recruiting, mediation, conflict resolution, benefits administration, labor relations, HR records management, HR policy development, and legal compliance. She has demonstrated success in a broad range of HR-related activities. Carla prides herself on inspiring trust and engagement with business partners through building relationships at all levels of an organization. Carla has a BBA, MBA, PHR, SHRMCP, Yellow Belt Lean Six Sigma, and a C(k)PF designation. Camille Tate is a certified professional in human resources, with 16+ years of agency and corporate recruiting experience working for high-performing industry leaders. Her core skill set includes full-cycle recruiting for candidates in varied technology (software and infrastructure), product, finance, strategy, sales, administrative, construction, architecture, and executive roles amongst others. In addition to recruiting, Camille has significant experience in a broad range of HR functions such as business partnership, employee relations, and immigration. She has several designations such as the Professional in Human Resources (PHR), SHRM-Certified Professional, and Select Interview Train the Trainer Certification, with a Bachelor’s of Business Administration in Business Information Systems and an MBA concentrating in Management. Together Camille and Carla are the HR Twins, owners of The Career Salon, LLC, a consultative and HR education HUB for organizations and individuals. They are co-hosts of The Career Salon Podcast w/ The HR Twins, a top-ranked bi-weekly podcast covering issues related to career mobility, diversity, and inclusion, recruiting, organizational culture, and leadership. They are also content creators for The Career Salon social media channels including Instagram, Facebook, YouTube, LinkedIn and thecareersalon.com.
Matthew Kirby is founder and creator of Honest Human Resources Consulting LLC and YNG BLK HR (Young Black HR) Podcast. Matthew is based in Seattle, WA and serves as a strategic HR partner specializing in new product initiatives at Netflix Inc. Matthew demystifies stereotypical perceptions of Human Resources through his conversational, engaging and weekly broadcasts of the YNG BLK HR Podcast centralizing around one question: How are YOU a Human Resource? Honest Human Resources Consulting LLC provides various career focused services for professionals looking for their next step in their career as well as HR services for small to medium sized businesses looking to standardize processes throughout their people organization.
Dr. Christal Morris is a world-renowned Human Capital Consultant who has worked around the world bringing teams together and creating strategies that drive growth. Christal has recently accepted a new role as Senior Vice President of Diversity, Equity and Inclusion with Peloton. Christal also has previously led DE&I strategies for industry giants like Ernst and Young, Time Warner Cable, Intel and Willis Towers Watson. Dr. Morris serves on the Board of Directors for Black In HR and has been instrumental in its growth and development.
Erin Dangerfield is in her fourth season with the Golden State Warriors as Senior Vice President, People Operations. A native of Oakland, California and lifelong Warrior’s fan, Erin has a deeprooted passion for the Oakland community. Erin brings years of human resources experience to the role including a background in wholesale distribution, real estate, agriculture, non-profit and now sports and entertainment. Erin sits on the board of the East Oakland Youth Development Center, where she participated in the Center’s programs as a youth and first worked there as a Youth Leader in their Summer Cultural Enrichment Program.
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BLACK IN HR | 19
cover story
After a successful 15-year career in Tech as a Software Sales Executive spanning from IBM to WalkMe, Jarrett Albritton has turned his focus to increasing diversity in tech. Jarrett has organically amassed over 55,000 followers since December on Clubhouse, mainly by connecting a diverse group of jobseekers to roles, referrals, and information that helps them break into tech. Jarrett co-founded MentorMe Collective to launch bi-weekly weekend workshops focused on specific roles each week such as Data Science, AI/ML, Engineering, Product Management, etc. On day two of these workshops, a career fair takes place where job seekers can apply for opportunities on the spot with the top tech companies Jarrett has been working with daily on Clubhouse. Jarrett is also partnering with AlwaysHired, a tuition-free tech sales bootcamp that culminates in a 90-day paid apprenticeship, to help increase access to entry level jobs in Tech Sales, where he spent 15 years. Jarrett is looking for sales leaders that are interested in bringing AlwaysHired trained talent at no cost.
Kari McFarlane serves as the Head of Market HR for the South Eastern US at Google. Kari has over 15 years of experience providing strategic people operations, talent management, organizational development and change management strategy consulting. In this role, Kari leads the people operations strategies for the south eastern region which includes: Georgia, North Carolina, South Carolina, Florida, Virginia & Washington, D.C. and will be based in Atlanta, GA. Market HR provides a structured, location-based approach to managing the operational complexities, compliance risks, and cultural nuances that are unique to the sites and countries where Google operates. Kari will be serving on Google’s leadership team for the expansion into the Atlanta and DC markets. Apart from her new title, the culture strategist will also continue to serve as co-founder of Akinship. Akinship is a professional networking platform & community for Black, Indigenous, and people of color to share experiences and transfer knowledge. Akinship’s mission is to empower the professional growth of BIPOC groups by fostering a community of “kins” through sharing lived experiences. Akinship will be launching their interactive community engagement initiatives in 2021. Kari holds a Master’s degree in Public Administration and a Bachelor’s degree in Economics & Political Science from Howard University. Kari has lived in many places but calls both Chicago & Atlanta home. In her spare time, Kari enjoys running, traveling, salsa dancing, and riding her Peloton. Kari is a proud member of Delta Sigma Theta Sorority, Incorporated. Kari is the loving wife of fellow Howard Alum and tech enthusiast Jeremy McFarlane and the mother of two sons Elijah & Noah Mcfarlane.
Kim Blue with keen insights and a strategic perspective, Kim helps people align their passions, talents and values for success. She has created and executed organizational blueprints for top-flight organizations including ESPN and Microsoft. In October 2020, she joined Zoom as the Global Head of People Experience Partners, where she leads the company’s worldwide team of HR business partners. Over her career, she has earned a reputation as a trusted adviser who is able to motivate leaders to embrace growth and change to improve themselves and their organizations. Kim is a graduate of East Carolina University and Queens University of Charlotte and lives in Atlanta. In her spare time, you’ll usually find her cheering for her son, Avery Ross, from the sideline of a sporting event. Kim also serves on the Board of Directors for Black In HR and has been instrumental to its development. Sana’ Rasul Walker is a highly recognized human resources leader with vast experience managing HR departments, implementing HR strategy, coaching employees into success, and supporting D,E&I goals and initiatives. Saná’s organization, HR Girlfriends, is dedicated to advancing the practice and culture of people empowerment. Her team of Girlfriends consult, train, educate, develop, share, promote and advocate for solutions in the field of human resource management. Saná holds an ACC designation from the International Coach Federation, a PHR certification from the HR Certification Institute, and a SHRM-CP certification from the Society of Human Resource Management (SHRM). 20 | BLACK IN HR
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Quentin Blanton is a seasoned healthcare executive with a passion for changing the way that healthcare is delivered. In his nearly 20 years in the healthcare industry, he has held roles in strategy, network relations, as well as local and national account sales. Prior to joining Collective Health as Regional VIce President of Sales in Southern California, he spent 5 years at Blue Shield of California and 12 years at Anthem. Quentin is a graduate of Morehouse College in Atlanta, GA and is a member of Alpha Phi Alpha Fraternity, Inc. He enjoys sports, music, film and spending time with his family. Quentin serves on the Black In HR Board of Directors and has been instrumental in its growth and development.
As Acceleration’s Vice-President of People & Culture, Kristena Hatcher oversees all human resources operations for ACC and partners closely with ACC agencies to ensure best-in-class talent management. Prior to ACC, Kristena spent six years at Creative Artists Agency (CAA), a global entertainment, media and sports representation agency, where she led Inclusion and Diversity and Talent Acquisition. There, she partnered with leadership to ensure the overall I&D business strategy continually fostered an inclusive environment, ensuring the attraction, development and retention of diverse voices, from diverse backgrounds across the workforce. As a member of the Entertainment Industry College Outreach Program’s Advisory Board, Kristena serves as a trusted resource helping fulfill the organization’s mission to be the conduit that bridges the gap between top qualified diverse candidates and the desire and commitment of the entertainment industry to develop a culturally and ethnically diverse workforce. Kristena was also appointed to Black In HR’s Board of Directors, and serves as a strategic partner.
Never losing sight of her passion to re-engineer the HR agenda, Stacey Lewis is the Creator and Chief Influencer of HRInterrupted (@hrinterrupted); a community organization for HR Influencers with GRIT who unapologetically interrupt historical workplace ideologies and practices through inspiration and insight. She created this space so the next era of HR leaders and influencers don’t have to wait until they have a seat at the table to find and USE their voice. By day, she serves as the CHRO for the Port of Long Beach, the second-busiest seaport in the United States, with approximately 540 employees and generates annual operating revenues in excess of $300 million. Stacey has over 30 years of professional human resources experience, both in the private and public sectors. Stacey received her Bachelor’s degree in Psychology from the University of the Pacific. She also holds a Human Resources Management Certification from Loyola Marymount University, as well as several other professional HR designations/certifications.
Victor Anthony Scotti Jr. is a DEI practitioner and HR Leader with Netflix. He has global expertise in crafting community-specific strategies that integrate employee experience and belonging with business needs. He creates courageous spaces in the workplace so employees feel comfortable, supported, and encouraged to be as bold, brave and authentic as they wish in bringing their best selves to the workplace. Additionally, Victor is the Founder and Chief Inspiration Officer of Moving Mountains LLC, which accelerates the possibilities of high-achieving Black boys through curated experiences that inspire innovation, spark creativity, and cultivate dreams. Born and raised on the South Side of Chicago, Victor graduated from the University of Pennsylvania in 2013 with a degree in Sociology, Urban Education, and Africana Studies. He is an avid reader, writer, traveler, and Black children’s book collector. He is a proud financially-active life member of Alpha Phi Alpha Fraternity, Inc. and serves on the Board of Directors of the Raymond Pace Alexander Scholarship Foundation in Philadelphia. He regularly moderates and speaks on panels, and his writing coalesces around workplace inclusion and the Black male experience. u
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culture & style
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SUMMER MAKE-UP TRENDS By Manessa Lazare of Glamour By Ness
1) What are the latest makeup trends for summer? Bright eyeliner is in! It’s a fun way to bring a pop of color to a neutral look or any look for that matter. Summer 2021 is all about bringing the heat with unique eye makeup looks. 2) What are some key makeup tips for Black people? The SKIN! The right foundation can help smooth over any flaws and create a natural canvas for the rest of your makeup. Matching the foundation to your skin tone is key. 3) What is your favorite celebrity makeup look and why? I am obsessed with @jackieaina. This Nigerian Queen has been my makeup inspiration since I began my journey. Her fearlessness with showing her imperfections and the way she leverages the influencer market is unmatched. 4) What are some tips for buying the correct colors when online shopping for makeup? The most important thing to know is your skin tone: the first is the overtone – your visible skin color, and how light or dark that color is. The second is the undertone, which is a more subtle coolness or warmth that’s underneath your overtone. Once you have a good idea of what that is, it’s easier to shop online because you know what colors to choose from. 5) What are the necessary things a person should have in their makeup kit? Never ever leave
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home without the following in your makeup kit: Lip liner + lip gloss, perfume, blotting papers, face power, shinefree powder, concealer, foundation, mascara, eyeliner, eyebrow pencil, blush, highlighter, nude eyeshadow palette, translucent powder and lashes. 6) What items are needed to do a quick face? Eyebrow pencil, concealer (one dark/light shade), eyeliner, mascara, translucent powder, Juvia’s Place Warrior II palette, highlighter, KKW’s lip pencil in #3 and creme lipstick and gloss in #2. 7) What are your suggestions for people that have allergies? Try before you buy. Let’s face it, makeup is expensive, and don’t be fooled by the price tags either: drugstore v. high end. The money spent adds up, therefore, the last thing you want to do is spend money on something you can’t use. Also, test out products before you commit to them, the best place to test on your body is the back of your hand or inside your wrist. 8) What are some of your favorite makeup products and brands? Juvia’s Place - from the foundations, concealers, and their makeup palettes. One of my cheat codes with clients is using their Warrior II palette as an eyeshadow palette and the colors can also be used for contouring and blush. Milk’s hydro grip primer is also a wonderful primer, and a favorite staple of mine is the Laura Mercier translucent powder, all hail the no flashback powder. 9) How important is skincare when it comes to wearing makeup? Your skin will definitely tell on you! The key to having a flawless makeup application is good skin. Drink your water! Have a consistent routine with your skincare and change it up often. You should have a skincare routine for winter and summer, much like having a makeup routine for summer and winter. For example, it’s recommended to use a tinted moisturizer during the hot summer months because using a foundation can make you feel like you have a mask on. You’ll still look beat by the makeup gawds and you won’t have to worry about your foundation oxidizing and looking cakey. u
PHOTO BY OLAMIDE GABRIEL ON UNSPLASH
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HE MASKS ARE OFF! After almost two years of wearing face masks and coverings due to the COVID-19 pandemic, people of the world are now venturing out mask free. For some of us that means returning to former routines and habits such as applying makeup everyday. To help some of us get back on track, we spoke with professional makeup artist Manessa Lazare of Glamour By Ness to get the latest in summer makeup tips.
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culture & style
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MY EXPERIENCE AS A
BLACK IMMIGRANT By Kershia Johnson, CIPD, CEO & Founder of Knelli Knows
A
re you a Black foreign national in the midst of moving to the USA? Yes? It’s no surprise! The USA has been the number one destination for expats and immigrants the last couple of years, followed by Germany and Saudi Arabia.*
But what is it like being a Black expat or immigrant in the USA? While it’s no surprise that the experience is different for each person, I am here to share my personal experience with you. First, I’d like to address my use of expat vs. immigrant. An expat is someone who lives and works outside of their home country, with their intentions being to return home at some point, whether that is two months or 20 years from the time of their move. An immigrant lives and works outside of their home country with no intentions of returning to their place of birth.* As you may have read in my previous column, I moved from the UK to Chicago, USA, and have lived here for three years. Before my move, I found myself not only researching if I would have to start my HR career from scratch, but I also tried to find individuals like me who had immigrated to the USA. You may question why this information was essential to me? Simply put, I wanted to know if I would be welcomed or rejected by my brothers and sisters from across the pond. Unfortunately, throughout my intensive research via blogs, YouTube, news articles, and other social media channels, my only findings were from Caucasian expats (really immigrants). So far, my encounters have been both favorable and unfavorable. Most of my experiences have been positive, but those that weren’t, I believe, were mainly due to my accent. With being British, there is this association with the accent being posh, fancy, and privileged; or in other terms, “bougie.” Until people can experience me personally, unfortunately, one is stereotyped as being bougie. I have accepted this, As my accent is a part of me. I am unable to change. Recently during the Covid-19 pandemic, like many of you who were stuck indoors, I found myself exploring new ways to communicate with people outside of my home. One of these ways was via Clubhouse (a social media platform). It surprised me that a small fraction of African Americans despised black expats or immigrants living in the USA. Some conversations I came across
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refused to address us as Black due to not living the African American racial inequality experience. Others in the group blamed us for African Americans being excluded from job opportunities. Both ideologies were a shock to me. It was something new. While I cannot say whether I agree or disagree, I will say that no matter where melanated people are from in the world, we still face the same racism in the workplace, healthcare system, and living situations. Every day is a new experience, and I am thankful to have been given the opportunity to live in another country where I can call home. While I am currently unsure if my status will continue to be that of an expat, right now, I am enjoying the journey. u References: https://www.migrationpolicy.org/programs/ data-hub/charts/top-25-destinationsinternational-migrants https://citizenpath.com/countries-with-themost-immigrants/\ https://www.expatica.com/moving/ about/difference-between-expats-andimmigrants-109235/
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professional development
THE FIVE STAGES OF JOB LOSS By Joanne Courtney, MHR
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AVE YOU WORKED FOR A COMPANY for 21 years and relocated just because they asked? You sound like a dedicated employee. Now, fast forward. You get a Zoom invite to meet with your supervisor and learn you’ve been laid off. WHAT?! Surely, they made a mistake! Yet days turn into weeks and weeks turn into months, you end up on a roller coaster of emotions. This is the complicated result of job loss. When we think of loss, we often think of losing a loved one or ending a relationship. But the feelings of loss also happen when we get fired, laid off, quit, as well as retire. There could be loss of purpose, income, workfamily and stability. Kubler-Ross defines the five stages of loss as disbelief, anger, bargaining, depression and finally acceptance.* While this seems like a nice road map to recovery, the steps are often not in order and can reoccur over long periods. I didn’t stay in the disbelief stage long at first... I said to myself, “No one is exempt from this.” That worked for a while, but I eventually started saying “Why me?” I realized that it did, in fact, happen to me, so I needed to push forward. With lots of work experience and great networks of people supporting me, I had to focus on the future. One day, I landed in an angry place. There were so many company shirts. Now I would never wear them again! I wanted them out. Next it was the coffee mugs, water bottles and all of the personalized things. They all had to go!
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Anger is a normal emotion. The key is not to stay in that space. Process it and move on. There is also the bargaining stage. “Maybe if I just wait them out, my employer will come to their senses.” Bargaining isn’t a real strategy. Depression is the fourth emotion. It can start to sink in before, during or after any of the phases. Mine kicked in after I had interviewed 8 times for 2 different companies. What a long, tiring and mentally exhausting process. I was consistently “on” so it was especially depressing that within the same week I got denials from both. The self-defeating talk started immediately. “Well, maybe I’m not as great as I think I am.” “Maybe I’m not going to ever find a job.” Often, it’s hard to quiet the doubt, but we have to remember our worth and surround ourselves with people who will also remind us often and keep pushing us forward. We can also talk to a professional... There is power in taking that step to mental clarity. The last stage is acceptance. I’ve come to acceptance in waves. I know that things happen for a reason and that my dream job is out there, I just need to be prepared and put in the work to find it. You may experience periods of disbelief, anger, bargaining, depression and acceptance over time, and in varying degrees of intensities. Let your family, friends and a professional help. While it may not feel good as you go through the process, keep pushing forward like me because there is good just on the other side. u
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NAVIGATING SALARY NEGOTIATIONS & PERKS By Dr. Aisha Wright-Burke
S
ELF-DEVELOPMENT. TWO WORDS I live by and have dedicated my life to. Growing up, my parents created an atmosphere of learning by being examples of what being a life-long learner could do for your quality of life. t’s a well-known fact that it costs more to hire someone new than to restaff for a role. Forbes shared that Employee Benefits News reported in 2017 that turnover can cost employers 33 percent of an employee’s annual salary. In any job market, when you’re seeking new employment (internally or externally) you need to understand your skills, capabilities, and self-worth. It is of the utmost importance to keenly understand how these align to your targeted job. So, when you’ve applied for the job, interviewed and received an offer verbally – what do you do now? A Wall Street Journal 2021 article explained that, “The cultural expectation to negotiate salaries is now widespread: The staffing firm Robert Half found that 70% of over 2,800 managers surveyed in 2018 expected candidates to negotiate. In a 2018 survey of 850 hiring professionals by recruiting corporation Jobvite, recruiters said nearly 60% of millennial candidates they interviewed had asked for a salary increase that year. Although these stats are a few years old – they still ring true. Let’s take a step back - ask yourself: • Do you have the initial offer in writing? (Hint: You need this in writing before you counter anything) • How much do you know about the salary trends in your field? • What is your value proposition to your target company? • How do you plan to present your “pitch” for a counteroffer? • Have you assessed the perks and benefits the company offers? • Do you want to ask for a sign-on or base pay increase? • How much do you know when you would be eligible for a merit increase (or incentive, if applicable)?
These questions will help you prep for crafting your response to the initial offer – the counteroffer. Another important component of designing your counteroffer is understanding the benefits or perks your target company
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offers. Your recruiter is your main resource for this (unless you have a friend or colleague that works at your target company as well). Here is a sampling (but not a complete list) of benefits and perks that are available in many companies today. • Comprehensive medical/dental/vision plan (Hint: Find out the $ amount per paycheck) • Support for Professional Development, Certifications, etc. • Child/Elder Care • Legal Assistance • Employee Assistance Program • Wellness & Fitness Programs • Mentoring Programs • Commuter Benefits • Discounts on Local Entertainment & Other Businesses • Student Loan Assistance • Work Schedule Flexibility • Unlimited/Limited Vacation/Paid Time Off
There are a plethora of articles about salary negotiation with suggested approaches. Use the information that you know today (and do some more research) to figure out what works best for your personality and what you want to achieve. A few final tips are: • Think about asking for a salary/percentage range instead of one figure Don’t lie about your experience/skills • Practice! Practice! Practice your pitch – for confidence in your delivery • Be thankful for the opportunity In conclusion, remember the leader you will be reporting to is on the other side of the process, so ensure that you don’t make it all about a dollar amount. “ ‘The most important part of negotiation is just going to be those intangibles, like rapport, likability and delivery,’ says Josh Daniel, a Dallas-based career coach with Korn Ferry. If all goes well, you’ll soon be working with the person on the other end, he says, so you shouldn’t treat them like an adversary.”u Disclaimer Dr. Wright-Burke’s ideas and opinion are her own and do not represent ADP, Inc.
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