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BACKGROUND CHECKS: LEVELING THE PLAYING FIELD
CREATING YOUR DREAM OFFICE SPACE
VOLUME 1 • ISSUE 1
DR.CHRISTAL
MORRIS: THE JOURNEY OF A
DE&I EXECUTIVE
CANNABIS:
THE NEXT BIG THING
HOW TO TRANSITION TO HR
HR AND BLACK ECONOMIC EQUITY
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Dear Black in HR members, Thank you so much for inviting me to your event last year. I cherish these opportunities to speak directly to HR professionals like you, who have a keen and vested interest in racial justice and equity in the workplace and a more diverse profession.
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I especially appreciated your candid questions, and I hope I was able to answer them transparently. I sincerely hope that Black in HR members will become more involved in SHRM and the equity work we are doing and allow us to help you advance your HR careers in whatever direction you would like to go. Your participation as SHRM members and certified HR professionals will boost our mutual success. Together Forward @Work is the boldest platform SHRM has ever unleashed for workplace change. It is a tool for you—and a call to action for the business community. I hope you will turn to these resources and our continuously updated research to begin critical conversations about racial equity in your own workplaces. I am also happy to share with you the data from my presentation and conversation starters to help drive these discussions. Remember also that as a SHRM member, you have access to even more exclusive-to-you resources and research to help you through these challenging times, from navigating COVID-19 in the workplace to creating talent strategies for the “next normal” and building your career as a skilled, trusted HR leader. There’s never been a better time to be a part of SHRM! Know that you as individuals and HR leaders have enormous power to directly impact the lives of people where they spend a majority of their days – at work. Let me also congratulate you on the launch of the new Black in HR e-magazine. I wish you many years of successful publication. Thank you again for joining us in committing to specific actions and measurable outcomes on human equity, and for your interest in SHRM. We look forward to working closely with your organization in the coming months. Sincerely,
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LETTER FROM THE BOARD Dear Reader, It is an absolute pleasure to welcome you to Black In HR’s inaugural issue of our E-Magazine. This year brings about significant changes, as we have grown as a company and as a community of over 5,000 members across North America, Africa and Europe. In the upcoming pages, you will have an opportunity to read about subjects important to the Black community, celebrate the achievements of our members and laugh at some of the light-hearted and candid stories. The year 2020 has brought triumph and tragedy to many of us, and we pray that 2021 will be a year of growth, healing and prosperity for our world. Our mission is to create a safe and brave space for Black HR professionals and serve as a onestop-shop to grow, network and learn through social media platforms, career coaching and professional development courses. We will continue solidifying partnerships, expanding our services and growing our influence within the realm of HR. If you have been with us from the beginning, you have had the opportunity to witness how much we have grown. If you are just joining us, then you have found a home and family to support and help you grow your career. The Black In HR magazine is a member-led publication run for, and by, members of this community. We are inspired by the multitude of voices and achievements of those within our community, and we will always seek to keep the interests of our members at the forefront. We are elated to be furthering the mission of Black In HR and to hear your stories. One love, Your Board of Directors
STAFF Publisher and Editorial Director Miles Madison Managing Editor Vanessa Roberson Copy Editor Kristena Hatcher Art Director Larmarrous Shirley Graphic Designer Justin Nash Graphic Designer Michael Mitchell Contributing Photographers Terre Di Cannabis, August De Richelieu, Neosha Gardner, Alex Green, Matthew Henry, Andrea Piacquadio, Javier Reyes, Jasmine Smith, Christina Wocintechchat Account Executives Tony Pichant Michelle Daniels Mark Smith General Staff LaTĂĄnya Warren, SHRM-CP Katavia Larry Kelli Williams-Coplon Board of Directors Quentin Blanton, Alan Campbell, Kristena Hatcher, Dr. Christal Morris, Justin Nash, Leida Speller, Sharon Stewart, Kim Blue Terrell, Kevin Williams
CONTRIBUTING WRITERS Victor Scotti, Jr “Supporting Your Mental Health and Well-Being As A Black HR Professional
Leida Speller Black Human Resource Professionals: Essential Workers in the Fight for Economic Equity
Trudie German Maintaining Healthy Habits During a Pandemic
Dr. Mercedes Giles, MD The Obesity Epidemic Within the Pandemic
Gracelynn Jones Create Your Dream Quarantine Office Space
Dr. Lisa-Moné Lamontagne Imposter Syndrome in the Workplace
LaTánya Warren, SHRM-CP Request For Background Check
Katavia Larry Why We Don’t Eat At The Potluck
Kelli Williams-Coplon The Transition into Human Resources
Adrienne Mitchell Cannabis: The Next Cash Crop & How To Get In
Ciera Parks Cannabis: The Next Cash Crop & How To Get In
Kyris Brown Find a Suit that enhances your brand
INSTAGRAM: @therealblackinhr • TWITTER: @theblackinhr Become a contributor or advertise with us by emailing admin@theblackinhr.com
CONTENTS
22
COVER STORY THE JOURNEY OF A DE&I EXECUTIVE Black In HR Interviews Dr. Christal Morris
departments 8 OUR COMMUNITY BLACK HUMAN RESOURCE PROFESSIONALS:
ESSENTIAL WORKERS IN THE FIGHT FOR ECONOMIC EQUITY By Leida Speller
18 A BETTER YOU MAINTAINING HEALTHY HABITS DURING A PANDEMIC By Trudie German
20 THE NEXT BIG THING
REQUEST FOR BACKGROUND CHECK
CANNABIS: THE NEXT CASH CROP & HOW TO GET IN
By LaTánya Warren, SHRM-CP
By Ciera Parks & Adrienne Mitchell
10 OUR COMMUNITY
11 OUR COMMUNITY WHY WE DON’T EAT AT THE POTLUCK By Katavia Larry
26 CULTURE & STYLE FIND A SUIT THAT ENHANCES YOUR BRAND By Kyris Amiel Brown
12 A BETTER YOU IMPOSTER SYNDROME IN THE WORKPLACE By Dr. Lisa-Moné Lamontagne
14 A BETTER YOU THE OBESITY EPIDEMIC WITHIN THE PANDEMIC By Dr. Mercedes Giles , MD
16 A BETTER YOU SUPPORTING YOUR MENTAL HEALTH AND WELL-BEING AS A BLACK PROFESSIONAL By Victor Scotti, Jr.
28 CULTURE & STYLE CREATE YOUR DREAM QUARANTINE OFFICE SPACE By Gracelynn Jones
30 PROFESSIONAL DEVELOPMENT THE TRANSITION INTO HUMAN RESOURCES By Kelli Williams-Coplon
31 PROFESSIONAL DEVELOPMENT Black in hr Congratulations
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\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\ BLACK HUMAN RESOURCE PROFESSIONALS:
ESSENTIAL WORKERS IN THE FIGHT FOR ECONOMIC EQUITY
By Leida Speller
T
HE YEAR 2020 BEGAN FOR ME as it did for many others. While I no longer practice the tradition of making New Year’s resolutions, I do intentionally express my desire for the environmental conditions that will best support my goals. I believe the combination of great ideas and hard work – planted in rich, fertile soil – can’t help but be fruitful. “Elevation” was my 2020 intention, and like others, I expected 2020 to be a year of clarity. It did not disappoint. As a Certified Financial Planner® the objective of my work is to determine if and how clients can achieve life goals and long-term financial success through the proper management of financial resources. Most of my clients want similar things: to buy homes, save for their children’s education and plan for retirement. I believe Human Resource professionals are essential workers on the frontlines of the pursuit of economic equity. They have dedicated their careers to promoting policies and standards that create work environments where everyone can thrive. Employees at risk of jobs becoming obsolete due to automation and technological advances will likely benefit from their ingenuity, creativity and commitment to the continual development of others. They craft benefits packages that lay a solid foundation for employees’ ability to manage financial risks through insurance programs and accumulate wealth by deferring income into retirement plans. Many African Americans’ primary exposure to trustworthy financial literacy is through employer benefits education, which tends to be limited. I encourage you to layer atop typical retirement plan education, the opportunity for employees to receive customized education and advice that considers their real-life scenarios using quantitative and qualitative data. I invite you to strategically align with us, Black Certified Financial Planner® professionals in the fight for solutions to inequality and improving economic equity for our families and communities. Black Human Resource professionals are critical to this endeavor., and we need you.
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While retirement vehicles like 401(k) and 403(b) plans are often core to successful retirement planning, there are other important factors to consider: Create a Budget - A monthly budget helps illuminate what’s coming in (income) vs. what’s going out (expenses). Having a clear picture of surplus cash flow helps us understand how much income we can route to savings, investments and other productive ways to build wealth. Establish a Cash Reserve - Building an emergency reserve is crucial to long-term financial well-being. Having cash to respond to emergencies and opportunities without incurring debt is often ideal. Rule of thumb is 3-6 months’ living expenses. I encourage my clients to build as much as one year to be able to respond to protracted unemployment or disruption to income. Protect Income - Managing financial risks is fundamental to building wealth. Disability and premature death can be financially devastating to families that rely on income generated through employment. Long-term disability insurance and life insurance benefits provided by employer benefits programs serve as a solid foundation for helping families mitigate these risks. Invest to Meet Objectives - One factor contributing to the retirement gender/racial wealth gap is that Black men and women tend to be more risk averse and invest too conservatively to meet long-term investment goals. It is important that these historically underserved and underrepresented groups receive customized financial literacy and advice that support them in making investment decisions best-suited to meet their objectives. As Black Human Resource professionals, my hope is that you remain aware of the important role you plan in creating financially sound families and communities, and that you give your best to ensuring we all have the opportunity to thrive. u
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REQUEST FOR BACKGROUND CHECK
B
efore COVID cut a swathe through the economy, our unemployment rate was the lowest it had ever been, forcing companies to explore untapped talent pools and “non-traditional” candidates such as applicants with criminal histories. Second-chance hiring is a great opportunity for both organizational and individual growth. Studies show that employment is the single most important factor in reducing recidivism. When companies consider all qualified candidates, even those with a criminal record, they grow stronger and more diverse because of it. Because Black and Latino men are arrested and convicted at disproportionately higher rates than Caucasian men, asking about criminal records has a disproportionate impact on them. Research shows that 17% of White Americans with a criminal record get called back after a job interview, compared to 5% of Black Americans with the same history. This is an example of disparate impact discrimination which happens when a seemingly neutral policy disproportionately affects members of a particular demographic. All of Us or None of Us, a national civil rights movement of formerly incarcerated individuals and their family, started the Ban the Box campaign in 2004 to address that hiring disparity. The “Ban the Box” movement advances employment opportunities for people with criminal records by eliminating the criminal history question on job applications. The intent behind the growing Ban the Box movement is to delay the criminal history inquiry (the box applicants check or don’t check) until later in the hiring process to allow ex-offenders the opportunity to present their true qualifications for jobs, and for employers to consider their applications in light of those qualifications, without having a criminal history prejudice the process. Ultimately, the campaign challenges the stereotypes of people with conviction histories by asking employers
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PHOTO BY CHRISTINA WOCINTECHCHAT FROM UNSPLASH
our community
By LaTánya Warren, SHRM-CP
to choose their best candidates based on job skills and qualifications, not past convictions. As of June 2020, 35 U.S. states and more than 150 cities and counties have passed some form of Ban the Box laws, according to the National Employment Law Project. A few states take the Ban the Box law a little further by requiring employers to conduct individualized assessments of an applicant’s criminal history to determine whether the criminal record justifies denying employment. This assessment includes comparing the nature of the criminal record with the nature of the job, reviewing the severity of the offense as well as how much time has passed since the offence occurred. The EEOC has warned against categorically denying employment to applicants with criminal records and has issued guidelines to follow in order to avoid discrimination and has already begun prosecuting employers who have a blanket ban on hiring people with felony convictions. Employers using third-party vendors to obtain criminal history reports also have obligations under the Fair Credit Reporting Act. Black HR professionals can be at the forefront of this movement by assessing barrier crime lists to identify discriminatory hiring practices, addressing trends of denying employment to Black and Latino applicants with criminal records and identifying opportunities to mitigate risk. We should be champions of fairer hiring practices as we are more likely to be impacted by the criminal justice system than any other demographic. u
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our community
WHY WE DON’T EAT AT THE POTLUCK By Katavia Larry
PHOTO BY AUGUST DE RICHELIEU FROM PEXELS
Raisins Don’t Belong In Food We’ve all seen that person who likes to “spice up” a dish and make it their own by boldly modifying traditional recipes. This is how we end up with horrible food combinations like raisins in potato salad, hot dogs in mac and cheese, and nuts simply where they don’t belong. If our grandmothers didn’t include it in the recipe, you shouldn’t either!
T
HE HOLIDAY SEASON AT WORK is a joyous time for many. Pre-pandemic of course, your coworkers happily prepare for the annual company potluck at the office. Everyone is all smiles, but you find yourself mustering up the strength to keep a smile going. While your manager enthusiastically asks what everyone would like to bring, you apprehensively prepare yourself to just get through the day. Deep down, you’re reminded by the facts that are hard for any melanated person to forget: Everyone Doesn’t Season Their Food Now we agree that salt should not be the main seasoning in everything, and that it can ruin a dish FAST! But seasoning food is a must! Bland food has NEVER been acceptable in Black culture. So to the co-worker who feels it’s their duty to look out for everyone’s waist line and blood pressure by not seasoning their food…DON’T!
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Cleanliness Is Next to Godliness Contrary to popular opinion this phrase is not in the Bible, but it is a philosophy of life in Black culture. We saw you when you used the bathroom the other day and left without washing your hands. We could tell it was you by your shoes! When you waltz into the potluck with your dish, please believe we already made the mental note to DEFINITELY not touch it, whether it’s store bought or not! Your Pet Is Not a Human Now I know that Fido and FeFe are like members of the family for some people, but they are animals. You can assure us all you want that your pet never comes into the kitchen and that you are a clean cook, but we ain’t buyin’ it! Did you forget that day we walked in your office and saw you talking to little Toto on your pet cam? He was on the counter then! We are not about to take a chance of ingesting a hairball from Chester by eating your potluck dish. Unfortunately, even pros at avoiding the company potluck can get caught up at times and end up having to attend whether they want to or not. When this happens Black people err on the side of caution and stick to what are likely the safer potluck food options: what was store-bought and catered. And when in doubt, just eat your own food. u
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a better you
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IMPOSTER SYNDROME IN THE WORKPLACE By Dr. Lisa-Moné Lamontagne
T
he feeling of not being good enough to be in the position you’re in and being the only one who thinks so can be debilitating. It is an internal struggle and often you think you are alone in feeling it, but this is actually more common than we realize. Imposter syndrome, identified by psychologists Pauline R. Clance and Suzanne A. Imes in 1978, is defined as the persistent inability to believe that one’s success is deserved or has been legitimately achieved despite their objective success. This term applies to both male and female high achievers, although the term was first coined to explain why high achieving women often attributed their success to luck rather than accomplishment. While pursuing my doctorate, I experienced imposter syndrome by constantly comparing myself and my experiences to others. Dr. Valerie Young identified five “imposter” types that imposter syndrome sufferers tended to fit: the expert, the perfectionist, the soloist, the superwoman/man, and the natural genius.
share ideas and get advice. • Utilize EAP - If your company offers an Employee Assistance Program (EAP), utilize it! Free, confidential counseling will help you sort out your stress and anxiety. • Remember, it’s okay to be human and make errors. Don’t let that define you; Own your mistakes and learn from it. The workplace, depending on its culture, can be a breeding ground for imposter syndrome. Think about your workplace. Does the work environment support new ideas? Failing? Continued learning? As HR Professionals, you can help the employees in your organization by: • Helping to shape your organization’s culture- create an environment that celebrates innovation and lifelong learning. • Create healthier workplaces- incorporate mental health initiatives, holistic performance management assessments, support managers and provide them with tools to support their team members.
Some clear signs of this condition include: ●
• Burnout - You overwork yourself, calling it “perfectionism” but really you don’t want to be found out as not having it together. • Low job satisfaction - You think your colleagues all have it together and are more competent. • Low self-esteem- Leads to a decrease in your job performance.
It is important to put on your oxygen mask first before helping others. If you’re experiencing symptoms of imposter syndrome, here are some ways to overcome them: • Find your community - This can be on LinkedIn or social media. Find people who share similar experiences in your field and/or industry. You need a safe space to
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• Share resources- Often benefit providers have tools to support mental health in the workplace, provide those resources to your employees. ● • Creating onboarding programs that set new employees up for success. Leadership, along with managers and HR, need to create a healthier environment for their employees and help to shape their organization’s culture. Create an environment that celebrates accomplishments and innovation. Allow your employees room to try new things without dismissing ideas. Creating these safe spaces at work can lead to greater job satisfaction and productivity. u
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PHOTO COURTESY OF NEOSHA GARDNER
a better you
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THE OBESITY EPIDEMIC WITHIN THE PANDEMIC By Dr. Mercedes Giles , MD
T
he COVID-19 pandemic has likely grounded you and created a way of life that you may not have envisioned for yourself. Just like with any big change― positive or negative― it has caused you stress in more ways than one. As obesity continues to be a leading cause of morbidity and mortality in the US, it is appropriate that we take a moment to talk about how the pandemic conditions may be making the problem worse. So if you are like many and find yourself with a few---OR a lot of extra pounds during the pandemic, there are steps you can take to bring your weight toward a healthy goal. 1. Take a moment to assess your current weight and health status. Do you know your numbers? By numbers, I am referring to your blood pressure, fasting blood sugar, weight, body mass index (BMI), waist circumference, and cholesterol levels. These numbers are not arbitrary and can indicate whether you are at risk for obesity, metabolic syndrome, hypertension (high blood pressure), high cholesterol, and type 2 Diabetes Mellitus. Goals: • Blood Pressure: Less than 120/80 mmHg • Fasting Total Cholesterol: Less than 200 mg/dL • Fasting Random Blood Sugar: Less than 100 mg/dL • Body Mass Index (BMI) : Less than 25 kg/m2 • Waist Circumference: Less than 35 in for women, and less than 40 in for men 2. Create a plan for weight loss that is sustainable for you. With all of the programs, fitness trainers and nutritionists, out there you may be overwhelmed and even confused. My number one recommendation is to start low and go
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slow. Make small changes weekly which will lead to an overall lifestyle change over the course of one year. Examples: • Drink at least 2-3 glasses of water daily • Decrease red meat in your diet • Try enjoying a vegetarian meal on “Meatless Mondays” • Exercise at least 10 minutes a day 3. Try to lose 1 to 2 pounds weekly. There really is no such thing as “quick weight loss”. Trust me, many have tried and failed, believing the quick solution is in a shake or a pill. Losing 4-8 lbs in a month is more realistic and much safer than than any fad diet. Here are some ways to get started: • Download a calorie counting app to determine how many calories you need to eliminate from your meals to reach a weight loss target • Decrease your portion size at meal times. Instead of eating 3 large meals a day, eat 5-6 smaller meals. You will thank me later for this one. • Eliminate “food-like” substances from your diet. Examples include, sodas and other sugary drinks, junk foods like chips and cookies, processed foods like noodles and traditional TV dinners. The pandemic has no doubt limited some of your options but all is not lost. You can still lead a healthy lifestyle using the tips and examples listed above. I hope you make it your goal to implement these tools going forward. We do not know when we will be able to emerge from our homes like normal again. But when that day arrives, we want to be healthy and prepared for the next challenge. u
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a better you
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SUPPORTING YOUR MENTAL HEALTH AND WELL-BEING AS A BLACK HR PROFESSIONAL
T
HROUGHOUT MY CAREER, I’VE told myself that I was living my professional dream. I was working directly with Black students and securing the corporate bag. But what I hadn’t shared with anyone was the reality of it all; the all too familiar cost of being a Black gay man in Human Resources and Corporate America. I have experienced racial trauma and gaslighting in the workplace, as White women both desired my masculinity and feared it. My gay identity made my interactions with female students “safer,” but made me a “threat” to my male students. My pro-Blackness was praised publicly due to my work with Black students, but behind closed doors, hindered my organizational advancement. I’ve since prioritized my emotional well-being at work and created courageous spaces for Black folk to center our wellness. Based on my experiences, here are four suggestions I have to ultimately maximize your impact as a Black HR professional: Put on your own oxygen mask first. You can’t show up for others unless you’re showing up for yourself. As a Black person, you are likely affected by the very same complexities you’re helping others navigate every day. I want to encourage you to always choose you. Take that mental health day. Don’t think twice about taking vacation. Work will always be there for you when you return.
alone, create ways to help build your People team’s muscle in this area. Not only will it free up your time to have more culturally-competent People team members, but you’ll be able to flex your leadership skills to capacitybuild, coach, and train. Promotion, anyone? Invest in an executive coach. Unfortunately, many Black folk don’t get the continuous feedback and coaching that we need to grow and advance our careers. My executive coach, Jewel Love of Black Executive Men, provides the time, space, objectivity, and feedback I need to trust myself, honor my strengths, dive into my areas of opportunity--all in a space that is culturally-relevant and affirming. Trust me -- it’ll be an invaluable experience for you. Pro tip: If your company has any professional development stipends for employees, you might be able to get reimbursed! As Black HR professionals, we deserve to thrive at work. The HR function needs our voices, our perspectives, and our advocacy to embed diversity, equity, and inclusion in people and business strategy. It’s our time to level up and be well. u
PHOTO BY ALEX GREEN FROM PEXELS
By Victor Scotti, Jr.
Form your internal “braintrust”. As Black HR professionals, everything from talent management to coaching senior leaders to workforce planning falls across your (virtual) desk. You’re in the perfect position to form your own cross-functional “braintrust” of people that you can go to unfiltered to ask a question, bounce an idea off of, and get some critical feedback? Once you form this group use it as a sounding board to reach innovative, cross-functional solutions. Help build your HR team’s muscle to save your own time. It can be daunting to be one of few folks on the HR team who has the expertise to handle racial trauma or advocate for folks of color. Instead of carrying this burden
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Reach out to a friend about their mental health. Find more ways to help at SeizeTheAwkward.org
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PHOTOS BY ANDREA PIACQUADIO FROM PEXELS
a better you
MAINTAINING HEALTHY HABITS DURING A PANDEMIC By Trudie German
N
O DOUBT THIS PANDEMIC HAS hit all of us by surprise. I mean, when we were creating our vision boards, planning our meetings, travel plans, conferences and resorts, nowhere did we plan for a pandemic. Here we are, some of us are working from home where we are the parent, assistant, teacher and caregiver. We are burning the candles at both ends, preparing for our Zoom calls, checking our childrens’ assignments, meeting deadlines, and managing our teams. Everything and everyone is a priority, except you and your health. Your health has fallen to the side because you’re not making time, and the truth is, you don’t even think about it. Your health is important, and I’ll be sharing some steps you can take to be a healthier you through the pandemic. Sleep- It isn’t a luxury, it’s a necessity. You need sleep to function. This is the time when your body and brain rebuild, recover and replenish. During sleep, your immune system also becomes stronger, which will decrease your chances of becoming ill. Deprivation of sleep increases your chance of errors and your risk of diseases like diabetes and cancer. Exercise -You need it, but don’t have to have a gym for it. You can work out at home even if you don’t have equipment. This is why I created my 30 Day At Home Shred With Trudie Program, to ensure anyone can work out, whether they have access to equipment or not. Exercising isn’t only for weight loss, it also increases your energy levels which will boost your productivity. It will make you feel happier too, as hormones, dopamine and endorphins are released. When you exercise, sweat helps to flush toxins out of your body which improves your immune system.
preparing your immune system to be sick. Similarly, foods affect your mood and energy level. Fueling your body with water, along with fruits and vegetables and whole grains will have you feeling fuller longer and be more energetic. Remember, you are what you eat! Stress Stress isn’t going anywhere, pandemic or not. It’s one of those nuisances that is part of our lives. Whenever we feel ourselves feeling stressed or overwhelmed, we should pause and take 10 long deep breaths. This type of breathing calms us down and allows us to evaluate the situation. Another thing you can do is, make time for daily activities that bring you joy or make you feel calm. For example, take yourself for a walk, watch a comedy film or read a few pages of a book from your favorite author. Do something that relaxes you! Taking the steps previously outlined may seem tedious, but if you’re not willing to do it for yourself, please do it for the people and things you care about. Remember, without your health, you’re useless to the ones you care the most about. u
Nutrition Eating clean is a simple step to bring you closer to health, but isn’t just about losing weight. It impacts how you feel and your immune system. Eighty percent of your immune system is found in your gut. If you’re eating unhealthy meals like fast foods and food high in sugar, you’re
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Coronavirus.org
Artwork by Shepard Fairey | Amplifier.org
the next big thing
///////////////////////////////////////////////////////////// PHOTO BY TERRE DI CANNABIS FROM UNSPLASH
CANNABIS: THE NEXT CASH CROP & HOW TO GET IN By Ciera Parks & Adrienne Mitchell
“C
ANNABIS IS AMONG THE fastest-growing job markets in America, but it suffers from a lack of diversity almost by design. Historically, the cannabis industry has been primarily white-owned and founded (Marijuana Biz Daily, 2017). According to Leafly’s 2020 cannabis jobs count, in the last four years, the cannabis industry has directly engaged nearly 250,000 full-time employees. Add indirect roles and the number of full-time workers dependent on the legal cannabis industry nearly doubles. Recent efforts to increase diversity and inclusion within the industry, have presented new opportunities for minorities. Here’s how you can stand out, get noticed and get into this fast-growing industry: 1. Have a winning & relevant Resume: Most cannabis companies are operating in start-up mode and are looking for applicants who can be innovative and agile. Your resume should be tailored to show that you’ve worked in fast-paced, high-growth environments. Demonstrate how you’ve built teams from the ground up and highlight successful projects you’ve led from start to finish that had a positive financial impact on the company. 2. Learn the Lingo: Take time out to research the cannabis industry. Learn the language, so when speaking with professionals in the cannabis space you can present your talents in a way that relates to their business.
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3. Get to know your State’s & Surrounding Area's Stance on Cannabis/Marijuana: The recent elections and the upcoming MORE Act vote are shifting how and where you can find opportunities. While cannabis experience for an HR professional is not required to enter the industry, understanding the industry matters. 4. Where to Find Jobs: Outside of your normal job boards, there are a few great websites catered to cannabis job openings: Vangsters, The Cannabis Job Board and 420 Careers to name a few. Tip: if you are looking to be an HR professional in the cannabis space these job boards are a great place to learn the lingo and see what types of jobs and support cannabis companies need. 5. Seek Guidance from a Mentor or Coach in the Industry: Constant contact with others knowledgeable of the cannabis industry is the best way to have updated information. Cannabis industry updates are not always readily available, so by the time this information reaches you, valuable opportunities may have been missed. Similar to other high growth industries, in the cannabis industry, processes and decisions move quickly, and being on a warm bench is better than a cold search. Be mindful, that even as an industry ally, there will be information that your cannabis connection will not be able to share with you. However, being in close contact and top of mind for a cannabis HR role is made easier by networking into this industry skillfully. Use sites like LinkedIn to find, connect, and engage with professionals in the cannabis space. u
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cover story
THE JOURNEY OF A
DE&I EXECUTIVE
Black In HR Interviews Dr. Christal Morris
Dr. Christal Morris is a world renown Human Resources and DEI Executive who has worked around the globe 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. We sat down with her to discuss how she got her start, and overcame difficult obstacles, both personally and professionally, to become the powerhouse she is today.
Dr. Morris, you have been in the HR space for a while. How did you get your start? y beginnings in HR started with a summer internship at a hospital in college in an HR department and after finishing my undergraduate degree in Sociology at UC Santa Barbara, I really loved the experience and took an interest in people and culture. My Sociology classes and attending a PWI (predominantly white institution) prepared me for HR. I spent a lot of time educating the dominant culture as I navigated across various cultures in both school and through international travel. Given that I was primarily raised in an all-white neighborhood growing up in San Diego, and went to primarily non-diverse schools most of my life, I felt prepared at an early age to tackle the challenges of building inclusive spaces. I was an RA (resident assistant) for 2 of my 3 years on campus and I remember being teased for knowing all of my residents and quite a few students on campus. There were only 800 Black students out of 22,000 total, so the Black students were very close. Educating others on why the Black folks sat in the cafeteria together, or why I put on lotion after a shower, or didn’t wash my hair every day was a constant conversation. Go figure, a good portion of my life involved me helping others get comfortable with who I am. Shortly after graduation, I found myself in the tech industry and moved into Leadership Development, where I learned the inner-workings of HR specialties like OD, L&D, and talent management. 25 years later, it is still the best profession I could have chosen.
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You previously mentioned that you were able to experience international travel at a young age. Where did you go and how did that shape you? loved and continue to enjoy interacting and engaging across many different cultures. I went to the Philippines and China for many weeks to facilitate training on Planning and Logistics as I helped to redesign the supply chain strategy for Intel (this was late 90’s). I went
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alone, and navigated Shanghai for 4 weeks, and learned to rely on the relationships I had developed with my Chinese colleagues. I learned that I was very different from my colleagues in other countries, and people were fascinated by my dark skin, my hair and speech. It took me back to growing up in San Diego and moving from a predominantly black neighborhood to an all white neighborhood. The day we moved in, a little girl asked me why my skin was brown, and I didn’t know how to respond. I simply said, “I was born this way.” 20 years later, as I am walking down the streets of Shanghai getting lots of stares, people pointing, touching my skin and hair; I recall how comfortable and confident I was feeling different and knowing I belonged there. Since then, I have adopted the mantra that I belong in every space I occupy. I find that travel really centers me and is almost like therapy. I have now traveled to over 50 countries, and the lexicon has strengthened my cultural competence throughout my career journey. I truly enjoy immersing myself in experiences centered in learning about others or helping to share the US norms with others. It is an opportunity to provide counter stereotypes, and make way for others to see something different than what they have consumed in the media that may cause them to have a prejudiced attitude towards Black and Brown people. What did you like the most about HR, particularly as a specialist? eing a specialist meant I could dive deeper into a few specific areas within HR. Growing up in Learning and development with a top corporate university structure, I was able to transform the lives of those I engaged with by curating professional development experiences for new supervisors at Intel. More specifically, I could immediately see the results of my labor through the observable behavior and different styles of leadership demonstrated as a direct output of some of the experiences and insights gained from the programs I developed.
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I really enjoyed facilitating and developing others through program development the most; however, I also worked in Talent Acquisition and Learning for an entertainment technology company, and I took pleasure in developing the recruitment team and helping to hire the best talent. I moved into Employee relations and Talent Management and I strongly believe that leading a Center of Excellence and working both in corporate and field roles, enhances your ability to flawlessly execute for your clients. It creates greater communication and collaboration when you can look at HR strategy from both viewpoints. You eventually moved into Diversity, Equity and Inclusion, right? What was your entry into this area? n 2006, I was Director of Learning and Development, and HR Business Partners and I was asked to start a diversity committee. While it wasn’t necessarily planned for me to start a career in Diversity, I believe it is my calling. I started that Diversity committee, helped to launch ERG’s and it catapulted my career. I ended up moving into roles in professional services as the Global Head of I&D for a large company, responsible for 40,000 employees across 120 countries. I founded my second boutique consulting firm and flourished tremendously as a DE&I strategist and entrepreneur. In 2020, after the tragic public deaths of George Floyd and other Black Americans shining its bright light on the challenges of systemic racism both in our communities and our workplaces, it was refreshing to go from attempting to talk about race inside of an organization (and not getting a lot of traction), to training C-suite executives on how to talk about racism. It was a blessing that so many DE&I professionals that had been put off, uninvited, and looked over—in some cases by their own organizations —all of a sudden became one of the most sought after, recognized and needed professions. My expertise and partnership mattered!
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Why did you decide to take the role with Peloton given your thriving DE&I consulting business, CLM & Associates? ell first, I believe in Peloton’s mission - “Peloton uses technology and design to connect the world through fitness, empowering people to be the best version of themselves anywhere, anytime.” I believe the body needs to be as sharp as the mind, so there was definitely a connection there. From the job perspective, I was getting a lot of calls for CHRO, SVP of Talent, SVP of HR and DEI leader roles. I wasn’t ready to walk away from the important work that I was leading for my clients, but when I started having conversations with Peloton, I met great people who were down to earth and gave me a great impression of the company culture. I met one of their senior board members, and the CEO, who were both engaging and easy to talk with. There wasn’t any pretentiousness or sugarcoating. Every time I met with someone, I thought to myself, “Wow, I would really like to partner with this leader.” What sold me was that the person I would be reporting to. She was engaging, attentive and optimistic. She and the recruiter were phenomenal and made the entire candidate experience so worthwhile to me. Even when I pushed back on a few things, she was receptive and said, “we are ok if you push back, this is why we need you. We don’t know what we don’t know. We need you to help us.” It was the most inclusive and welcoming experience, and I knew that I would feel comfortable walking away from what I had built because Peloton would be the right culture for me. A place where I could talk about race, be myself, feel
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cover story valued and make an impact. I also have watched them over the last few months as they pledged a $100 million commitment towards the issue of anti-racism, dedicated resources and memberships to HBCU students, invested in anti-racism training for leaders internally and raised their minimum wage to $19/hour. I bet you have some war stories working in this field. his is not an easy field to work in as I have experienced unconscious bias, assumptions and judgements about both my style and capability. I have been mislabeled and experienced some microaggressions, but I have used these experiences to inspire the architecture of my uniqueness. I honestly get along pretty well with people from all walks of life, but some people like to believe that their upbringing, or marriage to an ethnically diverse person provides them with the life experiences they need to be an expert in this space. Others have lived very sheltered lives and honestly are very uncomfortable with diversity and even more so with race, and hold positions of influence in their organizations and may not realize that their decisions can be very harmful to someone’s career….all due to their own discomfort and blind spots. I can also tell you that some of my experiences have made me question if I am really as good as my clients and some former employers say that I am. Imposter syndrome is real, and when you have had colleagues question how you do something (as if there is only one way), or ask you why you didn’t see something they saw, it’s easy to internalize this thinking and to start questioning your confidence, competence, and capability. I’m an empathetic leader, and I have learned that it takes a level of boldness to lead this way, and I have always charted a different path, which I know, at times, comes with some level of criticism. I don’t know how to lead any other way, then what feels authentically true to me. It goes without saying, I haven’t let my struggles nor my pain in doing this work become my identity. I simply save my explanations for people who are committed to understanding this work and understanding me. This past year, I can’t tell you how many times I heard, “so you want us to hire diverse talent, but you are also saying hire the best talent…?” You should see the look on my face when I hear very senior leaders say this in front of their leadership teams. It is as if the two are mutually exclusive. So I have used my voice many times to amplify those who have been silenced and marginalized and I will continue to do so. As Black women, we have been conditioned to make it work, to create work-arounds, and to just get it done. I literally could write a book about that!
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What guidance would you give CEOs or other leaders who want to make an investment in this area? 2021 will not be better simply because we desire for it to be, and we can’t make the future better until we comprehend why the past wasn’t good enough. So here are a couple of tips and some guidance that includes some real advice based on observations:
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1. When you bring a group of leaders together to discuss leadership capability, instead of having a separate course on diversity; maximize the opportunity and build in a module dedicated to helping leaders understand inclusion and get them comfortable with the topic of race. They will be navigating race for years to come. 2. When discussing talent management and succession planning, add gender and ethnicity to the discussion you are already having, instead of holding a separate conversation on this with fewer people. Everyone needs to hear about their non-diverse pipelines, and recognize that the all-white male bench for the named critical roles isn’t good enough. 3. Simply having a listening session or a speaker on anti-racism will not improve your turnover or create better employee experiences for Black and Brown employees. Neither will writing a check to a diversity focused organization. A DE&I strategy must be pursued with intentionality, similar to a marketing or product strategy. It is equally important and should not take a backseat to anything else operationalized in the organization. Hiring a DE&I leader isn’t enough if you aren’t prepared to set them up for success. This isn’t window dressing and shouldn’t be treated as such. 4. It is helpful not to expect the one or two Black or Brown people on your leadership team to represent the diverse voice for the organization, be asked to serve as the Executive sponsor for everything diversity or provide their perspective or reaction each time something occurs in marginalized groups or communities. It is also important not to be critical of these individuals for having a different style that may not “fit” within the dominant culture norm of the organization, while over relying on them to contribute to enhancing the culture that your organizational policies, norms and quite frankly, your culture isn’t prepared to fix. It isn’t a sustainable strategy. Stop it! 5. Diversity and Inclusion are not HR initiatives. it is a way for an organization to change the way that business gets done and can significantly add to the bottom line. 6. Finally, the exhaustion, hurt and pain many experienced in 2020 did not go away when the calendar hit 2021. So while we celebrate a new year, we should ALL take a look at how we rebuild and improve the new way of working. Each and every human can contribute to this space in an impactful way. Every employee deserves to feel heard, make an impact and feel valued. Thanks for the conversation, Black in HR. I am honored. u
culture & style
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FIND A SUIT THAT ENHANCES YOUR BRAND
By Kyris Amiel Brown
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HEN YOU WEAR A SUIT, ESPECIALLY IN a business setting, the quality is often what others use to judge your attention to detail. Pay special attention to quality fabric, the way it fits you, and the way it makes you feel. As a designer and the founder of Kyris Kustoms, Kyris Amiel Brown shares what he pays attention to when making quality suits for gentlemen that are dressed for success. As someone who has a Bachelor’s In Fashion Apparel Merchandise and a Master’s in Organizational Leadership, he has invested years into the craft. Lets see what he has to say about men’s styling.
BUSINESS SUIT ETIQUETTE The standard two colors and button styles a gentleman should have in their wardrobe are a navy and charcoal grey color. Two button suits with standard pockets are timeless and classic, they will never go out of style. These suits should be solid, but if one decides to go the print route, let it be a subtle tone on tone pinstripe or window pane. Nothing extreme or elaborate is necessary in regards to the print style. A classic white or corporate light blue shirt compliments both of these colors of suits. Think of the shirt as a canvas, since both colors are light and solid, one then can paint their tie or bow tie preference with the suit and shirt. Brown and Black dress shoes can pair well with both suits. FORMAL SUIT ETIQUETTE Black is a very dominant color, and should be reserved for formal events. A nice one or two button black suit can get you through Black tie events and funerals. Black shoes, preferably oxfords or solid derby’s are a great match. Invest in a nice tuxedo shirt and formal bowtie to give you a uniform appearance for Black tie events. BUSINESS-CASUAL ETIQUETTE This is a very wide category, so to keep it simple, any style dress shirt paired with jeans, khakis, chinos, or dress trousers is casual. A sport coat matches well with any of these bottoms listed previously. However, let the sport coat material and color be complementary to whatever climate you are in. For example, a tweed fabric that is dark should be worn in the cooler months and a lighter fabric such as cotton or linen should be worn in the warmer months or climate. A tie or bow tie isn’t required however some like to display their style and wear these neckwear accessories with colorful shirts. Any style of dress shoe is fine, casual shoes are better but be careful with sneakers.
PHOTO BY JAVIER REYES FROM UNSPLASH
FIT ETIQUETTE No matter how the clothing style, the fit is the most important part. If you buy off the rack, still seek out a seasoned seamstress or tailor to alter your clothing to your body style. The fit really matters and it gives you a better appearance but also compliments. It is definitely a self-esteem booster. If you can’t afford alterations, try buying the appropriate size for your body frame. Great hygiene with grooming are essential to your wardrobe also. I would advise everyone to invest in selfcare outside of your clothing. Visit our website and follow us on Instagram for inspiration and all of your suit needs. u
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culture & style
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CREATE YOUR DREAM QUARANTINE OFFICE SPACE By Gracelynn Jones
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e are all juggling to find a balance between work and our personal lives. During these difficult times, it is essential to find a space of your own to establish a routine that will work for you. Here a few tips and tricks to help you set up the perfect office space. KEEP IT QUIET. Go somewhere that you can hear your thoughts. Finding an area in your home with little to no noise can be difficult, but it is important. Adding French doors to your office can help with blocking out all the noise. IT’S ALL ABOUT LOCATION! It’s all about location, location, location! When looking for that perfect area in your home to turn into your work space, look for a space near a window. When you’re on those long Zoom calls, it helps to have a view to gaze out into for a change of scenery. PAINT THE WALLS OR ADD WALLPAPER! No need for a bland office area. Spice up your office space with bold pops of color.The right color on your walls can change the whole mood of your room. You’ll find adding some color will bring a completely different vibe, and give you the excitement you need to keep your work going! ADD PAINTING OR PICTURES. Spice up your office with some nice wall art or paintings! Places like TJ Maxx, Marshalls, and even Target have great pieces that will add character to your space and make it your own. GET A COZY CHAIR. What’s an office space without a good chair? There is nothing like having the right chair to comfortably do the work you need to do, no matter how long it takes. Find the perfect chair with enough support that will keep you feeling relaxed while you work. STAY ORGANIZED AND KEEP IT CLEAN. Staying organized will save you precious time during the work day. Consider adding shelves or bins to store your office items to maintain a clean space. u
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professional development
THE TRANSITION INTO HUMAN RESOURCES By Kelli Williams-Coplon
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HE COLLEGIATE EXPERIENCE, filled with memories and employment journeys, aids our transition into financial and responsible adulthood. We continue to ask what we deem as a fair salary in the field that we have studied so hard to be a member. As Black professionals continue to trailblaze through various educational arenas with Black women taking the spot as the most educated, we continue to find ourselves with the marginal experience needed to navigate corporate and business settings. Many have found themselves on the sharp end of reality and life training required to sustain employment and move up the corporate and career ladder. We also must consider that only a few of us are apprised of infiltrating corporate levels due to the glass walls, ceilings, and floors that we are confined to. The question for many becomes, how do we present a complete package to an employer? How do we increase the expertise level and knowledge base with more than what the internship provided? While it is nice to receive minimal pay and get our foot in the door, that seems to net many a “meets expectation” review and a sense of worthlessness. Failing at life’s tests numerous times on this professional journey, we must have experienced mentors committed to our professional success, growth, and mental health. While these mentors are not required to be of the same ethnicity as us, there is a requirement that they are committed to our growth, success, and purpose. How easy is it for someone to place their friend or loved one in a position over us, and then we work hard underneath
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Here are a tips for transitioning professionals when entering the field: • Involve yourself in work-related/volunteer or community projects that promote the growth and development of others. • Expand your network to include HR groups and organizations like Black In HR, NAAAHR and SHRM. • Develop a career path/plan and execute it with the direction of Black In HR’s career coaches. • Be optimistic and welcome change, feedback and coaching regarding career navigation. • Be mindful of social media life and what you share. The internet is undefeated and your post can end up in front of the eyes of a future employer.
them to ensure their success and massive bonus at the end of a fiscal year? The time is now for Black professionals to charge themselves and others with the task of ensuring the professional growth, knowledge, and business acumen of those behind us. Wisdom, networking, and fortitude are where we start the journey. u
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professional development
Black In HR celebrates the achievements of our members through a difficult year. Our members perservered through a national crisis to move their careers forward and reach their goals. We applaud their diligence in growing their careers and we look forward to hearing more about your stories. Let us know about your triumphs by emailing us at admin@theblackinhr.com and we would love to share it in future issues of the magazine.
JERROLD R. HILL
VP, Org. Development D&I and Talent-Saia, Inc. https://www.linkedin.com/in/jerroldhill
CHARLENE L. ROGERS
DAVONTE LOGAN
HR Assistant Northrop Grumman http://linkedin.com/in/cameel-m888ab3191
PATRICE GRIMES
DEXTER D. HOWARD, JR.
Employee Relations Consultant-Anthem http://www.linkedin.com/in/charlenelove-rogers-mba
Employee Relations Manager WarnerMedia http://linkedin.com/in/patrice-grimesmshrm-phr-0a837113
KANIKA BROWN
KALESHA ERVIN
HR & Office Manager BlueVenn https://www.linkedin.com/in/kanikabrown WWW.THEBLACKINHR.COM
CAMEEL MCLEAN
HR Business Partner Amazon
HR Generalist Johnson Controls http://linkedin.com/in/khickservin
RAMEISHA JONES
HR Operations Analysts Suntrust Bank http://linkedin.com/in/rameisha-jones-909b9053
KIADA CAPEL, SHRM-CP
HR Staffing Assistant GV Sonny Medical Center https://www.linkedin.com/in/djr5892/
Human Resources Generalist Apex Tool Group www.linkedin.com/in/kiada-capel
NICOLA EDWARDS
KAYANNA SCOTT-BROWN
Employee Relations Specialist 2U http://linkedin.com/in/nicola-edwards-mba
Director of Recruitment UP Education Network http://linkedin.com/in/kayanna-scottbrown-5307b445
LISA-MONÉ LAMONTAGNE, PSYD HR Manager North America-Unit4 http://linkedin.com/in/lisamonelamontagne
CATHERINE BLACKWELL
Associate HR Operations Professional NantHealth https://www.linkedin.com/in/catherine-blackwell-209405129/
NIKKI DAVIS
HR Supplier Analyst https://www.linkedin.com/in/nikki-davis-mshrm-4616a551
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