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LETTER FROM THE EDITOR
STAFF
Dear Readers, We did it!
Publisher and Editorial Director
We have successfully completed 1 year of publishing the Black in HR e-magazine. It has been quite a journey and we appreciate all of you for coming along with us on this ride. Now while we are in a season of cheer and celebration, we must not forget that a lot happened this year and that not all members of our Black in HR family may be in the holiday spirit. In this issue you will find content that we hope will help make the season a little brighter for everyone. This issue we discuss important HR matters for this time of year such as benefits in our Open Enrollment Healthcare and Financial Care article. We also tackle The Great Resignation, the current mass movement of people from one job to the next that is affecting every organization in our nation. For those of you that may be dealing with loss, our Mental Health Take on the Holidays article offers some helpful advice on how to cope during the holidays. While our fitness article, The Real Gifts that Exercise Gives You, will help those of you wanting to work on your fitness for the New Year. And don’t forget to read to the end of this issue so that you can support a Black business by purchasing some holiday gifts from our gift guide. We at the Black in HR e-magazine want to thank you for rocking with us this past year. We appreciate you and we don’t take it lightly that you have supported us from the beginning of this journey. So let’s keep it going! 2022 is just around the corner and we want to continue to share relevant subject matter in the world of HR. It is our hope that you continue with us in 2022, and don’t forget to share the magazine with your friends, family, and colleagues so they can join in too! One Love,
Katavia Larry, MBA, PHR Publisher and Editorial Director
Katavia Larry Copy Editor Jerreme Wade Graphic Designers Michael Mitchell Justin Nash Contributing Photographer Chris Williams 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, Prathan Powell Jr
CONTRIBUTING WRITERS Marisha Copeland A Mental Take On The Holidays:
Katavia Larry To Gift or Regift
The Cheer and The Blues
Joanne Courtney Where did Everybody Go? The Great Resignation
Kershia Johnson Before you move: Tips for Expats and immigrants
Cindy Perry Marcus Bailey
Annual Enrollment:
The Real Gifts That
Healthcare and
Exercise Gives You
Financial Care
Dr. Beverly Hyatt
Candice Rhodes-Marshall
Stimulate Employee
The Challenges of
Job Performance with
Changing Careers
Motivational Feedback
During a Pandemic
Eustacia A. English Make The Switch
INSTAGRAM: @therealblackinhr TWITTER: @theblackinhr Become a contributor or advertise with us by emailing admin@theblackinhr.com
CONTENTS 28
BLACK IN HR HOLIDAY GIFT GUIDE
departments 6 OUR COMMUNITY A MENTAL TAKE ON THE HOLIDAYS: THE CHEER AND THE BLUES
20 CULTURE & STYLE MAKE THE SWITCH By Eustacia A. English, MBA, CCWP
By Marisha Copeland, MA, LPC-S, CAMS II
8 OUR COMMUNITY WHERE DID EVERYBODY GO? THE GREAT RESIGNATION By Joanne Courtney, MHR
10 A BETTER YOU THE REAL GIFTS THAT EXERCISE GIVES YOU
22 CULTURE & STYLE TO GIFT OR REGIFT By Katavia Larry, MBA, PHR
24 IMMIGRATION BEFORE YOU MOVE: TIPS FOR EXPATS AND IMMIGRANTS By Kershia Johnson, CIPD
By Marcus Bailey
12 THE NEXT BIG THING STIMULATE EMPLOYEE JOB PERFORMANCE WITH MOTIVATIONAL FEEDBACK
26 PROFESSIONAL DEVELOPMENT THE CHALLENGES OF CHANGING CAREERS DURING A PANDEMIC By Candice Rhodes-Marshall, MBA
By Dr. Beverly Hyatt
14 COVER STORY THOUGHTS OF A CEO with Prathan L. Powell Jr, transcribed by Eustacia English
28 BLACK IN HR HOLIDAY GIFT GUIDE BLACK IN HR PRESENTS OUR FIRST ANNUAL GIFT GUIDE
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
our community
A MENTAL TAKE ON THE HOLIDAYS:
THE CHEER AND THE BLUES By Marisha Copeland, MA, LPC-S, CAMS II
T
HE HOLIDAYS ARE PORTRAYED as a time of cheer and gladness. During the holidays, business campaigns with the concepts of family, togetherness, thankfulness, and generosity begin to appear. The media inundates us with commercials, ads, and images of families that are happily coming together to put out their seasonal decorations. There is a spread of traditional dishes prepared from family recipes. This is the holiday mentality that our society warmly embraces. However, there’s another side to this season that tends to be absent from the holiday infused media. This side is not as warm, inviting, or excitedly anticipated. This particular side of the holidays can tend to be depressing, stressful, overwhelming as it provokes anxiety. This side can bring forth the “Holiday Blues,” which can be described as a downward fluctuation in one’s mood. This can result from the anticipation of a season or holiday. Symptoms can consist of a depressed mood, feelings of sadness, anxiousness, irritability, changes in appetite, restlessness, feelings of worthlessness, and the loss of pleasure in activities that were once enjoyable. The holidays can result in a sense of inclusion for some, but a lack of belonging for others. It’s human nature to seek a place or group that provides an environmental sense of comfort. The holidays are associated with large family gatherings. But some professionals may lack a family unit to gather with during the holidays. These same professionals may battle with issues pertaining to their identity, isolation, and sense of self worth. The holidays can either highlight family unity or dysfunction. The lack of healthy familial relationships can cause one to feel dreadful, unsupported, sad,
6 | BLACK IN HR
anxious, and fearful during the holidays. This is due to an anticipation for embarrassing, dramatic, and negative interactions with particular members of their family. The anticipation for this type of conflict can cause one to want to avoid their family gatherings altogether. The holidays can also point out one’s financial ability, generosity, or lack thereof during the holidays. The expectation for one to be able to contribute a homemade dish, provide specific beverages, or buy particular gifts can be extremely stressful for those who don’t have disposable income. The anticipation of having to express one’s inability to meet a request can often cause one to feel shameful. This can compel someone to overextend themselves financially to avoid public embarrassment. Lastly, the holidays can celebrate life and simultaneously remind us of death. During the holidays, we want to fill a void resulting from the physical absence of loved ones that have passed. This can be difficult to cope with during the holiday season. The holidays can start to be perceived as depressing and emotionally painful as family traditions have now been impacted by the absence of certain family members. I encourage those that may have to face similar situations to seek professional counseling services. A great place to start may be with your HR professional at your current employer. Most organizations have an Employee Assistance Program (EAP) that offers counseling services for their employees. The assistance of counseling can develop more effective ways of coping with the circumstances one can face around the holiday season. Your holiday blues can become cheerful when equipped with the right tools and skillset. u WWW.THEBLACKINHR.COM
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our community
WHERE DID EVERYBODY GO? THE GREAT RESIGNATION
By Joanne Courtney, MHR
H
ave you noticed lately that an alarming number of people are saying goodbye to their jobs? I recently read an article in the Harvard Business Review that said, “According to the U.S. Bureau of Labor Statistics, 4 million Americans quit their jobs in July 2021.” A lot of resignations have been attributed to the time we spent in lockdown during the major COVID-19 quarantine. But why? While we were away from the office, a lot of us did some soul searching and asked ourselves some really tough questions. “Do I really like this job?” “Am I being treated fairly?” “Is my compensation correct?” “Do I want to go back to an office environment?” “Do I like where I live?” When the answers started coming back to us, they often pointed to a total career change or a physical move. Some people decided that they absolutely did not like their job. The ravaging effects of COVID made everyone realize that life is short. Men and women alike decided to say goodbye to their jobs. Some decided to try a new career path. Some have decided to downsize or move closer to family and friends. Some have decided that 12 hour days just aren’t worth it anymore. I think people woke up when they saw how frail and fragile life can actually be no matter the circumstances. Young professionals started realizing that they weren’t living their best lives. Life can often feel like you’re on a hamster wheel, going faster and faster. Are you really achieving any goals? People came out of quarantine realizing there could actually be more. There was more time to spend with their kids, more time to travel, and more time to live stress-free. One after another, people started realizing that they could get off the hamster wheel of life that they had constructed and build a better life. A life where the
8 | BLACK IN HR
commute wasn’t an hour each way. A life where the boss wasn’t an idiot. They could move to a company where they would be appreciated and where they weren’t doing all the work. It’s time for us to get the credit we deserve! Professionals in our community should be able to find a job that allows them to work from home and have more flexibility. They can even create that business that they have always wanted to start. People have woken up and started to dream again! While employees are busy creating their new reality and turning in their resignations, companies have started to look at how they can do things differently. They started asking strategic questions about the future of work. “Does everyone have to return to the office?” “Can there be more flexible options?” In addition, companies have started to wake up and place more value on creating programs that actively hire and promote from diverse and underrepresented groups. “Between September 2019 and September 2020, Indeed, job postings in diversity, inclusion, and belonging have risen 56.3%—from 140 jobs per million to 219.”** Personally, I believe companies are starting to realize the importance of having diverse perspectives reflected in their decisions. We are also starting to see more women and minorities appointed to corporate boards and CEO positions. As you look around at today’s hot job market, start evaluating your current job and personal situation. ask yourself, “Is it time for me to make a change?” You might even decide that it’s time for you to go as well..u Who Is Driving the Great Resignation? (hbr.org) Jobs in Diversity, Inclusion and Belonging Have Risen 123% Since May—Here’s How To Get One | Indeed.com
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a better you
THE REAL GIFTS THAT EXERCISE GIVES YOU
W
eight loss should not be the primary reason you decide to exercise. Wait, what? That’s right, your holiday and new year’s resolutions of working out have 3 benefits in common. Let’s be clear, exercise does support weight loss when it’s paired with a good diet. Exercise is a fantastic sidekick, but not an adequate hero in your weight loss story. So What Else Does Exercise Do? This article is rooted in the reality that our bodies were not designed to run, jump, lift, push, pull, and endure for the sole purpose of shrinking back down to fit into our old clothes. Our bodies are engineered to perform complex functional movements as we adapt to the conditions around us. Here are three key benefits your body can receive when it’s put through physical activities beyond your day to day movements. Improved Insulin Sensitivity The first major benefit of exercise, especially resistance and higher intensity training, is improved insulin sensitivity. Insulin resistance is the metabolic indicator of prediabetes. Over time, full blown type 2 diabetes can develop. Insulin resistance can happen independently as a result of being overweight or obese. Diet plays a big part in this too. Exercise stimulates glucose to uptake by skeletal muscle, which is important. In order to deplete the store of glycogen in your muscles, you have to use your muscles. That makes room for more muscles to develop over time. This means less insulin is going to your fat cells, liver, and circulating in your blood. Exercise can increase insulin sensitivity for at least 16 hours after activity in those with or without type 2 diabetes. The higher the intensity in your workout, the better. Add in challenging components to your workout routine that cause you to push, pull, or work on an incline.
10 | BLACK IN HR
Bone Health A non-traditional benefit to exercise is that it helps your bone health. Bones are living tissues that change over time in response to the forces you place upon them. When you exercise regularly, your bones adapt by building more bones and becoming denser. Activities such as jumping, weight training, plyometrics, stairs, and high impact aerobics are good ways to increase the benefit of bone density, improved balance, and coordination. Mood, Sleep, and Stress Relief Here are a few more reasons to exercise often. Factors like your: mood, sleep, and stress relief get overlooked. Physical activity and exercise stimulates the release of dopamine, norepinephrine, and serotonin. These are chemicals in the brain that play an important part in regulating your mood. Raising your levels of serotonin boosts your mood and overall sense of well-being. It can also help improve your appetite and sleep cycles. This helps to combat depression as well. Regular exercise helps balance your body’s level of stress hormones such as adrenaline. As a bonus, when you look at exercise for these additional benefits and not just weight loss, you avoid the frustration of stepping on the scale. After each workout, don’t let the scale mislead you into thinking that your hard work is not paying off. This holiday season, get a head start on your 2022 goals by giving yourself the gift of better health. Start with going up and down stairs daily. Increase your body weight strength by doing squats and push-ups in between zoom calls. In addition, try resistance band workouts while you watch your favorite show. The important thing is to start moving and keep moving. Not only is exercise a gift for yourself, it may also be the example your family can follow on their way to better health as well.u
PHOTO BY YAROSLAV SHURAEV FROM PEXELS
By Marcus Bailey
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THE MORE YOU UNDERSTAND HER WORLD, THE MORE POSSIBILITIES YOU SEE. For Julia’s family, early screening for autism made a lifetime of difference. Find out more at ScreenForAutism.org
© 2019 Sesame Workshop. All rights reserved.
the next big thing
STIMULATE EMPLOYEE JOB PERFORMANCE WITH MOTIVATIONAL FEEDBACK By Dr. Beverly Hyatt
I
n these unprecedented times, it’s not surprising that employers are seeking ways to stimulate employee job performance and organizational productivity. Businesses are facing diverse challenges due to the pandemic. Why? Businesses are struggling to stay afloat and maintain their presence in a competitive market. Additionally, the shifting labor market, coupled with remote employee engagement has heightened the need for employers to engage employees as they help them feel invested in their work. Motivational feedback is a recognized strategy for building, encouraging, and sustaining employee engagement to commit to go above and beyond one’s assigned work-related tasks. This leads to enhancing organizational productivity. I share the following definition of motivational feedback penned by fellow writer Paul Matthews of Alchemy LTD: recognition or approval given to employees for work to reinforce their behavior.1 In its most effective form, motivational feedback will empower employees by providing ongoing information about operations, processes, and work behavior in such a way that employees are likely to achieve higher levels of success in their job performance. Most employees want to be recognized as good performers. Oftentimes, employees are left to form their own interpretations about their job effectiveness. If you’ve noticed, our employers are sometimes too busy to provide constructive criticism, or corrective or negative feedback. However, positive and negative feedback can be motivational if it’s delivered in a manner that is supportive. Employees should be given non-threatening, task-specific as well as constructive feedback. Frequent discourse with employees about job tasks (informally and formally) coupled with applicable documentation and examples, can help employees understand what is expected of them. Moreover, employers must recognize that employees need communication from their managers in order to adjust their performance to meet organizational goals. Employers should convey to their workers an assessment of their strengths and accomplishments regularly. Indeed, constructive feedback is a powerful tool that will underscore competence, increase
12 | BLACK IN HR
employees’ sense of self-efficacy, foster goal setting, and promote achievement of job-related tasks. Positive feedback results in higher levels of knowledge sharing, improved performance outcomes, and altruistic characteristics. More than half of respondents in one study preferred constructive feedback, which is issuefocused and information-specific. Interestingly, research also shows that 92% of respondents wanted to hear negative feedback “if delivered appropriately” and was career enhancing.
Employers who learn to master the art of providing motivational feedback create relationships with their employees. These relationships are collaborative and inspire innovative behaviors. Using feedback as a tool for open communication about how employees can contribute to achieving company goals is naturally motivating in that it increases autonomy, job satisfaction, productivity, and employee retention. In closing, managers can no longer remain in their offices and allow workers to assess themselves. Such practices risk having workers feel disconnected from their role. Ultimately, this leads to employees underperforming. Instead, managers must engage in open dialog, provide helpful job-related information, and encourage employees to give feedback about their own job functions. As a result, individual, team, and organizational performance will inevitably be strengthened. u WWW.THEBLACKINHR.COM
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cover story
THOUGHTS of a CEO
with Prathan L. Powell Jr, transcribed by Eustacia English
J
ohnny C. Taylor, Jr., SHRM-SCP, is president and chief executive officer of SHRM, the Society for Human Resource Management. Prior to joining SHRM, Johnny served as the president and CEO of the Thurgood Marshall Fund. He is a lawyer and author of National Best Seller, “Reset: A Leader’s Guide to Work in an Age of Upheaval.” We sat down to discuss how Johnny started his career in human resources and how he became the powerhouse he is today.
Most HR professionals know you as the CEO of the most recognizable HR body in the world. How did you get to this stage in your career, and what were you doing prior to leading SHRM? At the age of seven, I knew I wanted to be a lawyer. So I modeled my career after a teacher in my neighborhood who happened to teach my parents. This teacher eventually became a lawyer, then the first Black circuit court judge for the county, and the first Black managing partner of a big law firm. I went to college and completed my undergraduate, graduate, and juris doctorate degrees all by the age of 23. I was a practicing lawyer in my midtwenties, and I had the opportunity to work on a major class action lawsuit involving gender pay disparity. As a lawyer, this was an opportunity for me to get in front of this issue. Representing the client, my goal was to ensure that women were paid equitably because it’s the right and moral thing to do. In addition, it was also an opportunity for that employer to fix a problem that should have never existed. I wanted to help that employer know that it was important to build great relationships with your employees in order to have better retention. At that moment, I realized that was part of what HR was all about. As a lawyer, I was being reactive in defending my clients. However, as an HR professional I could be proactive in creating a win-win opportunity for both the employers and employees. I realized how powerful the HR function could be moving forward. At that point, I decided to pursue a career in HR. I first became the vice president of HR for Blockbuster. The Blockbuster CEO quickly realized the value in my role as a lawyer in protecting companies. He understood how I worked with HR colleagues to ensure that the company avoided lawsuits. This was the start of my career in human resources. Over the years, I have worked in various HR roles such as a Fortune 500 CHRO, General Counsel/Global General Counsel, and Chief Administrative Officer. I have overseen both legal and HR responsibilities. Then I got the opportunity to run a business as the CEO of a Fortune 500 company. I understood that the people who drove business were a combination of both operations and HR professionals. Therefore my background as a lawyer, HR executive, policy officer, and CEO in the for-profit and non-profit sectors made me an ideal candidate for SHRM. I was the “unicorn” that SHRM needed.
You have been credited with negotiating and securing over $75M in commitment from companies like Apple and Koch industries for diversity efforts. How have those funds been used to further initiatives focused on education, criminal justice reform, and entrepreneurship of minorities? Criminal Justice Reform: The HBCU community disproportionately interacts with the criminal justice system. There are also people who challenge systemic issues in the criminal justice system. I wanted to become more involved in the conversations with HBCUs around systemic issues, as I knew that I could help make change in our communities. I wanted to provide funds to support scholars and researchers in order to find data supporting their stance around systemic justice reform, so I brought this same framework to SHRM. Research shows that if people do not have jobs (or housing) they will go back to prison. SHRM created an initiative to get talent back to work as the result of the work I started with HBCUs and with the funding from Charles Koch. The project was researchbased, and the funding addressed over criminalization and what we need to do when people are released from incarceration. Entrepreneurship of Minorities: Colleges and universities spend too much time preparing people to enter the workforce, as opposed to preparing entrepreneurs who in turn would employ thousands of people themselves. I wanted to help ensure that schools had the curriculum and the networks needed to create an ecosystem of Black people that could create entrepreneurs who would then create scalable businesses. SHRM exists due to scalable business models. These same businesses work closely with other communities to ensure that they have the right culture and talent. As businesses grow, it is important for business leaders to understand the importance of diversity, equal opportunity, and equity within their organizations. This is a continuation of my HBCU framework in Black communities. Education: It has been said that education is the great equalizer. Arguably, some may question the value of a college degree and try to convince the Black community that
it’s not necessary. However, I believe that education yields the highest results. Through the HBCU community, I wanted to re-emphasize the importance of educational attainment whether it be a 2 or 4-year degree, certifications, etc. There was a shortage in the technology space and readers would be interested to know about your role on the White House American Workforce Policy Advisory Board. How influential were you in shaping future and current policy in this post? I was a subject matter expert on the advisory board. I believe I am a true asset due to the SHRM research I do on workers and the workplace. I met with the top 25 biggest and most influential CEOs of the world. The advisory board was nonpartisan and its role was not focused on the commander in chief nor democrats vs. republicans. Our job was to advocate for good workplace policy based on the research and data provided by SHRM. I was also a CEO and a true counterpart to all the other CEOs even though they were in significantly larger businesses. I was seen as their equal and had the power to inform and influence because I was the people and workforce expert. SHRM needed to be in that room, and only I had the ability to explain the data. Working with the White House American Workforce Policy Advisory Board was a proud moment to be in human resources. How have you been able to push SHRM forward since you were appointed CEO? I joined in 2018, as SHRM entered into its 70th year. I wanted to transform the next 70 years without breaking what has already been successful with SHRM. SHRM had an existing mission and value statement. However, SHRM’s purpose was missing from the equation, and I wanted to determine why SHRM existed. I asked the question, “If SHRM went away tomorrow, why would it matter?” SHRM’s purpose is a simple concept. SHRM exists to elevate HR in three ways: 1. Elevate and equip HR professionals with the skills to practice HR. 2. Elevate the HR profession itself. Human resources is not always a highly regarded profession such as doctors, lawyers, engineers and the like. We want to elevate the profession’s reputation and its position in the world of professions. 3. Elevate human resources, meaning people in business. Business cannot be successful without people. Companies focus on capital budgets and branding and not enough on people. SHRM has evolved and gone from only representing HR professionals to including and elevating non-HR professionals as well as culture. SHRM now focuses on all workers in the workplace. SHRM is the voice of human resources and the people. What was the process like to be vetted and courted for the CEO position? How difficult was it to leave the private sector? I went through the normal recruitment process after Hank
cover story
Jackson, former CEO of SHRM announced his retirement after 17 years. SHRM’s board began the executive search and first engaged with me at the end of 2016. At the time, I was successful and loved the work I was doing with HBCUs, so I wasn’t certain if I wanted to transition into another position. SHRM and I continued conversations and interviews over a 7-month period. In May 2017, I interviewed with the finalist committee and was ultimately offered the position. On June 1, 2017, SHRM and I announced that I would become the new CEO of SHRM. I gave 6-months’ notice to my then current employer and began working with SHRM in January 2018. You might ask, why give such long notice? I was committed to HBCUs and loved the work I was doing. That year the Thurgood Marshall College Fund was celebrating its 30th anniversary, so I wanted to see that through and be a part of that milestone year with the community. November 2021 marked my 5th year anniversary with SHRM.
other people’s lives. This was a unique experience to me because I tend to live in a bubble. At times, I tend not to think about how other people experience life, but the pandemic forced me to do that. COVID has truly changed me as a leader and I am far more empathetic to other people’s circumstances. Precovid, I didn’t have a ton of time for either sympathy or empathy. One time while I was working at Blockbuster, a single mother couldn’t get to work on time. I remember that I wasn’t interested in her childcare issues back then and why she couldn’t get to work in a timely manner. Today, I see things and that type of situation differently. The pandemic has made me think differently about different forms of dependent care. I’m a transformed person! SHRM research shows that more than 80% of employees will quit a job that they like and go work for another company that they think is more empathetic. Empathy truly matters.
We have all had to adjust, grow and learn during the pandemic. How have you grown as a leader and what would you tell your pre-covid self about the year to come? As a leader, my level of empathy has increased tremendously. I am a hard-driving business professional who has had the opportunity to work with three billionaires throughout my lifetime. Working with billionaires is different from the norm. Billionaires think differently and growing up in this world they simply get stuff done, period. As a result of the pandemic, I became more aware of other people’s challenges because we took work inside people’s homes. I saw people struggling to balance sick family members, as well as spouses partners who may have lost their jobs. Some parents had to homeschool children all while still maintaining their workload. I began to live (life) experiences through
Black in HR continues to enjoy our ongoing partnership with SHRM. Our certification courses are filling up, which indicates a strong interest in SHRM content and resources. How do you see SHRM growing its influence with diverse platforms like ours? To be blunt, I believe that, “we have to.” I grew up in a black and white world and it’s not that simple anymore. I live in a more diverse world now. I believe that any business leader who has not realized that we need to grow meaningful relationships (not just transactional relationships) with diverse communities, will lose in this competitive war over the long run. You can’t operate in this world with just transactional relationships! SHRM is overwhelmingly white and non-Black. So SHRM wants to be intentional about ensuring we connect with diverse audiences such as Black in HR. Shortly
degrees, and there are some jobs that will never require a degree. We need to be honest about this so we do not exclude people because they do not have a college degree. Another issue that the pandemic has also shown is that we have a shortage of talent. There’s a war for talent and the American birth rate says it’s not going away anytime soon. Historically, we have been willing to walk away from certain populations. For example, people who have been incarcerated (700,000 people come out of prison each year), older workers, veterans, differently abled people. We need to define who is qualified to work and how we define talent in communities that are often overlooked and untapped.
after the murder of George Floyd, SHRM kicked off the Together Forward @Work campaign to initiate open dialogue about racial inequality in the workplace. SHRM membership percentage for Black members is in the single digits. However, the last two board chairs were Black (one male and one female), and the last two CEOs were Black men. My current management team includes a Black general counsel and chief of staff, and head of government affairs. I truly believe in practicing what I preach. In doing so, SHRM must partner with diverse organizations such as Black in HR. We must understand that we can’t operate without connecting with diverse organizations. My goal is to foster meaningful, and not just transactional relationships. We have to grow together. In thinking about your new book, “Reset: A Leader’s Guide to Work in an Age of Upheaval,” what aspect of the workplace most urgently needs to be reinvented for the reset you’re calling for? There are two things that are highlighted in the book. First, I highlight the policy framework. Workplace laws were created for a very different workplace than today. For example, the Fair Labor Standards Act was established in 1938 and there has not been meaningful change or updates to that policy since then. However, the pandemic has shown a need for a reset. COVID-19 has highlighted how much we need to update these policies such as 40-hour work weeks, overtime after 40-hours, and paid leave. Next, the book addresses how we think about and define talent. For example, does everyone need a college degree immediately? Is that the only proxy for being smart? Back in the day, if you didn’t have a degree you were not considered smart. This is not the case today. There are (many) talented people that don’t have college
How did the COVID-19 crisis reveal the important role of HR, not only in the eyes of CEOs but of employees as well? COVID-19 truly revealed that people are the most important aspect. You don’t miss it until you don’t have it. For the first time, you have business leaders saying they don’t have enough talent to do the work. This means there is not enough human capital to drive the business. Once that reality sunk in, HR was set. Everyone started talking about HR and the war on talent. Someone said to me that the pandemic wasn’t all bad. From an HR standpoint, we now not only have a seat at the table, but we are now in the middle of the chaos. We don’t have to convince CEOs of what is important. They are telling us what’s important and raising their expectations of HR. How can CEOs and boards rethink the evolving definitions of a worker, the work week, and the workplace to support today’s evolving workforce and a company’s culture? What the CEO will tell you is, “We are there and we get it.” The issue is that the legislative and policy framework doesn’t allow this structure. The standard work week is 40-hours according to the FLSA, but we still have unpaid leave in work spaces. The federal government should be able to help us figure this out like they have done with social security and unemployment insurance. The federal government can play a vital role in developing the framework. SHRM has built up their policy side so that they can go and influence what we need to do as employees. For example, there is almost two trillion dollars in student loan debt. Let’s assume that student loan debt will not be forgiven by the government. If employers know that their employees are struggling with student loan debt, they can pay it off for them and in return get a huge tax bill. The system allows for this exchange. You don’t have to convince employers anymore. We need a policy framework that allows the flexibility to do what we need to do to keep employees happy and retain them. What do you think? u
culture & style
MAKE THE SWITCH
By Eustacia A. English, MBA, CCWP
B
lack people! Why do we make the switch? Why do we feel like we can’t be our authentic selves in the workplace? I code-switch and don’t even realize I do it sometimes. The first time I realized I was code-switching was early in my career. I had just graduated and landed my first corporate job. My brother called me at work. I answered the phone and he didn’t even realize it was me. He said I sounded “different.” This is just what we do as people of color. Do you remember when former US President Barack Obama turned on the switch? He greeted a white coach with a hand-shake, and then greeted the Black professional basketball player with a dap. That’s code-switching at its finest. Even at the highest level of our country. There is no simple definition or answer on what it means to “code-switch.” According to Harvard Business Review, “Broadly, code-switching involves adjusting one’s style of speech, appearance, behavior, and expression in ways that will optimize the comfort of others in exchange for fair treatment, quality service, and employment opportunities.” Essentially, you are changing how you speak and act to make others feel comfortable. For Black people and people of color, code-switching is seen as a necessary practice for advancing professionally. Even when you work for a company that fosters a culture of authenticity and belonging, we still tend to code-switch. Code-switching in the workplace is complex. Some
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disadvantages of code-switching could be: • The energy that you use to code-switch is exhausting and can take an emotional toll on you. • It’s just another way to communicate that we aren’t good enough as we are, and that the normally acceptable standard when it comes to speech directly correlates to how white people communicate. • We feel like an imposter and can’t be our true selves. We have to hide our personalities, culture, and upbringing because people might associate us with being ghetto or uneducated. On the contrary, there could also be a few advantages: • We can transform ourselves and know how to manage and navigate in many different groups and settings. • To put it simply, we blend in and are taken seriously. Those who don’t know any better may even consider us “articulate.” Code-switching looks different for everyone. There are many more reasons why people code-switch and countless examples of how we do it. The universal issue is the overall obligation that we feel we have to code-switch to “fit in.” It’s sad that we live in a society that judges us for who we are instead of embracing our differences. Let’s work together rigorously to ensure that we bring change to workplaces. We need to allow the acceptance of individualism. Let’s bring together the Black community to turn the switch off, or at least dim the light. u
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culture & style
TO GIFT OR REGIFT
By Katavia Larry, MBA, PHR
R
ecently my niece was invited to a birthday party. She was so excited to go and celebrate her friend that she decided on the perfect gift. This was the scene: My Niece: Titi, I’m going to a birthday party! Me: Oh you are? That sounds like fun. My Niece: I have to get a birthday gift for her. I know what it is. Let me go get it. (She runs upstairs and brings back a water bottle filled with several items, some of which I had bought her, and hands it to me with a big smile) Here’s her gift! Me: Oh baby girl….we can’t give your friend this. These are items that you have already used. Plus, didn’t I buy you some of this?! My Niece: But I want her to have it. It’s her birthday. Me: I know you want to buy her a gift, but you can’t give her something you have already used. We don’t do things like that. Your Mom will make sure to buy your friend a nice, new gift. My Niece: (Walks off pouting after pleading her case about why she wanted to give her friend that hand-medown gift….) Now, I know that some of you may have thought this exchange was a little mean. But even at 6 years old, my niece needed to understand that regifting is tacky! I don’t care how you spin this Christmas tradition! Even if it’s new, nice, or novel as a present, don’t give someone
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something that you were given by someone else. It’s inappropriate! For all of my frugal frans and freds out there, I am sure you are puzzled by this article. Are you asking, Well, why not? So here is your list of reasons why you should not regift: 1) Regifting is a sign that you are clearly “cleaning house” and getting rid of things you don’t want, and won’t use. It makes it seem like you’re passing them off to someone else. 2) You may hurt someone’s feelings. The person that gave you the gift might be hurt. In addition, the new person you are regifting the item to will get hurt as well. And what if they both find out? The person who gave the gift is then hurt that you did not like what they gave you. The person who received the gift is now upset that you recycled something you received. 3) Regifting is inherently deceitful. Giving someone a gift that you did not think through and pick out yourself is not honest. Don’t be a scrooge this holiday season. Take the time to make or purchase gifts for your loved ones that are meaningful, and that you think they will like. Don’t regift that horrible “hand-me-down” that you pulled out from the back of your closet. Choose to gift, not regift, and support a Black owned business while you’re in the holiday spirit! u
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immigration
BEFORE YOUR MOVE: TIPS FOR EXPATS AND IMMIGRANTS
A
re you thinking of moving to the U.S. from another country? Have you recently moved to the U.S. and need a little guidance? With the U.S. being such a large country, there is a vibe for every person’s preference. Whether you like hot climates such as California, or cold winters like New York City or Chicago, the U.S. has different seasons. Maybe you’d prefer something quiet in a small town, home to various wildlife, woodland trails, or forest parks like Jacksonville, Oregon. Do you want to be in a large state that’s full of excitement? A place where everything is double the size, like Texas? Whatever your wants and needs, the U.S. has something for everyone. When you finally figure out where to live, there are a few things to know before you pack your life up in a bag. If you will be renting a home when you move, the rule of thumb is usually spending no more than 30% of your gross monthly income. Before you move, determine your necessities and only take those with you. Then, you can sell or donate your other items on places such as Facebook Marketplace, Gumtree, or Craigslist. Before you consider using large international moving companies, there are plenty of third-party businesses that use companies such as DHL and FedEx, like mybaggage.com. But they charge a third of the price. The next item on your list is moving your money. If you are selling a property, there is a high chance of being taxed twice. First, when the money leaves the country. Then, when your money enters the U.S. (it will be classified as income). Also, remember that there will be
22 | BLACK IN HR
PHOTO BY ONO KOSUKI FROM PEXELS
By Kershia Johnson, CIPD a charge for converting your home currency to the U.S. dollar. For large amounts in the thousands, TransferWise is one of the best options. For smaller quantities, it’s worth exploring Xoom (by PayPal) or even your personal bank as they usually charge a flat fee. Always keep a bank account open in your home country, even if you are not planning to move back. Then, when you travel home or want to send money to someone back home, you can reduce your fees on transferring money over. When you move here, you will need a Social Security Number (SSN) ASAP. Once you have this, you can open a bank account. Protect your SSN as if it were currency because not doing so can lead to identity theft. Unfortunately, at least from the UK to the U.S., you cannot transfer your credit history or score. You will need to start from scratch. Good credit in the U.S. is a necessity! If you cannot be an authorized user on a family or friend’s credit card, another route is opening a prepaid credit card. Once they monitor your spending over six months, the company will usually trust you with a small credit amount. Then you can build your credit up from there. Capital One is an excellent option for first-time credit card users in the U.S. Your SSN will be used for nearly everything associated with money. So it’s wise to manage your money accordingly. Give yourself time to adapt to the changes that come with moving to another country. It took me over two years to start enjoying my new home and no longer being homesick. Of course, being homesick comes and goes. There are times where I long for fish and chips. Over time, you will get used to your new culture as you no longer worry about the small stuff. u
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professional development
ANNUAL ENROLLMENT:
HEALTHCARE AND FINANCIAL CARE By Cindy Perry
I
t’s that time again! Annual enrollment season! It’s the time of year when the benefits professionals at organizations around the country are missing office parties and happy hours in an attempt to get you to read the materials and make your benefit elections before the dreaded “deadline.” As a benefits professional with over 20 years in the game, I can tell you that we are very proud of what we do and we want you to read everything that we write. We know that if you do, you probably won’t have that many questions for us moving forward.
You have probably spent hours flipping through the pages of benefit charts and texts trying to determine the difference between a CDHP and PPO, HSA and HCFSA. You do all that research to find yourself picking the same plan without thought or using the eenie, meenie, miney moe method of choosing your benefits plan. Not giving serious consideration to this choice could result in you spending thousands of dollars of unnecessary cost and missing out on opportunities to grow your savings. But we want to help you secure your financial future. I will give you a few tips that I hope will help you better navigate this annual rite of passage and be on your way to a better benefits future. Choosing your benefits is a financial decision – Many large employers will offer a choice of different plans. These plans are administered by the same insurance company (or carrier/administrator). The choice that you’re making when choosing a plan is less about care and more about how you prefer to pay for care. These health plans explain why you need benefits, and who you prefer to pay in the event you don’t need benefits. The key word is “pay.” You are going to pay for access to healthcare. Who and how you pay is up to you. This is one of the main differences between a PPO (Preferred Provider Organization) plan and a CDHP (Consumer
24 | BLACK IN HR
Driven Health Plan). Which brings me to the next point. PPO plans usually have a higher pay-check deduction than consumer driven health plans (more commonly known as high deductible plans). In addition, there is a lower out-of-pocket cost when you see a doctor. But what happens if you don’t use the plan? Do you get that money back? Nope. So consider paying yourself. Participate in a CDHP that lowers your paycheck deductions. A CDHP will also allows you to contribute tax-free money to a HSA (Health Savings Account). You can use that money to pay for eligible medical expenses if you have them. If you have lower paycheck deductions and money saved – it’s a win, win! More expensive care does not equal better care – If your company offers a health plan navigator tool, use it. It can save you BIG dollars and help you find quality care at the same time. Contribute to the healthcare FSA – Only if you know you’re going to spend the money. If you’re contributing to the HSA, your contributions to the FSA plan can only be used for dental and vision expenses. If you need to get that crown, pay for it with tax-free dollars while leaving money in your HSA to grow and earn interest. Let that money roll over from year to year. Unless your company is changing carriers/insurance companies, annual enrollment is not about what doctors you can go to, it is about how you’re planning to spend your hard-earned money in the upcoming year. All plans have nuances and details that must not be ignored. You should review your plan materials carefully and attend any information session available to you. Whatever you do, take the time to review the numbers as well as the other information and make the best decision for you and your family’s physical and financial health! u
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professional development
THE CHALLENGES OF CHANGING CAREERS DURING A PANDEMIC By Candice Rhodes-Marshall, MBA
U
nexpected events like the Covid-19 pandemic disrupted people’s habitual routines and pushed individuals out of their comfort zones. As a result, they started asking big questions about what matters as they were rethinking their jobs. According to Ibarra’s research (2020), 50% of the 2000 people who responded reported that the pandemic has provided them opportunities to try new things or learn new experiences. In some instances, these new skills are directly relevant to working remotely. In addition, of the 26% of workers preparing to switch jobs post-COVID, 80% are doing so as they are concerned about career promotion (Castrillon, 2021). Based on my personal experience in roles at a bank and in the school system, I gathered a unique perspective. In both roles, I was successful and met and exceeded my goals. Still, I was not satisfied. I knew I wanted a challenge and wanted a meaningful career. At this point, I was clueless as to where my career was heading and felt discouraged. Everyday life in a pandemic changed my thought process. Tomorrow isn’t promised. I had to make some drastic changes starting with myself. The world was coming off lockdown and my options were limited. I started networking on different social media outlets and even invested in a career coach. Investing in myself was one of the best investments I have made in my life.
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Throughout this process, I learned that it’s not always what you know but how you utilize your skills and education to benefit the next person or organization. Many of the HR jobs I was interested in required a minimum three years of experience for an entry level position. Here I was with a bachelor’s in leadership and an MBA. It felt like I was getting turned down for every entry level role, and yes, this was frustrating. My career coach taught me to highlight my transferable skills for the job I wanted instead of highlighting my degrees. From the hard work I put into networking and working on myself, I was able to transition into a remote HR role that aligns with my career goals. In this journey, I became more interested in remote jobs due to the fact that staying safe and healthy was a priority. Another benefit of working remotely is that I’m not limited to vacancies from a particular region or country. Consequently, I was able to find a job based on my interests rather than my location. The job market in my area was limited and not many HR jobs were remote. Working remotely has many benefits such as having a flexible schedule and psychological benefits such as reduced stress. In addition, working remotely has become a new normal for many organizations. Even though remote jobs are beneficial, this pandemic has made employees seek out more opportunities for work-life balance. u
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HOLIDAY GIFT GUIDE As we come to the close of another year, it’s time to be thankful and celebrate each other. Welcome to BlackinHR’s first annual Holiday Gift Guide, where there is something for everyone. Let’s support our community, and lift someone’s spirit while making purchases that promote our well-being and celebrate our culture. Copper and Brass Paper Goods Copper & Brass Paper Goods’ style is one of a kind, as its values flow effortlessly through its creations. The brand shines a light on Black culture by promoting positive representation of Black people, and using gorgeous illustrations which highlights the beauty and power of Black people. Cost: Varies www.copperandbrass.net
Sukie’s Candle Co. Sukie’s Candle Co. provides eco-friendly, exotically scented luxury soy wax candles, made fresh to order and individually hand poured. Cost: $12 and $30 www.sukiescandleco.com Brooklyn Tea Brooklyn Tea creates an authentic and accessible escape for our customers through our tearoom and luxurious teas. Our teas are of the highest quality, organic, and fair trade whenever available. Original Brooklyn Tea Gift Box $35. Holiday Gift Box $75 www.brooklyntea.com
Radiant Sol Botanicals Radiant Sol Botanicals was created to make natural and organic products that not only nourish the body, but inspire women to nourish their souls. All our products are organic and natural, made to help you love the skin you’re in. Put yourself first and practice self-care with us. Mind, Body, and Radiant Soul. Body butter: $18 Fragrance Free, Lavender Vanilla, and Vanilla Body oil: $28 Fragrance Free, Lavender Vanilla, Rose Vanilla, and Jasmine Vanilla Lip oil: $11 Lavender Vanilla and Coconut Chamomile. Custom Gift box: $75 www.radiantsolbotanicals.com
Tyanna’s Cookie Creations Tyanna’s Cookie Creations provides decorated sugar cookies, gourmet cookies, and hot cocoa bombs for all of your special events! Cost: $40-$48/per dozen www.tyannascookiecreations.weebly.com
WineShop at Home “As long as you have wine, the holidays will be fine. Shop at WineShop at Home for great personalized wines, fabulous gifts, and holly, jolly stocking stuffers this season!”Cost: Varies www.wineshopathome.com/kajiorr 28 | BLACK IN HR
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