Antwone Roberts is a photographer and a music producer.
…And that’s just in his free time. He’s also the full time Deputy Director of PR and Community Engagement at Liberty Hill, a public foundation fighting for social justice across LA County. Whether through Liberty Hill’s new Podcast; Conversations From the Frontlines Real Talk, Real Change with Shane Murphy Goldsmith, or at the largest social justice event in Los Angeles, the Upton Sinclair Homecoming Celebration, Antwone enjoys leveraging his creativity to inspire others to join the fight for social justice.
You might think that balancing all of those hats would be difficult, but for Antwone, pursuing his passions both in his personal life and in his career is crucial to living a fulfilling life. “I love my job, and I love photography, and I love music,” he explains. “I’ve been spending the past few years finding ways to further my career, without neglecting my creative interests.”
Building community is at the heart of all of Antwone’s pursuits and for more than 40 years, Liberty Hill Foundation has cultivated a progressive community in Los Angeles. They leverage the power of community organizers and donor activists to advance social justice across Los Angeles County, funding grassroots organizing that focuses on systemic change.
We sat down with him to learn more about his work at the intersection of communications, community engagement, philanthropy, and social justice. Keep reading for his story— and for tips on how you can make a bigger impact, no matter what your career looks like!
Connection and Community
“Growing up, I had a front row seat to injustice and inequality, and all the things that didn’t work in society,” explains Antwone, so he chose to focus his energy on ways to make a difference in his community. As a student, he volunteered at a local community garden where he engaged with residents, learned how to grow produce, and connected with local farmers markets. He also benefited from the support of grassroots organizations that provided mentorship and a safe haven. “I didn’t realize it at the time, but looking back, I can see the role that all these different non-profits played on me when I was growing up.”
When it came time to choose a career, Antwone wasn’t sure which direction to go. With so many interests and skills, he took some time to determine which path would allow him to make the most impact. After shuffling through a few different majors, he ultimately chose business marketing and public service, in the hopes of becoming a lawyer.
The coursework helped expose Antwone to different best practices applied to marketing and non-profit work— it’s also what exposed him to the possibility of pursuing a career outside of law.
“During business school, in my small business practicum, where I consulted with different small businesses around the city, I learned that a lot of community organizations were struggling with their marketing,” he explains. So he worked to create social media campaigns to boost engagement and entice people to get involved in not-for-profit initiatives.
After graduating, Antwone decided to take a gap year with AmeriCorps. At the end of his program, he attended a networking event that connected him to his first job at the New York City mayor’s office as an assistant to the former New York City Chief Service Officer, Paula Gavin. Antwone embraced the new challenge and was quickly promoted to Communications and Marketing Manager. “That’s where I found my niche in terms of working with the intersection of communications and community engagement,” he explains. “It’s been an amazing opportunity to marry what I love doing creatively in terms of producing content and storytelling, but for the end goal of getting people civically engaged and inspired to join the fight for social justice.”
The Journey to Liberty Hill
After five years in New York City, Antwone was itching for a change of scenery, so he boxed his record collection, packed his bags and moved across the country to Los Angeles, where he supported himself as a freelance photographer. “I found myself busy with opportunities, but I didn’t feel as impactful as I wanted to be,” says Antwone. That’s why he started volunteering with various local organizations and expanding his network. One organization was Community Coalition, a Liberty Hill grantee founded by Congressmember Karen Bass, which led him to his first full-time job in LA as Deputy Communications Director for LA Councilmember Marqueece Harris-Dawson.
Antwone’s run in social justice didn’t stop there. “The social justice landscape in Los Angeles is very small,” he explains. “A Power to Fly recruiter reached out. I I asked around my network and heard nothing but great things about Liberty Hill, so I took the opportunity to join the team.”
Now, three months in as the Deputy Director of Communications and PR, Antwone’s able to leverage his personal and professional interests for the greater good of his community. Although he’s new to the organization, he’s already started working with the team to make a bigger impact in LA County.
“This is the first time in my career that I am working with a full communications team, with systems, camaraderie and partnerships where we can support each other and not feel like we’re each working on an island,” he says. Currently, he and the communications team are focusing on highlighting stories from Liberty Hill’s grantee organizations and partners for the Upton Sinclair Homecoming Celebration. “Our work is really about making sure that every win really feels like a win, and that the people who are on the frontlines doing this work feel celebrated, because they so rarely are.”
One of the initiatives at Liberty Hill that Antwone enjoys working on includes transformative justice, focusing on prison reform and ending youth incarceration. Antwone strongly believes in the power of mentorship and highlighting Liberty Hill’s partnerships with Los Angeles-based sports teams and grassroots organizations to support boys and men of color. He’s also working closely with a coalition called Stand LA who, “after years of putting pressure on LA City Council, was able to get oil and gas drilling banned in residential areas– which mainly happen where Black and Latino residents live,” he explains. “So, we organized a press conference to commemorate it and let people know that there are people fighting for your health and well-being”
Making a bigger impact
Antwone loves working in social justice, but he’s also a big believer that you don’t have to have a non-profit career to make a positive impact in your community. “There are lots of ways to fight for social justice, if that’s important to you. Every organization needs volunteers and donations.” He also shared two tips to make the most of your career, no matter what role or industry you’re in:
Be intentional about your yes. “If you're becoming the type of person you want to be, people will always see the value that you bring, whether it's a job opportunity, a friendship, a relationship, or a professional networking situation,” explains Antwone. “But if you're intentional about the impact that you want to make, you have to be very selective about those relationships and opportunities. If it doesn't align with you and the person that you're trying to be, you really have to say no.”
Two out of three isn’t bad. It can be hard to weigh the pros and cons of each new opportunity, so Antwone suggests considering three things: “[When you consider an opportunity and you think about] learning new things, making more money, or gaining new experiences, if you can get two out of three, that’s probably a good opportunity.”
💎Want to implement change in your team or organization? Watch the video to the end to do it successfully.
📼 To implement change you need to follow certain steps. Play this video to get three top tips on how to do it the best possible way. You'll hear from Kyle Lisboa, Support Operations Manager at Esri, who shares her experience with you!
📼Why implement change? Tip #1: Identify the reason. Think about the business reason for the change. If you understand why change is needed, it helps you explain it to others. Avoid making change for change's sake and implement solutions that solve problems.
📼Plan to implement change! Tip #2: Develop a plan. Create a detailed plan to help implement the change. If you create steps and timelines, this will guide the process. It also helps others understand how you are progressing towards the implementation and what the next steps are.
To Implement Change You Need Others - Tip #3: Seek Feedback
Gather feedback from those affected before, during, and after any changes are implemented. Allowing others to provide their feedback helps to create an inclusive atmosphere where everyone feels part of the solution.
📨 Are you interested in joining Esri? They have open positions! To learn more, click here.
Get to Know Kyle Lisboa
Kyle is an experienced Strategic Operations Manager with a demonstrated history of working in the computer software industry. She’s skilled in Arcgis Products, Databases, Management, Geography, and Cartography. If you are interested in a career at Esri, you can connect with her on LinkedIn. Don’t forget to mention this video!
More About Esri
At Esri, they build cutting-edge geographic information system (GIS) technology that customers use to solve the world’s most complex challenges: slowing climate change, stamping out disease, designing a better city, fighting crime, and much more. Their ArcGIS software is helping communities around the globe respond to the COVID-19 pandemic by monitoring the surge, managing testing sites, aiding essential workers in finding childcare, mapping food and essentials, and keeping residents informed and safe.
Nearly 80% of workers want to work for a company that values diversity, equity, and inclusion, per a CNBC survey.
But how do prospective employees — and, for that matter, current ones — know whether an organization takes diversity, equity, inclusion, and belonging (DEIB) seriously?
Metrics can help.
What are DEI metrics?
Diversity, equity, inclusion, and belonging metrics are measurements of how a company is doing against its stated DEIB goals. They help track progress, light up problems, synthesize momentum over time, prioritize investment, and allow a company and its employees to have accountability over DEIB intentions.
How can DEI metrics help my overall DEI strategy?
Creating a DEIB strategy is the first step in making your workplace more equitable. But having DEI metrics is a vital second step in ensuring that progress happens.
DEI metrics help a company actualize their strategy, live out their values, meet employee expectations, and make the workplace more fair for all employees.
10 examples of DEI metrics
1. Hiring: the diversity of your candidate pipeline.
How diverse is your applicant pool? Have your candidates self-identify and track what representation looks like in your candidate system.
2. Representation: the demographics of your current employees.
Many companies put pressure on their new hires to make up for gaps in their existing employee population — so make sure you’re benchmarking against data on what your current workforce is made up of.
3. Representation: the demographics of your leadership team.
People need to see that there is a path for success for people who look like them at your organization. What does the makeup of your board look like? Your directors? Your managers? And what does the promotion pipeline look like into those roles?
4. Representation: the demographics of your suppliers.
The money that you spend can significantly impact communities around you — so you should be measuring whether you’re doing that in a way that challenges bias and champions equitable treatment.
5. HR systems: pay equity.
Do all employees, regardless of gender or race, make the same amount of money if they’re doing the same job? If not, what’s your gender / race pay gap and how quickly are you closing it?
6. Employee experience: HR issues.
It’s important to track wins when it comes to DEIB, but it’s also vital to track times when your organization falls short. How many HR / People issues related to DEIB, including allegations of unfair treatment or bias, has your organization dealt with in the past year? What was the result of them? How quickly did issues get resolved? These metrics are key to know.
7. Employee experience: satisfaction with DEI progress.
When you send out employee satisfaction surveys, make sure you include questions on how employees perceive your current progress on DEI goals. They’re the ones most impacted by your strategy — and their opinion matters.
8. Employee engagement: participation in communication platforms.
How often do employees participate in Slack? What about by-channel participation? Looking at data on who talks to who and when can help highlight issues with inclusion or culture. Some companies are using AI-enabled text analysis tools to look for signs of frustration or for problematic language.
9. Employee participation: ERG membership.
Employee resource groups can be hugely helpful in creating community around different identities, interests, and demographics. They can also provide guidance on how to actualize your organization’s DEIB goals. (Which is part of the reason you should pay ERG leaders for their efforts, but that’s a topic for a different blog.)
10. Brand reputation: customer perception.
We’ve talked about key groups for whom DEIB metrics matter — prospective employees, current employees, leadership — but they matter to your customers, too. Whether you add a DEIB component to your existing NPS process, conduct 1:1 customer interviews, or get feedback some other way, it’s important to see whether your customer base is seeing progress on your DEIB goals, too.
Have you ever been so exhausted that you quit your job?
You may have been experiencing burnout.
Burnout is characterized by overwhelming exhaustion, detachment from your work, and a sense of ineffectiveness.
And while anyone can experience burnout, if you have ADHD, you may be more susceptible to it.
Before you get to the point where quitting feels like your only option, there are steps you can take to set healthy boundaries and start feeling more like yourself again. Read on to learn how you can recognize burnout in yourself, and what to do if you’re experiencing it!
How Does ADHD Burnout Feel?
There are some clear signs that you’re burning out, but ADHD can make the descent to burnout harder to detect. These warning signs include:
- Lack of motivation - not wanting to do the things you need to do or the things you love.
- Exhaustion - feeling overly tired both mentally and physically.
- Irritability and mental fatigue - feeling short-tempered, mean, or like you snap easily.
- Physical discomfort - body aches, low energy levels, and general pain.
- Negative outlook - the tendency to find something wrong with nearly everything.
- Emotional dysregulation - feeling weepy, sad, or unable to smile or connect with others.
Generally, burnout starts with taking on too much. Exhaustion creeps in, and you feel like every day is working against you because you are constantly overwhelmed. You may start to feel like the entire world is spinning out of control, or like no matter what you do you can’t keep up (or catch up).
If this resonates with you, you might be on the road to ADHD burnout.
Why People with ADHD Can Be More Susceptible to Burnout
So why does ADHD make some folks more susceptible to burnout? There are a few common ADHD traits that often result in behaviors correlated with burnout (taking on too much, working too long, etc.):
- Hyperfocus - ADHD is not exclusively about attention deficits. In fact, hyperfocus is the opposite – a deep, intense concentration to the point of being oblivious to your surroundings. Per WebMD, hyperfocus is a state of highly-focused attention that lasts for an extended period of time. You concentrate on something so hard that you lose track of everything else going on around you. When hyperfocus sets in at work, it can be hard to unplug or be aware of the people and environment around you.
- Time Tracking - Losing track of time is one thing, but if you find yourself losing track of hours without realizing it, that could be related to burnout. People with ADHD perceive time not as a sequence of events the way others usually do, but as a diffuse collection of events viscerally connected to the people, activities, and emotions that fill them.
- Difficulty Prioritizing - Do you take on too much and then struggle to prioritize it? When someone asks for help, does everything often go to the wayside so you can jump in? Or maybe the daunting anticipation of the tasks ahead prevents you from starting. Per ADDitude, ADHD impacts your temporal processing abilities, which can affect executive functioning.
Combating ADHD Burnout
If you think you may be suffering from ADHD burnout, there are a few ways to take back control. Here are three tips for combating ADHD burnout:
Reserve Your Yeses - Pump the brakes when you recognize the early signs of ADHD burnout. Start reserving your yeses right away. Say no, and practice not apologizing. It is okay to say, "I have a lot on my plate right now and cannot take that on. Thanks for thinking of me." Saying no is nothing to apologize for, and it should be celebrated! You are working to protect your energy above all else.
Practice Over-Estimating - If you think you could knock something out in a day, give yourself a week. Overestimate on time and allow yourself the grace to have a little more time than usual to complete projects. Slowing down when starting a new job or role will help you produce high-quality work and prevent ADHD burnout.
Drop the Mask - Be honest with your employer and friends. Let them know that although you seem to keep up internally, you struggle. Identifying ADHD burnout from the outside can be extremely difficult. Your honesty and transparency will position you to determine if your environment is supportive and inclusive.
How to Support Colleagues Dealing with ADHD Burnout
The experiences above may not resonate with you personally, but perhaps you’ve noticed other people you work with describe or experience them.
If you’re a manager, there are several ways you can support colleagues with ADHD (as well as neurodivergent employees more generally) to help prevent burnout. Ask for clarity on when they have felt the most supported at work. Discovery questions like, “how did you feel at that time?” or “how was the pace of that project?” can help you to understand their actual capacity.Download this free guide if you’re looking for more ways to support your neurodivergent coworkers. Work with your DEIB and HR team to develop new neurodivergent inclusivity standards to help you stay ahead of the ADHD burnout cycle.
💎Worried about bias in the workplace? Watch the video to the end to find out how to reduce it!
📼Avoiding bias in the workplace requires a lot of effort. Play this video to get three top tips that will help you. You'll hear from Ben Lopez, Talent Acquisition Manager for EMEA at Workiva, who shares advice on how to create a more fair, equitable environment where everyone feels welcome and has a seat at the table.
📼Acknowledging bias in the workplace is the starting point. Tip #1: Recognize Bias. Take the time to recognize your own bias. Both conscious and unconscious. And look out for bias within teams and among peers. Work together to understand how you can all avoid each of those biases that you may encounter.
📼Avoid sneaky bias in the workplace! Tip #2: Rely on a structured process. Whether it's about interviewing, promotions, or performance reviews, relying on a consistent, fair, and objective process will help guard against bias. Document the process to keep both you and your peers accountable. And when it comes to interviewing, work with your peers and other participants to define clear questions and objectives to cover with each candidate.
Reduce Bias In The Workplace By Knowing Different People - Tip #3: Widen Your Network
Don't always engage with the same people. Widen your internal network, and interact with different teams, and different departments. Get to know those with different life experiences, different academic backgrounds, and different work experiences. Understanding those who are different from us allows us to be more empathetic and create an environment where we all feel a sense of belonging.
📨 Are you interested in joining Workiva? They have open positions! To learn more, click here.
Get to Know Ben Lopez
With a robust background in recruitment, Ben is an agile and well-networked talent acquisition leader. He’s been recruiting high-caliber talent around the globe for 15 years, spanning SaaS software, professional services, oil & gas, and healthcare across four continents. If you are interested in a career at Workiva, you can connect with Ben Lopez on LinkedIn. Don’t forget to mention this video!
More About Workiva
Workiva was founded to transform the way people manage and report business data with various collaborators, data sources, documents, and spreadsheets. Today, people all over the world use their platform to seamlessly orchestrate data among their systems and applications for transparent and trusted connected reporting and compliance. At Workiva, they are innovative in everything they do—from how they build their software, to how they serve their customers, to how they treat their employees.