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December 18, 2019
New Relic
New Relic is hiring! Their Women at New Relic employee resource group frequently hosts fireside chats, lunch & learns, and events such as International Women's Day celebrations, their "Dress for Success" clothing drive, conversations on "How to Identify and Interrupt Gender Bias" and more.
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Check Out Pics from Our Great Lunch with New Relic's Women Leaders in Sales & Marketing
On December 11th, two of PowerToFly's own sales leaders, Cristina Duke and Amanda Bender, traveled to San Francisco to co-host a lunchtime event with New Relic, a cloud-based platform that gives developers, engineers, operations, and management a clear view of what's happening in today's complex software environments. This event highlighted New Relic's women leaders in sales, technical sales, and marketing and featured an invite-only audience of skilled professionals also in those fields. (By the way, New Relic is hiring in those fields and you can view their open roles HERE.)
The afternoon kicked off with networking over scrumptious small bites and refreshments prior to welcome remarks by Cristina, PowerToFly's Head of Sales and Customer Success. Next up, New Relic's Tracy Williams, Vice President, Global Business Partner Group delivered a brief keynotes address where she dove deeper into New Relic's culture and diversity & inclusion programs.
Next up, Tracy joined an esteemed panel of women leaders throughout New Relic for an intimate fireside chat and audience Q&A. New Relic speakers included:
- Nada DaVeiga, GVP of Solutions Consulting
- Francine Anthony, Senior Director of Global Partner Marketing
- Sara Coady, GVP, Enterprise Sales
- Tracy Kraft, VP, Marketing
- Amy Morrison, Senior Recruiter and Corporate Wellness/Fitness Leader
This special afternoon salon concluded with plenty of more networking time before our guests departed.
New Relic is hiring! Their Women at New Relic employee resource group frequently hosts fireside chats, lunch & learns, and events such as International Women's Day celebrations, their "Dress for Success" clothing drive, conversations on "How to Identify and Interrupt Gender Bias" and more.
A great crowd!
PowerToFly's Cristina Duke kicked off our programming.
Our inspiring panel speakers during the afternoon's fireside chat.
New Relic leaders took questions from the audience.
What a great afternoon!
Related Articles Around the Web
July 10, 2020
Diversity & Inclusion
How To Handle Conversations on Race with Your Non-Black Coworkers
I sat in front of my CEO to discuss several complaints of racism. I was new to my role as a Culture Director. I was nervous about his reaction to the complaints. But I also knew he strongly supported developing this new department; I knew that he would take the right steps. So I was shocked when I heard him say sheepishly, "I don't know, Noelle...all of this stuff about racism. I just don't see it. I don't even see color. I'm pretty much color blind."
<p>As a Black woman, I could feel the eye rolls and groans from my ancestors.<br/></p><p>Lately, regardless of their role, Black professionals are having very uncomfortable conversations about race. Some of these conversations spark organically or out of necessity, but regardless, it can evoke a lot of emotions. So how do you handle these tough conversations with your non-Black coworkers?</p><h3>Know that you don't have to say anything</h3><p>You may feel inclined to say something to a coworker who is asking you questions about race or when she has said something out of line. However, if the emotional labor is just too much, know that you do not owe it to anyone, even well-intentioned people, to share your perspectives about race. </p><p>This sensitive topic should only be touched on by you to those you feel truly deserve and welcome your insight. Not everyone is there yet, but if you feel pressured to say anything when you don't want to, know that it is not your job to educate everyone on Black issues. To conserve your energy and keep your space safe, setting boundaries may help.</p><p>Here is how that conversation can play out at work:</p><p style="margin-left: 20px;"><strong>Coworker:</strong> I have so many family members that are really struggling with the "all lives matter" versus "Black lives matter" philosophies. Do you have any resources I can share that I can send to them? </p><p style="margin-left: 20px;"><strong>You:</strong> This is not something I'm comfortable speaking about. I know there is a lot of information online that you may feel is useful. I hope that you can respect this boundary for me.</p><h3>Addressing coworkers who are "woke" when convenient </h3><p>Right now, for wonderful intentions and opportunistic ones, fighting for Black lives is popular. Many companies are making conscious shifts to become more anti-racist and everyone from activists to celebrities to influencers have been sharing their stance on the Black Lives Matter movement. </p><p>Because being a part of the movement has been so monumental, people are getting swept in without first checking their own internalized racism. They intend on doing their part to be anti-racist, but are misguided on those actions or have taken actions that contradict them.</p><p>For example, I once had a White coworker who fought for diversity for the attendees at an exclusive retreat, and consistently challenged any inklings of White supremacy wherever she saw it...but once touched the hair of a Black coworker with natural hair without asking.</p><p>If you think there is a serious issue, definitely bring the matter to HR's attention, but if you think the person is under-educated about their unconscious bias, and know them well enough to call them out, talking to them directly may be the right option for you, <em>but only if you have the</em> <em>emotional bandwidth</em>. </p><p>Here is an example statement you can share with this coworker <em>if you deem them open enough to share:</em></p><p style="margin-left: 20px;">"Hi, Kimberly. It was great seeing photos of you at the rally. It seems like you are looking for ways to support the Black community and that's a good thing. With that, I wanted to point out something that I've noticed that you do, which makes me uncomfortable. This is something that you may not know that is causing me discomfort, but with seeing you out there trying to make a difference, I'm hopeful that you can be receptive to what you could be doing right here at work to make an impact. Last week when…"</p><h3>Be honest about how you are feeling</h3><p>While you don't owe it to anyone to share your feelings, it can really mean a lot when a non-Black coworker checks in with how you are holding up. Black women tend to feel pressured both externally and internally to be as positive as possible at work. This pressure can be too much to take at times, and being able to release with a coworker who has earned your trust may give you a small release on the relentlessness of always seeming strong and happy. </p><p>While you can't hand off all of the emotions you may be feeling now, you can start being honest when a trusted coworker asks, "how are you doing... really?" </p><p>Here is an example of how to do that:</p><p style="margin-left: 20px;"><strong>Coworker</strong>: I just wanted to check in with how you are doing? I know it can not be easy to be working with everything going on like things are normal. </p><p style="margin-left: 20px;"><strong>You</strong>: Honestly, not great. I'm doing the best that I can, but it's not easy. </p><p>This is a gateway to a good conversation. They can choose to stop the conversation there, and move on to something else. Or, they may decide to listen, to be supportive, and to be an advocate at work and beyond. But it all starts with being honest even when it's hard, to coworkers who are not afraid to show up authentically. </p>
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July 09, 2020
Work From Home
Four Ways to Nail Your Next Virtual Interview: Recruiters at Relativity Share Their Tips
Living in the midst of a pandemic has brought about a whole host of changes and challenges for workplaces and employees. One of the most notable? Virtual interviewing. With most on-site interviews on hold for the foreseeable future, it's important that you be prepared to make a great first impression—virtually.
<p>Our friends at global tech software company <a href="https://powertofly.com/companies/relativity" target="_blank">Relativity</a> were kind enough to share their top tips for nailing your virtual interview.</p>
<p>To help applicants understand how they can stand out, Fernando Sierra Jr., Video and Photo Specialist at Relativity, asked three of his colleagues to share their advice:</p><ul class="ee-ul"><li>Savrut Pandya, Senior Sourcer</li><li>Judene Hylton, Senior Recruiter</li><li>Brendan McLaughlin, Senior Recruiter </li></ul>
<p>Read on below for their tips or watch the full video <a href="https://www.youtube.com/watch?v=o2Qd488GLKc" target="_blank">here</a>.</p>
<h3>1.) Set-up and Appearance Are Key </h3><p>Savrut Pandya, Senior Sourcer, says setting the scene can make all the difference in making a stellar first impression. So how do you go about that? He recommends that you: </p><ul class="ee-ul"><li><strong>Be interview ready at least 30 minutes ahead of time.</strong> Turn on your device and make sure that it's working, and that you have a strong Internet connection. There's nothing worse than turning on your computer minutes before an interview to discover that your system needs to install mandatory updates before you can log in -- UGH!</li><li><strong>Familiarize yourself with the meeting software. </strong>Many companies are using Zoom to conduct virtual interviews. If you've never used the software before, download the free version and make sure that you know how to navigate the platform. You'll feel much calmer the day of the interview if you know the ins and outs of the program.</li><li><strong>Open all necessary applications, documents or browser tabs. </strong>It's always a good idea to have any documents that you may want to reference for the interview pulled up and ready to view. <em>Pro tip: also make sure that you minimize or close any tabs that are not relevant to your interview. They may be distracting.</em></li><li><strong>Appearance, appearance, appearance. </strong>The appropriate attire and atmosphere may vary from company to company. Make sure to check in with your potential employer to confirm what the ideal dress code may be, just as you would if you were going into the office for the interview.</li></ul>
<h3>2.) Communicate Effectively and Clearly </h3><p>Senior Recruiter Judene Hylton notes that communication is even more important in a virtual setting. She suggests that you:</p><ul class="ee-ul"><li><strong>Have a notebook and pen handy. </strong>Get back to basics and jot down notes during the interview to show your interviewer that you are listening and retaining important information. Don't resort to note taking on the computer in front of you. Keyboards make a lot of noise! </li><li><strong>Avoid using "yes" and "no" answers.</strong> Interviews should flow like a conversation, not just Q&A. Elaborate on your responses with examples of previous experiences, and tell stories when appropriate. Let your interviewer find out more about who you are as a prospective employee. </li><li><strong>Listen to the entire question or statement before you reply.</strong> Don't jump the gun and respond too quickly. Listen thoughtfully to your interviewers, and make sure that they are finished speaking before you rush to answer.</li></ul><h3>3.) Don't Forget To Prep</h3><p>Brendan McLaughlin, Senior Technology Recruiter, says that preparation is key. He recommends three key steps:</p><ul class="ee-ul"><li><strong>Do your research. </strong>Don't just read the job description. Top candidates take the time to research the company, the industry, and the company's competitors so that they can better prepare themselves and ask well-thought-out questions. </li><li><strong>Figure out who is interviewing you.</strong> Do some digging on LinkedIn to learn more about your interviewer's background. You never know if you may have something in common with the person that you're speaking with. There's no better way to break the ice than by establishing some common ground before you dive into the interview.</li><li><strong>Review the job description. </strong>Make sure that you review the job description, and write down any questions you may have about the role. Make sure you have a copy of the job description on hand so that you can reference it during the interview. (This is one benefit of getting to do the interview virtually!)</li></ul>
<h3>4.) Go for a strong finish </h3><p>Don't just leave the meeting when the interviewer stops asking questions. Brendan has a few tips on how to finish on a high note:</p><ul class="ee-ul"><li><strong>Make sure to ask questions.</strong> Prepare a few questions before the interview, but also ask for clarification on anything that came up during the interview that you may be curious about. </li><li><strong>Thank the interviewer for their time.</strong> A simple acknowledgement can go a long way!</li><li><strong>Express your desire for the role, and explain why you are the best candidate for the job.</strong> A lot can happen during an interview. It's important to highlight how you can bring value to an organization at the end of an interview. It's the last thing that your interviewer will remember about the conversation. Make it a strong statement. </li><li><strong>Make yourself available for any follow-up or additional conversations. </strong>Provide availability for future interviews before you sign off. This will show that you're thinking about next steps, and that you're eager to learn more about the role.</li></ul>
<p>Interviewing is a skill. Whether in-person or online, it's important to prepare yourself before you step into the hot seat. </p>
<p><em>Want to put your virtual interview skills to the test by applying to one of the open roles at Relativity? You can view them </em><em><a href="https://powertofly.com/companies/relativity" target="_blank">here.</a></em></p>
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June 25, 2020
For Employers
How Leaders Can Support Their Black Employees
A five-step framework for addressing systematic racism at work
The world has changed in the past few weeks.
We're watching corporations and organizations across the world come out in support of Black lives in droves. Many of those organizations are doing so for the first time in their history.
<p>But supporting Black people goes beyond sharing a mission statement or putting out a press release. It requires dedicated, ongoing work and resources.</p><p>As leaders in the Diversity and Inclusion space, PowerToFly has been getting questions from business leaders on what else they can do. How can they make Black employees feel supported at work? What kind of analysis should they be doing on their own processes and policies to root out systematic racism they may be perpetuating? And how can they keep these conversations about race and racism going even after the media coverage has died down? </p><p>A few weeks ago, in my role as PowerToFly's Director of Global Diversity and Inclusion, I held a chat-and-learn two weeks ago focused on how individuals could be better allies to their Black colleagues and friends. (You can watch a recording of our conversation <a href="https://powertofly.com/career/live-chats/276535-being-an-ally-to-black-colleagues-and-peers" target="_blank">here</a> and read my summary of takeaways <a href="https://powertofly.com/career/webinars/277594-how-leaders-can-support-their-black-employees" target="_blank">here</a>.) Two weeks ago, I held another webinar, this time focused specifically on what leaders—whether CEOs, executives, HR managers, or frontline team leads—can do to support their Black employees. You can<a href="https://powertofly.com/career/webinars/277594-how-leaders-can-support-their-black-employees" target="_blank"> watch a replay</a> or read on for my summary of key points and advice on the subject. </p><p>A reminder: none of what's going on right now is a Black problem. This is an American problem and even a global problem. Black people cannot end systematic racism or white supremacy, and we need white Americans and other allies to work together to end it. We need everyone in the boat with us, rowing together, if we're to see any real change. I know that fighting for that change isn't always comfortable or easy, but it's vital that we do it. It's especially important that all of you leaders, who have seats at the table to change policy and be actively anti-racist in your organizations, do it. </p><p>Thank you for joining the fight.</p><h2>A five-step framework for addressing systematic racism at work</h2><p>Most of us were taught not to discuss race, politics, or religion at work. But times are different now, and ignoring how race and racism impact work is the wrong thing to do. It's vital to address racism in the workplace not just for your employees, but also for the general public, who are noticing which companies are speaking up for what's right and which companies aren't. It'll be increasingly important in the future for leaders to commit to this change as workers and consumers alike seek to align themselves with organizations that share their values. </p><p>To aid you as you start doing that work, here are five steps you can take to start addressing racism at the workplace.</p><h3>1. Get comfortable with having candid conversations about race.</h3><p>There's no such thing as being colorblind. Saying so is problematic. We can't address the things that need to be fixed if we don't see color. Start by acknowledging that there are certain groups of people who are treated differently or haven't had the same opportunities. Start by accepting that you don't have all (or even any) of the answers, but that you're committed to working towards them.</p><h3>2. Do regular, mandatory training on inclusivity, sensitivity, and other race-related topics.</h3><p>Most workplaces have certain courses that are required, at least for managers and leaders, like sexual harassment courses or compliance training. If you want to make it clear that race is important and that racism won't be tolerated at your workplace, you need to invest in mandatory inclusivity training.</p><p>It has to be more than just a check-the-box activity. Your approach can't be, "Oh, everybody took unconscious bias training, we're good to go."</p><p>Just like anything else in your business that you really care about, you'll need to devote money and time to actively dismantling systematic oppression. That looks like monthly or quarterly workshops, having a speaker series where you invite SMEs to take on diversity topics, and investing in a D&I leader or in a resource group and partnering with them to regularly train and educate your workforce.</p><h3>3. Address systemic issues in how you hire, pay, and promote employees.</h3><p>A Black Lives Matter press statement is necessary but not sufficient when it comes to addressing racism at your company. It's a great first step, but if you don't start addressing and making changes beyond the company values section of your website, it's all for naught.</p><p>Start by looking at your salaries. Is there equity in what you're paying Black employees compared to white employees? Don't assume that there is without taking the time to analyze the situation.</p><p>Do the same for employee promotion rates. Who is moving up into bigger management jobs—and who isn't?</p><p>Look at project allocation, too. Are the same people getting the same chances to appear and present in front of executives? Are your Black employees getting opportunities to work on stretch projects?</p><p>Once you understand where the inequities are in your business, address them. These issues have deep-rooted causes and won't go away overnight. You'll need to come up with an action plan and start working against it.</p><h3>4. Review your employee referral program.</h3><p>While employee referral programs can be great, they are often not the best way to attract diverse candidates. If you have a mostly male white workforce, then your employee referrals are going to reflect that. The majority of companies don't have diverse workforces, which warrants a closer look at how these programs are implemented.</p><p>Consider running specialized referral programs through employee resource groups for underrepresented minorities. If you have a Black or Latinx group, for instance, work with your HR or Recruiting teams to source referrals from those pools.</p><h3>5. Create executive sponsorship opportunities for Black employees.</h3><p>Sponsors can make or break a career path. They can fast-track someone to a leadership role, create opportunities, and give an employee cover to try something new. But if Black employees haven't had a chance to get in front of executives—if they aren't playing golf with them, going out to dinners and lunches with them, or working with them on high-priority projects—they won't get those benefits. Add an explicit diversity focus to current sponsorship initiatives, and if none exist, create them in partnership with ERGs.</p><h3>Tips and guidance to inform your approach</h3><p>In implementing the above five steps, you may find yourself feeling unsure or uncomfortable. That's natural, especially if discussing race is something you haven't done before. Remember that to do this work well, you need to be willing to listen and to learn. Below, I've provided answers to some community-sourced questions on how exactly to do that.</p><p><strong>How can I navigate a conversation with Black employees in a way that makes them feel supported?</strong></p><p>As business and HR leaders, you might be wired to be very solution-oriented and to want to fix things for your employees. But you can't immediately fix racism or fix an employee's experience with it at work.</p><p>When talking about race with employees, do not make it about you. If an employee is talking to you about what they're feeling or going through, you can say things like, "I'm so sorry you're going through that" or "I hate that you're feeling that way" or "I care about you." Do not say "I know what you're going through" if you don't. Do not apologize on behalf of the white race or in any other way make it about what you're feeling, whether that's guilt or frustration or anything else. Just listen.</p><p><strong>How can I—or should I—check on Black employees without disrupting their privacy?</strong></p><p>Keep in mind that Black people have been taught to assimilate and blend in as much as possible, especially at work. Being called out at work specifically for being Black is not going to be a comfortable thing for many people. Do not zero in on the one Black person on your team in a meeting, for instance, and ask them how they're doing with everything that's going on.</p><p>If you are going to do a check-in, do it in a one-on-one setting. Give your employee an opportunity to give you cues. Are they bringing up what's happening in the news? Are they sharing that they went to a protest? If not, maybe they don't want to talk about it.</p><p>If you decide to check in anyway, don't direct the conversation. Tell them that you're there to help if they want to talk and that you want to know how they're feeling. But if they don't want to engage, let it go. Remember, this is not about you and what you think you need to do to be a good or inclusive leader. This is about your Black employees and what they are feeling.</p><p><strong>How can I address colleagues who have implied or explicitly stated that they are not allies?</strong></p><p>Be conscious of your energy. There are policies to create at work. There are protests to attend in your neighborhood. There are kids to raise and jobs to do. Investing time in someone who does not care or opposes who you are or what you believe in is not good for you, so minimize those debates and focus on what you can change.</p><p>That being said, don't change your message to make people comfortable. Now is a time to take a stance. If your colleagues aren't willing to do that, it might be time to leave them behind. </p><p><strong>How can a primarily white team or organization support the Black community right now, especially if financial levers like expanding hiring aren't available?</strong></p><p>It's important to move towards creating a more equitable workplace and culture even if you don't have a Black employee on your team. It's the right thing to do. Remember that allyship is essential, and that white allies can have huge influence within organizations and communities. So start with the five steps above. If you have a budget beyond that, invest it in additional D&I training. Provide resources for doing anti-racist work in-house. Dedicate time every week in your team meeting to talk on topics relevant to the Black Lives Matter movement, whether that's defining what being an ally is, learning about systemic oppression, or brainstorming ways to get involved in your local community.</p><p><strong>How can I use levers to make sure my internal and external recruiting is as diverse as possible without being discriminatory?</strong></p><p>First of all, there's nothing discriminatory about asking for a diverse slate of candidates, whether you're asking an external recruiter or an internal team. You're not promising anyone a job based on their identity; you just want to make an effort to see a range of candidates. Hiring diversely doesn't happen by chance. You don't post a job and then just see a flood of resumes that perfectly represent all races and identities. That's called the "post and pray" approach and it's destined to fail.</p><p>If you're hiring internally, start by going to employee groups and encouraging group members to apply. Ask if they have anyone they'd recommend for the position. Make an effort to ensure that people know about open opportunities and what you're looking for.</p><p>If you have a recruiter or sourcer working with you, tell them that you want to look at a diverse pool of candidates.</p><h3>Going forward</h3><p>These are tough subjects to tackle and doing so will require sustained focus and resources. Thank you for doing this work. If there's anything we at PowerToFly can do to help as you continue down the path towards becoming an actively anti-racist organization, please feel free to reach out to me and my team at answers@powertofly.com!</p>
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July 03, 2020
popular
Looking for a Remote Job During COVID? 3 Talks to Watch
Women Founders & CEOs Share Their Tips
If you're anxious about looking for a new job right now, you're not alone. We've talked before about how you can land a job in the midst of COVID-19, but today we wanted to share advice from some of the experts who spoke at our inaugural Diversity Reboot Summit.
<p>Adda Birnir (CEO of Skillcrush), Reshma Saujani (Founder of Girls Who Code), Kristy Wallace (CEO of Ellevate Network), Natasha Green (Sr. Local Communities Manager at AnitaB.org Initiative) and Dee Poku-Spalding (Founder and CEO of WIE) covered up-skilling, bravery, and networking in a remote world.</p><p>Watch their talks below, and don't forget to check out the <a href="https://powertofly.com/jobs/?location=Remote" target="_blank">hundreds of remote jobs available on PowerToFly</a> (you can get remote jobs sent to your inbox weekly by signing up <a href="https://powertofly.com/jobs/subscription?utm_source=maropost&utm_medium=email&utm_campaign=TalentNewsletter090119" target="_blank">here</a>.) </p>
<p><br/></p><p>----</p><p>Good luck in your search and let us know how else we can support you in the comments below.</p>
If you're struggling with perfectionism:
<span style="display:block;position:relative;padding-top:56.25%;" class="rm-shortcode" data-rm-shortcode-id="824ce73e30a279a266a5dd91047dd6f5"><iframe lazy-loadable="true" src="https://www.youtube.com/embed/y58Luzbv_vw?rel=0" width="100%" height="auto" frameborder="0" scrolling="no" style="position:absolute;top:0;left:0;width:100%;height:100%;"></iframe></span><p><em>Reshma Saujani is the Founder and CEO of Girls Who Code, the international nonprofit organization working to close the gender gap in technology and change the image of what a computer programmer looks like and does. Since her viral TED Talk, "Teach Girls Bravery, Not Perfection" resonated worldwide, Reshma has been on a mission to inspire women to leave socially-ingrained perfectionism behind and rewire themselves for braver, bolder lives. Reshma talked with Zeryn Sarpangal, Chief Financial and People Officer, Code For America, about how women can work to be brave, not perfect, as they look for new opportunities. </em></p>If you're looking to pivot into tech (and land a remote job):
<span style="display:block;position:relative;padding-top:56.25%;" class="rm-shortcode" data-rm-shortcode-id="80353e84513d2d043db309aaa94d457a"><iframe lazy-loadable="true" src="https://www.youtube.com/embed/ZaPMxG_5C40?rel=0" width="100%" height="auto" frameborder="0" scrolling="no" style="position:absolute;top:0;left:0;width:100%;height:100%;"></iframe></span><p><em>Adda Birnir, CEO of Skillcrush, shares her tips for getting the skills you need to land a remote job, even if you don't have a tech background. Skillcrush is an online tech-education company that helps their women make a career change into tech. </em></p>If you need an inside connection:
<span style="display:block;position:relative;padding-top:56.25%;" class="rm-shortcode" data-rm-shortcode-id="e38baadbe67361bff0eb4b95a5d2ade3"><iframe lazy-loadable="true" src="https://www.youtube.com/embed/gjK8kjosZe8?rel=0" width="100%" height="auto" frameborder="0" scrolling="no" style="position:absolute;top:0;left:0;width:100%;height:100%;"></iframe></span><p><em>How will we connect with others professionally as social distancing continues? During this session, Kristy Wallace, CEO of Ellevate Network; Natasha Green, Sr. Local Communities Manager at AnitaB.org Initiative; and Dee Poku-Spalding, Founder and CEO of WIE (Women: Inspiration and Enterprise) share their expert networking advice with Organized SHIFT CEO Landi Spearman.</em></p>
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July 02, 2020
For Employers
How Your Company Can Fight Racism— Inside & Outside the Workplace
Since the brutal murder of George Floyd, the demand to take a strong stance against racism has swept the nation.
<p>However, while some companies have made statements to show up as an anti-racist company, or have put measures in place to better support Black staff and provide better messaging to their customer base, other companies have done nothing. If you work for a company that has been mostly silent, or has been vocal but has failed to accompany words with actions, how do you encourage your company to be better advocates for the Black community? How can you fight racism in the workplace?</p><p>Bring your concerns about the lack of messaging and action to the head of your Diversity and Inclusion department or HR department. If you work for a smaller company, go directly to the executive team, and encourage them to take any of the following steps:</p><h3>Encourage them to get a message out</h3><p>Company leaders must be challenged if they have yet to release a statement regarding their stance on the movement. Perhaps they <a href="https://medium.com/equality-includes-you/what-your-black-employees-customers-need-to-hear-439e69a26c9f" target="_blank">couldn't find the right words</a> or worry about offending their customer base, but the longer time goes on, the more uncomfortable it becomes. Ignoring systemic racism when it is everywhere is like ignoring an 18-inch infected gash on your leg. Employees notice. Customers notice. The gash will not heal on its own. Hard work and expertise is needed to heal both the physical wound and the emotional wound the country is experiencing.</p><p>Let your executive team know that not only is their inaction sending a message to the staff—particularly to their Black employees who do not feel valued at their organization—but also it sends the message to consumers that they just don't care. Mention that consumers are making buying decisions based on messaging about the Black Lives Matter movement; by staying silent, they are opening the company up for public pushback that can affect their bottom line. </p><h3>Suggest a company-wide implicit bias training workshop</h3><p>All forms of racism, whether it's <a href="https://blog.powertofly.com/how-to-handle-microaggressions-at-work-2641089900.html" target="_blank">microaggressions</a> or overt violent racism, start with bias. And no matter how hard we all try, we all have implicit biases that were embedded in us by our upbringing, inequitable education systems, media, and more. When we are able to check our bias at the door, we can make a true difference in how we treat our coworkers, our vendors, and our clients.</p><p>While diversity and inclusion training company-wide is important, having a session exclusively on implicit bias will help the team work through some of their own biases and give them steps on how to correct those issues. This should be done with a trainer who creates a safe environment to explore our biases without shame and the tools to be better.</p><h3>Suggest ways to support the Black community as an organization</h3><p>If philanthropy is a core value of your company, you can suggest a <a href="https://nymag.com/strategist/article/where-to-donate-for-black-lives-matter.html" target="_blank">list of organizations</a> that your company can donate to that works to bring equitable solutions to the Black community. </p><p>However, not all companies, especially during COVID-19, are in a position to donate money. You can suggest that instead of a donation, your company utilizes Black-owned businesses as vendors. You can also work with the marketing department to share Black-owned businesses in your company's industry that could use more support. </p><h3>See who's at the table</h3><p>We all know the importance of ensuring that a company's staff is diverse, but this is also very important when it comes to the leadership team. If your leadership team is not diverse, ask if steps are being taken to correct that.</p><p>Is your board lacking in diversity? You can suggest a few Black or BIPOC leaders that may be a good fit to join your board. </p><p>Does your company host virtual events? Check to see if the speakers your company hosts are diverse, and if not, make suggestions of great speakers that could contribute to your organization's needs. For your research, you can do a search on LinkedIn or in Black associations for your industry. </p><h3>Foster a company culture of empathy</h3><p>As a Black woman, I can tell you that showing up at work with the internal and external pressure to be happy and positive is a heavy burden to carry. If you have not checked on your Black coworkers since the horrific events during Memorial Day weekend, they can still use more support. Each week there is a new story of another killing or a public display of racism; when you witness something like that, it's hard to show up as your whole self. For example, just 30 miles from my home a few weeks ago, someone put up a massive "Make America White Again" sign and placed it in the middle of the town square. Trying to keep focused when I am terrified of whether I am safe in my own city is an impossible ask.</p><p>Let your Black coworkers know that you are there for them, and ask what they need for support. If you are a manager and your Black direct reports haven't taken any time off, encourage them to use some time. Being a key player in fostering an empathetic work environment makes people feel seen and valued. </p><p>While Black people are dealing with this the hardest, it's a difficult time for us all. We can all use a little more flexibility where we can get it, and some grace can go a long way as we work together to fight white supremacy and heal. </p><p><br/><br/></p>
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