I Got Pride

Happy Pride Month!

June is such an important month for me due to various birthdays that grace this month. But it's also important to me as a queer-identifying, cis female.

Unlike Black History Month or Juneteenth, many times my pride for being a member of the LGBTQ+ community is not so easily seen, I am not able to wear my membership on my shoulders. I am in a cookie cutter, heteronormative family unit, for example.

It's important to remember this everyday and especially at work. Being a member of any group should give you pride. You belong. But that also means you don't belong in other groups, ERGs, social norms. And it also means you may sometimes feel you have to prove yourself to your own group that you belong.

I've felt this way many times and I understand the frustration. It's the same frustration that darker-skinned Black Americans may feel when they encounter a person who "passes," someone with fairer skin complexion.

The work that the diversity, equity, inclusion and belonging (DEIB) professionals do is so very special and so very needed for this reason. We should share in our pride of being gay, queer, trans, nonbinary, and everything in between. And we should allow others others that space as well without infringing on their rights or safety.

Happy Pride Month to all of my fellow community members and to my advocates as well.

Classifying Independent Contractors

I've been thinking a lot about the role of human resources as it pertains to the gig economy and independent contractors (ICs).

In previous roles, ICs were hired and managed by the department who needed the extra hands, sometimes without telling HR about the new hire until after the contract was signed. I thought that although putting the responsibility in the hands of managers meant less work for HR in the present sense, it could end up being more of a burden to HR in the long run if there were issues with the hire such as misclassification under the IRS guidelines for determining what makes a worker an IC or employee.

In October 2022, the Department of Labor (DOL) proposed an update to the rules for classifying ICs. Under the new rule, those working in the gig economy would be newly labeled as an employee, thus gaining employment rights but losing flexibility in their work. Even if this rule does not pass, it still continues the conversation of what impact ICs may have on a company's culture. Even if these workers are not employees, they still become part of the team for however long the project lasts and even longer if they decide to stay for more projects. Plus some workers in the gig economy make up a significant amount of all workers for companies such as Uber and Lyft. This article talks more about that here: https://lnkd.in/gxrkuEWF

In saying this, I hope that the industry leaders in human resources are discussing how the people department will hire and manage ICs; as more and more folks are venturing into working for themselves and gaining work through contracting. With so many employment laws to navigate through, I see HR playing a bigger role in managing this contingent workforce.

Ban on Diversity Hiring

Written in response to: https://www.shrm.org/ResourcesAndTools/legal-and-compliance/state-and-local-updates/Pages/texas-bans-diversity-hiring.aspx

What a lovely thing to read in a recent newsletter from the Society of Human Resources during Black History Month. Or in any month, for that matter.

Texas Governor Greg Abbott sent out a memo to certain businesses to halt DE&I (diversity, equity and inclusion initiatives), claiming that the initiatives "violate federal and state anti-discrimination laws, and hiring cannot be based on factors other than merit."

Other than merit.

It's those microagressions swinging back up like an allergy dust storm of hate. When people, especially those in power, talk about how we need to hire through merit alone, they say so with a belief that all people are on fair playing ground, regardless of race, class, sexual orientation or gender. In fact, these are the same folks who claim they don't see such barriers, that they don't see color, for instance.

As this article touches on, DE&I and affirmative action are not the same. DE&I policies are not in place to give marginalized groups in the workforce a leg up or opportunity where they otherwise may not be able or allowed to have. DE&I policies tackle inclusive behavior and a collaborative mindset that studies have shown increases productivity due to lower groupthink, diverse thought, and growing staff to customer reflection.

Yet this is not the first time we've seen DE&I seen as a threat to white men, as the article explains. As the cycle goes, there will be another killing of an unarmed Black person, then protests in the streets, maybe another blackout on Instagram "in solidarity," and then more legislature passed to make sure we know that power has not been relinquished after all. Thanks for being so predictable, Texas.

A Dream Deferred

"What happens to a dream deferred?"

I've been thinking a lot about the answer to that question and realized Martin Luther King, Jr did the same, so how fitting it is to read about the impact this question had on him during the celebration of his life. The question comes from Langston Hughes' poem named "Harlem," written after the Harlem renaissance of the 1920s and just before the Civil Rights Movement was gaining traction.

My goal for 2023 centers on getting out of the financial shackles of debt and finding my niche in my career. This led me to Reddit threads of the financial independence retire early (FIRE) movement that usually finds a person to staying in a stressful, joyless position because their high pay will help them enter into retirement before they're 40 years old. I read these threads to find practical ways to save and curb my spending.

However, this FIRE movement has been so surreal to me. Why spend 10-15 years hating a job or industry? Why not find something you love so you're not dying to jump into retirement as though it was a cold shower you need to wash the stench of stress and unfulfilled dreams from?

When I was younger, I dreamt of becoming a well-known cartoonist like Charles Schulz. I looked at going to his college in California to follow in his footsteps. With animation turning to computers, I'm glad that dream didn't come true. But I didn't stop dreaming.

I understand that it's a privilege to be away to walk away from a job one despises. To be able to hand in your resignation when your values no longer align with the company's. But I dream that work culture will evolve to make people more passionate about what they do instead of sluggishly put on the suit and makeup while counting the days to retirement.

And the answer may not be to find a company that brings out the passion in one's work. It may be starting a project or business or empire that makes one thrilled to get up everyday.

However a dream is lived, I want it to see it explode in energy and excitement, to bring fire to the lives of the individual and the community that dream serves. The alternative would be to defer a dream, hoping it'll be worth it in order to retire early to then make that dream come true. But as King has shown, a dream may not come true in one's lifetime.

Hating HR

A conversation over brunch this weekend, paired with my yearly reflection of career goals, sent me down a wormhole of search engine results for an explanation behind why people love to hate HR.

During brunch, I was introduced to a friend of a friend. We had a great time talking about Black love, food, traveling and living the city life.

And then the dreaded question was asked: "So what do you do for work?"

Begrudgingly, I quickly said that I work in human resources, hoping that we could move onto the next topic swiftly.

But nope. Without a beat, the friend started her next statement with "you know why I hate HR?" and proceeded to tell me about an incident when the HR specialist in her last company wronged her.

I love my job, I love working in human resources. I chose to transition into HR from being in operations/general management only a few years ago so I didn't just stumble into this profession. I liked that I could still work with people and be part of strategic goal-setting while also being the voice of employee concerns.

Unfortunately, taking a leap into HR also meant that I would be the listening board, the verbal punching bag, to someone's rant about how HR staff are incompetent, untrustworthy and only supportive of the company's best interest; usually proven with stories from their personal experience(s) with HR.

What I like about this article from The Shortlister is that it explains the sentiments toward the HR department while also sharing that this hatred may be unfounded, or at least unfair. And in the end, it sums up how I wish people viewed HR:

"A bad company produces lousy HR" (Shortlister).

Toxic work culture breeds a toxic HR department. Yes, there are incompetent HR professionals out there. Yes, there are HR staff members making sure to cover their own behind over their coworker's. Yes, HR is concerned with acting within the interest of the employer.

And unfortunately, this can be said about almost any department or function out there, if the work culture produces the kind of behavior that pins coworkers against one another and places profits over employee development and engagement.

My career goals have been to find ways to bring value to the lives that I touch. How do I listen better? How do I show up? How do I fight for what's right?

I begrudgingly told that friend that I work in HR because unfortunately I knew that many people hate HR and loves to tell me just how much. It's emotionally draining to hear your profession being put down and stamped on by someone who you've just met. To know that if you defend your profession, you're only adding to the fire of their perception. But this hatred also makes me want to work harder to become a great HR leader, a compassionate coworker and a driver of change.

Credit: https://www.myshortlister.com/insights/why-do-we-hate-hr

Recruiting Women

I am nearing the end of my employment at The Pittsburgh Foundation since I am moving back to Chicago in October. As such, I've been on the job hunt for my next human resources role while making sure I pay close attention to the benefits, perks, and pay that is offered for the position.

What is troubling me during this search is a well-known statistic stating that women will only apply to jobs where they are 100% qualified, whereas men will apply if they are only 60% qualified. As a result, I wondered what gets women to send in their application for a certain job and what companies can do to attract more female applicants. According to a Gallup poll, women differed from men in three different categories as to what they valued most from the next job: diversity, work-life balance and having the ability to do what they do best (I'm looking at you, micromanagers).

Is there a correlation between job descriptions, careers web pages and the interview process and how women are recruited and apply for jobs? During my search, I've visited a lot of careers and about pages to find more information on a company's culture, leadership team, and staff. I've been met with many videos of what the state-of-the-art office looks like and with employee appreciation day photos. Sometimes I would see volunteer day photos and a video of a woman in color speaking about her experience at the organization. Too bad that woman is usually in a staff/admin role that suggests she was a diversity hire and may never see a c-suite position in her career since the same leadership page is cluttered with white males.

I can relate to the study done by Gallup. I am entering a new chapter in my career. I just finished my graduate degree in Human Resources Management from Temple University, I am currently studying for my SHRM-CP exam, and I'm looking forward to starting a family with my partner in Chicago, moving again to the Midwest that I thought I left behind. I care deeply about being valued while not being overworked. It matters that while in an admin role such as HR, I will be given space to share my ideas on company and HR strategies. I want my 401K, FSA and raises/promotions and I want the chance to develop. I want to be mentored while allowing space for self-management and the ability to create my own career path in the company.

To attract and retain women, companies should ask their female employees what they value in their job and in their company. From there, you'll know what women-friendly perks and benefits to advertise on the job description and careers page. Promote from within, making sure that the leadership team reflects the staff, while making sure to pay fairly. And once that woman is in her new position, let her do what she does best: her job.

Credit: https://www.gallup.com/workplace/390275/recruiting-women-takes-more-than-competitive-pay.aspx?utm_source=linkedinbutton&utm_medium=linkedin&utm_campaign=sharing

Feliz Hispanic Heritage Month

Today marks the first day of Hispanic Heritage Month. From September 15 to October 15, there have been multiple dates of significance that helps explain why this national month of observance is split between two months.

In September 1810, Father Hidalgo called for Mexican independence from Spain.

On September 16 and 18, Mexico and Chile commemorates their day of independence each year.

October 12, Día de la Raza (Race Day) celebrates those of indigenous and Spanish heritage.

After reading more about this celebratory month, I couldn't help see the correlation between this and the recent death of Queen Elizabeth II. I wish that an event focused around a British monarch wouldn't overshadow this already special time, but commonalities do exist.

Upon the death of the queen, many around the world saw this as a time to reflect on British colonialism, which included Jamaica and Barbados, India, Ghana and South Africa. White reign on BIPOC nations meant that, to say the least, traditions and a peoples' heritage were lost due to slavery, genocide and other acts of violence. Unfortunately, the effects of colonialism is still felt today.

That's why it's so important to celebrate one's heritage. To learn one's history. To own one's identity. So to all, I wish you a wonderful Hispanic Heritage Month. Long live our freedom.

Credit and More Reading:

https://time.com/6212772/queen-elizabeth-ii-colonialism-legacy/

https://www.nationalgeographic.com/culture/article/mexico-independence-day-confusion-cinco-de-mayo

https://salud-america.org/how-hispanic-heritage-month-became-a-thing/

Capital in the Communities

If you had asked me to define a community foundation two years ago, I would’ve asked you “what’s a community foundation?”

After working with The Pittsburgh Foundation, I have a way stronger idea of the impact a community or other foundation has on the people, estates, and entities they serve.

Now that I am on a quest to find a new position in human resources due to my re-move to Chicago, I’ve begun thinking about the type of company that best suits my needs and interests. In the past, I’ve been drawn to startups and small businesses since I have an entrepreneurial mindset and want to feel like my voice and ideas matter. I also love nonprofits since I admire the impactful work they accomplish. But there are certain areas that these companies are lacking.

Though the lack of structure in startups and small companies/nonprofits leave more room for entrepreneurial contributors to do their thing, it also means there may be less career development, learning opportunities, and compensation. I just received my master’s degree in human resources management, but I’m eager to continue my learning journey and earn my HRCI and/or SHRM certifications and continue to learn from speakers at conferences.

So I’ve looked into ways the community foundation model can be applied to medium and large enterprises and, indirectly, to my career. What I discovered was that angel investors, venture capital firms, and other philanthropic entities, such as charities, followed this same model, with some differences to be imagined. But each have their own strengths and weaknesses.

Hence, this is my long-winded way of me saying that this article by Harvard Business Review is a worthwhile read to understand the differences between foundations and VC firms.

Credit: https://hbr.org/1997/03/virtuous-capital-what-foundations-can-learn-from-venture-capitalists

The Handshake

When covid-19 welcomed itself into our lives, many things changed and we found ourselves searching for ways to adapt to the new normal. One of the first things to go was physical contact; especially with strangers. What we saw were innovative ways to greet one another to replace the handshake, the fist bump and the hug. Interestingly, these greetings were a topic of discussion among HR professionals well before the pandemic started.

Obviously, hugs were seen as inappropriate between coworkers since it could be portrayed as sexual harassment or, at the very least, as being unprofessional. The fist bump is normally not used in the corporate world but, rather, in the hallways of dormitories. However, the handshake is the traditional greeting among professionals; yet, it has come across a bit of controversy through the years. Because of this, maybe this is the time to end this tradition for good.

An old saying goes that if it isn’t broke, then don’t fix it. Because of this, some may argue that just because we’re temporarily advised by the World Health Organization, WHO, to cease shaking hands with one another, doesn’t mean we should stop permanently. But maybe those who believe that don’t realize the cons of joining sweaty palms together. Yet wet hands are just one of the downsides to the shake. Listed are the top reasons handshakes should be avoided:

• Some use the handshake as a way to showcase their dominance. You may be going in for a friendly shake, only to be met by a vice grip that leaves your fingers aching afterwards.

• Handshaking is used to judge character. A limp hand tells the receiver that the other is a weak person; a strong handshake is quite the opposite. However, a person’s character should be determined by the actions they make, not by their hand gesture.

• To continue with the previous point, women have found added pressure to deliver a strong handshake; especially in the workplace where we’re still trying to prove to the opposite sex that we belong there. This may also be the case for persons with a disability, especially for those with a physical disability.

• To continue with the sweaty palms mentioned before, handshakes are sometimes met with unfavorable conditions. Besides shaking hands with a sweater, receivers may also find themselves in a handshake with someone I like to call a “caresser,” or someone who uses their second hand to envelope the receiver’s hand and possibly then stroking that hand up and down gently in a petting motion. Very creepy.

• Yet the biggest reason to end all handshakes is for the same reason why WHO and the Center for Disease Control, CDC, has advised us to hold off on giving them due to covid-19: hygiene. The CDC said, based on a study, that only 31% of men and 65% of women wash their hands after visiting a public restroom. One, gross. And two, I wonder if those numbers are even lower in familiar restrooms, like at home or in the office.

That being said, proposing to end all handshakes may help prevent more than just the spread of contagious diseases and viruses, it can also level the playing field at work. Candidates won't have to place such emphasis on their handshake in hopes of acing the interview, receivers won’t feel violated after a handshake from a “caresser” and coworker, and women won’t feel pressured to show off the strength of their hand muscles to the boss. I think a friendly hand wave can go a long way.

Reference

Handwashing: A Corporate Activity. (n.d.). Centers for Disease Control and Prevention. Retrieved on January 8, 2022 from https://www.cdc.gov/handwashing/pdf/hwcorporate.pdf

Finding the Why

Purpose. It’s the reason we keep going and one of the hardest things to place into words. You’ll hear things like passion, journey, motivation, and drive. Whatever you call it, purpose is the why behind what you do in life. In fact, knowing your why can be the first step in finding your what.

As said in my first post, I spent over ten years in the hospitality and food & beverage industry. After I left my last hotel job, I really wanted to figure out my next moves. I was in a new city, had just experienced a break-up, and I was unhappy. What kept me in the industry was no longer a good enough reason to stay. My anxiety was doubled, I had lost a lot of weight (partially due to being vegan), and I just wanted to find my purpose.

I went back to the drawing board and focused on my two passions: health and wealth. I had realized early on, growing up in lower/working class and not having access to healthcare past the age of 24, that a fulfilling life starts with a roof over your head and food at the table. So I listed all of the careers that I thought I wanted to do or had some experience in and set out to find a new career from there.

I won’t bore you with the details with that process, but I will say is that I managed to focus more on the health and wellness side. I ended up working for a chiropractor,’s office a new age wellness center, and a massage therapy clinic. I was even enrolled in massage therapy school! And then the pandemic hit and I was out on the curb. I knew this was not the time to start a career touching people, so I needed to pivot once more.

Luckily ,I had a friend who needed a little help with remote work freelancing, so I was underemployed while I decided on next moves. I began to ask, how can I use my love for health and finance to better the world? But the question wasn’t how, it was why? Why do I use my love for health and finance to better the world?

The summer of 2020 was a time of protests, political shifts in power, and the DEI Movement; as I like to call it. Although I’ve been very angry with how people are acting like the need for change is this new phenomenon, I have to admit that the many initiatives I see within the DEI Movement are what carries me to try everyday to succeed.

My why is that physical/mental and financial health brings about social and economical equity and equality. And as a Black, queer, poor girl, it’s something I always strive to have. It is something I want all of us to have.

Knowing my why has led me to human resources. As a business student, I dreamed of providing jobs and opportunity for my community as an entrepreneur. But it dawned on me that as a HR consultant, a recruiter, a career coach, I could help many more find their own career and learn the skills to earn a promotion or raise. And I could play a part in offering better benefits that appeal to a diverse group of people; benefits like mental health co-pays, meditation and stress management, and family leave.

So what is your why? Knowing why your heart is in something, why you strive to be your best, can help you determine what you want to do as a career.

It Starts With Financial Literacy

You’ve just looked at your bank statement and you wonder why you always seem to run out of cash before your next paycheck hits your account. Yes, you have some expenses that only seems to grow year after year, but shouldn’t your income be increasing as well?

Maybe you start looking at higher paying jobs at this point, or find ways to show interest in a promotion at your current job. But before you start brushing off the ol’ resume, I’d recommend you start your journey to higher pay by first taking a look at your full financial picture.

Knowing where you stand financially helps you plan next steps in many ways. If you need to take a course in order to demand more money, you’ll need to know if you can afford it. And seeing how much additional cash you need each month to save towards vacations, larger purchases, and retirement is more easily done with developing a budget.

We live in a society where the now is boring and thinking about the future let’s us live our reasonable to wildest fantasies. Creating a budget allows you, however, to have an accurate view on your present money picture, which allows you to realistically plan for the future.

Budgeting Tips

Having the right budgeting tools is the first step towards financial literacy. I’m sure you’ve heard this be said, but it really doesn’t matter which tool you choose, as long as it’s the one you stick with. I personally love a color-coded spreadsheet, but there are budgeting templates you can download, apps to use on your phone or tablet, or you can bring it ol’ school and use paper and pencil. Hell, you can even draw it on sketch paper and accompany it with doodles that make your heart sing.

Once you know what works for you, start looking at all of your accounts, your expenses, your pay stubs, and subscriptions to add to your budget. What are the total monthly expenses? What is your total monthly income? If you’re at a net (+), congratulations! You can buy yourself a savings account and stick that leftover money in there until you realize your savings goal(s). If you’re at a loss (-), take a deep breath and curb your spending as you find ways to save money (I’m looking at you, Amazon subscription), increase your pay, or both.

How This Helps With Your Career

There is a miraculous thing that starts to happen; which is the same when you start making lists as well. You start getting more detailed in your plan. What budgeting does is force you to work backwards with your financial needs and career goals.

I’ve been budgeting since I was a preteen. I would take my allowance money, before I had a bank account, and use the cash method of saving/budgeting by separating the cash into envelopes that had savings goals associated with them. One would be for new shoes, another would be for eating out with my homies, and so on. Now my goals are bigger.

I am 35 years old and the thought of retirement has finally invaded my brain. I am a homeowner as well, and I will be renovating certain parts of the house so that I can then rent it out for passive income. I also plan on working solely for myself within five years and I’ve racked up student loan debt in order to get there. Hence, I have a color-coded spreadsheet.

So, you see, creating that budget helped me find passive income sources, develop a plan to working for myself, and make sure I could afford going back to school. And, if I follow these financial goals, then retirement at 70 looks doable to me.

And before I go on, I want to comment on the retirement age I’ve established for myself. I know a lot of these blogs talk about retiring at age 45, but I actually enjoy working. And with the goal to work for myself, following my passions, age 70 seems like a duh to me. And this does not mean I’d necessarily be working 40 hour work weeks until that age. So when you’re planning for retirement, it’s great to have a vision board created and within easy access so you know what’s realistic and desirable for you.

Budgeting is a necessary habit one must make to get to financial freedom and to accomplish career goals. I’ve always advocated for financial literacy to be taught in high schools and would love to see employers create perks surrounding financial literacy in their total rewards package. But, until that day comes, I’d advise you to seek out the resources found in your local neighborhood. From debt counseling services to budgeting workshops at your credit union, there are ways to seek help if this all sounds so overwhelming for you.

A Little More About Me.

First off, I would like to take this time to thank you for visiting my site! I hope you find nuggets of wisdom as I define what matters to me in HR. My background is discussed in this post, followed by goals and interests of mine. So please, enjoy!

After spending over ten years in the hospitality and food & beverage industry, I decided to go back to school for Human Resources Management. I wanted to combine my experience working in general management and operations, with the knowledge received from a graduate program, to work with individuals, small companies, and startups to connect people with their passions.

I know, sounds cliché. But I am a true believer in us all living a relatively short life. So, do what you love AND what matches your strengths! I have discovered years ago that my two passions are health and wealth. For the past decade now, I was struggling trying to find a way to combine those two passions. I looked into a career in the industries of wellness, banking, healthcare, and real estate. But I realized that it wasn't the industry that made me feel unfulfilled, it was the function.

When I say that “aha” moment finally happened to me, I mean I felt like a career coconut was violently knocked on my head! That moment told me to get out of general operations and focus on People Operations. A career in human resources combines not only BOTH of my passions, but also my values, skill sets, and personality traits.

With this in mind, my goal is to be an HR advocate, facilitator, coach, and consultant to help others with recruitment, training & development, employee/er branding, and, of course, C&B management. For isn't compensation & benefits the epitome of health and wealth combined?

However, life is more than just work. Besides staying active by riding my bicycle and doing some urban hiking, I also love indoor and outdoor plant care/gardening, yoga, therapy, thrift store shopping, camping, petting random animals and listening to drama podcasts. In one word, I would consider myself a [modern] hippie.

This is important to share because although the idea of human resources is centered around work and the workplace, we must also begin to see employees/ers for their whole selves.

Please join me as I define HR, and how it relates to ourselves and to our connections. TAYLOR BY TRADE is based on the idea of connecting each other’s strengths and knowledge; of trading resources, not restrictions. For human resources is more than employee law and compliance. It’s also diversity, growth, change, design, and work.