daniela (dani) herrera

Kay & Partners, Talent Management

🟣 Led DEI training sessions and workshops for HR Teams, ERGs, and leaders, enhancing inclusive leadership and workplace culture. 

🟣 Designed DEI strategies, programming, internal comms, and ERG management frameworks, aligning with organizational goals to foster inclusion.

🟣 Audited recruitment, onboarding, HR, promotion, pay, and leadership practices, addressing gaps in accessibility and equity.

🟣 Used data analysis of recruitment metrics, offboarding trends, and culture surveys to create equitable systems, processes, and policies that drive measurable impact.

🟣 Redesigned recruiting, hiring, and onboarding processes to prioritize equity, resulting in improved candidate satisfaction, diverse pipelines, and streamlined HR operations.

🟣 Trained AI models to identify bias and stereotypes, ensuring ethical outcomes in machine learning systems.

🟣 Facilitated Leadership Training Programs enhancing participants' skills and performance.

🟣 Provided L&D support by updating training curricula, designing training materials, developing interactive training exercises, and refining program structures to enhance learning outcomes.

🟣 Developed inclusive recruitment training programs, increasing outreach effectiveness.

🟣 Collaborated on brand partnerships to amplify thought leadership.

🟣 Provided 1:1 and group coaching to talent and leaders, empowering career advancement. 


SELECTED CLIENTS

Grammarly, Fiverr, Mindbody + ClassPass, Clever, Mythical, Velir, Seramount, EAB, The One Club, The Martin Agency, Pearson Languages, Beckman Coulter, and more.


READY TO COLLABORATE?

📩 DM me to discuss how we can work together!

Talent and DEI Consultant, Speaker, Facilitator & Trainer

Want To Work There

🟣 Facilitated leadership training sessions for junior, mid-level, senior, and executive leaders, guiding them through cohort-based learning experiences that foster growth, self-awareness, and leadership development. Recognized for facilitation excellence, leading to an expanded role in program development.

🟣 Provided strategic operations consulting and independently managed client relationships, overseeing a full-scale program redesign for a key client with complete trust and autonomy from the CEO. Conducted research, redefined program materials, and ensured seamless program execution.

🟣 Led training program development and curriculum redesign, updating training materials, restructuring exercises, and optimizing program flow to enhance learning outcomes. 

🟣 Led interactive discussions and exercises to encourage peer learning, reinforce leadership competencies, and ensure meaningful participant engagement.

🟣 Adapted facilitation techniques to different leadership levels, ensuring an inclusive and psychologically safe environment that supports diverse learning styles.

🟣 Monitored participant progress and engagement trends, providing feedback to program sponsors to optimize session effectiveness and improve learning outcomes.

🟣 Ensured smooth program operations by coordinating logistics, refining materials, and maintaining program quality, contributing to the overall success and impact of the leadership program.


SELECTED CLIENTS: 
e.l.f. beauty, Rescue Agency, Pampered Chef, and Crossmedia.

Management Training Facilitator

R/GA

🟣 Designed and executed a multi-year DEI and Talent Ops strategic plan to build a diverse, equitable, and accessible workplace, aligning with global and regional business goals.

🟣 Revamped all global Talent Acquisition processes, designing, creating, and executing a comprehensive new strategy at a global scale to embed accessibility, equity, and inclusion into every aspect of hiring.

🟣 Developed and implemented three ongoing training programs to operationalize the new strategy: an “Equitable Hiring” program for recruiters, a tailored training for hiring managers, and a company-wide program for 2,000+ employees.

🟣 Led global inclusion, equity, and accessibility initiatives and strategies with multicultural expertise, ensuring alignment with regional and global needs.

🟣 Created data-driven DEI strategies by analyzing recruitment metrics, employee data, and internal processes, driving impactful organizational changes.

🟣 Directed global DEI and Recruitment Operations initiatives, leading strategy, system optimization, and partnerships to drive equitable talent acquisition practices across all regions.

🟣 Identified and addressed systemic biases within legacy processes and policies, implementing practical solutions to improve equity and accountability.

🟣 Moderated training sessions on anti-racism, inclusive language, and accessibility, equipping employees with actionable tools to create more inclusive workplaces.

🟣 Selected, audited, and implemented new HR technologies while designing and rolling out global processes and systems to ensure seamless adoption and maximize the impact of these tools.

🟣 Collaborated across departments, including HR, Legal, Finance, and Executive Leadership, to operationalize new systems that elevated organizational ED&I awareness and commitment.

🟣 Managed, mentored, and coached a team of Operations Professionals, fostering their growth and enhancing team performance.

Director of Recruitment Operations & DEI 

🟣 Planned and executed DEI global and regional programs, events, training sessions, and initiatives, managing operations, logistics, budget planning, and communication strategies to maximize engagement and impact.

🟣 Provided cultural, intersectional, and linguistic counsel to support client work and ED&I strategies, ensuring inclusive representation and impactful outcomes.

🟣 Led resource and budget planning to ensure efficient allocation and sustainability of ERG initiatives.

🟣 Directed subcommittees, volunteers, partners, and vendors, providing oversight and fostering collaboration to achieve strategic goals.

🟣 Created and nurtured safe spaces for community building and personal development, empowering members and allies to connect and grow.

🟣 Advised on membership growth, retention, and engagement strategies, driving the health and sustainability of the ERG community.

🟣 Offered ongoing coaching and guidance to ERG leaders, leadership teams, client teams, and talent teams, enhancing alignment and capacity-building efforts.

🟣 Operationalized strategic initiatives and managed external partnerships to strengthen the ERG’s influence and resources.

🟣 Facilitated training and educational sessions on anti-racism, Latinidad, and inclusive language, fostering cultural competence and awareness.

Hispanic/Latine Heritage ERG Chair

🟣 Built a global sourcing platform featuring 1,000+ diversity recruiting sources and strategies, empowering recruiters and hiring managers to attract underrepresented talent.

🟣 Consulted across departments, including HR, Finance, Legal, Culture, and Executive Leadership, to operationalize initiatives that elevated ED&I awareness and commitment.

🟣 Designed and implemented DEI-focused hiring programs, embedding equity and inclusion into recruitment strategies at all stages.

🟣 Served as a trusted advisor to Talent Leadership, Culture & Operations, and Global Leadership, providing subject matter expertise on inclusive hiring and workforce strategies.

🟣 Operationalized ED&I talent attraction initiatives and managed external partnerships to enhance the impact and reach of recruitment efforts.

🟣 Developed data-driven ED&I hiring plans, using recruitment metrics to inform strategies that increased diversity in technology hiring.

🟣 Facilitated internal training sessions on diversity hiring, gender equality in technology, and inclusive hiring practices, fostering a culture of belonging.

🟣 Directed global talent acquisition strategies for R/GA Technology, aligning recruitment goals with organizational priorities.

🟣 Managed, mentored, and coached a team of Global Technology Recruiters, supporting their professional growth and enhancing team performance.

🟣 Planned and executed employer branding strategies, technology hiring events, and conferences, including initiatives focused on women in technology and LGBTQIA+ talent.

🟣 Designed a global technology newsletter that reached over 2,000 employees, enhancing internal communication and engagement.

Associate Director of Technology Talent Acquisition & DEI

🟣 Designed and implemented global DEI hiring programs, embedding equity and inclusion across all recruitment efforts.

🟣 Advocated for DEI initiatives and served as a resource for Talent Teams, promoting equitable hiring practices and fostering collaboration.

🟣 Launched R/GA’s first global gender awareness and LGBTQIA+ allyship program, including the rollout of a "pronouns in signatures" initiative that enhanced workplace inclusivity.

🟣 Established and managed key external partnerships to elevate talent representation and improve the recruitment experience for the Technology Team.

🟣 Directed global talent attraction, interviewing, and hiring strategies, aligning efforts with organizational goals to meet diverse hiring needs.

🟣 Consulted with R/GA’s CTO and Global Leads, operationalizing strategies to achieve recruitment and representation goals.

🟣 Revamped outdated and inequitable recruitment processes in three international offices, modernizing practices to reflect DEI principles.

🟣 Planned and executed events and employer branding initiatives to enhance visibility and attract top technology talent.

🟣 Implemented data-driven recruitment strategies at a global scale, leveraging metrics to inform talent attraction and hiring decisions.

🟣 Managed, mentored, and coached a team of Global Technology Recruiters, fostering growth and team success.

🟣 Designed a global technology newsletter that reached over 2,000 employees, enhancing internal communication and engagement.

Associate Director of Technology Recruitment & DEI Advocate

🟣 Managed and directed all technology recruitment strategies and programs for the U.S., driving alignment with organizational goals and talent needs.

🟣 Developed and implemented diversity recruitment strategies and partnerships to improve representation and create equitable hiring practices.

🟣 Led and coached a team of Global Technology Recruiters and Recruitment Coordinators, fostering their professional growth and improving team performance.

🟣 Created and launched R/GA's first "Global Recruitment Coordinators" and "Global Sourcers" teams, standardizing processes and enhancing global recruitment efficiency.

🟣 Facilitated internal training sessions on diversity hiring, gender equality in technology, and inclusive hiring practices, increasing cultural competency across teams.

🟣 Planned and executed employer branding strategies, technology hiring events, women-in-tech mentorship events, and LGBTQIA+ talent mixers, boosting organizational visibility and engagement.

🟣 Implemented data-informed recruitment strategies at a global scale, leveraging analytics to optimize talent attraction and improve hiring outcomes.

🟣 Consulted with R/GA's CTO and Global Leads, operationalizing strategic efforts to meet hiring and DEI objectives.

🟣 Organized and managed high-impact events to promote R/GA’s employer brand and attract top-tier technology talent.

Recruitment Manager, Technology & DEI Advocate

🟣 Department Head for Recruitment in Buenos Aires, responsible for establishing the Talent Acquisition discipline, processes, and systems for R/GA’s newest office.

🟣 Directed all recruitment efforts, hiring every employee during the office’s launch phase, resulting in a fully staffed operation that exceeded project delivery and revenue targets within its first year, delivering exceptional ROI for R/GA’s headquarters.

🟣 Built and led a high-performing team of Recruiters and Recruitment Coordinators, mentoring them to execute innovative hiring strategies and deliver results.

🟣 Designed and implemented data-driven recruitment systems to enable efficient and scalable talent attraction for rapid office growth.

🟣 Operationalized diversity-focused recruitment strategies and partnerships, embedding equity and inclusion into the office’s foundation.

🟣 Collaborated with local and global Executive Teams, including the CEO, to align recruitment efforts with organizational growth and client needs.

🟣 Developed staffing plans and recruitment budgets, ensuring strategic resource allocation for sustainable growth.

🟣 Oversaw final hiring decisions, aligning talent acquisition with organizational goals and culture.

🟣 Managed vendor relationships, negotiating contracts to optimize hiring solutions and costs.

🟣 Executed employer branding initiatives, recruitment events, and hiring campaigns, positioning the Buenos Aires office as a top regional employer.

🟣 Moderated training programs on diversity hiring, gender equality in tech, and inclusive hiring, fostering an equitable culture from day one.

🟣 Recognized for exceptional performance, becoming the first international inter-company transfer for an HR and Talent role, joining R/GA’s headquarters to lead Recruitment Operations and DEI initiatives.

Recruitment Manager & Department Head

🟣 Sole recruiter for R/GA’s newly opened Buenos Aires office, responsible for establishing the Talent Acquisition discipline and driving the office’s growth from 10 to 80+ employees within the first year.

🟣 Reported directly to the Global VP of Talent Acquisition and the local CEO, ensuring recruitment efforts aligned with the strategic vision and operational needs of the new office.

🟣 Built and managed the full recruitment cycle, making all final hiring decisions and laying the foundation for a high-performing, scalable workforce.

🟣 Consulted with local and global executive teams, including Department Heads, Hiring Managers, HR, and Finance, to address recruitment needs, project timelines, and staffing challenges critical to the office’s success.

🟣 Implemented data-driven talent attraction strategies, leveraging market research and competitor insights to optimize hiring outcomes for a rapidly growing office.

🟣 Designed and executed diversity recruitment strategies and partnerships, embedding equity and inclusion into hiring processes to build a representative and equitable workforce.

🟣 Facilitated training programs on diversity hiring, gender equality in technology, and inclusive hiring practices, fostering a culture of belonging from the outset.

🟣 Managed R/GA’s local social media accounts, spearheading employer branding and recruitment branding initiatives to position the Buenos Aires office as a top regional employer.

🟣 Negotiated and coordinated third-party vendor contracts, ensuring cost-effective and efficient recruitment solutions.

Recruiter

Yelp

🟣 Researched, wrote, and edited educational articles highlighting the best places to visit in Buenos Aires, including local guides, recommendations, stories, and interviews.

🟣 Proofread and edited content from new writers, ensuring high-quality and engaging articles aligned with Yelp's brand standards.

🟣 Identified emerging trends and cultural highlights, contributing fresh, timely content to enhance reader engagement.

Content Writer

IBM Kenexa - Business Partner

🟣 Managed the full recruitment cycle in collaboration with Hiring Managers and Technical Leads in the United States, ensuring alignment with business goals and talent needs.

🟣 Coached, mentored, and trained junior recruiters on sourcing strategies, phone screening, candidate satisfaction, and effective reporting to enhance team performance.

🟣 Spearheaded an internal training program focused on innovative passive sourcing strategies, improving talent pipeline development.

🟣 Directed and managed new hire training programs, covering sourcing, profiling, social media networking, and data-informed recruitment decision-making.

🟣 Designed and implemented diversity recruitment strategies and partnerships, embedding equity and inclusion into hiring practices.

Senior Talent Acquisition Specialist

HP Enterprise Services

🟣 Focal point for one of HP Argentina’s largest business clients, managing 8 accounts and overseeing all open positions and requisitions.

🟣 Managed, trained, and coached a team of 3 Recruiters to ensure consistent delivery of high-quality recruitment services.

🟣 Mentored and trained junior recruiters, enhancing their skills in talent sourcing, candidate engagement, and recruitment operations.

🟣 Oversaw all aspects of the recruitment cycle in collaboration with Hiring Managers and Technical Leads in the U.S. and Argentina, ensuring alignment with business needs.

🟣 Handled administrative hiring tasks, including coordinating medical tests, preparing legal hiring contracts, and negotiating third-party vendor agreements.

🟣 Designed and implemented internal training programs for HP Recruiters on passive sourcing techniques using platforms like Twitter and Facebook, improving sourcing efficiency.

Senior Tech Recruiter & Client Focal Point

Pierpoint

🟣 Managed the full recruitment cycle for tech roles, collaborating with Hiring Managers and Technical Leads in the U.S. and Argentina to meet the hiring needs of high-profile clients, including Google and Yahoo.

🟣 Developed and implemented innovative passive sourcing strategies and candidate mapping techniques, building strong pipelines of top-tier tech talent.

🟣 Designed and executed data-driven recruitment processes to optimize talent attraction and ensure alignment with client goals.

🟣 Provided consultative guidance to hiring managers on recruitment strategies, market insights, and candidate engagement best practices.

🟣 Mentored and trained junior recruiters on sourcing techniques, phone screening strategies, and candidate satisfaction, enhancing team efficiency and success.

🟣 Built and maintained strong candidate relationships to ensure a positive candidate experience and support long-term talent engagement.

🟣 Contributed to diversity-focused hiring initiatives, embedding equity and inclusion into sourcing and selection practices.

Senior Tech Recruiter

🟣 Promoted to Senior Recruiter and Team Lead after six months, overseeing corporate recruitment for AIMCo’s Construction Department and later expanding responsibilities to include the General Corporate Search Team.

🟣 Managed, coached, and supervised teams of Junior, Mid-Level, and Senior Recruiters, fostering their professional growth and driving team performance.

🟣 Led daily conference calls with Hiring Managers and Talent Directors in the U.S., ensuring alignment on recruitment goals and priorities.

🟣 Directed the full recruitment cycle for all positions under my team’s scope, ensuring timely and high-quality hires to meet client needs.

🟣 Developed and implemented a comprehensive New Hire Training Program, equipping new team members with essential skills in sourcing, screening, and client engagement.

🟣 Prepared and delivered daily and weekly reports for internal stakeholders and clients, providing transparency on recruitment metrics and progress.

🟣 Reviewed and approved all phone-screening notes to ensure consistency and quality across the recruitment process.


ACCOMPLISHMENTS:

🟣 Managed two teams simultaneously after being requested by the client, overseeing both the Corporate Construction and General Corporate Search Teams.

🟣 Achieved an average of 5 hires per month, consistently meeting or exceeding client expectations.

🟣 Selected as the lead trainer among all Team Leads to train Recruiters and Senior Recruiters on “Time Management and Client Relationships,” improving overall efficiency and client satisfaction.

Senior Recruiter & Team Lead

I joined Pierpoint as a Recruiter for one of their bigger clients, a Real Estate Company (AIMco). I was part of the team in charge of all corporate searches for the Construction Department within that company. As such, I have:

🟣 Managed active and passive searches. 

🟣 Provided full recruitment process services, including Contacting Hiring Managers (VPs or Senior Directors), Talent Directors, and Internal Recruiters to establish the requirements for each position, Contacting and pre-screening candidates, Setting up interviews, Following up, and Extending offers.

Accomplishments:
🟣  Best Recruiter in the team, award given by the client.
🟣  3 corporate hires per month.

Teleperformance for Microsoft Networks

🟣 Managed teams of 15–20 agents, providing leadership, guidance, and support to achieve and exceed performance metrics.

🟣 Designed, implemented, and supervised the “Intensive Care Unit” (ICU), a specialized program addressing technical, accent, performance, and metric-related challenges, improving overall agent success.

🟣 Developed and led ICU-specific technical training programs, equipping agents with the skills needed to overcome performance gaps and enhance customer support quality.

🟣 Provided individualized coaching and feedback, creating tailored action plans to support agents in improving key performance indicators and achieving personal growth.

Technical Support Supervisor

🟣 Provided technical support and customer service to U.S.-based customers, ensuring timely resolution of issues and a superior customer experience.

🟣 Served as Team Leader, supporting the Supervisor in onboarding and mentoring new agents to integrate them into the team effectively.

🟣 Consistently achieved the best metrics and customer service scores within the team, demonstrating excellence in both technical expertise and client interaction.

Technical Support and Customer Care Representative

Helping you become Intentionally Inclusive 🔷 Award-Winning Talent and DEI Consultant, Trainer, Mentor, & Speaker 🔷 Fractional DEI & Talent Leader 🔷

Hi, I'm dani 👋🏻, a bilingual, award-winning DEI, Workplace, and Talent Consultant making workplaces *work* for everyone. 

With 18+ years of global experience, I help organizations become Intentionally Inclusive through strategic consulting, training, and leadership development services. 

I'm radically and unapologetically committed to helping organizations analyze and deconstruct systemically biased and inequitable systems so work can really work for your current and future employees. 


MY INTENTIONAL APPROACH

I partner with Organizations, Talent Teams, and Leaders through:

🟣 Consulting & Micro-consulting
🟣 Training & Facilitation
🟣 Fractional Leadership
🟣 Speaking Engagements
🟣 Advisory Services
🟣 Brand Partnerships

I believe in custom-crafted collaborations, not cookie-cutter frameworks. Every organization's journey is unique, so I design tailored strategies that align with your specific needs, culture, and goals.

Together, we’ll focus on tangible and actionable steps because real change happens through concrete actions, not just conversations! 

Through our partnership, we'll nurture a company culture that attracts and retains talent, design processes that minimize biases, and build strategies that foster inclusion, equity, and accessibility. 


AREAS OF EXPERTISE (WELL, SOME OF THEM!)

🟣 Talent Processes Audits & Improvements
🟣 DEI Strategy
🟣 Leadership Training & Development
🟣 ERG Support & Programming
🟣 Inclusive Hiring 
🟣 Inclusive Leadership 
🟣 Global DEI
🟣 Ethical AI
🟣 HR Tech Advisory
🟣 Talent Operations
🟣 Training Development & Facilitation
🟣 Inclusive Language 


FEATURED IN 

🟣 Forbes 
🟣 Business Insider 
🟣 BBC 
🟣 Inc. 
🟣 Refinery 29
🟣 & more!


RECOGNITIONS 

I don't want to brag (well, maybe a little bit!), but I'm a multi-award-winning professional honored by Culture Amp, Compt, ALPFA, Latino Leaders, and Mogul (among many, many others!) 💪🏻


SPEAKING ENGAGEMENTS 

I am happy to have shared my POV at SXSW, DisruptHR, Hacking HR, Lesbians Who Tech, Women in Tech, and many other amazing conferences!


READY TO MAKE YOUR WORKPLACE *WORK*?

💌 Send me a DM!
I can't wait to collaborate with you.

Talent and DEI Consultant, Speaker & Trainer

As a Talent and Diversity, Equity and Inclusion Consultant, Speaker & Trainer I'm available for:

🟣 Guiding Talent and Recruitment Teams, Organizations, ERGs, and Leaders to become more intentionally inclusive through training sessions, speaking engagements, workshops, and educational meetings. 

🟣 Auditing Talent Acquisition, Onboarding, and Talent Experience practices.

🟣 Fractional DEI, Talent, and Talent Operations responsibilities.

🟣 Providing tailored and customized DEI Consultancy and micro-consultancy services.

🟣 Re-designing and rebuilding Talent Attraction, Interviewing, Hiring, and Onboarding processes with Intentional Inclusion and Equity in mind. 

🟣 1:1 and Group coaching and mentoring Historically Excluded Talent, Leaders, Talent, and DEI Professionals.

🟣 Providing subject matter expertise and serving as a trusted advisor for clients and external collaborators.

🟣 Diversity Sourcing and Diversity Recruitment training, support, guidance, and operations. 

🟣 Synthesizing complex Diversity, Equity, Inclusion, and Accesibility topics, best practices, and ideas. 




Wanna learn more about my work and services?


🟣 Interested in having me speak at your next event, podcast, or conference?

🟣 Want to have a 1:1 Coaching Session with me?

🟣 Looking to collaborate with me to build a more inclusive and equitable workplace?

🟣 Wanna to learn more about my DEI services?

🟣Or maybe you're interested in reviewing your Talent Practices and redesigning them anew with inclusion equity, and accessibiity in mind?

📩 Send me a DM! I can't wait to collaborate with you.

Let’s talk about the "I swapped my gender and my engagement went up" trend because some of y’all have pissed me right off.


🟣 Do I believe algorithms are biased? …have you ever met me?!?!?!

🟣 Do I believe people are biased and trust "thought leadership" from men more than women? Absolutely.

🟣 Do I want LinkedIn to clarify what’s actually happening? Yes, immediately.


With that said, let’s talk about the actual "experiment",  because right now all you’re proving… is your own bias.


Posts in this trend go something like:

1. Announce the experiment

2. Write a rage-fueled post (which the algorithm loves!)

3. Use all the viral keywords (intentionally or un-intentionally!)

4. Share the gender-swapped photo

5. Engage with every other post about it


…and then everyone is shocked (shocked!) when it goes viral and boosts their next posts.

Friends, you’re not measuring algorithmic bias. You're simply joining a popular trend, which makes your numbers go up. There are other ways to do this, and this is simply not it. 

But let’s talk about what pissed me off to the moon and back, three times:


🤬 🤬 Y'ALL DID THIS DURING TRANS VISIBILITY WEEK! 🤬 🤬


🟣 You did this right after the U.S. administration announced passports for trans people must reflect their birth-assigned sex.

🟣 You did this while Trans people (your coworkers, your colleagues, your friends!) are being attacked and legislated against for simply existing.


And instead of speaking about any of that… you changed your gender marker and your profile pic for fun.

For views.
For engagement.
For content.


You gender-swapped for fun during Trans Visibility Week. 
I need you to hear how wild that is.


DEI and HR Professionals engaging with this trend: you should know better.

I make workplaces *work* 🟣 Award-Winning Culture, DEI & Talent Consultant 🟣 Trainer & Facilitator 🟣 Fractional Lead 🟣 LinkedIn Top Voice

Black Friday (and the Holidays!) are coming, and I have a radical idea: instead of buying nonsense… let's buy books. For everyone!


So, I put together a list of books written by brilliant people right here on LinkedIn: friends, colleagues, and folks I deeply respect (even if we’ve never met!)

Here’s what to buy and who it’s perfect for: 


🟣 Black. Fat. Femme. by Jonathan Higgins, Ed.D.: Ideal for readers exploring identity through the intersections of race, queerness, and body size.


🟣 Calladita No More by Hady Méndez: Perfect for Latinas (and their allies!) reclaiming their voice and anyone exploring identity, power, and self-advocacy.


🟣 Let Them See You by Madison Butler 🏳️‍🌈🦄: For people leaders committed to authenticity and creating workplaces where everyone can show up fully.


🟣 The Anti-Ableist Manifesto by Tiffany A. Yu, MSc: For readers learning how ableism shows up and how to build more accessible, inclusive spaces.


🟣 The Bounce Back Factor by Katrina Kibben: Ideal for leaders who want practical tools to build resilient, people-centered teams (Also, grab their cards for co-workers!)


🟣 The Devil Emails at Midnight by Mita Mallick: For leaders who want to learn from bad bosses and avoid harmful leadership habits.


🟣 The Inclusive Language Field Guide by Suzanne Wertheim, Ph.D.: Ideal for anyone who wants to use language that respects everyone.


🟣 The Revolution of Work by Anessa Fike: Perfect for anyone rethinking outdated workplace norms and building more human, inclusive systems.


🟣 The Unapologetic Professional by Brianna Doe: Ideal for professionals building a values-aligned career without shrinking themselves.


🟣 Transgender Inclusion by A.C. Fowlkes, PhD (he/him): For allies and leaders building workplaces where trans people feel supported and safe.


🟣 Yes, You’re Being Judged by Mike Peditto: Ideal for job seekers who want a real, strategic guide to landing interviews without hacks.



If I can ask for one thing this Holiday Season, let it be this: 

Support authors!
Support experts!
Support people who are actually making work (and the world) better!


Which book are you gifting first?

If you show up on my comments saying homophobic, transphobic, racist, ableist, or xenophobic nonsense… you will be blocked at the speed of light.


Now, sashay away 👋🏻



** For context: this person is referring to Drag Queen Trixie Mattel as a "cartoon character".

The only thing that pisses me off about that Business Insider article about SHRM?



They didn’t interview me.

I wanted to have my absolute hatred on the record! 



Seriously though, if you're in HR and you're still giving money to that organization, shame on you.

A little reminder as we come back from the long weekend: holidays look different for everyone. Let's talk about it:



Many of you already know this, but I wasn’t born or raised here! I moved to NYC about 10 years ago as a full adult (partner, pets, everything), so we don’t have family nearby. 

And making IRL friends in your 40s, with no kids, in New York City... let’s just say it’s not the easiest friendship-building environment.

We do have friends, of course, but most of them don’t live close. And a lot of them travel home for the holidays.

Going back home isn’t really an option for us. It’s expensive, it’s complicated, and frankly, it’s not the safest choice for us right now.


So most years, we spend the holidays alone, at home. 


I’m sharing my story to gently remind you that the holidays don’t look the same for everyone. 

Some people go super big! 
Some people keep it quiet. 
Other peeps might not be even interested in celebrating.

But many others are grieving, alone, in a tight economic spot, or just can't celebrate as you do (and you might never know it!)


So when you’re back at work after the break, try to be a little mindful with the default small talk. Instead of asking:

🟣 Did you have fun?

🟣 Did you travel anywhere exciting?

🟣 Did you celebrate?


Maybe try something more intentional like:


🟣 It’s great to see you after the break. I hope you got some rest!

🟣 I hope you had an easy Holiday Break! How are you today?


It’s a tiny gesture, but it can make a world of difference for the people who don’t experience this season the way we assume they do!



How do y'all approach post-holiday conversations with your teams?

Genuine question for my "men in business" friends (and yes, women, please join in too!):


When you took business or entrepreneurship courses or classes… did any of them have a module on your personality, presence, clothes, makeup, hair, tone of voice, or how "approachable" or "professional" you look?

Because my gut says absolutely not.

And yet, this is standard curriculum in programs designed for women! (*screams into the void*)


Now I haven’t done every course on earth, but I have joined two different "female entrepreneur" programs.


And both of them included a whole module based on either:

🟣 A personality test (!!!!!!)

🟣 "Executive presence," which magically turned into conversations about hair, makeup, outfits, and sounding less "bossy"


If I had a nickel for every time that happened, I’d have two nickels, which isn’t a lot, but it’s weird that it happened twice.

And I fear it’s happening everywhere.


👋🏻 So, men in entrepreneurship: Have you ever had to sit through anything like this?

👋🏻 And women: How do we feel about this?


And more importantly… if you’re designing these curricula, why are we making these decisions?!?!?!?!

If you lost your job or your income is shaky right now, this is THE resource that helped me make money when I needed it the most: 


First things first: This is not sponsored! 

Literally no one is paying me to say any of this! I have no connections, associations, relationships, or attachments to this company or anyone working there! 


This is just something I (really!) used myself when things were rough, and I couldn't find my footing as a baby Consultant: 


Data Annotation! 
(aka: training AI bots, labeling data, reviewing and editing outputs, etc.) 


Here’s my honest breakdown so you can decide if this is something you want to try. 

THE PROS:

🟣 Flexible as hell: You work whenever you want, for however long you want. You could literally work 15 minutes or 10-hour shifts. 

🟣 Pay starts around $15-18/hr, and some projects go up to $20–$25/hr (more if you have coding experience or have niche expertise like physics or science. Those projects can go up to $40 p/hour).

🟣 Fully remote. All you need is a laptop and an internet connection.

🟣 You build AI skills without needing to be "technical"

🟣 You get paid really quickly!



THE CONS:

🟣 You are literally training AI systems… which comes with (tons of!) ethical complications, especially when we talk about job displacement. 

🟣 The work is mind-numbing. I will not sugarcoat this! The work is boring and very repetitive. You might find yourself doing the exact same task for hours on end. 

🟣 There’s an unpaid (but short) test before you get approved to use the platform and work. Mine took ~2–3 weeks to process. I believe this process is taking a bit longer now, especially if you don't have a referral code (which you do!!)

🟣 To access more projects, sometimes you'll need to complete additional very short, unpaid tasks (10–15 minutes).

🟣 You need a valid PayPal account to get paid! You cannot get paid any other way. 



Is this a career? Absolutely not!

Is it fulfilling? Not really, no!

But… It’s remote, flexible, and can bridge financial gaps! And for a lot of people right now, that matters more than anything.


I'll drop the link to the platform I used and my referral code in the comment section (the referral code is *supposed* to help you get on the platform sooner (?). There's no "referral bonus" on my end!).


I truly and sincerely hope this helps anyone who needs it.

And if you know anyone who might need a bit of extra info, pass this info along!

Some workplaces say "bring your whole self to work" and then hand you an employee handbook on how to be less… you.


…or they have this whole list of hidden expectations you're just supposed to magically know about!


Personally, I’ve never loved the "bring your whole self" messaging because (let’s be real!) we’re not ready for that yet.


We still have too many biases, assumptions, and inequitable processes baked into the system for that to actually work.

BUT if that’s what you’re putting in your mission, your values, or your employer brand… then own it.

Build the systems that make it true!
Back it up with real practices and systems!

And more importantly, make sure that your employees and candidates know you really mean it.

Should you offer alcohol at your Holiday party? And should it actually be called a "Christmas Party"?!?!? Let's talk about it:


Well, friends, we really did it… We recorded an entire episode about corporate holiday parties and all the ways they can go delightfully right and disastrously wrong 😅

I had the absolute joy of joining Kate Noel on Morning Brew’s People Person podcast to talk about how HR can plan holiday parties and holiday calendars that are fun, thoughtful, and actually inclusive:


Here’s some of what we got into:

🟣 My best and worst holiday party stories (including… the one where we had to call an ambulance 👀)

🟣 What we should actually be calling these events (holiday party? winter celebration? company hangout? all of the above?)

🟣 How alcohol, timing, and location decisions impact safety, inclusion, and who really feels welcome

🟣 Building an inclusive holiday calendar (Juneteenth, flexible holidays, unlimited PTO that actually works, and more)

🟣 How to handle pushback when people ask "Why do we get this day off but not that one?"


If you’re in HR, People, leadership, DEI, or you’re just nosy about corporate chaos, this one’s for you!

I'll drop all the links in the comment section :)


Huge thank you to Kate, Lea Palmieri, Morning Brew,HR Brew and the entire production team for having me and for making space for real talk about culture and inclusive workplaces. 


Now I’m curious... what’s the wildest or most memorable thing you’ve seen at a company holiday party?

Y'all thought December was just holiday parties and OOO messages? 
Universal Human Rights Month would like a word!


This month has waaaaaay more DEI moments than your calendar probably shows... and some of them deserve more attention than they get!

These are the non-religious dates every HR, Talent, and DEI leader needs before the year ends. 

So, go ahead! Swipe through, save, and share with all your friends :)


👋🏻 Need help turning these into programming, internal comms, or awareness content? DM me!

Save the DEI date - December

Want your Thanksgiving OOO to reflect your values? 
Here’s a copy-and-paste option:



As a DEI Professional, I put some education and awareness into everything I do. My OOO messages for Thanksgiving aren't the exception!

Friends, here's a copy of my out-of-office note. Feel free to take it and use it on your work emails!


Hi, thank you for your email 👋🏻
I’m currently OOO for the long weekend and will only check emails sporadically. 

As we head off for a few days of rest and community, I’d be grateful if you could take a few minutes to learn more about the history and meaning behind the Thanksgiving holiday. 

Here are just a few ideas to get you started:

🟣 Read the Indigenous History of Thanksgiving

🟣 Understand why this is a Day of Mourning for many

🟣 Recognize that the fight continues today for many Indigenous people

🟣 If you have a school-aged kid, advocate for a more inclusive curriculum

🟣 Learn more about the land you stand on

🟣 Donate to a non-profit or charity

🟣 Support Native American and Indigenous businesses

🟣 Read books written by Native American and Indigenous authors

🟣 Follow and amplify Indigenous Creators

🟣 Check your language for biases and racism towards the Native American and Indigenous Communities


I’m grateful for you all!



Now, every bullet point redirects to educational material and resources! It's not a perfect list, but it's a very intentional one :)

And, of course, if you have any other resources, links, or notes we should include in this template for next year, please let me know in the comments!

Some books show up right when you need them... this was one of those!


I was lucky enough to read an early copy of The Unapologetic Professional by Brianna Doe, and now I get to hold the real thing in my hands!

This book is a thoughtful and affirming guide for anyone building a career rooted in values and intention, not outdated professionalism ideals or unspoken corporate rules.

If that sounds like you... add to cart!

Remember that "What does the ATS really do?" post you helped me with a couple weeks ago? Well… that wasn’t just for me. That was for a whole cohort of rising creatives at One Creator Lab! 


For the last few years, I’ve had the absolute joy of guiding amazing cohorts of content creators and strategists through all things career readiness.

And this year, the conversation hit a little different:

Yes, we covered all the basics (resumes, portfolios, LinkedIn profiles, etc) but we also dug into the current (trash!) job market, what’s actually happening out there, and what they really need to know about how AI is shaping their job searches and careers.

And your comments, insights, and experiences from that ATS post made a huge difference. Seriously, though! Thank you for helping me help them.


I’m so grateful I got to play a small part in this cohort’s journey, and I can’t wait to see them build, grow, experiment, and take up space in all the ways they deserve.


Thank you to The One Club for Creativity's One Creator Lab for having me.

Thank you to the cohort for showing up fully!

Thank you Jerrod New and Eunice A. for trusting my experience.

And thank you to this community for always showing up with generosity when I ask!

taplio

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