Dr. Naomi Breeden Th.D

Happy Juneteenth. If you're off of work today and don't know how to celebrate and want to, buy from a black owned business or restaurant. Easy. If you are working today, please don't make it weird for black coworkers. No events or celebrating on our behalf because you think that's the right thing to do. If you're curious about the holiday ask, most of us will happily engage in friendly educational dialogue. As always with holidays that are of significance to people of color or minority groups, try not to go viral for the wrong reasons. Countless examples on that list, don't add to it. 🙏🏾 #Juneteenth #Holiday #BlackHistory

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This month, I want to work with 50 black non-men who want to get into these non-tech "tech" roles. There are a lot of these roles available and I want y'all to get the tea on HOW to get these roles without: - Getting another degree - Getting a certification - Applying for entry level roles If this sounds good to you, you should sign up for my upcoming workshop: How To Break Into Tech (Without Being Super Techy!) It's going to be on May 19th at 12pm CST and it will be LIVE, so I can answer all of your questions and show you how to make your own magic and career path. To learn more, check the comments!

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It is for women like Kim Godwin that I host my retreats. Women of color who invariably find themselves facing the glass cliff, unreasonable expectations, and systemic and personal attacks the higher the rise in the corporate hierarchy. It is not easy to be a Black woman leader. The message we get is that when one thing ends we should rush out and find the next thing but truthfully we need to pause. We need to tend to our well-being. We need to rediscover rest in community. From that place of self-compassion, we can chart a new path for thriving in spite of what we face. (if this resonates with you, shoot me a message and let's talk about how I can support you)

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I'll be blunt. As a black woman in HR, I am not surprised by SHRM's decision to drop equity from their DEI initiatives and focus. I sat for my SHRM exam in 2022 and paid for the exam myself. SHRM provided no financial assistance for low income HR professionals to further their careers and made candidates jump through hoops to get any sort of accommodation for the exam. In order to maintain your SHRM credential, you need to obtain 60 credits within the 3 years of your certification expiration date. These credits can only be obtained by attending conferences ($$$$), seminars/workshops ($$), hours and hours of extracurriculars, or furthering your education through course work and/or going back to school ($$$$$$$). These actions are NOT equitable by any means and make it nearly impossible for those who are marginalized, to keep their certifications. Not to mention, you have to pay roughly $300 a year to keep your access to their resources. As if the $1600 to sit for the exam was not enough. SHRM is nothing but another big corporation who pandered to the wave of popularity surrounding DEI following the 2020 George Floyd protests. They have always lacked diversity in their members, their leadership, and have never proven to be inclusive or equitable in any of their external practices. I will not be renewing my SHRM membership and will let my credential expire come 2025. I thought that obtaining this credential was imperative to my success and growth as an HR professional but as we can see by the current state of the job market...that isn't the case. Dropping equity was only the first step. I can definitely see them rolling back much more down the road.

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Working within the corporate landscape as a young Black female can be daunting. In some spaces you may be the only one, in other spaces you may have to code switch but no matter where you go, never let your difference become your liability. Regardless of the situation, always remember that your uniqueness should never be viewed as a disadvantage. In fact, it’s your greatest strength! When it comes to inclusion, we often let companies define its meaning, which can be inherently biased at times. True inclusion means creating environments where everyone's voices are heard and valued, and where diverse perspectives are not just acknowledged, but celebrated. #NationalInclusionWeek #Belonging #BeYou #Bias #InclusiveSpaces

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Just another Monday, as far as I'm concerned. SHRM, to me, is a relic of the old-guard of Human Resources. They have never been - or intend to be - an organization that stands for or represents advocates of people. #PeopleFirst #TrueHumanResources #PennSquared #Equity #DEI #NuancedCommunity #HumanResources

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Hey Black HR Society Family, it's not too late to honor Juneteenth in your workplace. Here are some easy and impactful ways to celebrate virtually, fostering inclusivity, education, and compassion: 1. Online Cultural Activities: Plan a day of online cultural activities showcasing Black art, music, and cuisine. Encourage employees to participate by sharing their own experiences and traditions. 2. Digital Resource Sharing: Curate and share a list of digital resources—ebooks, articles, documentaries, and podcasts—about Juneteenth and Black history. Create a virtual space for discussions and reflections. 3. Support Black-Owned Businesses: Promote Black-owned businesses by organizing a virtual marketplace or sharing a list of online Black-owned stores for employees to support. 4. Inclusive Virtual Communication: Send out inclusive and respectful communications about Juneteenth, highlighting its importance and encouraging virtual participation from all employees. 5. Remote Volunteer Opportunities: Coordinate virtual community service projects that support local Black communities, such as virtual tutoring or online mentorship programs. By embracing these initiatives, we can honor Juneteenth meaningfully and promote a workplace culture of understanding, respect, and unity, even from a distance. #Juneteenth #VirtualCelebration #InclusiveWorkplace #HR #DiversityAndInclusion #BlackHistory #CulturalAwareness #HumanResources #phoenixaz #TheBlackHRSociety #DEI

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The concept of “Black jobs” is real and not new! Structural and societal inequalities have historically dictated which jobs are considered good enough or not good enough for Black people. The concept of “Black jobs” contributes to Black people not being shortlisted for interviews, hired, or promoted. Even when we do, we have had to work twice as hard to get these jobs, only to find that we are clustered into the lowest paid positions and with little opportunity to make impact. Black people are more likely to be overqualified than white people but less likely to get promoted. The concept of "Black jobs" stifles growth across industries. Organisations frequently fail to recruit talent that reflects the diversity of the communities they serve, despite clear evidence that inclusive companies outperform their less diverse counterparts. Entrepreneurship is not immune to these biases. We are impacted by the “Black job” concept because inherently many do not trust Black business owners enough to invest or consume our products and services. Black (and other non white ethnic) businesses are 28% less likely to make profit compared to 16% for white businesses. We can change the narrative by: ✔ Embedding diversity as a key performance indicator ✔ Implementing unconscious bias training for all employees (with government funding and support) ✔ Rejecting non-diverse shortlists  ✔ Having a diverse interview panel  ✔ Providing mentorship and sponsorship opportunities for Black employees. We all have a moral duty to dismantle the concept of Black jobs because everyone, irrespective of their race/ethnicity deserves the opportunity to achieve and exhale in their chosen careers. 🤎 #blackjob #equalpay #dei

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🚨 Attention Employers Hiring in Maryland! 🚨 Starting next Tuesday October 1, 2024, Maryland's new Pay Transparency Law officially kicks in! 🗓️ Are you ready? 💼 In short: If you’re hiring in Maryland, you’ll now be required to disclose pay ranges upfront to job applicants. Whether you’re posting an open role or discussing it with candidates, transparency is now the law! 🙌 This applies to BOTH external hiring and posting of open positions internally. This new regulation is designed to promote fairness and help bridge pay gaps. 💡 What does this mean for employers? You’ll need to include pay ranges in ALL job postings regardless of where they appear. This means recruiting sites, social media posts, paper flyers you hand out at career fairs, or something you hang on a bulletin board in the employee break room! If you haven’t posted a range in the listing, you'll have to share one upon request during the hiring process. The law doesn’t only cover the primary hourly wage or salary, it ALSO covers differentials, bonuses, commissions, stock options, etc.! ALL associated forms of compensation. But wait, pay transparency is not JUST about the pay! The new law also covers benefits that candidates will be eligible for including, things like company provided insurance, paid time off, or even something like employer provided meals! Hold on, you said you aren't in Maryland, but you have people who work remotely from there, at least partly? You are covered! If the work will be performed at least in part in Maryland, then the law applies. Transparency is key – make sure you’re consistent and clear in your communications with candidates. The same range must me shared every time, so be sure your hiring managers are in sync with your HR team, etc. At Arc Human Capital, we believe in building workplaces where everyone thrives—and pay transparency is a natural part of that! This law helps ensure candidates are informed and can make empowered decisions in the hiring process. Not sure where to start or how this impacts your recruitment strategy? We’re here to help! Let’s ensure you’re compliant and ready to attract the best talent "The Old Line State" has to offer. 🌟 📞 Reach out to us today for any questions or guidance! #MarylandEmployers #PayTransparency #FairHiring #HRCompliance #MarylandRecruiting #WorkplaceEquity #HRconsulting

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This article provides 5 actionable strategies to champion the career development of your Black employees. Read now and create a more diverse and successful workplace. https://lnkd.in/dbUQHwhz #careerdevelopment #blackstaff #DEI #DiversityInlcusion #CorporateTraining

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Many black individuals in America are disillusioned with the political system and strongly believe that their voices do not matter. The demand for reparations is justified by historical evidence of policies that have perpetuated racial disparities and inhibited the economic progress of black individuals. One such example is housing policies that have historically discriminated against black Americans, such as redlining and discriminatory lending practices. These policies have resulted in higher rates of poverty and homelessness among black individuals, as well as limited access to home ownership and wealth accumulation. Healthcare policies have also had a detrimental impact on the black community, with disparities in access to healthcare and health outcomes persisting to this day. Black individuals are more likely to be uninsured or underinsured, leading to poorer health outcomes and higher rates of chronic diseases. Additionally, the ongoing racial bias in the healthcare system has contributed to mistrust of medical professionals and institutions among black individuals. Education policies have failed to adequately address the needs of black students, resulting in lower graduation rates, higher rates of disciplinary actions, and limited access to quality educational opportunities. Black students are often subject to underfunded schools, biased disciplinary practices, and a lack of resources and support, exacerbating the disparities in educational outcomes between black and white students. Criminal justice policies have disproportionately targeted and harmed black individuals, with higher rates of incarceration, harsher sentencing, and a lack of accountability for police brutality and misconduct. The criminal justice system has perpetuated a cycle of poverty and disenfranchisement within the black community, further marginalizing black individuals and families. Environmental policies have also had a detrimental impact on the black community, with higher rates of environmental pollution and exposure to environmental hazards in black neighborhoods. This environmental racism has led to adverse health effects and decreased quality of life for black individuals, further exacerbating the disparities between black and white communities. In order to inspire people to vote and actively participate in the political process, it is essential to raise awareness about the importance of civic engagement and the power of voting to effect change. This can be achieved through community organizing, voter registration drives, educational campaigns, and mobilization efforts. By educating individuals about the impact of their vote on policy decisions and the well-being of their communities, we can empower them to take action and advocate for their rights and interests. 07-04-24 @ 7:04 AM EST #ChangePolicy #civicengagement #throwbackthursdays

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Starting October 1, 2024, Maryland's new wage range transparency law went live! 🚨 Employers hiring in the state of Maryland are now required to share pay ranges on job postings Review your compensation strategies and ensure your pay practices align with this new standard. ⚖️ Not only does it keep you compliant, but it also shows your candidates that you’re serious about equitable and transparent pay. 🔗 More guidance on pay transparency in Maryland: https://lnkd.in/e_xfxXPf

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Attention: Black women in the workplace We officially at the last half of the year. Don't let another year go by without getting that promotion. Let this be the year that you make things happen. I'm hosting a brand new webinar called "Your Next Promotion" on 10 JULY 2024 at 18:00 SAST. In this webinar, you'll learn: - How to build the and mindset shifts needed to position yourself for a promotion top leadership roles - Create a strong personal brand to attract career promotion opportunities and allies - Learn strategies to navigate bias and corporate politics - Gain the clarity it will take to get yourself promoted - Proven tactics to make yourself visible and indispensable to leadership This webinar is designed specifically for Black women who are ready to unlock their full potential and take their careers to new heights. Space is limited, so click the link below to reserve your spot now: https://lnkd.in/diu_f_Sm I look forward to seeing you there!

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Shinola Hotel's "inconsistencies" excuse? Pure BS. This is systemic racism, period. It's not just one hotel - it's countless Black candidates denied chances over "too Black" names. Companies spout diversity rhetoric but ghost Black talent. Enough with the PR fluff. Recruiters, HR directors, hiring managers, CEOs: your bias is showing. Do better. Implement blind hiring. Diversify panels. Check your biases. Black job seekers: You're not paranoid. The system is rigged. It's time to hit these companies where it hurts. Boycotts, lawsuits, public shaming - whatever it takes. Because in 2024, there's no excuse for this kind of blatant racism. None. #EndHiringDiscrimination #CorporateRacism #TimeForAction

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EEO-1 Reporting for 2023: How to Prepare for Meeting the June 04, 2024 Deadline Date: May 10, 2024 | Time: 01:00 PM (ET) Duration: 60 Minutes | Speaker: Matthew Burr Certification: SHRM & HRCI Credit – 1.0 Use Coupon Code: PEDU20 (to get flat $20 instant discount) This #webinar will cover the following topics: ·       How to determine which companies are required to file EEO-1 forms; ·       How to determine which EEO-1 forms to use, including the advantages and disadvantages of various options; ·       How to determine the data needed for the reports; and ·       How the government agencies use the reports. ·       Your legal obligation to provide data and why you must comply ·       The best way to steer clear of penalties for noncompliance Book this live webinar session visit https://rb.gy/bjb363 #pedu

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