Performative allyship happens when a person or group claims to be an ally to a marginalized group for their own personal reputation over the actual needs and concerns of the marginalized group. I see this happening with these corporations right now for several reasons.

Even more so, you may have noticed a critical transformation with your employees. These world changes have awoken hidden needs and desires for safe, meaningful, and sustainable work throughout one’s life. Employee turnover is a major problem right now. How are you facing this challenge?

What are you doing to celebrate Pride? Here are 3 recommendations for increasing your awareness and becoming a better ally for the LGBTQIA2S+ community.

After working with several employers, I have found that pay decisions impact employees on a deeply personal level because pay is tied to paying the bills and providing for loved ones - basic survival. The ingredients of a pay system are incredibly important.

Since 1987, March has been known as Women’s History Month in the United States. This designation provides a month to lift up and celebrate women of the past, present, and future. As a 100% woman-owned firm, we celebrate our history every day. Here are some resources for you to use in deepening your knowledge and practice.

We learn how to love in each stage of life, and we bring love to our workplaces. As hooks notes, “Self-love cannot flourish in isolation.” As leaders, we can bring a love ethic to our workplaces. She defines it as, “A love ethic presupposes that everyone has the right to be free, live fully and well.”

If you’ve collaborated with me, then you know that an Excel spreadsheet is my best friend. I always have an internal laugh when I hear that feedback because my organization is a major coping skill for my ADD. Being able to sort information and tasks into predetermined categories and places allows my brain to rest and my body to sleep at night. Can you relate?

Read and watch a story about Loftis Partners working with a client to build team capacity during the COVID-19 pandemic as published in the November 2021 AI Practitioner.

New partnerships and alliances are one best practice from the last 18 months. However, how do you sustain these relationships? And when is it time to build new ones? Three local nonprofit leaders were asked to share their experiences and summarize the needs, goals, and measures in a recent webinar that I facilitated.

How do measure your internal capacity? Do you know when transitions are requiring more than your team can give? Maybe your organization needs a down swing to make critical adjustments. The accordion of capacity is always playing these days. Conducting a capacity assessment may be a helpful next step for growth and change.

For years, I thought that internship programs were posh experiences in financial firms for Ivy League college students. I never thought an internship program was a possibility at our business. Well, I was wrong. Internship programs are great opportunities to recruit talent in highly competitive market.

Today I’m talking about my favorite topic – pay equity. The USWNT have been fighting for better pay and working conditions, just like so many women have been fighting for decades. As of 2020, women make 82 cents to every dollar made by men.

Beyond the physical and mental upheaval of workplace sexual harassment, women must face economic uncertainties, too. These may include job loss, lower earnings, missed opportunities for advancement, and loss of benefits such as health insurance and retirement savings.

Women’s participation in the labor force took a significant dip due to the pandemic, specifically the lack of childcare. However, the issues impacting women were present before this situation and will still be present afterwards.

I’m excited to share a new series called This Woman’s Work, which highlights the different challenges that women face as we are asked to bring our whole selves to work. Women are not monoliths, and we bring a deep and varied experience to every role. We also bring intersectional identities that enhance our perspectives.

No matter what training or certification one HR professional might have, nothing could have fully prepared us for the COVID-19 pandemic and the rapid movement to a changing workplace. HR professionals, which includes people who may manage HR as one of many responsibilities, have been making critical, life-changing decisions for employees for 15 months. And the change continues.

Managing a board can be a full-time job for a nonprofit director. Board meetings require large amounts of preparation and planning. The board members may rotate every year, so a nonprofit director is constantly bringing on new people. Plus, nonprofit boards are volunteer positions, which means that board member engagement can wane in busy times.

When the bank leader came out in our retreat, I thought that was the only time that she needed to come out. Little did I know that coming out is series of decisions made over a lifetime. “Coming out” is just one term within a new vocabulary I had to learn.

Virtual teaming requires a special effort within the entire group to build and sustain virtual connections in a new way. After our student committee worked together virtually and across continents for five months, here are our recommendations for virtual teaming.

Today I am providing information about reflection for personal insights and professional learnings. Reflection is looking back and looking inward. Below is a “how to” for creating your reflection practice as an individual and team.