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Digital Business Manager and Certified Diversity Executive

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5 Must-Haves for Launching An Online Business

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by Amberly Carter

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Amberly R. Carter, M.Ed, CDE

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Should Black Women Be Worried About Internet Bias? »

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About Amberly

Hi! I’m Amberly, Certified Digital Business Manager and a Certified Diversity Executive. I help my clients meet the global demands of business and address the challenges that come along with changing demographics, differing points of view, and workplace fairness. ♡ Read more...

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Ally is a verb… but it’s also not self assigne

Ally is a verb… but it’s also not self assigned. It’s earned through trust and consistency. Don’t pop in and out and don’t pop up where you haven’t been vetted. ✌🏾
#blacklivesmatter #equityintheworkplace #diversityandinclusion #dei #diversityequityinclusion #racialequity #racialjustice

Do your coworkers have you calculating your clap-b

Do your coworkers have you calculating your clap-backs?

At the very least, it’s their job to give people resources and help them access information, but a petty coworker doesn’t care.

In fact, this person may force you to overthink their inappropriate language and inappropriate behaviors.

I used to spend hours ruminating over exclusive encounters, re-reading and rewriting emails for fear of how people would perceive me. Would they call me aggressive, angry or bossy? (All microaggressions about Black women).

I was wasting a lot of time deciding how I would work around coworkers who engaged in bias, exclusionary and toxic behaviors in the workplace.

These folks went out of their way to offend me. I couldn’t help.

It think it would be so much easier to give a one or two word response rather than to tell me,”In the future you can do xyz… or “It’s not my job to xyz for you”

The petty coworker never stops to think of their “read” is really worth your time or energy (or theirs for that matter…) They never stop to calculate their clap-backs!

Continuously having to think about giving a colleague grace for their bias affects employee productivity. The person is making you have to think too hard and exert too much energy about whether they meant to cause you harm, are engaging in an implicit bias act or are simply just having a bad day… Language and behaviors have an impact on the workplace culture. It’s time to ask them to stop and if the inappropriate language/behavior persists, you have the option to file a report. #equityintheworkplace #dei #divesityequityinclusion #diversityandinclusion #dei #biasintheworkplace

We can't afford to tolerate hate. Every time we r

We can't afford to tolerate hate.

Every time we refuse to interrupt bias in the workplace we are making room for violence to exist in our community. #racialequity #equityintheworkplace #dei #diversityandinclusion

A colleague asked me how I felt about a program I

A colleague asked me how I felt about a program I organized and I shared my truth about my experience, inclusive of critiques from lack of support from various departments and problematic microaggressions that popped up along the way. He then cuts me off and says well at least it’s all behind you and the program is complete…

Aht Aht… This is my story! If you didn’t want to hear it, you shouldn’t have asked!

No one is entitled to your story. Does everyone deserve it? No, but if you were generous enough to share it, understand that other people’s problems with your story are just that - Their problem! The greatest predictor of a toxic workplace is the perception that leadership won’t address bias and microaggressions. Don’t you go internalizing what they won’t properly handle.

Therefore, I declare… Black women, speak up and speak out! Ask for help! Delegate and when people ask you how the world showed up for you, be honest! If you’re silent they will say you loved it… If you tell the truth they will say you’re angry, bitter and negative… Tell it anyway! Cause much like flatulence… It’s better out than in.

Looking for a Black History Speaker? I still have dates open. Send me an email for booking amberly@helloambi.com

#dei #toxicworkplace #equityintheworkplace #workplaceculture #diversityandinclusion #blacktaxation

I see you’re looking to hire new talent. 👀

📌Save this post as a guide for how you’ll decrease name bias in your recruitment process.

If you don’t consider the DROI now, you could risk high turnover and cost your company time ⏰ and money 💸 later.

3 THINGS TO CONSIDER:
1. Don’t let your own blind spots prevent you from reaching the next level in business. With Americas fast changing demographics and a need to outlast and outshine your competitors.

2. Make sure you broaden your pool of candidates.

3. Consider how candidates from various backgrounds may be experiencing your recruitment and hiring process. Then remove barriers to make the process more equitable.

SOLUTION: One way to do this during the early stages of the recruitment process is through anonymous applications. Remove identifying information from the applications such as names, addresses, graduation dates and names of schools.

Utilizing anonymous applications to address bias in the workplace is just a start.

As you move along the hiring process it may be harder to remove bias. You’ll need to practice self-awareness and be intentional about inclusion.

If you need help with meeting global demands in your business, contact me at amberly@helloambi.com. We can discuss best DEI solutions that align with your organizations goals.
#teammanagement #dei #diversityintheworkplace

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