Family Structure, Company Structure

Angela Solomon • May 13, 2019

Yesterday was Mother's Day, I would like to give a special shoutout to all the mom bosses out there who do a great job of running families and businesses simultaneously. Both are equally important and deserve pause for respect, admiration, and reflection. Reflection is the operative word here, because I think that there is actually a lot to learn from the world of motherhood that is applicable in the world of business. I am thinking specifically about how D&I initiatives need to be birthed and nurtured the way children are, but how they also ultimately require autonomy—what is that perfect balancing act of not too much but not too little control?


The key concept here that I want to highlight is fluidity. Parenting is constant process of trying, sometimes failing, sometimes being successful, adapting, and learning as you go. No one is born as a perfect parent—in fact, the entire idea is oxymoronic: we have to be children first, who are parented, before we can grow up, and, having learned through the ways we were parented, come up with our own system. Children require what feel like opposing things: they need to be protected, guided, and shielded from all the dangers and pains that the real world has. On the other hand, everyone needs to learn for themselves, developing a sense of independence, resiliency, and self reliance. Developing that requires being left alone, and most importantly, it requires being allowed to fall and get back up again. 


As a parent, that’s easier said than done. True story—just this last week, my oldest daughter who is a full grown, wonderful, independent adult, got in a fender bender. She suffered a minor burn on her hand, and that was all. It took every bone in my body not to hop on a plane and go care for her. She even had to talk me off the ledge, saying “Mom, I’m fine, don’t come down, don’t worry.”


The point is that companies would do well to learn from this push and pull of hands-on hands-off parenting conundrum. Companies absolutely have to give birth to—as complex within company culture, structuring, re-educating, etc. as is the human life birth process—to D&I initiatives that they help guide, nurture, and set boundaries for when necessary, but which are also able to ultimately find their own feet. D&I needs to instill true acceptance and understanding within company culture. But while that’s a reachable goal, it’s also a high one, and of course there are going to be bumps and bruises along the way. A company needs to conceive, implement, and deploy these strategies, but then to be self-aware in how it steps back and allows the process to unfold in the most healthy, holistic way. A lot of D&I is trial and error, just like parenting, and there’s no one size fits all solution. Companies need to persevere, trying new things when old models don’t work, and remaining open to the fact that sometimes the failure of a strategy may lie with the very people who are trying—with good intention—to implement change. Sometimes, both in parenting, and in company culture, you need to let go of control, and let ideas take their own form. 


What’s important to remember are the ties that truly bind us, the bloodlines that motivate such a deep desire to make something other than us successful, happy, and the best it can be. Whether that is literal bloodlines (children) or figurative ones (new ideas, strategies, or initiatives), we can all admit that there is something truly magical about a mother’s love and its potential. 


A mother's love builds nations and create legacies.


A mother's love champions progress and is steadfast in setbacks.


A mother's love withstands obstacles. 


There’s nothing like a mother’s love. 


We are better together!


I AM someone who sees incredible potential in places most  people don't think to look. As an owner of a diversity staffing boutique, my team and I walk alongside our Clients in creating professional environments that are truly for ALL. I believe in our interconnectedness as a human race and strive every day to use my gifts to empower the workplace’s invisible and powerless. I rarely bet on certainty and always root for the underdog because, after all, those are the best stories to tell.


Hi there! Thanks for reading! Follow Angela Solomon on her social profiles! | LinkedIn: /ASolomonRecruits | Facebook: @ASolomonRecruits | Instagram: @A.SolomonRecruits | Twitter: @AS_Recruits | Pinterest: @AS_Recruits

Diversity Recruiting Gone Wrong: Common Mistakes That Perpetuate Racial Bias

By Angela Solomon • 24 Apr, 2024
Diversity and inclusion have become critical priorities for many organizations in the corporate world. However, the methods used to achieve greater diversity in the workforce often fall short, perpetuating racial biases rather than dismantling them. In this post, we'll explore the underlying challenges and propose a more holistic approach to creating truly equitable and inclusive workplaces. The recent New York Times article titled: What Researchers Discovered When They Sent 80,000 Fake Resumes to U.S. Jobs highlights a sobering reality – decades of diversity initiatives have failed to address the persistent racial discrimination in hiring practices. This reveals a fundamental flaw in how many organizations have approached the challenge of diversity and inclusion. Too often, the focus has been on quick-fix solutions, such as setting diversity quotas or hosting one-off training sessions. While these measures may create an illusion of progress, they fail to address the deep-rooted systemic biases that continue to shape hiring decisions and workplace culture. To make meaningful and lasting change, organizations need to take a more comprehensive and sustained approach. This begins with acknowledging the complexity of the problem and recognizing that diversity and inclusion are not just HR concerns, but rather strategic priorities that must be embedded throughout the entire organization. Effective diversity and inclusion initiatives should focus on three key areas: 1. Talent acquisition : Instead of relying on traditional recruitment methods that tend to perpetuate homogeneity, organizations should adopt inclusive hiring practices that actively seek out diverse talent pools. This may involve collaborating with community organizations, investing in employee referral programs, and reducing the reliance on educational pedigree as a primary hiring criterion. 2. Organizational culture : Creating an inclusive work environment requires more than just diversity training. It necessitates a fundamental shift in organizational culture, where diversity is celebrated, and employees from all backgrounds feel valued and empowered to contribute. This may involve implementing mentorship programs, fostering employee resource groups, and ensuring that leadership teams reflect the diversity of the organization. 3. Systemic change : To achieve true equity, organizations must be willing to confront and dismantle the systemic barriers that perpetuate discrimination. This may involve conducting comprehensive pay audits, implementing robust anti-bias policies, and advocating for broader social and legislative changes that promote equity and inclusion. By taking a holistic and sustained approach to diversity and inclusion, organizations can move beyond superficial metrics and create workplaces that truly reflect the rich diversity of the world around them. This not only benefits employees but also strengthens the organization's ability to innovate, problem-solve, and better serve its diverse customer base. The challenge of diversity and inclusion is a complex and persistent one, but with a renewed commitment to creating meaningful and lasting change, organizations can play a pivotal role in building a more just and equitable society. I see incredible potential in places most people don't think to look. As a Black woman and small business owner of a diversity staffing boutique and career coaching service, my team and I walk alongside our clients in creating genuine professional environments for ALL free from bias and discrimination. I believe in our interconnectedness as a human race and strive daily to use my gifts to empower the invisible and powerless. I rarely bet on certainty and always root for the underdog because those are the best stories to tell. Follow me on IG, Facebook, TikTok, YouTube, LinkedIn @ HireBlackTalent.

Ask The Recruiter: When Should You Start Looking For Your Next Job Opportunity

By Angela Solomon • 24 Apr, 2024
As a recruiter, I field many questions throughout my workweek—about when is the right time to start looking for a new job. I think the answer is you should always know whats going on in your industry. You should always have a resume and a great elevator pitch because you never know when an opportunity may arise. It's essential to be proactive in your career development rather than waiting until you're unhappy in your current position or faced with unexpected job loss. By staying informed about industry trends and networking regularly, you can position yourself for success when making a move. Remember, it's better to be prepared and not need it than to need it and not be prepared. So here are questions you should be asking yourself: 1) Do I like my resume? 2) Am I satisfied with my pitch? 3) Can I join networks and groups that will advance my career? It's important to stay proactive in your career development by continuously educating yourself, networking, and staying up to date on industry trends. Doing so makes you better prepared to seize opportunities and navigate any potential setbacks. You can always be ready to showcase your skills and experience, as you never know when a potential employer may come knocking. In the fast-paced world of work, being prepared and proactive can make all the difference in advancing your career. I see incredible potential in places most people don't think to look. As a Black woman and small business owner of a diversity staffing boutique and career coaching service, my team and I walk alongside our clients in creating genuine professional environments for ALL. I believe in our interconnectedness as a human race and strive daily to use my gifts to empower the invisible and powerless. I rarely bet on certainty and always root for the underdog because those are the best stories to tell.
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