Stacey A. Gordon's Blog

Hello!

Next week marks the halfway point of 2025. Hard to believe, isn’t it?

One key quality of a good leader is the intentionality to pause and assess. Work moves fast. Life moves faster. Without regular moments of reflection, it’s easy to veer off course.

That’s why quarterly (if not more frequent) check-ins matter. They help us refocus, realign, and make sure we’re not just moving, but moving in the right direction.

So we’ll keep this short and to the point. Consider this your end-of-second-quarter reminder to ask a few important questions:

How is your workplace doing?Are you seeing greater unity in your culture, or are divisions becoming more noticeable?What needs your attention, and what needs to change?

Of course, reflection alone isn’t enough. A true check-in includes action: setting clear next steps and creating a path forward based on what you’ve learned.

This is where Rework Work comes in. We can help you ask the right questions, gain insight, and build practical strategies to drive real culture change. If you need support as you finish out the year, I’d love to help.
And a quick but important announcement…

This will be the last edition of DEI @ Work you’ll receive through this platform.

If you’ve been following along, you know we’ve been practicing what we preach by simplifying systems and streamlining our work. As part of that effort, we’re moving all content and resources to Substack, and we’re bringing you with us.

If you haven’t already joined us there, now’s the time. Click here to sign up and keep receiving our insights and tools to help you build a stronger, more inclusive workplace.

Let’s finish the year strong — together.

Stacey Gordon, MBA
Rework Work CEO

As we finalize our transition to Substack, we want to make sure you know exactly where to find everything you’ve come to expect from Rework Work. All the resources and content you’ve previously accessed on our website are now available on our Substack page.

Here’s a quick guide to help you find your way:

On the homepage , you’ll see all the latest issues of Lead With Inclusion front and center.On the right-hand side, about halfway down the page, you’ll find a section titled Professional Development. This is where you can access our Unconscious Bias Education , Stacey’s LinkedIn Learning courses , and more.Just below that is the DEI Champion Toolbox, featuring resources like our Inclusion at Work Calendar .Want to explore our broader collection of free tools and downloadable content? Click the “ Rework Workspace ” tab, located in the navigation bar at the top of the page (it’s the third tab from the left).

We’ve made many of our most valuable resources available to everyone — free of charge. But if you’re looking to go deeper, you can upgrade to a paid subscription. Paid subscribers get access to:

Subscriber-only education and our full content archiveThe ability to post comments and join discussionsInvitations to live community chats

Still have questions? We’re here to help. Just reply to this email or reach out anytime.

Is it possible for an organization to authentically observe Juneteenth?

“Just because you can do something doesn’t mean you should.”
I’ve said it before, and I’ll say it again… I don’t give talks on Juneteenth.
Black people are not a monolith. Not all Black people are African-American. My parents grew up in Guyana, so I relate to that personally. The truth is, not every Black person should or wants to speak on Juneteenth. In this issue of Lead With Inclusion, we take an honest look at authentic Juneteenth programming and how it might look different than you’d expect.READ MORE

Stacey is currently in Scotland and will share an update from her trip when she returns in mid-July. In August, she’ll be leading a webinar on Authenticity in Leadership for the London Speech Workshop. If you’d like Stacey to speak at your organization or lead a session for your team, now’s a great time to reach out and get on her calendar!

Changing jobs? Take us with you! Continue receiving DEI @ Work by updating the email address in your Workspace account. Once updated, simply re-login with your new credentials to ensure continued access to our latest resources and upcoming events!

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The post Halfway there. Now what? appeared first on Rework Work.

Hello!

June is just getting started, and there’s already a lot unfolding.

First, happy Pride Month. Advocacy for equity and inclusion should never be seasonal, but months like this give us space to spotlight the work and reflect on why it matters.

In our world of DEI and workplace inclusion, two recent legal developments deserve attention. Both highlight how complex discrimination has become.

Let’s start with Workday.

If you’re unfamiliar, Workday is a major global tech company providing AI-powered HR and finance software. Think 70+ million users across 175+ countries.

Why does this matter? A California district judge recently allowed a lawsuit against the company to proceed. The case alleges that its AI-driven hiring tools discriminate against applicants based on race, age, and disability. If successful, it could set new precedents for how companies are allowed to use algorithms in hiring and how they’re held accountable.

As AI continues to transform our systems, this is more than a tech issue. It’s a workplace issue.

Next, to the Supreme Court.

Last week, the Court ruled in favor of an Ohio woman who claimed she was denied a promotion and later demoted because she’s straight. Lower courts had dismissed her case, applying a higher legal bar for plaintiffs from “majority” groups.

But the Supreme Court disagreed. It ruled that discrimination laws apply equally. Discrimination is discrimination.

This is where things get tricky.

Yes, legally speaking, the logic holds. Discrimination laws shouldn’t be harder to invoke depending on your identity. But not every claim is valid.

This is why we need nuance and critical thinking. The current legal system — and society at large — is losing its ability to distinguish between real discrimination and false or politically motivated claims.

The risk is this: if discrimination laws are misapplied or stripped of context, we flatten distinctions that matter and erode the integrity of anti-discrimination protections. Workplaces become more polarized. Hiring practices and culture begin to fray.

The bottom line? These legal decisions will shape the future of work. They raise big questions about how we use technology, how we define justice, and how we uphold protection for all.

This is a time to increase your awareness. Lead with curiosity. Continue learning. Keep showing up for the work.

Stacey Gordon, MBA
Rework Work CEO

Looking to process everything happening in the world around us? The Rework Workspace is full of free tools and resources designed to help you reflect, learn, and take meaningful action. Whether you’re just beginning your DEI journey or looking to deepen your understanding, there’s something here for you.

And if you’re a paid subscriber, don’t forget — you also have access to Stacey’s one-hour Unconscious Bias education course, along with her newest mini-session, Inclusion by Design: Embedding Equity into Every Stage of Talent Management. Both are practical, powerful tools for anyone ready to move from awareness to action.

Can you celebrate PRIDE without recognizing pronouns?

Imagine someone storming the cockpit to demand the pilot explain every control before takeoff. Absurd, right? Yet that’s what it can feel like when we question the validity of trans and nonbinary identities or treat pronoun use as a debate. In this Lead with Inclusion, we explore why honoring people’s identities is a part of inclusive leadership.READ MORE

Did you know Stacey offers leadership development sessions for teams/organizations? This month, she’s leading a series of virtual sessions, meeting with the City of Las Vegas’ leadership team on June 11, and facilitating an open roundtable for Talent Leaders in Edinburgh, Scotland on June 17. Want to bring Stacey in to work with your team? Let’s talk.

Changing jobs? Take us with you! Continue receiving DEI @ Work by updating the email address in your Workspace account. Once updated, simply re-login with your new credentials to ensure continued access to our latest resources and upcoming events!

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The post AI, discrimination, and the future of work appeared first on Rework Work.

Hello!

Two historic sites, destroyed.

In recent weeks, a fire engulfed the Nottoway Plantation mansion in Louisiana, which was one of the largest remaining pre-Civil War homes in the Deep South. Around the same time, a massive tree fell on the Fort Branch Museum in North Carolina and completely destroyed the building. Unsurprisingly, both events have sparked intense debate online. Perhaps like me, your social media feeds have been flooded with hot takes — some calling it long-overdue justice, others mourning the loss of historic architecture.

No matter where you land in these conversations, it’s remarkable how quickly our world divides into polarized perspectives. Side against side. You against me. In all the noise, are we losing an opportunity?

Here’s a thought I can’t shake:

After a fire, you have to rebuild.

Many workplaces (and other environments!) are home to outdated practices, entrenched policies, and unspoken norms that corrode culture from the inside out. Sacred cows are protected at the leadership level while employees disengage and walk away. These are things that need to be named. Sometimes, parts of our workplaces need to burn!
But if we stop there, little is accomplished.

Instead of staying stuck in broken systems, what if we focused our energy on rebuilding something better? What if we worked together to navigate the complexities and create workplaces where people actually thrive?

Real leadership looks like envisioning the future, refusing to stop with the ruins, and not wasting opportunity.

If this resonates — and you’re ready to address the red flags and initiate change in your workplace — I’m here to support you as you build something better.

Let’s do the work together.

Stacey Gordon, MBA
Rework Work CEO

This work can sometimes feel like an uphill battle. But every now and then, something reminds me that it’s making a difference. And that reminder? It changes everything.

Last week, Dr. Victoria V. shared that UNBIAS: Addressing Unconscious Bias at Work has transformed her leadership — and her life. Is someone cutting onions??! What a testimony!

If you haven’t read my book yet, I encourage you to check it out. UNBIAS is a rich resource, and I’m confident it will positively impact your leadership journey, too. Find it here.

Learning to listen

I recently had the opportunity to participate in a day of advocacy where nearly 100 HR professionals met with California state representatives to discuss pending legislation. We stated our case, explained why we felt some of the proposed bills were overreaching or unclear, and offered feedback.

Taking part in this process reminded me that leadership is, at its core, about learning how to listen — and how damaging it is when leaders don’t.

So, I’m switching it up. Instead of offering a tip or tool in this week’s Lead with Inclusion, I’m taking a page out of my own book and asking you to share your experiences with listening.

Come share your thoughts. I look forward to hearing what you have to say.

READ MORE

Stacey is going global! Throughout June, she’ll be leading webinars and discussion groups for Nexia International, offering multiple sessions to accommodate different time zones across their 230 member firms. If you’re a Nexia member, don’t forget to sign up for one of Stacey’s sessions next month!

Not a Nexia member, but interested in bringing Stacey to your company or organization? Let’s talk.

Changing jobs? Take us with you! Continue receiving DEI @ Work by updating the email address in your Workspace account. Once updated, simply re-login with your new credentials to ensure continued access to our latest resources and upcoming events!

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The post After the fire appeared first on Rework Work.

Hello!

I’m currently in Canada for LinkedIn’s Hire Connect Sessions in Toronto, and wow — the city is bursting into bloom. Trees are waking up, flowers are everywhere, and even the air feels a little lighter. Spring is very much springing.

These sessions bring together senior talent acquisition leaders navigating a rapidly evolving hiring landscape shaped by AI, changing employee values, and significant global uncertainty.

Being in Canada right now has been both energizing and eye-opening. With newly elected Prime Minister Mark Carney stepping into leadership, there’s a noticeable focus on inclusion and equity — even in transition. It feels like purpose is being chosen over panic.

There’s no doubt that the landscape of hiring has fundamentally shifted. Technology has already transformed how we screen and source, and AI is accelerating that even further. From what I’ve seen, Prime Minister Carney seems to be embracing these changes (and others) with an open-minded, values-driven approach. It’s hopeful.

While here, I’ve had the opportunity to present tactical strategies to help leaders move beyond short-sighted hiring mindsets and attract the right talent with a skills-first, DEI-informed lens. As I continue to share in more and more places, it’s fascinating to see how these ideas resonate across borders. Crazy thought, I know — but maybe the fundamentals of great hiring really do work. (Yes, that’s sarcasm.)

My time in Toronto has left me feeling grateful, energized, and re-centered on why this work matters.

Curious to dig deeper into these ideas? Rework Work has a free LinkedIn Learning course that walks through the basics and best practices of recruiting.

Until next time, you know where to find me!

Stacey Gordon, MBA
Rework Work CEO

If you haven’t noticed, we’re pretty excited about our new presence on Substack — and we’re going to keep talking about it. Most of Rework Work’s core resources have already made the move, and they’re now easier than ever to access for our subscribers.

Substack offers a range of subscription options, including a free plan and various paid plans with special access. One of the benefits? Exclusive access to Stacey’s one-hour Unconscious Bias education session, available directly in our Substack community for paid subscribers.

Looking to deepen your understanding of bias and build more inclusive practices? This is a great place to start.

Where do values in leadership intersect? 

In this issue of Lead with Inclusion, Stacey dives into SHRM’s decision to drop “equity” from its IE&D acronym (inclusion, equity, and diversity). Now it’s just “I&D” — inclusion and diversity.

But equity isn’t optional. It’s a principle everyone needs to understand, even when it’s complex. So if the world’s largest HR organization can’t define it for the 340,000+ professionals who look to them for guidance, where does that leave us? And what happens when values start getting exchanged for dollars?

Let’s get into it.

READ MORE

Before heading to Toronto, Stacey spoke at LinkedIn’s Hire Connect Sessions in San Francisco. Now in Toronto, she’s wrapping up a series of Hire Connect conversations with Talent Acquisition professionals from across the country. While there’s been plenty of global attention on the so-called “talent shortage,” Stacey offers a different take. She believes the issue isn’t a lack of talent, but rather the lens through which we’re screening and attracting candidates. We’re overlooking qualified individuals simply because we’re not looking in the right way. In her Hire Connect presentations, Stacey is sharing practical, tactical advice to help organizations uncover and engage the talent that’s already right in front of them.

Want to get on Stacey’s speaking calendar? Reach out today!

Changing jobs? Take us with you! Continue receiving DEI @ Work by updating the email address in your Workspace account. Once updated, simply re-login with your new credentials to ensure continued access to our latest resources and upcoming events!

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The post Hiring is shifting — are we? appeared first on Rework Work.

Hello!

If you’ve been paying attention, you’re probably aware that I’ve had a complicated relationship with SHRM (Society for Human Resource Management) over the years. That being said, I was elected to the SHRM California board and began my tenure at the beginning of the year as Workforce Readiness Director. So, of course, I attended the California Legislative and HR Summit last week.

One of the keynote speakers was Johnny Taylor, SHRM’s president and CEO. His message of “Policy Not Politics” seemed contrary to the one I’ve been delivering about values-aligned leadership, and it led me to start a dialogue with him (more about that in my next Lead With Inclusion).

During the summit, I participated in an advocacy day. Alongside nearly 90 HR professionals and a few students, I met with California State Representatives to discuss pending legislation that directly affects HR professionals across the state. If you’ve never participated in this activity, I suggest you put this conference on your calendar for next year.

In the context of legislation, leadership guided by core principles rather than partisan agendas or power grabs shaped by party lines, means not supporting or opposing a bill by default based on political affiliation alone, but evaluating it through a values-based lens to ensure the policy aligns with what we believe in and serves the greater good.

While advocating for bills that uplift HR professionals and promote thriving workplaces, I had a chance to see this in action. Our advocacy was grounded in diversity, equity, and inclusion, and centered around policies designed to drive outcomes aligned with those values in workplaces statewide. This is what values-aligned leadership can look like: principled, action-oriented, and focused on the long term. Political strategy and ideology may play a role in governance, but they cannot replace authenticity, moral clarity, and integrity.

So here’s the question I’m still chewing on: What role do your values play in shaping your politics and policy?

The answer matters — because every workplace has its own politics, not just our government. And how we think about our values in relation to politics will shape the cultures we create.

For now, I’ll leave you with this thought to ponder … if you want to take it further, you know where to find me!

Stacey Gordon, MBA
Rework Work CEO

 

In case you missed the news, Stacey is now on Substack! She is using this new platform to dive deeper into topics surrounding leadership strategy, workplace culture, diversity, equity, and inclusion. Join her there for exclusive content, fresh insights, and the kind of thoughtful, nuanced conversations you’ve come to expect.

The optics of inclusion

Is the Blue Origin flight truly a leap forward for women? The headlines would have you believe this “historic mission” marked a giant leap for women and girls around the world. But peel back the layers, and what looks like progress may actually be a carefully packaged sales pitch for space tourism — wrapped in the language of representation.

It’s a reminder of how easily performative gestures can be mistaken for real progress.

This issue of Lead with Inclusion takes a closer look. Let’s dive in.

READ MORE

Mark your calendars! Stacey is hosting three LinkedIn Live events this month, each packed with actionable insights for navigating today’s workplace realities.

No one is coming to save you — How to self-advocate in your career (and life)
Tuesday, May 6, at 8:30 AM PT / 11:30 AM ET

We’ve all heard that HR isn’t our friend. We’ve been told to request a seat at the table and not wait for an invitation. But when does that advice actually serve us, and when doesn’t it? In this live discussion, join Thela Thatch and Stacey Gordon to talk about when to tackle problems on your own and who to call when you need help finding a solution.

Coaching recruiting teams to success through turbulent times 
Thursday, May 8, at 8:30 AM PT / 11:30 AM ET

Great managers coach their teams to excellence and advancement. If you’re a talent leader seeking to grow and retain high-performing talent, this one’s for you. Lisa Gates is joining Stacey Gordon to layer her expertise in coaching teams to excellence with Stacey’s expertise in talent acquisition strategies. The session will cover alignment with mission, communicating with influence, and building a shared team narrative.

Modernizing DEI — Evolving for your workplace  
Tuesday, May 20, at 10 AM PT / 1 PM ET

DEI has been misunderstood, misused and in some instances, misguided. The acronym needs to be demystified. In this candid conversation, Su Joun of Diversity@Workplace Consulting Group and Stacey will provide context for behaviors that hinder equitable hiring, promotion, pay, accessibility, civility, professionalism, and respect. Join the discussion on where DEI goes from here.

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The post Politics, policy, and the power of values appeared first on Rework Work.

Hello!

Decision-making is hard. Decision-making without data? Nearly impossible.

Over the past few months, I’ve been taking a hard look at my own effectiveness. This has meant evaluating how I serve my clients, how I connect with prospects, and how I show up for my broader audience. I’ve spent a lot of time thinking about what people might want, what could be helpful, and what should move potential clients from interest to action. But in all of that thinking, I forgot something I regularly encourage my clients to do: start with what you know.

If I had taken a closer look at the feedback I already had — emails from clients, newsletter engagement, social media insights — I would’ve had a clearer picture of what was working and what wasn’t. I could’ve made different decisions, faster. Because even the best intentions and expertise can’t replace actual information.

I’m sharing this with you because maybe you’ve been there too. We all have blind spots, and recognizing them is part of the work.
As a result, my team and I are making some shifts. You might notice some changes in how we do things in the near future. That’s intentional. Our goal is to serve you better, and that means leaning into what the data tells us you need — not just what we think will help.

This reflection is also shaping my current approach to conversations about DEI in the workplace. Within my immediate circles, there’s a strong and vocal commitment to diversity, equity, and inclusion. If I only looked there, I might assume that DEI work is largely done. But when I step back and look at broader signals like trending topics on social media or themes in public conversations, a very different story emerges.

Sometimes, the information we’re using to make decisions isn’t the information that will actually move us forward. And sometimes, the data we need is sitting just outside of the places we typically look.

We’re well into Q2. If your DEI goals for the year were based on assumptions or aspirations, now’s the time to course-correct. Let’s stop guessing. Let’s start asking better questions. And if you need support identifying what’s working, what’s missing, or what your data is really saying, I’d love to help.

Stacey Gordon, MBA
Rework Work CEO

Do you know about our Sparking Awareness Learning Path? We’ve curated quite a few resources and over the years, we’ve accumulated many tools that we share in our Rework Workspace. You’re probably already logged into our Workspace, but if not, you can sign up now for free.

Feedback doesn’t have to be uncomfortable

Challenging the status quo often leads to uncomfortable conversations. It can be a necessary part of addressing bias and building a more inclusive workplace. And while we tend to focus on how we speak up, the way we listen, respond, and create space for others to share is just as important. In this issue of Lead With Inclusion, we’re exploring what it means to give and receive feedback well — and how to create a culture where honesty is welcomed … and maybe even a little less uncomfortable.READ MORE

DEI work is still happening, and it still matters. If you’re an executive, HR leader, ERG chair, or people manager wondering why your current workplace approach isn’t working, now is the time to reach out. Let’s get you out of chaos and into clarity.

Unconscious Inclusion — April Open Discussion
Friday, April 18, at 11 AM PT / 2 PM ET

Authoritarian systems rely on a cycle of control: limit access, demean the marginalized, and silence dissent. Recognizing these patterns is the first step toward resistance. But what does resistance look like in the day-to-day realities of work and life? Join us for an open conversation about how we challenge oppressive systems, even from within them.

Changing jobs? Take us with you! Continue receiving DEI @ Work by updating the email address in your Workspace account. Once updated, simply re-login with your new credentials to ensure continued access to our latest resources and upcoming events!

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The post What I forgot to do (and why it matters) appeared first on Rework Work.

Hello!

Critics argue that DEI programs disproportionately benefit white women over minorities. Are they wrong? Not entirely. Here’s why.

Even the best initiatives can be misapplied or distorted — often with good intentions but harmful consequences. DEI is no exception. When diversity, equity, and inclusion efforts are poorly implemented, they can create the illusion of progress while failing to address the deeper inequities they were meant to solve.

Take Equal Pay Day, for example. In 2024, Women’s Equal Pay Day fell on April 8. In 2025, it moved up to March 25. On the surface, this seems like progress — the gender pay gap appears to be shrinking. But a closer look reveals a different reality: while white women’s pay has improved, the wage gap for women of color has remained largely unchanged. Their Equal Pay Day has barely moved, exposing a critical flaw in how pay equity is being addressed.

At Rework Work, we are committed to ensuring DEI is implemented with precision and expertise. When efforts benefit some while leaving others behind, they reinforce inequality rather than dismantling it. True DEI requires an understanding of intersectionality — how factors like race, gender, and socioeconomic status overlap to shape unique experiences of privilege and discrimination. Without this awareness, DEI initiatives risk doing more harm than good.

When DEI is reduced to performative, check-the-box initiatives rather than a strategic, systemic effort, it often fails those it was intended to uplift. And that’s a real problem.

DEI isn’t a quick fix or a passing trend. It’s about intentional, data-driven action that fosters real equity. That’s why, at Rework Work, we go beyond surface-level solutions, equipping organizations with the tools, training, and expertise needed to create lasting impact for all marginalized groups.

If you’re ready to move beyond performative action and into meaningful change, let’s talk. We’re here to help.

Stacey Gordon, MBA
Rework Work CEO

Want to create awareness of cultures other than the standard norm and work toward a more inclusive workspace? Our Inclusion @ Work Calendar makes it easy to recognize and celebrate cultural observances and holidays from around the world.

From Women’s Equal Pay Day to global traditions you may not yet be familiar with, this carefully curated calendar brings attention to observances that aren’t traditionally seen and valued.

Download the calendar and start planning for a more inclusive year!

How can you oppose diversity, equity and inclusion? 

“You should earn your job, not have it handed to you because of DEI.”

“Black people aren’t oppressed.”

I hear some version of “DEI just hands out jobs based on skin color, not merit” all the time. But here’s the truth: DEI doesn’t lower the bar — it acknowledges that, for too long, the playing field hasn’t been level.

In this issue of Lead with Inclusion, I challenge you to consider some big questions about fairness and equity in the workplace, including why DEI makes some people (maybe even you) uncomfortable. Plus, I’ll share key resources to help unpack and address that discomfort. Let’s dig in.

READ MORE

Our April Unconscious Inclusion Open Discussion is happening on April 18! Stay tuned for details and the sign-up link in our next DEI @ Work newsletter.

Also, exciting news: Stacey and Rework Work are now on Substack! She’s building a space for deeper conversations and fresh insights on rethinking workplace culture. Be part of the growing Rework Work community — join her there!

Changing jobs? Take us with you! Continue receiving DEI @ Work by updating the email address in your Workspace account. Once updated, simply re-login with your new credentials to ensure continued access to our latest resources and upcoming events!

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The post Is DEI missing the mark? appeared first on Rework Work.

Hello!

It’s clear that DEI is under attack. Reports of DEI programs being dismantled dominate headlines and news feeds. But there’s something missing from this conversation — the critical legal pushback from lawsuits and judicial decisions that continue to uphold and defend DEI principles, though often overlooked and underreported. Meanwhile, other pressing issues, such as the erosion of trans rights, are unfolding in the background, exposing a broader and more alarming reality: the systematic stripping of basic human rights.

In this climate, it’s important to remember that how we treat each other is within our control. Discrimination is still illegal, but decency and respect don’t require a law. In fact, the law is the floor — not the ceiling — for how we should engage with one another.

If legal requirements are the only reason we treat each other with respect, we have a serious problem. Laws exist to prevent the worst abuses, not to define the standard for human decency. Our moral compass should set that standard, with our guide being an internal desire to do what is right and equitable for all people. Even if legal protections were to disappear, we should strive to be a society that upholds human dignity regardless. Each of us has a responsibility to treat others with respect, every day and in every interaction.

At Rework Work, we’re not backing down. We will continue advocating, educating, and pushing for change. Together, let’s focus on what we can control and hold ourselves and others to a higher standard, no matter the political climate.

 

Stacey Gordon, MBA
Rework Work CEO

We all have blind spots, no matter how much we care about this work. As leaders, the responsibility to address bias is perhaps even greater because our actions have a direct impact on the people we lead. The way we uphold DEI values, demonstrate humility and a willingness to learn can make a night-and-day difference in workplace culture.

That’s why we developed Addressing Unconscious Bias as a Leader, a LinkedIn Learning course designed to take you from awareness to action. You’ll learn how to identify bias and apply proven tools to remove barriers and foster equity across your organization.

Ready to make a change? Start your free month or enroll your team today!

Are you safe at work?

When you hear “workplace safety,” you probably think about injuries, accommodations, and workers’ compensation. But what about psychological safety? Feeling safe to share ideas, ask questions, and raise concerns without fear of retaliation is just as critical as physical safety. In this issue of Lead With Inclusion, we’re exploring the importance of psychological safety — the questions to ask your employer (or potential employer), and how leaders can use their influence to create a safer work environment.

READ MORE

Stacey kicked off the month in London, speaking with CEOs and practice leaders at the The Institute of Chartered Accountants in England and Wales (ICAEW) Practice Dinner. The feedback was overwhelmingly positive, with attendees sharing how they were “challenged to consider how to make our workplaces truly inclusive and to consciously think about unconscious biases when dealing with talent challenges.” Thank you, ICAEW, for the feedback!

Looking ahead, Stacey has a busy few months on the calendar:

March: Leading sessions with the Kentucky Community & Technical College System
April: Working with the talent team at Stryker, one of the world’s leading medical technology companies
May: Speaking to talent acquisition leaders at LinkedIn
June: Hosting webinars and DEI Dialogues with Nexia, a global network of more than 200 independent accounting and consulting firms

Interested in getting on Stacey’s upcoming schedule? Let’s connect!

Unconscious Inclusion — March Discussion
Friday, March 21 at 11 AM PT / 2 PM ETDEI programs aim to create more opportunities for underrepresented groups, but they’re not without controversy. Critics argue they prioritize identity over merit and create division, while supporters say DEI fosters innovation and reduces discrimination. Can DEI be both fair and effective? Let’s discuss ideas AND solutions together!Learn More

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The post Is your humanity dictated by law? appeared first on Rework Work.

It’s March, which means we’re celebrating Women’s History Month.

At Rework Work, Women’s History Month holds deep significance for us. We are a woman-led business, proud of what we’ve built, and grateful for the generations of strong women who fought to shape our current reality. There are so many reasons to celebrate the progress women have made throughout history.

But, our work isn’t done. Advocacy and awareness are as critical as ever.
Consider these workplace statistics: 

Women earn 22% less than men on average, with Black and Hispanic women facing the largest pay gaps. One key factor? Women are overrepresented in low-wage jobs , making up more than half of minimum-wage workers.Mothers earn 70% of what fathers make , largely due to discrimination and caregiving responsibilities. 75% of senior management roles are held by men, despite women comprising nearly half of the U.S. workforce. Women hold a mere 10.4% of CEO positions in Fortune 500 companies, while men occupy the rest.

Pay gaps, leadership disparities, and inequities continue to persist for women in our workplaces. If we stop pushing forward, we will move backwards.

Here’s an action step for you: Write down your personal commitments to challenging these inequities. Make them practical and meaningful based on your unique context and experiences. Sign your name at the bottom and put it somewhere you’ll see often. Then, let these commitments guide how you live, how you confront discrimination, challenge bias, and advocate for equity — even when it feels like an uphill battle.

Need inspiration? Check out our Rework Work commitments for examples of what yours could look like.

At Rework Work, we will keep talking. We will keep championing inclusion. We will keep helping organizations build equitable workplaces.

And if that’s not for you, that’s okay — there’s an unsubscribe button at the end of this email.

This is who we are, and this is what we stand for.

If your values align with ours, we can’t wait to work alongside you!

Stacey Gordon, MBA
Rework Work CEO

Do diversity, equity, inclusion and accessibility matter to you? Are you involved in DEIA education? You can be a resource!

Rework Work is part of a foundational coalition working to bring together practitioners, organizations, and advocates to collaboratively establish a unified framework, align best practices, and create a joint body dedicated to advancing DEIA education and implementation.

We are a community-driven effort, and your participation matters.

Can we count on you? Learn more today!

What does the elephant in your workplace look like?

 Not all elephants in the room are loud and obvious. Sometimes they show up in more subtle ways — small, everyday behaviors that fly under the radar unchecked. But does that make them any less harmful?

In this issue of Lead with Inclusion, we’re tackling the elephant of racism in the workplace. We’ll explore what it looks like and, more importantly, what we can do about it.

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Stacey is heading to London next week and is looking forward to presenting at the ICAEW Practice Dinner!

Unconscious Inclusion — March Discussion
Friday, March 21 at 11 AM PT / 2 PM ET

Should DEI have a formal role in institutions?

DEI programs are designed to create more opportunities for underrepresented groups. Critics argue they prioritize identity over merit and create division, while supporters say DEI fosters innovation and reduces discrimination.

So, can DEI be both fair and effective?

Let’s discuss ideas AND solutions!

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Changing jobs? Take us with you! Continue receiving DEI @ Work by updating the email address in your Workspace account. Once updated, simply re-login with your new credentials to ensure continued access to our latest resources and upcoming events!

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The post A call to action appeared first on Rework Work.

Are we losing the invaluable skill of talking with one another?

At first glance, this question might seem unnecessary. Of course, we talk. We comment, we post, we debate. But stop and think — are we truly engaging in dialogue, or are we just speaking into the void?

Many of us feel the fractures in our communities — whether caused by politics, leadership failures, or simple misunderstandings. The divide can seem so vast that dialogue feels impossible. I get it — I feel it too. But here’s the thing: conversation remains one of the most powerful tools we have to close the gap. When division seems insurmountable, dialogue becomes the bridge that brings us back together.

Dialogue counters disillusionment.

When trust is broken — especially by those in leadership — it’s tempting to retreat in frustration or bitterness. But shutting down only deepens the divide. Engaging in conversation, however, invites understanding. It allows us to process, challenge, and rebuild trust. Even when it’s uncomfortable, speaking up and listening well keeps us from drowning in disillusionment. Often, the moments we most want to remain silent are the moments we most need to engage.

Dialogue dissolves isolation.

Division grows in silence. When we stop talking, we stop seeing each other. And when we stop seeing each other, we start imagining our differences as greater than they are. But when we reach out — through difficult conversations, honest dialogue, and a willingness to listen — we shrink that distance. Conversations remind us that despite our differences, we share common ground. They are the foundation of healing, inclusion, and change.

Dialogue brings clarity in the noise.

When the world feels chaotic — filled with anger, misinformation, and division — conversation acts as an anchor. Choosing to engage rather than disengage helps us reclaim control over the narrative, steering our relationships, workplaces, and communities toward the things that truly matter.

It may seem as though we’re living in an alternate reality (the upside down, bizarro world, the twilight zone — should I keep going?), but we must remain focused. The chaos is deliberate. Don’t allow it to derail your own sense of humanity.

That said, we must learn to converse well. Bridging divides takes skill, commitment, and practice. In a culture that often rewards outrage over understanding, we must approach each other with curiosity rather than accusation. This is not easy. But it is necessary.

At Rework Work, we help individuals and teams engage in meaningful, constructive dialogue. If you’re ready to strengthen your skills and build deeper connections, reach out — we have the tools, training, and resources to support you.

Let’s build this bridge together.

Stacey Gordon, MBA
Rework Work CEO

This week, we’re flipping the script — rather than sharing a resource, we need your help!

In our last DEI@Work newsletter, we shared that Rework Work is part of a foundational coalition working to collaboratively standardize and unify DEI, while also providing tools and resources to respond to critics. If you have resources that could support this effort, we’d love to hear from you!

Simply reply to this email or reach out directly to Amber Thomson, Rework Work’s Learning Success and Operations Coordinator.

Ready to join the coalition? Let us know that, too!

Ignoring the problem won’t create a solution

Tuning out the noise might seem like an effective option. It allows us to avoid the chaos, quiet the stress, and more easily navigate through our day. Less worry. Less anxiety. A little peace and quiet — what could be the harm in that?

In this issue of Lead With Inclusion, we’re exploring the impact of looking away, how it becomes a dangerous game, and what we can do instead. Let’s get into it.

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What’s Stacey up to?

Today, Stacey is leading an internal conversation for Eastridge Workforce Solutions. This weekend, she’ll be onsite in Orange County, CA, sharing strategies for building inclusion and combating bias in the workplace. And next month, from March 9–15, she’ll be in London for another speaking engagement!

If you’re based in the UK and want to bring Stacey in for an event or leadership development session during those dates, let’s talk.

Unconscious Inclusion — February Open Discussion
Friday, February 21, at 11:05 AM PT / 2:05 PM ET

Tomorrow, we’re diving into practical strategies for fostering open dialogue, managing tension productively, and ensuring workplace conversations — especially those around culture and fairness — lead to real change.Join us for the discussion!Learn More

Changing jobs? Take us with you! Continue receiving DEI @ Work by updating the email address in your Workspace account. Once updated, simply re-login with your new credentials to ensure continued access to our latest resources and upcoming events!

Update Profile

The post Building bridges in a fractured world appeared first on Rework Work.