On Defense, Defensiveness, and the White Supremacy Defense Handbook

I will never be shocked at how often people of pallor jump in to defend other people of pallor for doing and saying hateful, harmful, racist, and oppressive things. At work, on social media, in public - most people of pallor never fail to "stand in solidarity" with other people of pallor, even after witnessing their harmful words and actions firsthand.

That's page 76 of the white supremacy defense handbook, right?

I will never be shocked that the defenders of pallor constantly ask those whom people of pallor harm to "assume positive intent" whenever they harm us, even if there isn't one crumb of positive intent one could discern from their actions.

If memory serves me correctly, that's chapter 5: the good/bad binary as a tool of oppression.

I will never be shocked that people of pallor still react to those they harm not buying the "positive intent" sales pitch by referring to chapter 8 of the white supremacy defense handbook in which those harmed by white supremacy are supposed to constantly be ready to prove beyond a shadow of a doubt that harm has occurred, even after people of pallor witness the harm with their own eyes.

I will also never be shocked when people of pallor and their defenders send me and people like me private messages or want to push for a conversation away from witnesses to plead their case and drain the batteries of those they have harmed or watched get harmed by expecting those they've harmed to educate them when they do not want to be educated—they want to be “proven right” or feel justified in their actions.

I think that's also chapter 8, but I could have an old copy of the book.

What's that, you say? There are no new editions? And that y'all been rockin' with the same handbook for 100+ years?

But of course.

I'm not even shocked.

This Week's Opening Thought: August 26, 2024

This week's opening thought: I've worked in various industries and professions. This kind of experience comes with being in the workforce since age 13. But in my almost 30 years of work experience, human resources is the only profession I've ever worked in that seems to constantly be trying to rebrand itself. It's at the point of being ridiculous.

People and Culture. People Operations. Organizational Culture and Belonging. Human Support.

Who wants to tell them?

Yeah...it's still HR, y'all. People still know it's HR. New name, same actions.

Suppose your industry and profession must constantly rebrand because of people's longstanding issues with how your profession handles things in the workplace. Wouldn't addressing their problems and reimagining how people view your industry make sense? Wouldn't rebuilding, not rebranding, be the human approach?

However, that would encompass a level of accountability we have yet to see steadily reflected and implemented in human resources as a field and industry.

Y'all ready for that, HR Folx?

Why are y'all so quiet?

Damnit.

So...that's a no, isn't it?

SIGH.

People and Culture it is!

On Gus, Tim, and Toxic Masculinity

Do you want to know a person's makeup and character? Do you want to truly get a window into who a person is, deep down in their soul?

I think you should look at the people making fun of Tim Walz's son Gus and his relationship with his father.

People are mocking a neurodivergent person for loving their father and openly showing their love, unfiltered, in a moment of familial pride.

People are mocking Tim Walz for having a son whom he has showered with so much love, support, and affection that his son has no qualms about showing the world how decent of a person his father is.

If you somehow find Tim and Gus' relationship funny, meme-worthy, or a target of mockery, rest assured that it says so much about who you are as a person that you need not mutter another word.

I wish for you healing for the dark places in your soul that have never seen joy and love. I hope that one day, you get to feel what true, genuine, unfiltered, unconditional love, empathy, and compassion with another person feels like because you're obviously bereft of it.

This Week's Opening Thought: August 19, 2024

This week's opening thought: If it's not a work-related function, event, conference, or speaking event that involves you being compensated in some fashion, you are not a representative of your organization.

Organizations love running with this idea that as long as you work for them, you represent the organization in all spaces. I cannot stress enough how big of a load of cow dung that is. That nonsense is the organization you work for overstepping the boundaries of the work agreement. That's the thin line between an employment relationship and an organization believing that they pay you so they own your time and energy.

When I'm at work? I represent the organization. When I'm at a work-related event? I represent the organization. In those moments, I am being paid to represent the organization in some way, shape, or form. But when I'm at an after-work networking event?

I'm representing me. I'm there for me.

When I'm attending a conference that the company wouldn't pay for, that will help me enhance my skill set and grow as a person?

I'm representing me. I'm there for me.

When I'm out in the community, living my life and minding my business?

I'm representing me.

You only owe a workplace 40 hours per week. That's it. That's what they pay you for. Anything outside of actual, legitimate work-related functions is free publicity and labor that most organizations do not deserve.

You are not a 24/7/365 billboard for the place you work.

They better go buy some ad space.

On HR, Calls for Accountability, and the "If You Don't Like It, Then Leave" Mentality

I talk about the field of Human Resources a lot. Most people would say that I'm draggin' HR as a profession. Because of that, over the years, many HR "professionals" have sent me private messages telling me to leave the field if I can't respect the hard work that HR "professionals" have on their plates. Some have even gone as far as to tell me to leave the field publicly on my platforms. And let me say that the diehard HR "professionals" who get so up in arms about how I talk about Human Resources and aim to check me always give me a nice hearty chuckle.

An absolute side-splitter.

Y'all are hilarious. You mean to tell me you look at the field of Human Resources and its practices and transactional mindsets and approaches masquerading as empathy, and you're OK with it? You don't think there's anything to call out? You don't see things that "seasoned" HR "professionals" are doing that continue to harm people in workplaces that need to be addressed? Don't you see anything happening in the workforce that HR negatively contributes to, which gives you pause? Don't you see the decades-long patterns of behavior that have created the deep distrust that folx have of Human Resources at play?

What are you, that dog sitting in the flaming cafe or something?

But somehow, my calling these things out, proposing solutions, and holding HR folx accountable makes me the person who needs to leave HR.

If you're in a field that you can't hold a mirror to, criticize, and call to task, then you need to find a new line of work.

And if you can't be called to task to do better and to evolve yourself and the field you're in, then you need to wake up and realize that I'm not the problem and thou doth protest too much.

HR as a field, industry, and profession are not fine. You're just too comfortable with everything around you being on fire while being the right hand of the king.