This Week's Opening Thought: September 15, 2025

This week's opening thought: People are legitimately losing their employment over posting the actual words and recorded actions of a bigot and white supremacist terrorist in protest to the idea that said bigot and white supremacist should be seen as a "civil rights activist" or "advocate for free speech" and not the bigot and white supremacist that he was.

His actual words and actions.

Not made-up quotes, paraphrasing, or conjecture.

His. Actual. Words. And. Actions.

Things he said. Things he was recorded saying. Things that he actively did and said that caused harm to thousands of individuals and threatened multiple communities.

His actual words and actions.

People are losing their jobs over being honest about a dangerous individual who terrorized people for over a decade and made money doing so.

Look, as a company I can understand if you have an issue with an employee who represents you as a public face posting "dancing in the streets" memes about a public figure's murder and deciding it would be best to cut ties with them. I get it. In this case? It may not be the approach I would take, as I think things aren't as black and white as that, but OK. I kinda get it. But firing people for quoting someone? For posting videos and recordings of them saying and doing horrible things? For stating the truth?

I mean, damn, y'all.

Regardless of how this has all played out and will continue to unfurl, the biggest things I will walk away with from all of this is that white supremacy REALLY does not like having to look in the mirror at what it's done and capitalism desperately needs white supremacy to ensure the mirror can't be held up to its face because that reflection is a doozy.

Meanwhile, a morning "news" show host on a conservative "news" network happily and firmly stated that he believed we should be euthanizing homeless and housing insecure citizens. He still has his job because that evidently isn't horrible enough to even elicit a meeting with HR let alone a termination.

Sounds about white.

On Workplaces, Impending Doom, and Wearing a Smile

Workplaces are really expecting us to show up right now every day with a smile on our face and not a care in the world other than a project deadline or deliverable.

I guess we're supposed to just act like nothing's happening?

I guess we're supposed to leave all of this descent into autocracy and dictatorship and the absolute dread, anxiety, and fear it's creating for so many of us in the car or at home?

That's what white supremacist workplace culture wants, so if we want to maintain employment we better put on our smiley face masks.

Geezus.

Acting like something isn't happening and expecting us all to cater to that doesn't stop it from happening and permeating every aspect of our lives, including work.

Expecting Brown folx, Black folx, Black women, femmes, trans folx, and folx with disabilities to show up and "be OK" while the world around us gets increasingly more heavy is a clear marker that these workplaces do not care about us.

But y'all already knew that.

Y'all just like us better when we smile more and preserve the feelings of those who want to exist outside of reality.

On The Benefits of Working Remote vs. Onsite While Black

Image description: a picture of R&B musician Carl Thomas. He leans back in his car, his face exasperated. The image is captioned, “Me when I see that one person of pallor who always wants to ‘chat’ with a melanated person about their most recent racist and white supremacist behavior happily entering my office without permission to force a nonconsensual conversation, dumping a bunch of hateful crap in my lap and forcing me to chose between ‘educating’ them or putting my continued employment at risk by checkin’ them.”

One of the most significant benefits I’ve received from transitioning to remote roles is not having to spend my time in an office where people of pallor can force their way into my personal office space any time they see fit and initiate nonconsensual conversations around how racist, oppressive, and harmful they are.

I have had countless unwanted conversations with “well-meaning” people of pallor in workplaces over the years, around how racist and messed up they are. Every in-person job I’ve had for over a decade has had people of pallor forcing me to be their constant sounding board and “teacher.” It’s draining. It’s oppression and abuse masquerading as curiosity and a willingness to learn when all they want is validation for their actions.

Now, some of y’all are probably like, “Why didn’t you have boundaries?”, which is a question that shows how privileged your life has been not to have
to worry about how having boundaries in the workplace unlocks a whole closet of stereotypes and white supremacist workplace-isms that ultimately threaten your ongoing employment prospects.

Boundaries? Oh, you silly lil’ privileged beavers. Of course, I had boundaries in those workplaces.

The thing is, the clearer I was with my boundaries - signage on my office door that made it clear that I was busy, being available by appointment only, asking people to leave and re-enter my office, stating that I was not willing to consent to a racism “chat”, and even making it clear that people had to knock and be invited in before entering - the more “well-meaning” people of pallor would report me to my supervisor. I cannot tell you how many times I’ve had to chat with leadership about how I’m not being a “team player,” that my boundaries were somehow in conflict with my job duties (they never were), or that I was the one being harmful to others because I didn’t want to be a racism and bigotry sounding board.

It has always been clear to me that working while Black comes with white supremacy, expecting you to shrink yourself and be used and mistreated as some form of servitude and gratitude to maintain a paycheck. And because I know this? I don’t think I can work in a physical office doing full-time work and feel healthy doing it ever again.

Working remotely has been a blessing for my mental and emotional health, and I don’t believe in letting blessings pass me by.

It’s also saved me from catchin’ a case, so win-win.

[Image description: a picture of R&B musician Carl Thomas. He leans back in his car, his face exasperated. The image is captioned, “Me when I see that one person of pallor who always wants to ‘chat’ with a melanated person about their most recent racist and white supremacist behavior happily entering my office without permission to force a nonconsensual conversation, dumping a bunch of hateful crap in my lap and forcing me to chose between ‘educating’ them or putting my continued employment at risk by checkin’ them.”]

On Schadenfreude, Bigotry, and Job Interviews

Image description: A male of pallor is shown in a workplace meeting, making their melanated colleagues highly uncomfortable.

One of my favorite things in the world is watching bigots being outed by the public, losing their jobs. I have no issue with hateful Karens and Chets losing their jobs after their beliefs are shared with their employers by people in the community. But while I love allowing the schadenfreude to wash over me like a gentle autumn rain, I can’t help but think about the one party in these matters that is never held accountable: the companies that hire these people.

I’ve been recruiting and interviewing people for over 20 years. I’ve conducted hundreds of interviews and led dozens of recruitments. Please believe that Karens and Chets don’t suddenly wake up one morning and decide they want to be hateful people. They are and have always been hateful people, and it comes out in their job interviews. The way they answer questions, the way they show up in spaces. The red flags are always there.

And companies hire these people anyway.

I can count on my fingers and toes multiple times how often hiring managers and department heads have willingly ignored red flags around hate and bigotry and pushed someone through a recruitment process because they “really like them,” are “a person I’d grab a beer with,” or they “remind me of myself at that age.” Why?

Because it’s easier to ride with the comforts and familiarity of white supremacy than it is to take a stance and not bring people into your organization that pose a risk to your employees and the people you serve.

It has been proven that people hire people with whom they feel comfortable. Bigots, or people who are comfortable with bigotry happening in front of them and not calling it out, hire bigots. Chets and Karens hire other Chets and Karens. It’s white supremacist workplace culture 101. And it’s never a workplace issue until that bigotry gets attached to the company name in a public way.

Chet and Karen have been doing and saying horrible things at work for years. They’ve been reported to HR and their supervisors for their harmful words and actions for years. But as soon as their hateful nonsense spills out into the public in a way that gets them screenshotted and recorded? Then it’s an immediate dismissal and a well-written PR statement touting how the company doesn’t support these views and cares about equity and inclusion. Meanwhile, everyone who has had to work with and be harmed by Karen and Chet every damn day for years has to sit with the learned understanding that their company has never really cared about equity and inclusion and has no issue with gaslighting their employees around supporting these views.

Be mad at Chet and Karen. Be glad that they’re getting their comeuppance. But save some of those side-eyes for the jerks that employed them in the first place, who now want to absolve themselves of their responsibility in giving these people a paycheck.

[Image description: A male of pallor is shown in a workplace meeting, making their melanated colleagues highly uncomfortable.]

This Week's Opening Thought: August 11, 2025

This week's opening thought: I understand the issues that people have with HR and their criticisms of HR "professonals." I get it. I work in HR and I have the same issues with the industry, its practices, and many of its practitioners. The issues and criticisms many of y'all have are valid. But I want to add something to the conversation that a lot of people don't recognize:

Some of y'all are a WHOLE DAMN HOT MESS.

BRUH.

I have SEEN and HEARD some things at work, y'all, and I am NOT OK.

At least once a month, I see or hear something that someone has said or done at work that makes me wonder about the future of humanity. I have witnessed some horrible people in action, some who have been so heinous that I wouldn't be surprised if I saw them on a future Dateline episode. I've had the displeasure of investigating some heinous, hateful, exploitative, racist, sexist, homophobic, transphobic, xenophobic, ableist situations and interactions and watching in horror and exasperation as all my work and strong recommendations to remove those people from the workplace get thrown in the garbage like someone mimicking Michael Jordan with a wad of paper. Real talk?

It's scary, frustrating, and leaves the people who've been harmed and those trying to support and defend them feeling disregarded and defeated. And it does nothing but add to the narrative that HR folx don't want to help you.

Look, some HR "professionals" are not in the business of helping you. We can all agree on that. But believe me when I say that some of us do want to help you. We are trying, y'all. TRY. EENG. But we're basically swimming upstream against the current in shark-infested waters while getting knives and rocks thrown at us. If it isn't organizational culture and white supremacy it's labor laws that are structured to be manipulated for loopholes because of how vague they are. We're catchin' it from all angles while trying to support and protect people.

Some HR "professionals" deserve the reputation they have. But sometimes? Sometimes people are raggedy, systems are raggedy, and the solutions are raggedy because they're non-existent or neutered to the point where they do more harm than good due to the places we work and the laws we're governed by.

I'm surprised Lester Holt ain't said some of y'all's names yet.