Strategic Advisor 🔸 Bias Disruptor 🔸 Unapologetic Evangelist for Inclusion 🔸 Top Voice in Gender Equity 🔸Global Keynote Speaker 🔸 I do DEI differently - Disrupt, Evolve & Innovate
United States
95K followers
500+ connections
95K followers
500+ connections
About
I'm an unapologetic evangelist for inclusion. I work with leaders, managers and employees globally, across industries. I help professionals communicate courageously, recruit inclusively, and lead authentically. My working style is fun and irreverent. I understand that the topics we discuss can be very serious, but that doesn't mean we have to be bored. I anchor action using change management principles, while facilitating mindset shifts. I utilize my two decades of recruiting, leadership development, career advancement principles and workplace culture expertise to help leaders ensure the impact they envision in their minds actually reflects the actions that affects the workplace.
I am the founder of Rework Work, a global leadership strategy and consulting firm. I am the author of the popular leadership book, UNBIAS: Addressing Unconscious Bias at Work and my Unconscious Bias course was the number 1 most watched course on the LinkedIn Learning platform. You can find published articles from me in Forbes, Fast Company and Harvard Business Review.
Book me to speak or schedule a strategy session:
→ Book Me: https://www.reworkwork.com/contact-us/
→ Learn With Me: https://bit.ly/bias-education AND https://bit.ly/gordon-learning
→ Website: https://reworkwork.com
→ Instagram: https://instagram.com/reworkwork
→ Substack: https://reworkwork.substack.com
Services
Courses by Stacey A.
Articles by Stacey A.
Activity
95K followers
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Stacey A. Gordon, MBA shared thisToday is International Transgender Day of Visibility. Observed each year on March 31, the day celebrates transgender and nonbinary people while also raising awareness of the discrimination many continue to face. My work focuses on helping organizations build leadership practices and systems that allow people to contribute fully and safely. Visibility is part of that work, but it cannot stop there. Leadership matters. Policies matter. Culture matters. When organizations take inclusion seriously, they create environments where people are not asked to hide parts of themselves to participate. Today is a reminder to recognize the contributions of transgender people and to evaluate our commitment to building workplaces where dignity and respect are the standard. #TransDayOfVisibility #LeadWithInclusion #WorkplaceCulture
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Stacey A. Gordon, MBA shared thisWomen’s History Month exists because the contributions of women were historically overlooked or excluded from leadership narratives. The progress women have made in business, policy, and leadership did not happen naturally. It happened because women challenged systems that were not designed to include them. They organized, spoke up, and pushed for change. Today, many of those same conversations continue. Women remain underrepresented in leadership roles across industries, even though research consistently shows organizations perform better when women are part of decision-making. Recognizing women’s contributions matters. Continuing the work that ensures women can lead and influence decision-making matters even more. #WomensHistoryMonth #WomenInLeadership #LeadWithInclusion
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Stacey A. Gordon, MBA shared thisThis is where gaps in perspective become gaps in strategy. I stand behind the work of CDO Action, and this is also a core part of the work I support organizations with. #LeadershipClarity #WorkplaceStrategy #DEIAStacey A. Gordon, MBA shared thisMany workplace problems don’t start with conflict. They start with assumptions that no one pauses to question. Consider a common scenario. A leadership team is planning a new product launch aimed at a younger and more diverse customer base. But no one in the room actually represents that audience. The strategy moves forward anyway. Months later, the campaign underperforms. Leadership struggles to understand why the messaging didn’t resonate. The issue wasn’t about effort. It was caused by perspective. DEIA practitioners help organizations examine where decision-making lacks the insight needed to avoid these blind spots. CDO Action exists to support the professionals doing this work and to strengthen the frameworks that guide it. Because better systems lead to better decisions. Support the coalition working to strengthen DEIA practice and leadership accountability. 🔗 www.cdoaction.com #CDOAction #LeadershipSystems #WorkplaceEquity
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Stacey A. Gordon, MBA shared thisInterview processes communicate more than organizations realize. Candidates are not just answering questions. They are observing leadership culture in real time. Who is in the room. Who speaks the most. Who is involved in the decision. When candidates encounter interview panels that lack diversity, it can signal who holds influence within the organization. Many strong candidates will factor this into their decision about whether they want the role. Hiring is not only about evaluating candidates. Candidates are evaluating leadership culture, too. If your organization is examining hiring practices, leadership pipelines, or decision-making structures, this is the work I help leadership teams navigate. Use the Book Me button on my profile. #InclusiveHiring #LeadershipCulture #WomensHistoryMonth
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Stacey A. Gordon, MBA shared thisToday is National Equal Pay Day, a symbolic reminder of how far into the year women must work to earn what men earned the year before. While progress has been made over the decades, the gender pay gap remains a reality across industries, roles, and levels of experience. On average, women working full-time in the United States earn about 81 cents for every dollar earned by men, and the disparity is even greater for many women of color. Days like this are an opportunity to pause and acknowledge that pay equity is not simply a policy issue. It is a leadership issue. Closing the gap requires organizations to examine compensation structures, promotion pathways, and decision-making practices that shape how value is assigned to people’s work. Recognition matters, but so does action. #EqualPayDay #PayEquity #Leadership
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Stacey A. Gordon, MBA shared thisWomen’s History Month often celebrates the women who were “the first.” The first woman in a leadership role, at the executive table, and to lead in spaces that were not originally built for them. Being the first is rarely easy.Stacey A. Gordon, MBA shared thisWomen’s History Month often celebrates the women who were “the first.” The first woman in a leadership role, at the executive table, and to lead in spaces that were not originally built for them. Being the first is rarely easy. It often means walking into rooms where there are few examples to follow and few people who fully understand the weight of that moment. This is a situation many women leaders experience. Imagine preparing for a major executive presentation where you are the only woman in the room. The pressure to represent yourself well can also carry the unspoken pressure of representing more than just your own perspective. In moments like these, having access to community can change everything. Being able to talk with other women who have navigated similar leadership experiences can offer perspective, preparation strategies, and reassurance that you are not carrying the moment alone. Progress is often measured through historic milestones. Progress is also built through community, shared knowledge, and spaces where women can speak honestly about leadership. That is one of the roles communities like The.Well can play. ✨ Join The.Well and connect with women navigating leadership and life together. https://lnkd.in/ghJRkTfY #WomensHistoryMonth #WomenInLeadership #TheWellCommunity
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Stacey A. Gordon, MBA shared thisExcited to share my conversation with Art Johnson, as we discussed The Forum on Workplace Inclusion and its broader implications for the community.Stacey A. Gordon, MBA shared thisFor 35 years, the Forum on Workplace Inclusion drew up to 2,500 practitioners to Minneapolis. Then it went quiet. No conference in 2024. No conference in 2025. For many in this field, that silence felt like one more signal in a broader retreat. Art Johnson saw something different. Johnson, the CEO of Infinity Systems and a Minneapolis native, learned that Augsburg University was sunsetting the Forum. His team had originally reached out to participate. Instead, they were asked if they wanted to acquire it. He said yes. But what he said next is the part worth reading. He described what it feels like to be a Chief Diversity Officer in most organizations today. He gave it a name. And it is one of the most direct things anyone has said out loud about the state of this work. He also laid out exactly what the Forum will deliver when it returns May 27–28, 2026. Not in inspirational terms, but in specific, measurable ones. Three things. All of them things practitioners actually need. If you work in inclusion, HR, talent, or organizational leadership. This interview is worth your time. Read the full conversation at the link below. https://lnkd.in/eVNM5g-p #FWI2026 | https://lnkd.in/eKGHy24t
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Stacey A. Gordon, MBA shared thisOne of the most common frustrations women share in their careers is this: “I’m doing great work, but I keep getting passed over.” The assumption is often that promotions are based on performance alone. But in reality, advancement often depends on visibility, sponsorship, and influence. Who knows your work? Who advocates for you in leadership conversations? Who decides what leadership looks like? When advancement systems rely heavily on informal networks and subjective decisions, inequities often appear quickly. This matters even more today as organizations restructure teams and make high-stakes leadership decisions. Leaders who want stronger organizations must look closely at how advancement decisions are actually made. If your organization is examining leadership pipelines or promotion systems, I work with leadership teams to strengthen those structures. Use the Book Me button on my profile. #WomenInLeadership #LeadershipDevelopment #WorkplaceEquity
Stacey A. Gordon, MBA replied to a comment
14h
Rhea Goins Did you ma’am me AND call me old? 😆
I’m kidding - I am in fact aging backwards. I think it’s compensation for the stress of the work I do.
Stacey A. Gordon, MBA replied to a comment
1d
Stacey A. Gordon, MBA And while I understand everyone is saying we shouldn’t nitpick over word choice and focus on the work, which I agree with, I don’t think that was the point of this post.
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Stacey A. Gordon, MBA liked thisIt's a weird but good feeling when you're always the one supporting others and bracing for harm, and then someone does this, unasked for. It means more than you know. So glad I'm finally finding my people. Thank you for the endorsement Adriana R.!Stacey A. Gordon, MBA liked thisAs I continue shifting more of my work toward trainings and workshops, I’ve been more intentional about where I refer people for hands-on process support. Because even though I’m stepping back from certain types of work, I still care deeply about making sure people land in the right hands. That’s why I want to highlight someone who works with the same mindset and integrity when it comes to this work. If you’re looking for support with process documentation, systems, or getting what’s in your head into something your team can actually follow, I highly recommend connecting with Kronda Adair. What I appreciate about her approach is that it’s practical. She helps you make sense of how your work actually gets done and turns that into something repeatable. If you’ve ever tried to delegate without clear processes, you already know how important that is. As I focus more on teaching teams how to build and maintain their own systems through workshops and trainings, it’s important to me that I’m also pointing people to professionals who can support the done-for-you side of this work because both are needed. If you’ve been in that “I know I need help, but I don’t know where to start” phase, this is a great place to begin. I’ll drop her info below so you can learn more about what she offers. ID: Adriana’s cartoon mascot Laziana- brown skinned black woman that looks to be around a size 14 with black braids, black framed glasses, and a black T-shirt that says laziness over hustle culture shirt. By her is a big text bubble “Introducing my recommended Process Professional!". Underneath is a screenshot photo of one of Kronda's Youtube Video banners "Map your processes for 2026".
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Stacey A. Gordon, MBA reacted on thisStacey A. Gordon, MBA reacted on thisI am proud to announce the release of The Trinity of Leadership, a book that explores—through powerful narrative—the collective experience of six accomplished leaders across the arts, business, education, healthcare, and non-profit management. Trisha Beck, EdD, RN, NE-BC, FACHE, Denise Nelson Nash, EdD,Sharon Counts, EdD,Dr. Michael Miller, Herminio L. Perez, DMD, MBA, Ed.D, Dr. Lucas Welter Together, we stepped into a challenging question: What if everything we know about leadership prepared us for the past, not the future? We chose growth over stagnation. Through our stories and lived experiences, we illuminate the qualities tomorrow’s leaders need most: curiosity, courage, and the willingness to learn, think, and tinker our way forward. Now available on Amazon. https://a.co/d/0fgd2uGb
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Stacey A. Gordon, MBA liked thisFellow Latinas in HR, check out this event and please share! Ivana Sifuentes, MBA, SPHR, SHRM-SCP Elizabeth Flores, HR-SPHR, WCCP, CRTO Susana Alonso SHRM-CP Cynthia Izaguirre Yilmaz, SHRM-SCP Clarissa P. Eva Vega-Loeffler, SHRM-CP Karla R. Maru Trevizo PHR, SHRM-CP 👇 👇 👇Latinas Rising Up In HR | Latinas Avanzando en Recursos Humanos
Latinas Rising Up In HR | Latinas Avanzando en Recursos Humanos
Stacey A. Gordon, MBA liked thisIt’s time. Global Latina HR Day is BACK. April 2, 2026 11:00 AM to 3:00 PM EST This is more than an event. This is a moment for Latina leaders in HR across industries, generations, and levels to come together. To learn. To connect. To rise. If you’ve been looking for your HR people…this is it. 🔗 Register here: https://lnkd.in/e_-Nth-T #GlobalLatinaHRDay #TogetherWeRise
Experience
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Workforce Readiness Director
California State Council of the Society of Human Resource Management "CalSHRM"
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Education
Licenses & Certifications
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Certified Minority Small Business
State of California
Credential ID 1737222
Skills
Publications
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How to know when a seemingly great opportunity isn’t right for you
Fast Company
Article authored by Anisa Purbasari Horton featuring expert advice from Stacey Gordon.
Other authors -
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Diversity Isn't A Thing, It's An Action
Forbes
See publicationContent created for the Forbes digital publishing platform.
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From Diversity To Inclusion: Three Strategies To Become An Employer Of Choice
Forbes
See publicationContent for the Forbes digital publishing platform
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Pitting Inclusion Against Diversity
Forbes
See publicationContent for the Forbes digital publishing platform.
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Diversity Recruiting
LinkedIn Online Learning
See publicationAs a buzzword, "diversity" sounds good, but speaking frankly about race, gender, and discrimination can take many talent acquisition professionals out of their comfort zone. In this course, I explain how to confidently approach your leadership team to ensure that diversity is kept in mind when recruiting, and how to successfully implement a diversity recruitment strategy. I also outline the most common mistakes that recruiters make, how to review your current recruitment process, and how to…
As a buzzword, "diversity" sounds good, but speaking frankly about race, gender, and discrimination can take many talent acquisition professionals out of their comfort zone. In this course, I explain how to confidently approach your leadership team to ensure that diversity is kept in mind when recruiting, and how to successfully implement a diversity recruitment strategy. I also outline the most common mistakes that recruiters make, how to review your current recruitment process, and how to assess your success.
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Writing a Resume for the Real World
Lynda.com/LinkedIn
See publicationFinding a great job starts with writing a great resume, one that speaks to your personal and professional strengths. Learn how to write a resume that stands out and makes employers take notice.
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The Successful Interview: 99 Questions to Ask and Answer (and Some You Shouldn't)
See publicationA mock interview in your pocket, this book provides reassuring advice and detailed answers to interview questions, helping you gain the confidence you need to get the job you want.
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Why Women Need Women-Only Networks
ForbesWoman
See publicationThe simple answer to why women build networks within women-focused environments.
Honors & Awards
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Infuential Businesswoman Awards: Most Innovative HR Solutions
Acquisition International
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DEIA Visionary
Los Angeles Times B2B
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George Award: Outstanding Alumni
Pepperdine University
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Diversity, Inclusion & Equity Awards Finalist
Los Angeles Business Journal
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40 over 40
Pepperdine University
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Women Making a Difference
Los Angeles Business Journal
Finalist
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Women Making a Difference
Los Angeles Business Journal
Nominee, May 2009 & 2016
Organizations
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Professionals In Human Resources Association (PIHRA)
Member
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Society for Human Resource Management (SHRM)
Member
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American Society of Association Executives (ASAE)
Member
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National Association of African Americans in Human Resources (NAAAHR)
Former President
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ATD- Association for Talent Development
Member
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