Rework Work

Rework Work Reimagining inclusion one workplace at a time. And we believe it is important to choose an employer who will love you back!

Here at Rework Work, we subscribe to the philosophy that if you choose a job you will love, you will never have to work a day in your life. Rework Work is the brainchild of Founder, Stacey Gordon with a focus on reworking how companies work, including how they recruit, hire and engage women and professionals of color. Frustrated with hearing that companies don’t have the resources or are unable to

identify skilled diverse professionals, Stacey combined her diversity & inclusion knowledge with her recruiting expertise to create education workshops, leadership development and provide other resources to help companies with their ‘pipeline’ problem as well as advise executive leaders on DEI strategy.

DEI was never about compromising merit.It was about ending the systems that compromised it in the first place.I said thi...
05/28/2026

DEI was never about compromising merit.

It was about ending the systems that compromised it in the first place.

I said this on Minnesota Public Radio and I'll say it here: the reason the acronym became a target is the same reason affirmative action became a target in the 70s and 80s. The discourse gets so charged that we stop talking about the actual work and start debating words.

Meanwhile, the work itself is straightforward. Standardized hiring processes. Bias-free performance reviews. Benefits that actually work for people. Promotion systems that don't quietly reward proximity over performance.

That work hasn't stopped. It just needs leaders willing to do it without waiting for permission from a headline.

If your organization is navigating this moment and needs a clear, legally sound strategy that goes beyond language and actually moves the needle, that is the work I do.

One lawsuit has a lot of leaders second-guessing conversations around diversity, hiring, and inclusion.And that uncertai...
05/27/2026

One lawsuit has a lot of leaders second-guessing conversations around diversity, hiring, and inclusion.

And that uncertainty is already changing workplace behavior.

In this Lead With Inclusion newsletter, I unpack the EEOC lawsuit against the New York Times, what the law actually says, and why so many organizations are retreating from practices that are still completely legal.
I also break down:

- The difference between expanding opportunity and making decisions based on identity
- How fear reshapes leadership behavior
- And why silence creates its own organizational risks

Because right now, many leaders are not responding to legal changes. They are responding to pressure, perception, and fear of becoming the next headline.

If you are trying to lead clearly in this climate, this one is worth your time.

🔗 Tap the link in bio to read the full newsletter.

https://reworkwork.substack.com/p/wanting-diversity-isnt-discrimination

Your unconscious bias training is not the finish line.It's not even close.I created the #1 most-watched course on Linke...
05/25/2026

Your unconscious bias training is not the finish line.

It's not even close.

I created the #1 most-watched course on LinkedIn Learning in 2021. And I told people then what I'll say now, watching it doesn't make you unbiased. It makes you aware. Awareness is just the starting point.

The real question isn't whether bias exists in your organization. It does. The question is whether your systems are designed to catch it.

Are your hiring panels structured to reduce it? Are your performance review criteria standardized? Are you looking at who ends up on PIPs and asking why?

This is where the work actually lives. Not in a training. In the systems.

If your organization is ready to stop checking the training box and start building processes that hold up, let's talk about what that looks like for your team.

Everyone said they wanted to do something after 2020.Very few followed through.I was on News with Angela Davis recently...
05/21/2026

Everyone said they wanted to do something after 2020.

Very few followed through.

I was on News with Angela Davis recently talking about exactly this. What happened was a convergence, the pandemic, George Floyd's murder right here in Minneapolis, and a moment when people who had never paid attention suddenly were. Books were flying off shelves. Online courses about bias hit record numbers. My LinkedIn course became the most-watched on the platform in 2021.

But a lot of what followed was performance. And performative behaviors created a backlash. Which fed directly into what we're seeing now.

The organizations doing the real work, the ones building fairer systems, debiasing their hiring, creating scoring rubrics, they're still doing it. They've just stopped calling it DEI.

The ones who were all talk are the ones who've gone quiet.

If you're trying to figure out how to keep doing meaningful work in this climate, that's exactly what I help leaders navigate. Schedule a call or send me a DM to learn more.

One of the most dangerous leadership gaps right now is the distance between intention and impact.In my latest Lead With ...
05/20/2026

One of the most dangerous leadership gaps right now is the distance between intention and impact.

In my latest Lead With Inclusion newsletter, I unpack the rise of “revenge quitting,” “quiet cracking,” and why so many leaders believe things are fine while employee trust continues to erode.

This newsletter explores:
👉🏿 The leadership blind spots many organizations are still missing
👉🏿 Why engagement is dropping so sharply
👉🏿 And how the gap between self-perception and employee experience creates risk leaders can no longer afford to ignore

If you lead people, this one is worth reading.

🔗 Tap link in bio to read the full newsletter.

05/17/2026

Let’s be honest. 👇🏿

Inclusion is easy to talk about until it shows up in everyday decisions.

International Day Against Homophobia, Transphobia, and Biphobia is a reminder that for many LGBTQ+ people, work is not just about doing the job. It is about navigating environments that were not designed with them in mind.

That shows up in how language is used, in the assumptions people make, and in whether someone feels comfortable speaking up or feels the need to hold back.

Over time, those experiences shape how safe people feel, how much they contribute, and whether they see a future for themselves in that environment.

At the same time, there is progress.

More leaders are paying attention. More organizations are being pushed to do better. More people are choosing to create environments where others do not have to shrink to fit in.
That is the part worth building on. 👏🏿

Inclusion is not about being polite. It is about how people actually experience your workplace, and that is shaped by what you allow, what you challenge, and what you choose to change. 🌈

🎥 credit:

I moved to Edinburgh last year.People ask me why. The honest answer is that I needed to separate myself from the work lo...
05/14/2026

I moved to Edinburgh last year.

People ask me why. The honest answer is that I needed to separate myself from the work long enough to remember why I do it.

I'm Black. I'm a woman. Both of those identities have been heavily targeted in the current environment. There was a point when I had to ask myself, why am I doing this if people aren't paying attention?

What I came back to is this: the attack on this work is not a personal attack on me, even when it feels that way. And the leaders I work with, the ones truly committed to building fair workplaces, they're still here. Still doing the work and asking the right questions.

That's who I show up for.

If you're a leader still committed to building a fair workplace and need a thought partner who understands both the business case and the human cost of getting it wrong, I'd love to be in conversation with you.

05/11/2026

I saw this and paused.

In this video, talks about choosing to pay people more, even when the industry standard says otherwise.

That part matters.

Because the conversation about pay often gets framed as a limitation. As if there is only one way to structure compensation. As if the gap is fixed, and it’s not.

There are always choices being made about who gets value and how that value is distributed.

In my recent Lead with Inclusion newsletter, I surfaced the idea that many of the pay gaps we see today are not accidental. They are the result of consistent decisions that prioritize some roles over others.

What this video shows is something simple.

It shows that it is possible to build something profitable while choosing to pay people in a way that reflects their time, their contribution, and their reality.

For leaders, that is the part worth sitting with.

If different decisions are possible, then the outcomes we are seeing are not inevitable.

They are choices.

🎥 from

It’s European Diversity Month!This month is a reminder of what’s possible when organizations choose to build workplaces ...
05/05/2026

It’s European Diversity Month!

This month is a reminder of what’s possible when organizations choose to build workplaces that work for more people.

Each May, leaders and organizations across Europe come together to highlight the importance of diversity, inclusion, and creating more equitable labour markets.

That collective effort matters.

It reflects a shared belief that workplaces can evolve, that systems can improve, and that more people can be seen, supported, and included in meaningful ways.

At the same time, many organizations are still working through what this looks like in practice.

👉🏿 How hiring decisions are made.
👉🏼 How opportunities are distributed.
👉🏾 How people experience culture day to day.

European Diversity Month creates space for both. 👩🏾‍🦽‍➡️🧑🏾‍🦯 🏳️‍🌈 🤝

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