The Tier4 Group Times: Volume 1, Issue 6

What's New at Tier4 Group?

We hit the "launch" button on a brand new, redesigned website! After months of hard work and dedication, we have revamped our online presence to better serve our clients, partners, and candidates. Our goal was to create a user-friendly, informative, and engaging platform that reflects our commitment to excellence and innovation.

What’s New?

Sleek Design: Our fresh, modern design ensures a smooth and enjoyable browsing experience.

Improved Navigation: Find what you need quickly with our intuitive layout and easy-to-use menu.

Enhanced Content: Access the latest insights, news, and resources from our team of experts.

Mobile-Friendly: Enjoy a seamless experience on any device, whether you're on your desktop, tablet, or smartphone.

We invite you to visit our new website and explore all that we have to offer. We hope you enjoy the fresh look and enhanced functionality as much as we do!

We were thrilled to have been a proud sponsor of Women In Technology (WIT)'s recent fundraising event for at Topgolf!

Together, we helped raise over $300,000 to support WIT's incredible mission of empowering girls and women to excel in STEAM (Science, Technology, Engineering, Arts, and Math) fields.

With over 37,000 members worldwide and a dedicated team of more than 250 volunteers, WIT provides education, exposure, and experience to inspire future generations. We are honored to support an organization committed to making Georgia the state with the highest percentage of women in the STEAM workforce.

Thank you to everyone who attended and contributed to this amazing cause. Let's continue to champion women throughout their education and careers!

PERFORMATIVE ALLYSHIP IN COMPANIES: A CLOSER LOOK AT LGBTQ+ SUPPORT

In recent years, the visibility of LGBTQ+ rights has surged, with corporations increasingly vocal about their support for the community. This support is often most evident during Pride Month, when rainbow logos, inclusive slogans, and social media campaigns proliferate. However, the sincerity of this corporate allyship is frequently questioned, leading to concerns about performative allyship. In this article, we will delve into what performative allyship is, how to recognize it, and how to distinguish between companies that genuinely support LGBTQ+ rights year-round, and those that only do so to maintain a favorable public image during Pride Month.

Understanding Performative Allyship

Performative allyship refers to actions taken by individuals or organizations that are intended to show support for a cause or marginalized group, but lack genuine commitment or follow-through. These actions are often superficial, aiming to enhance the individual or organization’s reputation rather than effect real change. In the context of LGBTQ+ rights, performative allyship might involve using rainbow logos, posting supportive messages on social media, or participating in Pride events without making substantive efforts to support LGBTQ+ employees or advocate for their rights throughout the year.

What Performative Allyship Looks Like

Performative allyship can manifest in various ways within companies. Some common examples include:

1. Temporary Branding: Companies might change their logos to incorporate rainbow colors during Pride Month, only to revert to their original branding once the month is over. This temporary gesture often lacks accompanying actions that support the LGBTQ+ community beyond June. Now, just because a company briefly changes logos during Pride then reverts, does not mean they are not a true ally.
2. Token Representation: Featuring LGBTQ+ individuals in marketing materials during Pride Month, while not fostering an inclusive workplace environment year-round, is another form of performative allyship. This can make the representation seem more like a marketing strategy than a genuine commitment to diversity.
3. Lack of Policy and Practice: Companies that outwardly support LGBTQ+ rights during Pride Month but fail to implement inclusive policies, such as non-discrimination clauses, benefits for same-sex partners, or transgender-inclusive healthcare, exemplify performative allyship.
4. Silence on Key Issues: When companies vocalize their support during Pride Month but remain silent on critical LGBTQ+ issues, such as discriminatory legislation or violence against LGBTQ+ individuals, their allyship appears performative.

Genuine Support vs. Performative Allyship

Distinguishing between genuine support and performative allyship involves looking at a company’s actions beyond their Pride Month activities. Here are several indicators of genuine support:

1. Year-Round Commitment: Companies that genuinely support LGBTQ+ rights demonstrate their commitment throughout the year. This includes having ongoing initiatives, programs, and events that promote LGBTQ+ inclusion and awareness.
2. Inclusive Policies: Genuine allies implement and enforce comprehensive non-discrimination policies that protect LGBTQ+ employees. This includes ensuring equal benefits for same-sex partners, offering transgender-inclusive healthcare, and creating safe and inclusive workplaces for all employees.
3. Leadership and Representation: Companies that are true allies often have LGBTQ+ individuals in leadership positions and ensure diverse representation across all levels of the organization. This demonstrates a commitment to inclusion that goes beyond mere tokenism.
4. Advocacy and Action: Genuine allies actively advocate for LGBTQ+ rights outside the company. This can involve supporting LGBTQ+ organizations, participating in advocacy efforts, and speaking out against discriminatory policies and practices.
5. Transparency and Accountability: Companies that are truly committed to LGBTQ+ rights are transparent about their efforts and hold themselves accountable. This might include regular reporting on diversity and inclusion metrics, as well as seeking feedback from LGBTQ+ employees and communities to improve their practices.

How to Tell the Difference

To determine whether a company’s allyship is genuine or performative, consider the following questions:

1. Are They Consistent?: Does the company’s support for LGBTQ+ rights extend beyond Pride Month? Look for year-round initiatives, policies, and actions that demonstrate ongoing commitment.
2. Do They Have Inclusive Policies?: Check if the company has comprehensive non-discrimination policies, benefits for LGBTQ+ employees, and other practices that support an inclusive workplace.
3. Is There Representation?: Are LGBTQ+ individuals represented in leadership positions and throughout the organization? Genuine allies prioritize diversity and inclusion at all levels.
4. Do They Advocate for LGBTQ+ Rights?: Does the company support LGBTQ+ advocacy efforts, speak out against discrimination, and contribute to LGBTQ+ organizations? Genuine allies are vocal and active in their support.
5. Are They Transparent?: Does the company regularly report on its diversity and inclusion efforts and seek feedback from LGBTQ+ employees and communities? Transparency and accountability are key indicators of genuine support.

Examples of Genuine Support

Several companies have set themselves apart as genuine allies through consistent and meaningful support for LGBTQ+ rights. Here are a few examples:

1. Salesforce: Salesforce has been recognized for its strong commitment to LGBTQ+ rights, both within the company and externally. They offer comprehensive benefits for LGBTQ+ employees, have a dedicated Office of Equality, and actively support LGBTQ+ organizations and advocacy efforts.
2. Google: Google has a long-standing commitment to LGBTQ+ inclusion. They provide extensive resources and support for LGBTQ+ employees, including employee resource groups, and have consistently supported LGBTQ+ rights through advocacy and philanthropy.
3. Microsoft: Microsoft has implemented a range of policies to support LGBTQ+ employees, such as inclusive healthcare benefits and non-discrimination protections. The company also actively participates in advocacy efforts and has received high marks from organizations like the Human Rights Campaign.

Using Pride Month as a Platform for Genuine Allyship

It is important to note that companies should not be automatically branded as performative allies just because they change their logos and don the rainbow during Pride Month. Pride Month can serve as an extra opportunity for companies to be proud of who they are and what they stand for. When used correctly, these visible signs of support can amplify the impact of a company’s ongoing efforts and help foster a broader cultural shift towards acceptance and inclusion.

As an example, Tier4 Group, a women-owned and LGBTQ-owned company, exemplifies what it means to be a genuine ally. Our commitment to diversity and inclusion is not confined to a single month but is woven into the fabric of our values and operations. We actively support LGBTQ+ rights through inclusive policies, diverse representation in leadership, and ongoing advocacy efforts.

Performative allyship can undermine the progress of LGBTQ+ rights by creating a false sense of support and inclusion. It is crucial for companies to move beyond superficial gestures and demonstrate genuine commitment through year-round actions, inclusive policies, and active advocacy. By recognizing the difference between performative allyship and true support, individuals and organizations can hold companies accountable and encourage a more authentic and sustained effort toward LGBTQ+ inclusion and equality.

Tier4 Group stands as a prime example of how companies can use Pride Month to highlight their ongoing efforts while ensuring that their commitment to LGBTQ+ rights is a constant, integral part of our corporate identity, and we work closely with clients and candidates who take the same approach to inclusivity.?

6 Traits Your Next CEO Should Have

Technology is accelerating rapidly, resulting in many of today’s organizations fighting to keep up with the rate of change. What worked yesterday won’t work today, and what works today won’t necessarily work tomorrow. At the forefront of organizational success is maintaining a competitive technological edge to remain relevant and effective in a rapidly changing market. Hiring the right CEO can help you find that edge, but in an ever-growing skills-based hiring market, determining the CEO must haves is essential. Which leadership traits and technical skills should the ideal CEO possess? We suggest you look for the following seven traits that any successful CEO should bring to the table.

Leadership Curiosity

Today’s CEO will always want to search for the most efficient and effective solutions available. That doesn’t mean they will chase the flavor of the month. They will explore and make small bets, surrounding themselves with internal and external talent, failing fast, and when they’ve landed on something that will optimize the business, they’ll act. Being knowledgeable about IT infrastructure, software development, cybersecurity, data management, and emerging technologies helps the CEO make informed decisions. Understanding the technology space also helps a CEO lead through issues that arise while their team optimizes their organization’s IT fabric.

Innovation and Change Management

As a leader in one of the most rapidly evolving sectors, being an agent of change is a must. CEO candidates with a track record of leading digital transformation initiatives and evidence of leading teams through change will have an edge. And, if they don’t know the answers, they will be adept at finding a fellow CEO, a contract employee, or a third-party partner for assistance.

Customer-Centric Mindset

In today’s business landscape, a laser-like focus on customer success wins the day, and a stand-out CEO embraces the importance of having a customer-centric approach to the organization. Leveraging new technologies and the latest best practices for an enhanced user experience is imperative to retain and attract business. It’s no longer a “nice-to-have” but a demand from clients and customers alike.

Harnessing the Power of AI

Artificial Intelligence is becoming increasingly important and hard to ignore. There is no doubt that organizations that take advantage of AI’s ability to optimize and improve work efficiency while enhancing products and solutions will be better positioned for success. The right CEO will be able to help your organization navigate this evolving landscape and carefully and creatively implements AI seamlessly.

Leadership Skills

A CEO’s leadership skills are usually the first thing thought of when it comes to needs, and they cannot be overlooked. CEOs not only have to lead their organization but must work across all business functions to perform at the highest level. CEOs must be relationship-minded and effective communicators.

A Holistic Approach

Gone are the days when CEOs are out on an island to themselves. They think cross-functionally. They understand how decisions across sectors will impact other business functions, the ROI of decisions, organizational objectives, and team needs. Being able to articulate the organization’s greater needs and how it relates to technology is key. Seeing the environment from a broad lens will enable the CEO, and their team, to identify and implement the right technology solutions that best help the organization reach its strategic goals.

Hiring Your Next CEO

There are many exceptional CEOs and soon-to-be CEOs within your reach. To find one that best fits your culture and goals, consider utilizing an executive search firm like Retained to help you find the perfect match, the first time. We would love an opportunity to share with you how we’re reengineering the executive search process.

RETAINED LAUNCHES NEW WEBSITE TO ENHANCE EXECUTIVE SEARCH SOLUTIONS

Retained is thrilled to announce the launch of its newly redesigned website. This “reengineered” website has been meticulously designed to enhance user experience and showcase Retained’s comprehensive search solutions, unique differentiators, and successful case studies.?

“Our new website is an excellent representation of our brand and highlights our key differentiators that truly set us apart from other search firms,” said Betsy Robinson, Founder and CEO of Retained.??

Key features of the new website include detailed information on Retained’s search solutions, a rich selection of client testimonials, and an overview of its unique approach to reengineering the executive search process. The site also tells a compelling company story and showcases the firm’s prestigious awards.?

The website also includes a comprehensive blog and resource section, offering valuable insights and updates on industry trends that can assist organizations in making informed decisions about their leadership hiring strategies. These elements offer a holistic view of Retained’s expertise, brand, and success in the industry.?

“In today’s business environment, leadership and storytelling go hand in hand,” explains Tino Mantella, President & Managing Partner, Retained. “This site brings our purpose to life.?Our story reveals our uniqueness and passion for placing exceptional talent who contribute to the advancement of their company.”?

Retained is a collective of leaders dedicated to bridging the gap between innovative organizations and exceptional, diverse talent in the technology and nonprofit sectors. As a division of the award-winning Tier4 Group, Retained fosters connections, dismantles barriers, and shapes a future where diversity isn’t just celebrated; it’s a prerequisite for success. This new website is helping Retained bring this missing to life.??

Check out our current hottest roles:

IT Product Manager with Capital Markets

Reston, VA - Hybrid (2 days in office, 3 days remote)

Tier4’s client, a large financial institution, is seeking a Product Manager for their Capital Markets team. The ideal candidate will have a background in financial products, particularly within Capital Markets. This institution supports financial entities by facilitating global market access and funding, focusing on debt issuance and servicing, and producing financial reports. The Product Manager will lead the creation and support of business technology applications, contributing to a multi-year modernization initiative aimed at enhancing resiliency, efficiency, and data access. Key responsibilities include managing the entire product lifecycle, translating strategy into detailed requirements, and collaborating with cross-functional teams to ensure solutions are valuable, viable, usable, and feasible. Candidates should have extensive experience in technology-powered financial products, strong collaborative skills, and the ability to work through constraints to achieve results. A bachelor's degree or relevant experience is required, along with a deep understanding of fixed income markets and regulatory environments.

Organizational Change Consultant

Milwaukee, WI - Hybrid (3 days onsite) or Remote

Duration: June 2024 - December 2024

Hours: 8am - 5pm CST

Are you passionate about guiding organizations through transformation and minimizing disruption during change initiatives? If so, this role as an Organizational Change Consultant with our Fortune 100 client might be perfect for you. This position involves developing and implementing change management strategies to ensure smooth adoption of new processes and maximize business benefits. Key responsibilities include creating and executing integrated change management plans, partnering with leaders to assess change impacts, managing resistance, and driving successful outcomes. The role also involves collaborating with cross-functional teams, overseeing communication and training, tracking change success, and recommending optimal change components. Ideal candidates will have a bachelor's degree, at least six years of relevant experience (including two years leading large-scale change efforts), strong understanding of change management principles, excellent communication skills, and the ability to influence stakeholders at all levels. Familiarity with project management and change management training (ADKAR, PROSI, LaMarsh) is also desirable.

View a full list of open roles here!