1. How long have you been with your organization, and what originally drew you to join the team?
HerHR Solutions is actually a company that I started in April 2025, so I have been in business for myself just over one year now. Prior to that, I have 10 years of HR experience for national and international organizations across a multitude of industries and profit sectors providing HR leadership and expertise.
2. In what ways does your company create an inclusive culture where employees feel seen, valued, and heard?
One of the founding values of HerHR Solutions is remembering the human element when it comes to human resources. It is acknowledging differences, and being mindful of everyone's unique backgrounds and experiences, and how those can help create a workplace culture that is fit for EVERYONE and EVERYONE feels safe and valued. I pride myself on providing custom and unique solutions for my clients as not all organizations are the same, and not all employees are the same. The application then of HR should not be the same.
3. How does your organization engage with and support the broader Buffalo Niagara community through DEI-related efforts?
I currently serve on the DEIA Committee with the BNHRA, and am also the Treasurer for the local Buffalo Niagara National Association of Women Business Owners (NAWBO), and was recently appointed to the national committee for the DEI Board with NAWBO.
4. What challenges has your organization faced on this journey, and how have you worked through them?
Since starting my company, I have received a number of questions if I am afraid that the name of my company will deter individuals from working with me on the basis of gender given the "Her" at the beginning. My answer to that is simple - no. If a company is put off by the fact that I am a woman and they think that the services they receive from me will be less than on the basis of that, then they are not a client I want to have.
5. How do you encourage allyship and shared responsibility for DEI across all employees—not just HR or leadership?
When I work with my clients, my objective is to put in place HR practices and procedures that empower employees - not just HR and leadership. One integral way of doing this is providing employees with a way in which to share their ideas, thoughts, and feedback, without fear of judgment. When I sign with clients, I make it a point to emphasize that all of the employees have access to me; this has been important and valuable as it is creating a third party way for the employees to be heard and speak with an actual person, rather than an anonymous drop box.
6. What partnerships, collaborations, or community relationships have strengthened your DEI work?
Working with NAWBO has been amazing for this and also through my involvement with the BNHRA DEIA Committee!
7. How do you measure success and impact in your DEI efforts?
It is important to not only measure turnover and retention which are always the big ones everyone talks about, but also employee engagement and satisfaction. Impactful ways of doing this are to look at stay surveys/interviews, participation in company events, and even something as simple as absenteeism and tardiness rates. Employees are not engaged are generally more absent or late to work more frequently. When we look at hiring and promotion practices, we should be examining where we are finding top applicants from and ensuring we are not tapping into the same talent pool so that we receive more diverse ideas and thoughts to the workplace.
8. What advice would you share with other leaders or organizations beginning their journey toward equity and inclusion?
Own your actions - at the end of the day, it is your name and your reptuation being tacked onto the decisions you make and the actions you do. You need to be able to look yourself in the mirror at the end of the day and go to sleep at night knowing you have done what you have.
