Layoffs are rising and making major headlines—especially in Big Tech, with Spotify the latest to announce a significant slash to its workforce. So, what does this mean for workers across the country?

Some industries are hiring like it’s 2021 (we’re looking at you, agencies), while others are clearly in a downturn, like Meta. While some economists smell the wafting aroma of a possible recession, others are not so sure. Are we up—or are we down?

Wherever we are, one thing is clear—some industries are in deep flux, necessitating layoffs. And as we know, there are good and bad ways to handle a crisis. When people’s livelihoods are on the line, making major missteps is not just in poor taste, it can be a powerful exercise in negative branding. People talk, and a bad story has long legs. Just look at the beating that Twitter and Google are taking in the media.

Creative Circle surveyed 170 industry influencers to understand how rocky the layoff turbulence really is and how companies can better navigate these sometimes-rough waters. A whopping 88% of our members surveyed said that how a company publicly handles layoffs would affect their willingness to work for that company in the future.

So, when put into a situation where layoffs need to happen, how a company navigates the process can be a PR nightmare or halo for a company that handles things with mindfulness and compassion (here’s looking at you, Airbnb). Let’s look at some significant mistakes companies can make that make hard times even worse.

 

LACK OF TRANSPARENCY

“Companies aren’t transparent enough when it comes to layoffs. In my experience, they haven’t been honest about why layoffs are needed, how many people will be impacted, why certain people were chosen, etc.”

Industry influencer, Creative Circle survey

 

Keeping layoffs a secret until the cat is out of the bag does not serve anyone. Tell your employees what’s going on and be accountable as an organization. Plus, trying to hide the situation gives space for the dreaded rumor mill to churn, likely leading to a bunch of misinformation being spread. Add the potential leaks to the media—and things can go from bad to worse.

You can get out in front of that with strategic communication that allows people to prepare for the worst while minimizing the amount of gossip that may circulate.

Transparency and accountability also help the reputation of an organization. Being honest about the reasoning behind the decision and sharing if any other options were explored, like cutting executive pay, hiring freezes, and furloughing instead of laying off, can help a more positive view of the company after the fact.

 

ABRUPTNESS AND LACK OF WARNING

“Laying someone off and telling them they won’t be working the next day is a huge mistake because oftentimes, when word gets out, it will prevent others from wanting to work for that specific company in the future.”

“I had a company block me from my computer before I was able to get any of my files for my portfolio or any personal files, and I was never able to get them.”

Industry influencers, Creative Circle survey

 

Getting laid off out of the blue without time to prepare is a severe hardship for most employees, but it also hurts the company. Abrupt layoffs rob the organization of the ability to navigate that transition gracefully. They lose the opportunity to have the person leaving brief other team members on open projects. Giving employees notice allows them to gameplan next steps and transition their work to other team members.

Immediately locking people out of all systems and escorting them from the building with security villainizes former employees and ignores what might be years of loyal service to the company. When you treat people like they’re your enemy—they’ll see you as their enemy and act accordingly.

 

DEHUMANIZING THE PROCESS AND EMPLOYEES

“Everyone deserves to be treated like a person, not just a number on a spreadsheet. Taking a callous and impersonal approach to layoffs makes the situation more complicated. When someone has dedicated time and effort to supporting an organization, being laid off can feel like a betrayal, especially when all the work they’d done up to that point is ignored or disregarded.”

 

There is, however, a way to conduct layoffs with dignity. Show appreciation for the person’s work and thank them for their contribution to the company’s past success. Validate their contributions to your organization. The news is hard to hear no matter what—but softening the blow with empathy and acknowledgment of a layoff’s impact can go a long way.

 

STRUCTURAL MISTAKES

“In cutting the staff so severely, it puts a toll on those left as they have to do more to pick up the slack. The company saves money but burns out the remaining staff who have to work more to keep the company running.”

“Emotions aside, how do they actually foresee the same work getting done with less bodies without work/life balance taking a hit?”

Industry influencers, Creative Circle survey

 

It’s critical to be strategic when deciding which positions to eliminate—and there’s more to consider than just the bottom line. Will all the work still get done? By whom? Often, companies that rely solely on a numbers game will be left with an organization full of inexpensive juniors and expensive management, with no mid-level employees, which can really decrease workplace functionality.

Leadership needs to create and address a strategic plan post-layoff—and communicate that clearly to the people whose jobs and workload will be most impacted. Beware the old Latin adage; the cure is worse than the disease. If employees who remain are overloaded, burnout will ensue. And burnout is cited as one of the top three reasons Millenials and Gen Zers would leave their jobs, according to a Deloitte survey.

Without addressing these long-term needs, a round of layoffs meant to save a company may instead hasten its sinking.

 

LACK OF SUPPORT FOR LAID-OFF EMPLOYEES

“I think it’s important to continue to treat employees with respect and dignity and offer fair severance to anybody who is being let go of.”

Industry influencer, Creative Circle survey

 

Leaving former employees out high and dry tells people a lot about the ethics of a company. A company failing to provide adequate (or any!) severance packages to laid-off employees is considered a massive misstep by most of those surveyed.

Money is not the only way to support people who have been laid off—offering resources like continued health benefits, connections to recruiters, and other career transition services can be immensely helpful. These moves signal that a company cares for its employees—even those it must let go—and is not solely focused on the bottom line.

 

______________________________________

 

Finding What’s Next

Nearly half of those surveyed anticipate a recession within the next six months, and 79% predict one within the year. With possible layoffs looming, folks are preparing for the worst and looking at all options.

When asked what their highest priorities were when looking for a new job, the most common responses people gave were:

  • Ability to work remotely
  • Better pay
  • Flexible schedule
  • Work that is fulfilling

People are searching for stability; those surveyed are mainly seeking full-time employment or long-term, full-time contract work.

Over 75% of respondents said that contract work led to less burnout than working on projects as a full-time employee. The most common explanations given for this were:

  • Not needing to worry about internal politics
  • Having more control over their time
  • Feeling more comfortable drawing work/life boundaries

As companies wait to see how the winds are blowing, they should consider minimizing harm and public backlash while crafting a sustainable plan to maintain productivity during these topsy-turvy times. The message is clear: handle with care.

 

About the author.

An award-winning creator and digital health, wellness, and lifestyle content strategist—Karina writes, produces, and edits compelling content across multiple platforms—including articles, video, interactive tools, and documentary film. Her work has been featured on MSN Lifestyle, Apartment Therapy, Goop, Psycom, Yahoo News, Pregnancy & Newborn, Eat This Not That, thirdAGE, and Remedy Health Media digital properties and has spanned insight pieces on psychedelic toad medicine to forecasting the future of work to why sustainability needs to become more sustainable.

Yes. The answer is yes. Everyone wants a 4-Day work week. Well, everyone but the #grindneverstops crowd, but that’s their business, not ours. We want to have three days to refresh, recharge, and not dread going back to work for 5 days straight. Here’s what our LinkedIn audience had to say about the 4-day work week.

 

1.

Starting off with a banger. No more extra hours!

 

2.

 

3.

Don’t forget HBO Max, Michael!

 

4.

Our poll was working 5 days, 4 days, or not at all for the intellectuals!

 

5.

??? Again, Michael. That wouldn’t be our problem!

 

6.

#SundayScaries

 

7.

 

8.

What days are flights cheaper?

 

9.

 

10.

Not for us, Alex. We are for sure working all 8 hours. 🙂 #NoBreaks

 

11.

 

12.

Forcing creativity produces bad results. We feel this, Other Michael.

 

13.

 

14.

You hear this 9-5ers? Freelancing can give you the life you deserve!

 

15.

 

16.

Nowadays we all need something to look forward to.

 

17.

 

18.

 

19.

We think so. Look.

 

20.

 

21.

BEEN.

 

22.

 

23.

We were going to do that anyway, Amy, because that’s who we are.

 

24.

 

25.

We just turn off our phones, Dale. No work after work hours.

 

Join the conversations here and here!

Next debate: Should we work 8 or 10 hours in the 4-days? Should we take a pay cut? Follow us on LinkedIn and Instagram to catch it!

At Creative Circle, we aren’t just a recruitment company. We’re a company that cares about people — our clients, talent network, internal employees, and the communities in which we work and live.

Creative Circle gives back in a number of ways, including charitable donations, volunteer opportunities, socially conscious policies, and local investment. Community is one of our four core values, and we have a full internal department dedicated to overseeing these efforts and all aspects of community development.

Charitable Donations

Each year, every Creative Circle office, division, department, and employee resource group (ERG) selects a nonprofit organization to receive a charitable donation. We are proud to contribute to organizations that support an array of social issues, including but certainly not limited to:

Additionally, when our employees reach ten years with Creative Circle, they are rewarded with one of two options — taking a trip and receiving a $2,500 reimbursement, or donating $2,500 to a 501c3 non-profit charity of their choice and receiving a $1,000 bonus. Through this program, we’re proud to have donated more than $62,000 to 25+ organizations.

Volunteer Opportunities

Every Creative Circle employee receives an annual charity day — eight paid hours to support programs that positively impact their own community. Some offices or teams take their charity days together as a group, to create a shared spirit of philanthropy.

To ease the process of planning their charity days and other volunteer work, we use the social impact platform, Millie. Millie allows Creative Circle employees to find in-person or remote volunteer opportunities and support nonprofits via one-time or recurring donations. Through Millie, employees can also gift charitable dollars to other Circlers, to donate to a charity of their choice. In our first four months of using Millie, employees volunteered more than 150 hours and the company overall donated nearly $70,000.

Other CSR Initiatives

Each day, we work to better ourselves and the world around us. Some of our additional commitments include:

  • Fostering an inclusive, fair, and empowering work environment that respects race, ethnicity, gender, sexual orientation, and physical abilities
  • Inclusive recruiting via a variety of job boards, in order to reach a wide range of candidates
  • Investing in future creatives by providing career counseling in local schools and colleges
  • Partnerships with organizations that promote diversity in the creative space
  • Sustainable best practices, including minimizing our corporate carbon footprint, remote/hybrid work options, and energy efficiency
  • Mental health and wellness programs, plus policies that maintain work/life balance for our internal employees
  • Supporting ERGs through executive sponsorship, professional development, community outreach, networking, recruiting, and shared experience

As I rested in recovery after a pre-op test and before surgery, a physician assistant stopped by with a consent form. It authorized the team to do not just one but two procedures on me in a few short hours. WHAT? I refused to sign without a firsthand medical briefing. No amount of prodding could persuade me. Soon a second physician assistant appeared with a more forceful approach. STILL NO. For someone like me, who prefers to go with the flow, I was in uncharted territory. My friend, who initially sat quietly, walked out because I would not cooperate. Was I really doing this? YES. Quivering and anxious, I stayed firm by channeling my fiercest advocate—ME!

Just then, the anesthesiologist assigned to my case dropped in and I relayed what happened. Within 15 minutes, through one means or another, three physicians stood before me to explain the proposed change. I listened intently. They extended me the same courtesy. We discussed the possibilities and agreed to add the second phase only if absolutely vital. That said, I signed the paper. I would not know the outcome until after the fact but I understood the potential course of actions and they knew my concerns and wishes. More about that later….

This impromptu meeting and resolution only came about because I summoned and held steadfast to my inner strengths and skills. It set the tone for my hospital stay. I had to be on top of everything. We all do. This wisdom refers to both our personal and professional interactions.

We need to voice and safeguard our rights and wishes. That requires advocating for ourselves at the right time and in the right way.

 

Self-Advocacy: What’s It All About?

Before going any further, let’s not leave the topic under discussion to interpretation. What does it mean to advocate for yourself?

Oxford Dictionary defines self-advocacy as “the action of representing oneself or ones’ views or interests.” Another source expands upon this and outlines the how to’s. It frames self-advocacy as “an individual’s ability to effectively communicate, convey, negotiate or assert his or her own interests, desires, needs and rights. It involves making informed decisions and taking responsibility for those decisions.”

Content on MasterClass underscores the complexity of what’s involved. “Recognizing your needs and assuming control of the decisions that affect your own life are necessary steps to advocate for your best interests.” Acting in this fashion comes with an array of potential benefits. As examples, this post notes that “self-advocacy can help you develop strong problem-solving and communication skills.”

Most of all, advocating for yourself can make a difference. Its importance derives from helping you: “obtain what you need; make your own choices; learn to say no without feeling guilty; express disagreement respectfully.”

Realize that advocating for yourself is not simply: this is what I want; give it to me. Awareness, knowledge and know how are essential building blocks. Self-advocacy is a methodology that demands clear thought and keen execution to deliver desired or agreed upon results.

“Knowing how to self-advocate is a skill that takes practice and effort to master.” From this perspective, how should you get started or, if needed, polish this capability?

 

Setting the System in Motion

Sometimes the occasion to self-advocate pops up on the spot. Take what happened to me, for instance. At others, you likely have the luxury to plan your strategy. No matter how it evolves, self-advocacy is a process. The steps along the way may include:

  • Identify – Hone your awareness of occasions to advocate. Assess situations and whether they merit it. Do a quick cost/benefit-type analysis to determine go or no. Take a judicious approach; otherwise, in the same setting or circles, repeated attempts may render your actions ineffective and even harm your reputation, Alternatively, don’t overlook and be complacent. Instead, read what’s going on around you. Be cognizant of opportunities. For example, a plum windowed office becomes available. Should you advocate for it?
  • Get Smart –Gather the information you need to navigate the path. Do a deep data dive on a personal level. Perform a wider situational analysis too. Arm yourself with the findings. Get acquainted with wide-ranging potential feedback that may arise, including objections. Have fallback positions at the ready. Let’s say you seek a new job or promotion. Showcase your experience and skills; make your case credible and convincing. Prepare to address what may come up about areas of weakness. Intelligence–don’t advocate without it.
  • Articulate – What do you seek to achieve? Formulate your response with precision: what do you want? Keep it simple, crystalline and to the point. Your “ask” should be something of value not to you alone but others in its arc. Frame it, prove, promote, make it appealing. If a discussion ensues, follow with: Why? What do you propose to offer in exchange? In other words, what is your value proposition? “To best achieve your goals, make sure to have a clear idea of exactly what you’re hoping to accomplish. This bedrock will make you feel more comfortable when putting your foot forward to negotiate!”
  • Engage – When the mountain (or physician assistant) doesn’t come to you, do the legwork on your own. In a business environment and elsewhere, request an appointment with an ally, supervisor or decision maker. Create an appropriate subject line or theme. Remember the big picture: make this first move and all those that may follow of interest and benefit to all stakeholders.
  • Go! – It’s advocacy show time, starring you. Use the prior steps to script your role and rehearse. “Over-prepare.” Now present. Expect questions, comments, even arguments. Gladly accept these challenges and keep the constructive dialogue going. Respond with anticipated questions of your own and measured points to go back and forth. Offer options. Come to an agreement of some kind.

Advocacy is not necessarily all or nothing. Stay determined but enable all involved to derive good things to show for it. Don’t “fixate on a single solution that works for you. Instead consider what matters to your counterpart and find multiple ways to satisfy both of you.”

 

Tips: How to Come Across

Throughout the process, keep this principle in mind. It’s not only what you do to succeed when self-advocating, but also how you do it. Attitude reigns important here. Strike a fine balance between being assertive and persistent. Do that by acting positive and polite all the time. You don’t want to alienate those in the chain of command, who ultimately make decisions affecting your goals.

How? Adhere to these guidelines every step of the way:

  • Be courteous
  • Stay calm
  • Maintain a pleasant temperament and tone of voice
  • Practice good body language and listening skills
  • Be fair and reasonable

Self-advocacy requires work and discipline. Those who excel at and exercise this skill “are more likely to thrive in school, work and life.”

Getting back to where we started, when I awoke from surgery, I discovered the team went ahead with the original plan. Self-advocacy success? I hope so!

 

About the author.
You name it, she covers it. That’s the can-do attitude Sherry M. Adler brings to the craft of writing. A polished marketing and communications professional, she has a passion for learning and the world at large. She uses it plus the power of words to inform and energize stakeholders of all kinds. And to show how all of this can make a difference, she calls her business WriteResults NY, LLC.

Companies and workers alike: heed a decided shift occurring on the employment scene. Freelancing is expanding in a big way in 2023. Says who? This news comes directly from a cross-section of participants in the labor market.

In 2022, about 36% of the workforce engaged in freelance work. According to a recent survey, that proportion is expected to more than double this year. Based on the responses, “73% say they will either start or continue freelancing.”

What accounts for this leap in freelancing? The reasons are varied but revolve around economics as the main driver. High inflation, increased cost of living, and layoffs across tech and other sectors top the list. As a result, “The majority of U.S. workers surveyed are feeling less secure, or the same, about their income this year.”

That’s why some are turning to freelancing as an additional source of income. But that’s only part of the picture. Others, namely victims of recent staff cuts, are flocking to freelancing to replace their lost wages. Then there are those who gravitate proactively to freelancing in these uncertain times to be the master of their own destiny. Still others choose the freelance lifestyle for the overall options and variety it offers.

Put together, contract work is destined to play a large role in how all stakeholders get through this anticipated economic downturn.

Connecting Supply and Demand

The supply of freelancers is one end of the equation. Demand is the other. Why should companies use freelancers? In today’s challenging climate, it’s a sign of the times. When the economy sputters and layoffs and hiring freezes occur, bringing on contingent workers remains a uniquely effective way to fill the gaps and then some.

By integrating contractors into their employment mix, organizations can gain flexibility and lower their cost of doing business. With limited budgets and resources on one end and an abundant stream of able and eager freelancers on the other, companies that go this route can obtain the skills and support they seek on favorable terms. It’s a solution, thanks to market dynamics, whose time has come.

A report entitled “The Contingent Labor Imperative: How Agile Enterprises Succeed in a Modern Workforce Model” offers a top-level list of benefits companies derive from freelancers. These include: “meeting temporary workload needs, increasing productivity, getting tasks done more quickly, and accessing specialized skills and hard-to-find talent.”

And Empowering Marketing in the Process

Companies have used contingent workers through the years—it’s not a new phenomenon. Several marquee brands presently hire large numbers of freelancers to drive their business, including Meta, Walmart, and Nintendo. All three deploy freelancers for myriad activities in marketing, which is a prime target for the use of contractors.

Integrating freelancers into marketing teams is a high-value practice at this time. In many marketing roles—email developers, researchers, strategists, media buyers, PR managers, ecommerce specialists—highly specialized experts are well-positioned to quickly apply their skills to high-level assignments, even without extensive experience at the company. This is invaluable at this tough economic juncture, when companies have had to scale back their marketing staff and spend.

So how can organizations secure freelance talent quickly, and how can they do so in ways that immediately yield return on their investment? Being speedy and savvy is critical.

How to Recruit Contract Workers ASAP, 2023 Style

There’s good news here. Company policies that evolved in the last few years form a foundation for efforts in the arena of freelance work. On top of that, there are strategies employers can implement to attract talent quickly, starting with:

Promote Remote

Telecommuting and remote/hybrid arrangements took root during the COVID-19 pandemic and still mark the mode of work today for many in the corporate world, appearing to be both popular and enduring. From this perspective, Lightcast’s 2003 Global Talent Playbook proclaims: “Remote work is here to stay.” It provides flexibility and work-life balance, which are values integral to the freelance mantra.

    • Use this feature as a selling point for engaging and retaining freelancers. Lightcast reports that remote jobs “now represent 15% of all postings requiring degrees.” And, on that note: “the top three remote jobs in 2022 were web developer, video game designer, and computer programmer.”
    • Think about whether roles that are office-bound can transfer to an offsite basis fully or even partially. Doing so not only expands the appeal of open positions to a larger base of candidates but also extends the geographic boundaries beyond the local area to the nation and the entire globe.

Post It with Pay

Get right to the point to obtain the contingent talent. In other words, don’t dilly dally with the financial issue that is frequently top of mind for gig/job seekers in this harsh economic environment. Listing the level of compensation directly on job postings can instill clarity and accelerate the potential hiring process.

Although it’s a departure from tradition, this upfront approach is hardly idealistic—it’s happening. According to Lightcast: “The rate of advertising wages on job postings more than doubled between 2017 and 2022.” How does this finding factor into the bigger recruiting picture for 2023? The reality now is that “25% of degree position postings have included an advertised salary.” In fact, several locations in the country have enacted laws that require this information, such as New York City and Colorado. As a result, “more and more companies are following suit.”

Work with the Right Recruiters

Rather than go it alone to try to secure talent, reach out to specialists for surefire and streamlined results. They have the infrastructure, network, and know-how to tap into exactly what employers require efficiently and effectively.

Creative Circle, a recruiting and consulting services firm, is a leader in temporary and freelance staffing; their most prominent placements range from digital marketing and creative staffing to managed services and in-house studio development. A leader in this space in the U.S. and Canada, Creative Circle matches its broad candidate base with the precise requirements of clients, which include the Fortune 500, boutique agencies, and startups. It understands that clients have needs that may be both dynamic and urgent and has the breadth and agility to resolve their biggest challenges. As the Creative Circle tagline says: “We make hiring exceptional talent simple.”

How to Retain these Valuable Workers

Train and Tool

Offering work on a remote basis is an enticing hiring hook, but it requires planning, education, and resources of its own. Put systems and corresponding learning in place for stakeholders to prosper. “Leaders must adapt to leading and developing teams from a distance,” reads an article from Business News Daily. ”This new work environment requires a different set of skills than traditional in-office management. Leaders need to be prepared to address challenges—such as communication, teamwork and company culture—among a dispersed workforce.”

  • Provide managers with knowledge to succeed in the remote universe. Learning should cover how to establish and communicate clear expectations as well as inspire and recognize individual and group contributions, and robust training helps leaders effectively guide and supervise virtual/distributed teams. Set this up soon to ensure a smooth flow of work and team satisfaction.
  • Invest in collaboration technologies and applications that give teams and groups the means to connect, brainstorm, and share work. “By using the right tools and technologies, it’s possible to quickly bring together virtual teams to perform a variety of tasks with greater efficiency and better results than individual efforts could achieve alone.”

Appoint an Ombudsman

Companies may engage a number of contingent workers who may serve in various capacities and parts of the organization and have different reporting relationships. This can form a complex web, especially within a large and decentralized firm. As a best practice that helps in this situation, install a manager to oversee these members from the start and on an ongoing basis.

A freelance manager has a range of responsibilities and offers an array of benefits to the organization and workers. This person onboards freelance arrivals and provides them all with the same information about pertinent policies; this helps with, among other things, quality control. This individual communicates clearly about expectations from the company’s point of view, removing ambiguities and freeing freelance talent to focus on their assignments. A go-to person, the manager provides these disparate contractors with an overarching relationship and main point of contact.

To sum it all up…. Life and the economy being what they are, more freelance talent is on the market at this time when companies most need it. What’s the call to action for 2023? When addressing today’s hiring needs, organizations must move decisively and quickly to obtain and then retain these valuable freelance resources. And get in touch with Creative Circle today to get the support you need for your hiring journey, especially in marketing and allied functions.

 

About the author.
You name it, she covers it. That’s the can-do attitude Sherry M. Adler brings to the craft of writing. A polished marketing and communications professional, she has a passion for learning and the world at large. She uses it plus the power of words to inform and energize stakeholders of all kinds. And to show how all of this can make a difference, she calls her business WriteResults NY, LLC.

The COVID-19 pandemic has shaken up the workforce in myriad ways — disproportionately impacting women and undermining much of the progress towards gender equality in corporate America. While it’s promising that women are returning the workforce, they continue to encounter challenges that keep them from climbing the ranks within their organizations.

In the face of this, Creative Circle, a recruiting and consulting services company based in Los Angeles, has remained steadfast in its dedication to putting women to work. Every year, Creative Circle partners with its clients across North America to place thousands of women in contract and full-time positions in the creative, advertising, and marketing space.

Creative Circle’s dedication to women starts from within, with a culture that is centered around people and relationships. The company’s president, Matt Riley, emphasizes that before Creative Circle had offices across North America and powerful recruitment technology, there was just one office — filled with individuals who worked diligently to put people to work and bring creative visions to life. As the company expanded its scope, the team has made certain that Creative Circle stays true to its people-focused roots.

And this promise has paid off. Today, women make up 80% of the company’s workforce, including 60% of the senior leadership team. Recently, Creative Circle established multiple employee resource groups (ERGs) that provide support for women and engage with relevant issues, both within the company and beyond.

While proud of these accomplishments, Creative Circle strives to do even more. From setting ambitious goals to hire and promote more women, to expanding parental benefits and sponsoring women-specific networking opportunities for employees and contractors, Creative Circle is committed to supporting women both within and outside of its walls.

Beyond empowering employees and contract candidates, Creative Circle also supports women in underserved communities globally. Every year, Creative Circle allocates tens of thousands of dollars for each office, division, and ERG to donate to a charity of their choice; some recent recipients include Black Mamas Matter Alliance, Feeding America, Charlie’s Army, My Sister’s Place, Gensis Women’s Shelter, and Girls Who Code.

Creative Circle is proud of the women it employs and the tremendous impact they continue to have on the company and the broader community. Riley shares that he hopes other companies will be inspired by Creative Circle’s dedication and will take similar steps to empower women in the workforce.

 

Black History Month pays tribute to the generations of Black Americans who have fought against adversity and the barriers of institutional racism in the United States and abroad. Black creatives have a history of pushing art and culture forward through innovation, activism, and infinite creativity. Our list celebrates some contemporary black voices that are helping shape American culture right now. Black Women of Creative Circle, a Creative Circle Employee Resource Group (ERG), share their favorite black creators – superstars and up-and-comers! Throughout the month of February, we’ll be updating this list with new creatives we love, from internal suggestions as well as suggestions from you!

Creators We Love

  • Keith Lee
    • Keith Lee is a Tik Tok food creator who does reviews and changes lives.
  • Canvii
    • Canvii is a platform created to promote and connect black artists from all over the world.
  • Robin Barnes
    • Robin Barnes is an award-winning singer, who also is a rising nonprofit owner, fitness entrepreneur, and influencer. To learn more about her “fitness krewe”, follow her on @moveyabrass
  • Ijorere
    • Ijorere is a Chicago-based wedding & party invitation designer who creates artful luxury designs for people’s big moments.
  • Nneka
  • Everything Eryn
    • Eryn is an interior designer and DIY content creator.
  • Well-Read Black Girl
    • Glory Edim is the founder of Well-Read Black Girl, who has created a platform to share books by black authors. Glory also hosts the Well-Read Black Girl Podcast.
  • Phoebe Robinson
    • Phoebe Robinson is a multi-talented author, book lover, hilarious comedian, and actress.
  • Tamisha “Misha”
    • Misha is a coffee lover, fashionista, designer, and production manager.
  • Phylicia Felix “LeeCee”
    • Phylicia Felix is a youtuber, book lover, and a style/fashion icon.
  • Stephon Carson
    • Stephon Carson is a men’s style content creator, who puts a unique twist on classic vintage styles.
  • Paul Howard
    • Paul Howard is a New York-based photographer who specializes in portrait photography.
  • Good Moms Bad Choices
    • Erica Dickerson and Jamilah Mapp host the Good Moms Bad Choices podcast that is challenging the norms of motherhood.

Continue reading “Black Women of Creative Circle’s Favorite Black Creators” →