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.

A lot of professionals are realizing the job market they built their resume for no longer exists in the same way.Layoffs...
06/04/2026

A lot of professionals are realizing the job market they built their resume for no longer exists in the same way.

Layoffs, restructuring, global competition, remote work, AI screening tools, and shifting hiring practices have changed how organizations evaluate candidates. In many cases, professionals are no longer competing only locally. They are competing across cities, countries, and industries.

That means your resume has to do more than list responsibilities.

It needs to clearly communicate value, adaptability, transferable skills, and impact in a way that translates across roles, industries, and sometimes even borders.

This is one of the reasons my LinkedIn Learning course, Writing a Resume, continues to resonate with so many professionals years later. People often come into the course thinking they already know how to write a resume, only to realize how much hiring expectations and career strategy have evolved.

I also hear from professionals navigating career changes or exploring opportunities outside their home country who are trying to understand how to position themselves more competitively in a rapidly changing market.

Your resume is a communication tool, and in this economy, clarity matters.

If your resume has not been updated in years, or if you are trying to reposition yourself in today’s global workforce, now is probably the time.

Check out my LinkedIn Learning courses by clicking the link in the bio.

ICYMI: My latest Lead With Inclusion newsletter looks at the collapse of Spirit Airlines and the leadership questions un...
06/03/2026

ICYMI: My latest Lead With Inclusion newsletter looks at the collapse of Spirit Airlines and the leadership questions underneath it.

This is not only a story about layoffs or bankruptcy. It is a story about accountability, communication, executive protections, and what employees learn about organizational values when things fall apart.

I unpack:
-Why pay gaps are also leadership signals
-How crises expose workplace design choices
-And what employees pay attention to long before trust fully breaks down

Because people are not only evaluating what leaders decide. They are evaluating who gets protected when things get hard.

🔗 Read the full newsletter by tapping the link in bio.

Companies are changing DEIA language on websites, in annual reports, and across internal communications.Some organizatio...
06/01/2026

Companies are changing DEIA language on websites, in annual reports, and across internal communications.

Some organizations are renaming teams. Some are removing public commitments entirely. Others are hoping that if they stop saying the words, the scrutiny will stop, too.

Employees are still having the same experiences.

They still know who gets promoted and who doesn’t. They still know whose complaints get taken seriously. They still know whether leadership applies accountability consistently or selectively.

Changing the language doesn’t change the system.

This is exactly why so many organizations struggle with this work in the first place. They approach inclusion like messaging instead of operational strategy.

That’s not a communications problem. It’s a leadership problem.

In Unbias, I write about how organizations fail when they skip the foundational work of alignment, accountability, and transparency. Without that foundation, companies end up reacting to political pressure instead of building workplaces people actually trust.

If your organization is trying to navigate this moment without losing employee trust, leadership credibility, or alignment between values and action, this work cannot stay theoretical. Unbias: Addressing Unconscious Bias at Work was written to help leaders move from intention to implementation.

For organizations ready to go deeper, this is the same work I help leadership teams strengthen through advising, strategy, and leadership development.

Tap the link in my bio to work together and purchase your copy of Unbias

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. 🌈

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