Superkin

This month marks 5 years with Kendo Brands, Inc. As a millennial, I think being with a company for 5 years officially makes me a unicorn??? In the past 5 years, Kendo has been with me as I got engaged, got married, moved halfway across the country, bought my first home, and had a baby. Through every life event, I was met with celebration, genuine excitement and leaders who were committed to making sure I had whatever I needed to transition through these huge moments. Kendo has shown me their true colors as a company these past 5 years, but never did I see our values, and “people first” spirit more prevalent than when I had my son. On top of a generous, full paid mat leave… I was given my dream role at Kendo 30 days before my maternity leave started. Yes, you read that right….. I was promoted…. And 30 days later I left for 12 weeks. What company does that!!!! Not to mention while on-boarding for my new role, they were already interviewing/ hiring my temp. Returning from maternity leave was me entering into the unknown. I was scared. I had no roadmap on how to be a full-time, work from home mom. But upon returning back, I was met with what I could only describe as the corporate equivalent of a “deep breath”. If Stetson didn’t nap well, and ended up on a zoom call- everyone was THRILLED. If Stetson was on my lap, using lip gloss tubes and concealers as teething toys….. nobody batted an eye, and we continued with business as usual. Each 1 on 1 with my manager for the last 2 years has started with “How is Stetson?”. Or “Hey, has Stetson’s *insert all the toddler sicknesses* gotten better? Is there anything I can do to help you out?”. Last minute days off when childcare falls through, PTO for 1st birthday parties, taking early lunches each Tuesday so we can attend Story Time at the local library…..I’ve been told “no problem”, “don’t worry”, “I support you”, “Have the best time ever” more times than I can count. As a woman in the workforce, but more importantly as a mother in the workforce, the last 5 years at Kendo have been an experience I wish every woman and mom could have. Promotions, accolades, viral videos, and smashing goals + the flexibility and support to be a mom FIRST. If you know me, you know I am the self proclaimed #1 cheerleader of Kendo Brands, Inc. and I look forward to the next 5 years of taking risks, being brave, not being afraid of making mistakes, and taking our brands even further through our organic content. Thank you to the leadership for truly living out our “people first” mentality and creating such a safe company for working moms. I cannot imagine doing these last 5 years of life with any other company. #Kendo #Kendobrands #LVMH #FentyBeauty #OleHenriksen #KVD #workingmom

📣 ATTENTION: MOMS OF LINKEDIN If you are a #workingmom who offers ANY sort of service in a freelance, advisory, or fractional basis — I want to know. 💻 Marketing 🙋🏽♀️ Human Resources 💵 Finance / Accounting 📊 Sales / Growth ⚙️ Operations 👫 People Management 👩🏽⚖️ Legal What am I missing? 🚨 If this is you — would you click the link below and fill out this form: 👉🏽 https://shorturl.at/LdcTF 📲 If it's not you, but you know someone who it sounds like — would you tag them below? I'm dreaming BIG — and I want as many #workingmoms as possible in on this project! 🎉 #workingparents #womenatwork #whenwomenlead #whenmomslead #wfhmom #momsatwork

“It’s a parent’s job to figure out child care on their own. It’s not our responsibility.” — Corporate America 🤔🤔🤔 But then there’s this article from Business Insider and this quote that you really can’t un-hear… “When childcare infrastructure is not in place, or childcare costs go beyond income, it becomes a problem for all of us. When people can’t afford kids, they have less kids. Low birth rates can cause labor shortages that will shrink our economic output. If you own a company, less people in the labor pool means less ability to grow.” So — the next time you hear a business say it’s not “their” problem or a friend who doesn't have kids echoes the same sentiment — show them that quote. Or notch it down and make it simple: Poor (or nonexistent) child care = low birth rates = labor shortage = economic doom. We ALL need to be involved in helping to solve this problem. Not just employees. Not just parents. And certainly — not just moms. Agree? #childcarecrisis #childcare #workingmoms #workingmom #workingparents

📣 Speaker Announcement! 📣 Check this out! Founder of Superkin, Tara Elwell Henning will be speaking on our stage during our "HR Innovation for Leadership: The New Balance of Performance & Employee Experience" summit hosted by Hotel Bel-Air! Join us in LA on Thursday, May 23rd to hear Tara talk navigating work-life intersections! Qualified CHROs from consumer-facing brands may request their exclusive invitation to this must-attend summit and explore the full agenda on our website!: https://lnkd.in/dTPJtDwz #Marketing #Innovation #HR #HRSummit #HRSummitSeries #NewYork #Leadership #Performance #Partnerships #HRInnovation #HumanResources #Balance #EmployeeExperience #Superkin #Founder

I have officially returned to the workforce after a beautiful and transformative 6 months off with my new daughter. The journey of becoming a new parent has been filled with incredible moments and learning experiences, and I'm eager to bring this new perspective back to my professional life. I am both excited and grateful to be returning to my role at Salesforce and want to take a moment to express my heartfelt appreciation for Salesforce's support during this significant life event. Salesforce's commitment to family and parental support made a world of difference to me and my growing family. Here are just a few ways Salesforce has stood by me and other new parents: *Parental Leave Policy: A generous 6 months of paid leave allowed me to spend precious time with my newborn without the stress of work looming over me. Knowing that my job was secure and that I could take the time to bond with my baby was incredibly reassuring. *Gradual Return Program: The option to return to work gradually (4 days/week for 4 weeks) has been a game-changer. Salesforce understands that jumping back into full-time work can be overwhelming, and their flexible approach has allowed me to ease back into my role at a pace that suits my family's needs. *Medical Benefits: Best-in-class benefits that are by my side through all of life's moments— peace of mind that I can seek out the best care for every member of my family. *Parental Resources and Support Groups: Salesforce's network of parent support groups and resources has been a source of comfort and connection. It's empowering to know that I'm part of a community that values family and provides a space to share experiences and advice. Thank you, Salesforce, for making this journey smoother and for setting an exemplary standard for parental support in the workplace. Here's to the next chapter and the many successes we'll achieve together!

In honor of Women’s History Month #IWD2024, Rent The Runway is gifting $1M in subscriptions to women who have recently experienced something awesome in their careers – a promotion, new job, successful launch, etc. The process is easy: self-nominate by commenting on this post and sharing a professional milestone you've recently achieved or nominate a friend and tell her story. One month ago, I had my third baby. I received more positive affirmation and congratulatory sentiment when I shared my son’s birth than I did when I IPO’ed Rent the Runway in 2021. While I appreciate the love of my community, it was a lot easier to give birth than to become the 30th female founder/CEO to take a company public. But, this all makes sense within the context of our culture. We celebrate women more for personal accomplishments than for professional ones. And, as a result, women often feel more comfortable sharing their personal milestones over their professional ones. Sharing an engagement story is the lifeblood of the group chat whereas sharing a big launch at work might feel anything from strange to showing off. As a little girl, there is almost nothing worse than being called a showoff. For girls, bragging is the quickest way to lose friends and become an object of scorn. It’s in the water: be humble, do great things but wait for someone else to recognize them. I was called a showoff as a kid and it stung, but what I remember most is that this insult was almost only used by girls for other girls. Why this matters is that fast forward to the world of work and promoting women’s accomplishments is critical to our continued workplace advancement. Historical performance is a prerequisite – but as you get more senior in an organization, the more you need a community of people singing your praises to get to the next level. Think of this as a personal net promoter score: the more people willing to promote you loudly, the quicker you’ll rise. I believe that if becoming a C-level executive was based on performance alone, closer to 50% of the C-suite would be female. But because it is also based on how we storytell about ourselves and others, women are but a fraction of our leadership.  The more that public celebration of women’s professional accomplishments becomes normalized, the more opportunities we’ll receive. RTR will also be committing $1M in GMV* to Dress for Success Worldwide to ensure that even more women have the attire and confidence they need to excel professionally. How you can nominate a woman (or yourself!) for one free month of RTR’s 10-item plan: - Tag a deserving woman’s name on this post, mention your or her recent accomplishment, and use the hashtag #RTRShowOff - This offer is for new customers only, who are based in the US Valid thru 3/31 or while supplies last, whichever is sooner. US, 18+, new subscribers only. 1 per person. Subscription auto-renews unless canceled/paused. Terms apply: bit.ly/RTRShowOff *Based on MSRP

Tomorrow is International Women’s day. Wondering about the best way that your brand can celebrate IWD? I got some ideas for ya. 1. Offer at LEAST 12 weeks of fully paid maternity leave. (Still not even close to enough.) 2. Offer parental leave for the non-birthing partner to assist in this massive life transition. 3. Consider the mountains of data available on how working models affect women in the workplace (especially mothers) when designing how and where work gets done. 4. Actively work to create feasible flexible working cultures as their industry allows. I’m a woman. I already know how awesome I am. I can buy my own flowers. I’ll take my IWD with a big ol’ helping of the things that ACTUALLY support women.

Check out our refreshed HUB– THE destination for working parents seeking information, recommendations and support on all things parenting. Read more here: https://lnkd.in/eabj4gYm. #employeeengagement #workingparents #parenthood #parentalsupport