PFunc Intro & AMA

From our CEO’s Desk

The month of February celebrates Black History Month - a time for our country to reflect on the significance of Black History and the achievements and contributions of Black Americans. As founders, we are responsible for building successful businesses, and now more than ever, we, as leaders in the private sector, have the opportunity to stand in opposition to our federal government by prioritizing fostering an inclusive environment where every team member feels seen, valued, and supported. With a full-time team of 100% women and over 70% women of color, I take this responsibility at PFunc very seriously. This responsibility is particularly important for uplifting and advocating for our Black-identifying employees who have been systemically and historically disadvantaged in this country for centuries.

For the month of February, I challenge us as leaders to examine how we are showing up in this space—not just with words but with actions. Supporting our Black team members, especially as a non-Black leader, requires intentionality, curiosity, and a commitment to equity. Here at People Function, we’re leaning into conversations about how our policies, culture, and leadership can better reflect the diversity of our team and the values we hold dear.

A few lessons I’ve learned (and continue to learn) as a white founder:

• Education builds empathy. Understanding the history, contributions, and experiences of Black communities provides the context needed to create a supportive and inclusive workplace. Consider bringing in speakers, curating educational resources, or facilitating dialogue among your team.

• Representation matters. If your team doesn’t see themselves reflected in leadership, you miss an opportunity to create a sense of belonging and trust. Explore how you can amplify Black voices, sponsor talent, and ensure equitable opportunities for growth and leadership.

• Listening is leading. Sometimes, the most impactful thing we can do is simply listen. Create space for your Black employees to share their experiences—without pressure to educate, but with the assurance that their voices shape your company culture.

• Commit to action. Recognition is just the beginning. How are your policies supporting equity? Are you providing mentorship, offering development opportunities, and implementing initiatives that directly benefit Black team members? Commit to change, grow, and iterate. 

• Foster psychological safety. Psychological safety allows employees to take risks, voice concerns, and be authentic without fear of negative consequences.

This month is a powerful reminder to my fellow founders and leaders that the work of allyship, equity, and inclusion is ongoing. It requires humility, learning, and sustained action. Let’s use this time to celebrate Black history and culture and reflect on how we’re shaping the future for everyone.

Equity isn’t an initiative; it’s a practice.

If you want to explore ways to support your team, I’d love to chat and exchange ideas. Let’s grow together.

In solidarity,

Emma

AMA from our FEATURED TEAM Desk

This month’s answer comes from People Function’s Senior Diversity, Equity, Inclusion & Belonging consultant Patrick Tindana.

Question: How can company leaders navigate the federal backlash against DEI and rise above the noise without fear?

Answer: As conversations around diversity, equity, and inclusion (DEI) evolve, company leaders may face challenges in sustaining their commitments amidst external pressures. However, DEI is not just a trend—it’s a proven driver of business success, legal compliance, and long-term organizational legacy. Rather than retreating in the face of backlash, leaders can rise above the noise by anchoring their approach in four key dimensions:

1. The Business Case: DEI as a Competitive Advantage: Forward-thinking organizations understand that DEI is a strategic asset, not a liability. 

• Attract & Retain Top Talent: Organizations that deprioritize DEI risk losing high-performing employees to competitors that foster inclusive workplaces. Replacing employees can reach up to 200% of their annual salary—an expense that inclusive companies mitigate by reducing turnover and strengthening workplace trust and engagement.

• Expand Market Reach & Brand Loyalty: Consumers align with brands that reflect their values. Black Americans alone have a purchasing power of $1.8 trillion, demonstrating the economic influence of diverse communities. A commitment to inclusion strengthens brand loyalty and positions organizations for sustained market success.

• Drive Innovation & Avoid Non-Inclusive Design Pitfalls: McKinsey research shows that companies with diverse leadership are 36% more likely to outperform competitors financially. Beyond innovation, DEI prevents costly missteps—such as Amazon’s facial recognition software failure, likely stemming from a lack of diverse perspectives in product development.

2. The Legal Case: Navigating Compliance and Risk Mitigation

Despite evolving legal interpretations, workplace protections against discrimination remain firmly in place. Leaders must ensure their organizations comply with federal and state regulations while proactively fostering equitable work environments.

• Maintain Compliance Across Jurisdictions: Discrimination based on race, gender, and other protected categories is illegal, federally and in many states and international jurisdictions. Organizations that disregard DEI risk lawsuits, financial penalties, and reputational harm.

• Strengthen Workplace Policies: Implementing DEI initiatives—such as bias training and equitable hiring practices—helps mitigate legal risks and ensures compliance with evolving regulatory landscapes.

3. The Moral Case: Defining Your Leadership Legacy

Beyond business and legal considerations, DEI is about creating workplaces where all employees can thrive. Leaders must ask themselves: What legacy do we want to leave?

• History Favors Those Who Champion Inclusion: Leaders who stand firm in their commitment to equity will be remembered for shaping organizations that prioritize fairness, belonging, and opportunity.

• DEI as a Strategic Imperative: Inclusive workplaces are not only morally sound but also resilient in times of change. Companies that uphold these values will continue to attract top talent, foster innovation, and maintain a competitive edge.

Rise Above the Noise with Confidence

Rather than fearing the backlash, leaders can view this moment as an opportunity to reinforce the undeniable benefits of DEI. The most successful organizations will be those that integrate equity into their business strategy, creating workplaces that are innovative, inclusive, and built for sustainable success. People Function is here to guide your organization in building an equitable workplace—one that thrives despite external pressures. The question is not if DEI should be prioritized but how you will leverage it to shape a stronger, more forward-thinking organization.

If you have HR-related questions that you’d like to see featured in our “Ask the Experts” section, please submit them here. You may see your question in our next edition! 

ICYMI Compliance Tips

Below are the latest HR regulatory and compliance updates published within the last month:

• California (eff. 1/1/25) - California law requires employers to post a notice about employees’ rights and protections under the state’s whistleblower laws.

• Federal (eff. 2/1/25) - employers that had 11 or more employees at their company at any point in 2024 must post the Occupational Safety and Health Administration (OSHA) Form 300A, Summary of Work-Related Injury and Illnesses through April 30, 2025.

• New York City (eff. 5/8/25) - NYC’s lactation accommodation laws will require employers with four or more employees to post their lactation room policy in an accessible area for all employees.

PFunc Recommended Resources

Check out a few of our favorite resources and partners, vetted and recommended by us!

• ApplyAI - Unlock the full potential of your team with ApplyAI's "Habits of AI Super-users" workshop; designed to empower employees to harness AI tools effectively, leading to significant productivity gains. No matter where your company is in its AI journey, this workshop is a low-lift and quick way to tap into AI’s efficiency-boosting potential.

• Confidante - Confidante helps founding teams navigate critical discussions with expert coaching and facilitation, ensuring alignment on vision, roles, and company culture. Whether you're addressing difficult feedback, refining decision-making dynamics, or resolving tensions before they escalate, Confidante provides the guidance you need to keep your partnership thriving. 

• Ani - ANI is an employee cultural access platform to help companies build community, increase team engagement, and improve employee wellness by providing enhanced access to cultural institutions and experiences. With the platform's functionality, ANI also serves as a cultural lifestyle spending account (LSA), a rewards and recognition tool, and a time-saving team event planner.

Reply to this email to learn more about these resources and partners, or for a direct introduction!

On The PFunc Market

Talent Spotlight

Below are a few fantastic, vetted folks who are actively on the market looking for new roles. Please reach out directly to the candidates or reply to this email if you’d like to learn more or for an introduction!

• Jessica O'Shea, Marketing Director. Jessica has 10 years of marketing experience and 5 years as a people leader, with deep expertise in email marketing. She specializes in lifecycle, content, and brand marketing—ensuring the right message reaches the right audience at the right time. Jessica is open to full-time Marketing Director roles.

• Sean Roe, Director of Learning & Development. Sean is an agile learning and development leader with 10 years of experience, helping growing organizations scale by unlocking employee capabilities, optimizing team performance, and coaching to KPIs and developmental goals. Sean is open to full-time Director of Leadership & Talent Development or Director of Learning & Development roles.

If you’re on the market for a new role in HR/People Operations, Business Operations, Leadership, and Executive support roles, and you’d like to be featured in our “Talent Spotlight” section, please submit your information here.

Open Roles in our Network

• Rho: People Operations Partner - this role will build upon and enhance Rho’s efforts to drive a best-in-class HR partnership and operations function, working in partnership with the Serbia-based People Operations team. 

• Sneak Peek: A private equity-backed managed IT services company in our network is hiring for an SVP of Human Resources. This role will oversee all aspects of human resources and involve developing and implementing the company’s HR framework. It will require a hands-on, tactical leader who can dive into the details, operationalize critical HR processes, and ensure the company is well-positioned to attract, retain, and develop top talent.

If you have an open role at your company that you’d like to highlight in our next newsletter, please reply to this email!

PFunc News

Team Member Spotlight

Lindsay Glogower is a purpose-driven People Operations and Talent Acquisition professional with a track record of building scalable HR solutions, optimizing hiring processes, and leading transformational initiatives across industries. Currently a Senior HR & Talent Consultant at People Function, she has held leadership roles at The Pingry School, SoulCycle, Splice, and Spotify, specializing in recruitment, DEIB strategy, and organizational development. Lindsay is currently working with our client Oath.

Client Corner

We’re excited to have added new clients to our roster that span across industries and stages:

• Alfalfa - Alfalfa offers high-quality, healthy, and accessible food options, including salads, breakfast burritos, and creative doughnuts, in a welcoming environment. Their mission is to inspire healthier communities through real food and joyful experiences. Visit them in NJ & CA!

• Flock Homes - Flock Homes enables landlords to exchange their rental properties tax-free for ownership in a diversified residential real estate fund through a 721 exchange, eliminating management responsibilities while providing steady income and appreciation potential.

We’re thrilled to be working with their teams!

PFunc Highlights

Do you follow us on Instagram & TikTok? Do you need advice on how to get everyone to stop bothering you at work? Check out one of our latest videos on “#HRApproved ways to say ‘leave me alone’!”

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