In today’s world, the crisis that hits your company is going to be something you have no idea is coming. It’s going to come on a random Tuesday. And it’s going to be something you have to react to.
With this in mind, how can companies and organizations get ahead of crises (e.g., a network data breach, employee embezzlement, harassment incident or workplace violence) to protect their brand and maintain continuity of operations?
The fact is, when crisis hits, many companies often don’t know the best way to react right out of the gate. In many cases, company leaders minimize the importance of the crisis before it’s too late.
The best move: once the crisis breaks, internally or externally, respond quickly.
Take a look at this six-point crisis communications plan:
Circle the wagons: companies should have a predetermined small group in place who will deal with the crisis and be one voice.
Acknowledge the crisis: once the news breaks internally or externally, craft a holding statement right away detailing what you say to your staff and to the media as the story breaks to buy you some time.
Communicate with your employees and general constituency (e.g., customers, clients, partners) through internal and external messaging.
Work with your legal team on messaging and work to be as candid as possible with your organization via town halls and open doors.
Spokesperson: have just one or two “faces and voices” for the organization – and no more.
Unification: once responses and reactions are determined, have a unified voice across all platforms (internal statements, social media, external statements).
In a similar way, it’s also important that companies and organizations consider developing internal social media policies.
impactAction: Please contact our team to discuss any aspects of your communications strategy. You can reach us at info@impacthrllc.com or 443-741-3900.
Welcome Anna Piranian to the impactHR Team!
We’re truly happy to welcome Anna Piranian to our growing impactHR team!
Anna joins us as our Office Manager & Executive Assistant. Prior to joining impactHR, Anna was an accomplished Legal Executive Assistant for 34 years, working for global law firms in the District of Columbia.
She then moved into the private sector, taking on the additional roles of Human Resources Administrator and Office Manager, overseeing onboarding, benefits, compensation, HR records management, payroll, accounts payable/accounts receivable and general office management.
Anna holds a Master’s Degree in Forensic Science from The George Washington University and a B.A. in Criminal Justice from the University of Maryland, College Park. Our warmest welcome again, Anna!
impactHR’s Kelly Mitchell Presents on Inclusive Leadership at 2025 Maryland Asian American Business Conference
Kelly Mitchell, Principal and Founder of impactHR, this spring was a featured panelist at the 2025 Maryland Asian American Business Conference. This annual event united hundreds of entrepreneurs, industry leaders and change-makers from across the state for a day of dialogue, learning and community building.
Kelly participated in a panel focused on “Business Success Stories” with Dhiraj Malhotra, CEO of Washington Freedom, and Dan Ellerman, Global Head of DEI with W.R. Grace.
Drawing on her two decades of HR experience, Kelly emphasized the critical role culturally responsive leadership and sustainable practices have in shaping thriving organizations.
“When you’re building an organization, starting a company, or running a business, the strength and success of your company begin with a top-quality hiring process,” said Kelly. “Don’t let fear hold you back from pursuing your goals.”
Navigating Workforce Evolution
The panel discussion delved into inclusive hiring practices and employee engagement in small, mid-size and large enterprises. Kelly underscored the importance of aligning HR strategies with organizational missions, particularly for businesses in growth phases. Her advice on fostering people-first policies resonated strongly with attendees, reflecting Kelly’s extensive experience in HR consulting and organizational development.
A Platform for Collaboration and Growth
The conference, co-hosted by the Maryland Governor’s Commission on Asian Pacific American Affairs, the Governor’s Commission on South Asian American Affairs and local business development groups like the Maryland Governor’s Office of Community Initiatives, serves as a cornerstone for cross-sector networking. By amplifying the voices of Asian American professionals, the event reinforces their contributions to Maryland’s economic landscape.
impactHR’s Ongoing Commitment
Under Kellys leadership, impactHR continues to deliver custom HR solutions to organizations across the Mid-Atlantic, helping them navigate challenges from leadership development to organizational culture. Her participation in the conference aligns with impactHR’s mission to help drive meaningful change through equitable workplace practices.
Watch Kelly’s panel remarks here.
Federal: New Version of Form I-9 Released and E-Verify Updates
U.S. Citizenship and Immigration Services (USCIS) has released a revised Form I-9, Employment Eligibility Verification, aligning its language with updated statutory requirements and refreshing the DHS Privacy Notice.
The new edition, dated 01/20/25 and expiring on 05/31/2027, is now available for download. Previous editions, including the 08/01/23 versions, remain valid until their respective expiration dates, although employers must update electronic systems by July 31, 2026, for forms with an earlier expiration.
Key updates to Form I-9 include:
• Renaming the fourth checkbox in Section 1 to “An alien authorized to work”
• Revising the descriptions of two List B documents in the Lists of Acceptable Documents
• Adding appropriate statutory language and a revised DHS Privacy Notice to the instructions
E-Verify users and Web Services developers should prepare for these changes by updating their platforms accordingly. More information is available via I-9 Central and through USCIS webinars.
impactAction: Please contact our office for any assistance or guidance you may need with USCIS changes. We are here to support your organization. You can reach us at info@impacthrllc.com or 443-741-3900.
U.S. EEOC Clarifies “Illegal DEI” Practices Under New Administration
The U.S. EEOC, alongside the U.S. Department of Justice, has released new technical assistance documents clarifying what types of DEI (Diversity, Equity, and Inclusion) initiatives may now be considered illegal under Title VII.
While not binding due to the EEOC’s lack of quorum, the guidance signals how DEI programs will be scrutinized moving forward. Key takeaways stress that employment decisions based even partly on protected characteristics — such as race, sex, or religion — may constitute unlawful discrimination.
The documents state that illegal DEI practices can include hiring, promotions, training access, internships and affinity groups that involve protected characteristics as a consideration.
Separating employees for trainings or resource groups based on race, sex or other characteristics is now flagged as potentially unlawful, even if the separation is intended to be positive. In addition, employee opposition to DEI initiatives may now be considered protected activity under Title VII.
Employers cannot defend DEI-related actions by citing business interests, client preferences or by claiming protected characteristics were only one of several factors. The guidance urges employers to review all employment practices, trainings and activities to ensure inclusivity without consideration of protected traits.
impactAction: Please contact our office for any assistance or guidance you may need in navigating DEI policies for your company or organization. You can reach us at info@impacthrllc.com or 443-741-3900.
In case you missed these impactNews articles . . .
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Consider an Audit of Your HR Function for the Year Ahead
Navigating Cannabis Law in the Workplace with New Maryland Policy