Claribel Lizardo-Gonzalez, Director of People and Culture at Hack.Diversity, is a true testament to the power of lived experience. Growing up in the vibrant melting pot of Queens, New York, she witnessed firsthand the disparities that exist within the workplace. As a Latina with immigrant parents, Lizardo-Gonzalez navigated a world where representation often felt lacking, fueling her passion for creating more inclusive and equitable environments.
This passion now drives her work at Hack.Diversity, a nonprofit dedicated to transforming the tech landscape. Here, Lizardo-Gonzalez empowers her team with the tools and opportunities they need to thrive. Her impact is evident in the organization’s evolving hiring practices, robust training programs, and a culture that truly values every individual.
From developing comprehensive onboarding experiences for new hires to designing impactful leadership development programs, Lizardo-Gonzalez consistently demonstrates her commitment to creating a workplace where everyone feels valued, heard, and empowered. Her journey serves as a powerful reminder that building an inclusive workplace is not just about policy; it’s about creating a culture of belonging where every voice is amplified.
In our latest Faces, meet Claribel Lizardo-Gonzalez.
How did you get your start in the field?
My journey into HR has been anything but conventional. After earning my Master’s in Mental Health Counseling, I realized I wanted to apply the skills I learned in a different field—one that allowed me to be creative while connecting and inspiring others. In 2019, I became an Office Manager, and when the pandemic struck in 2020, my role expanded to include employee engagement initiatives. I found myself drawn to the importance of workplace culture and employee engagement, finding my passion and purpose. This path naturally led me to roles in the HR space. Now at Hack.Diversity, I get the opportunity to influence other organizations by championing inclusive practices and helping to create environments where diverse talent can thrive.
Who is/was your biggest influence in the industry?
Early in my HR career, one of my greatest influences was Adam Weber’s book, Lead Like a Human. It resonated deeply with me, especially at a time when HR was often viewed solely through the lens of compliance and regulation. I began my journey during a transformative period when the industry was shifting from traditional HR roles to more dynamic People Operations functions, which further fueled my passion for creating an equitable human-centered workplace.
What’s your best mistake and what did you learn from it?
One of the most important things I’ve learned in my career came from a mistake I made: failing to secure buy-in from key stakeholders before implementing a new tool. I was so eager to implement a solution I believed would benefit our employees and the organization that I didn’t take the time to engage and align with the decision-makers. As a result, the rollout faced resistance, and the tool didn’t gain the traction I had hoped for. This experience taught me the importance of involving stakeholders from the outset to foster a sense of ownership and support. Now, I prioritize building consensus and gathering input early in the process, which has led to smoother implementations and greater success.
What’s your favorite part about working in the industry? What’s your least favorite part, and how would you change it?
My favorite aspect of working in this field is the opportunity to make a meaningful impact on people’s lives. I find immense joy in guiding individuals through their career journeys and cultivating an environment where everyone can thrive. Conversely, my least favorite part is navigating resistance to change within organizations. To address this challenge, I would emphasize the importance of creating compelling, data-driven business cases for initiatives that promote equitable policies and programs. By clearly demonstrating their value and potential return on investment, I aim to foster a greater willingness to embrace change and support these transformative efforts.
It sounds like through your experience you really care about people, and you want to help them feel safe and comfortable, which is important in the industry. Please elaborate here.
Absolutely. I believe it’s a mistake for companies to view employees solely through a work-centric lens. When we fail to consider employees as whole individuals with lives outside of the workplace, we miss invaluable opportunities for connection and growth. Employee well-being is intricately tied to performance, and my commitment to fostering psychologically safe spaces is deeply informed by my background in mental health. I prioritize actively listening to employees’ needs, encouraging open dialogue, and ensuring that everyone feels heard and valued. This holistic approach is essential for cultivating a culture of belonging and empowerment.
How can HR most effectively demonstrate its value to the leadership team?
HR can effectively demonstrate its value by aligning its initiatives with the organization’s strategic objectives, but it’s equally important to tailor communication based on the audience’s concerns and perspectives. A great idea can fall flat if it isn’t communicated in a way that resonates with those it aims to impact. By understanding the unique needs and priorities of different stakeholders, HR can translate programs—such as employee engagement and diversity training—into terms that highlight their relevance to business outcomes like retention and productivity. This thoughtful approach to communication not only strengthens our initiatives but also fosters a deeper connection with leadership, ultimately enhancing overall organizational performance.
Where do you see the industry heading in five years? Or are you seeing any current trends?
I foresee the HR industry increasingly integrating artificial intelligence (AI) to enhance people management. AI will play a pivotal role in data analytics, providing deeper insights into employee needs and preferences, which will help optimize workforce strategies. This technology can streamline processes like recruitment, performance evaluations, and employee engagement surveys, allowing HR professionals to focus more on human connections and strategic initiatives.
Additionally, there’s a notable shift toward prioritizing mental health and well-being, reflecting a holistic approach to employee support that acknowledges the complexities of modern work life. We’re also witnessing an increase in tailored benefits, including those focusing on FemTech, which addresses the unique health and wellness needs of women in the workplace. FemTech, powered by AI and data-driven solutions, has the potential to revolutionize women’s healthcare by addressing historical disparities. By integrating AI and expanding benefits, HR can create more personalized and effective support systems that truly cater to the diverse needs of the workforce, fostering an inclusive and supportive environment for all employees.
What are you most proud of?
I am incredibly proud of my decision to pivot my career toward work that truly reflects my values and passions. Taking that risk allowed me to pursue opportunities that resonate with my commitment to fostering inclusivity and equity. Infusing a humanistic and holistic perspective into my work has enabled me to view everyone as a whole person, considering their unique backgrounds and experiences. This approach has been immensely fulfilling, as I’ve witnessed the tangible impact of my efforts on individuals’ lives. Embracing this path has not only deepened my sense of purpose but also reinforced my dedication to creating environments where everyone can thrive.
Do you have any advice for people entering the profession?
My advice is to stay authentic, cultivate curiosity, and listen. At its core, HR is about people, and understanding diverse perspectives is essential for success. Relationships are our greatest assets and hold immense value in everything we do. Embrace every opportunity to connect with others, and don’t be afraid to seek guidance and mentorship. Don’t forget that you belong and that your perspectives matter, even if you’re the only one in the room—your unique voice and presence can drive meaningful change!
The post Faces of HR: Claribel Lizardo-Gonzalez’s Journey to Inclusive Leadership appeared first on HR Daily Advisor.