"Know your rights to protect your future."
Welcome to ValiantCEO Magazine’s exclusive interview with Attorney Chiquita Hall-Jackson, the visionary behind Blow The Whistle Law. In this enlightening conversation, we delve deep into the life and career of a remarkable individual who has dedicated his professional journey to fighting for racial justice and fostering inclusivity within the corporate world.
Attorney Chiquita Hall-Jackson, a trailblazer in her own right, holds the distinction of being the first Black president of the National Employment Lawyers Association (NELA). With seven-time recognition as a “Top 40 Under 40” awardee, she has demonstrated an unwavering commitment to challenging workplace discrimination, inequality, and sexism. Her illustrious career as the founding employment attorney of Chicago’s esteemed Hall-Jackson & Associates P.C. was forged from personal experiences of racial mistreatment and inequity, driving her mission to make workplaces fairer and more inclusive.
Join us as we explore her insights on employee happiness, her vision for the future of workplaces, and the invaluable lessons she’s learned throughout her inspiring journey.
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Table of Contents
We are thrilled to have you join us today, welcome to ValiantCEO Magazine’s exclusive interview! Let’s start off with a little introduction. Tell our readers a bit about yourself and your company.
Chiquita Hall-Jackson: I’m Attorney Chiquita Hall-Jackson, a fierce woman known for my work in fighting for racial justice in the workplace. I’m the first Black president of the National Employment Lawyers Association and a seven-time recipient of the prestigious “Top 40 Under 40” award.
My career as the founding employment attorney of one of Chicago’s Top Employment Law firms, Hall-Jackson & Associates P.C., was kindled from my own experience of work related racial mistreatment, inequity, and sexism. I’m also the creator of a social justice brand, Blow The Whistle Law, that urges workers to speak up when they see discrimination in the workplace.
Quiet quitting, The Great Resignation, are an ongoing trend causing many businesses to struggle to keep talent engaged and motivated. Most are leaving because of their boss or their company culture. 82% of people feel unheard, undervalued, and misunderstood in the workplace. In your experience, what keeps employees happy? And how are you adapting to the current shift we see?
Chiquita Hall-Jackson: What truly fosters employee happiness is a sense of belonging, where they are valued, engaged and included. Employees seek more than just being a diversity statistic; they want to be recognized for their skills and contributions, driving the company forward. They desire a voice to propose ideas and address concerns, whether related to new initiatives or workplace safety.
This ensures ethical compliance and a safe environment. Moreover, clear job responsibilities and deadlines provide the structure that helps them thrive. In my role as an employer and in the hiring process, I’ve adapted to the current shift by posing questions like, “What do you consider your area of expertise? What tasks do you thrive in?”
For instance, one of our team members takes immense pride in her exceptional scheduling skills. She excels at managing intricate schedules, a valuable skill that transcends industries, despite her lack of legal background.
When it comes to recruiting attorneys to join our team, I prioritize candidates with substantial experience in our specific field rather than those simply exploring it. Experience has shown that individuals who have spent years honing their expertise tend to better understand their preferences, avoiding burnout.
Encouraging employees to identify their strengths and zone of genius allows them to concentrate on their core competencies. While they may lend support where needed, assigning them roles where they feel secure and skilled tends to yield exceptional results. Moreover, when employees perceive the impact of their work, they are more likely to stay engaged and committed.
This approach provides individuals with the opportunity to work within their comfort zones or embrace greater challenges. Conversely, if someone isn’t given the chance to leverage their strengths, it may lead to reduced productivity or ultimately their departure.
Here is a two-fold question: What is the book that influenced you the most and how? Please share some life lessons you learned. Now what book have you gifted the most and why?
Chiquita Hall-Jackson: The book that influenced me the most is is Rachel Rodgers’ “We Should All Be Millionaires.” As an attorney, she fearlessly shares her journey, recounting her experiences working at various law firms, the challenges she faced, and how it fueled her decision to launch her own business.
Rachel’s candid storytelling resonated with me, especially her path from a struggling lawyer to a six-figure income earner, mirroring my own journey. Yet, she highlighted the difficulty of crossing into seven figures, shedding light on workplace toxicity, particularly in male-dominated fields, and the unique challenges she faced as a Black woman.
Her story underscored the shared experience of working in toxic environments and striving for success. It made me realize that we can’t all simply exit these workplaces; someone must stay to speak up and speak out, paving the way for future generations. Our children will face similar challenges, and if we all leave without addressing the issues, change may not happen.
That inspired me to write a book of my own to guide individuals in navigating the workplace, equipping them to challenge oppressive bosses and emphasizing the critical role of communication in effecting change.
Lessons I’ve learned from the book, “We Should All Be Millionaires,” are that success is attainable through unwavering diligence and hard work; and there is a dire need for more employment law attorneys. My role extends beyond merely filing lawsuits and courtroom battles on behalf of individuals grappling with workplace issues.
It encompasses a broader mission of education, particularly in highlighting the various dimensions of toxic workplaces.
I haven’t bought books for others, but I recently have been telling others about “Who, Not How” by Dan Sullivan. It emphasizes the importance of finding people who excel in their zones of genius.
For example, I wanted to write a book, but the process was overwhelming. I hired a copywriter and a publisher, saving time and energy. It’s about smart delegation, open communication, and not trying to do everything yourself.
This approach has fueled growth and delegation in my firm, allowing our team to focus on what they do best – advocating for our clients.
Christopher Hitchens, an American journalist, is quoted as saying that “everyone has a book in them” Have you written a book? If so, please share with us details about it. If you haven’t, what book would you like to write and how would you like it to benefit the readers?
Chiquita Hall-Jackson: I’m currently working on a book that focuses on Black executives and minorities in executive roles. Many of them face challenges in promotions and fair compensation. My book encourages them to speak up, understand their workplace rights, and familiarize themselves with employment laws.
While reading the entire handbook might be unlikely, I suggest checking the table of contents for key sections like attendance policies. Don’t solely rely on your employer’s interpretation of policies; empower yourself with knowledge to defend your rights.
My book also provides guidance on navigating the workplace effectively without rushing into lawsuits. As an employment law attorney, I know that lawsuits are often not the best solution and should be carefully considered. My book is set to be released on Halloween of this year.
2020, 2021, and 2022 threw a lot of curve balls into businesses on a global scale. Based on the experience gleaned in the past years, how can businesses thrive in 2023? What lessons have you learned and what advice would you share?
Chiquita Hall-Jackson: Over the past few years, we’ve faced significant financial challenges due to the pandemic, with many struggling to retain employees.
This was compounded when some workers, having experienced remote work, were hesitant to return to traditional office settings. To thrive in 2023, I believe companies must prioritize creating welcoming and flexible work environments.
It’s clear that employees value the freedom to work in their zone of genius and the flexibility to balance work with responsibilities like childcare and personal relationships.
Companies should consider hybrid work models, such as a 3 or 4-day in-person workweek with 1 or 2 days for remote work. This approach can help retain talent and improve overall job satisfaction.
What does “success” in 2023 mean to you? It could be on a personal or business level, please share your vision.
Chiquita Hall-Jackson: Success, to me, means seeing workers unite and advocate for their rights, like the ongoing efforts of writers and actors in Hollywood.
These individuals are fighting for basic rights, including a minimum income threshold to qualify for union benefits like healthcare and dental coverage.
It’s disheartening to see talented actors struggle to meet this threshold while the industry profits immensely. I hope to see meaningful change emerge from such advocacy to ensure fair treatment and compensation for union workers.
Jerome Knyszewski, VIP Contributor to ValiantCEO and the host of this interview would like to thank Chiquita Hall-Jackson for taking the time to do this interview and share her knowledge and experience with our readers.
If you would like to get in touch with Chiquita Hall-Jackson or her company, you can do it through her – Linkedin Page
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