Being responsible for the professional wellbeing of 10,000-plus employees around the world is a huge enough task. Romm also oversees employee acquisition, retention and management. The pandemic added fresh challenges for Romm, especially given how Discovery’s corporate culture values employees’ physical and mental health. DEI is important too, so Romm implemented employee-led groups focused on things like unconscious bias training, content diversity and supplier diversity. She encourages prospective employees to communicate their value. “Most re-entry candidates begin by highlighting the number of years or months that they have been on hiatus. Instead, be proud—never defensive or apologetic—about your decisions, then move quickly to your skills and accomplishments,” she says.
Do you have an example of male allyship that made a difference to you?
Early in my career I truly had no idea about how to grow and what, if any, were the limits. I worked for Jeff Trullinger, a leader of HR who provided me support and confidence to pursue a path I was unaware of. He supported me in new roles, expanded education, and stretch assignments. He made me visible. He was a sponsor and to be an ally you need to be invested. He has since passed away but I always think of him as I look at how far I have come and I credit his allyship.
Best advice for someone looking to re-enter the workforce after a hiatus?
Stay current in technology—outdated technology skills are a top concern for employers. Stay current in your field by connecting with former colleagues. Pick their brains about the industry and stay connected to your professional contacts. Join professional groups and expand your network. Start to become aware of how you communicate your value. Most re-entry candidates begin by highlighting the number of years or months that they have been on hiatus. Instead, be proud—never defensive or apologetic—about your decisions, then move quickly to your skills and accomplishments. But most of all, be confident!