After the Black Lives Matter protests re-ignited in the United States, sparked by demonstrations following the brutal murder of George Floyd by three Minneapolis police officers, the fight for justice and dignity of Black people, and liberation from oppression, inspired millions around the world. Across the globe, Black people and their allies gather to commemorate every single life lost to racism, oppressive policing, police brutality, as well as the continuous threat of white supremacy and unresolved revisionist attitudes towards its history.
This historical and long overdue moment did not come unnoticed. Businesses, civil society organizations, philanthropic institutions and many other entities have taken notice. Many have used this revolutionary moment to ensure their customers, staff as well as beneficiaries that they are with them, on the right side of history. Unfortunately, a number of these same institutions have not contributed to uplifting neither Black, Indigenous nor POC leadership or expertise, especially within their own structures.
There are, of course, notable examples out there, particularly from businesses and other organizations who have already demonstrated their commitment to uplifting marginalized voices and positions. In some instances, however, an institution will quickly jump on the statement bandwagon, reflecting on big ideas surrounding social change, without first and foremost looking into how it reproduces racial inequities, perpetuates white supremacy and lets racism go unchecked.
For an entity which has never before considered the importance of racial justice in its work, a #BlackLivesMatter statement should be the beginning of a long, difficult, humbling and more often than not also uncomfortable! journey towards a more equitable and conscious workplace. There are many issues to identify, understand and to question when exploring the problem. This work, however, cannot happen without the input of professionals of color, especially Black and Indigenous professionals. To be able to understand whether or not a workplace is diverse, inclusive and, first and foremost, equitable, experienced consultants should be brought on board.
Below is a list of questions an institution may want to explore after it has declared its openness to racial justice and support for the Black Lives Matter movement to ensure that it will actually make changes in its work culture, practice, policies and approach.
- How will you ensure going forward that your employees are trained in racial sensitivity issues?
You published a statement. Fantastic. Great job. Now your customers and partners in the industry will know that you stand against injustice and believe in equality. But have you given a thought as to how Black, Indigenous and POC staff feel at your own organization? Is your white staff aware of racial power dynamics in your context? Do they understand the impact and spread of white supremacy? Do you, as a leader, understand how it penetrates society and manifests its presence at the workplace? If not – it is time to seek someone who will bring these matters to light through a series (let’s be honest, this can rarely be done in one sitting) of workshops, audits and community-building activities.
- How will you empower Black staff so that no one is afraid to bring up discriminatory and microaggressive behavior with their managers, and HR?
Can your Black employees count on you and the HR department to be aware of how subtle some issues may seem or manifest themselves? Do you possess enough knowledge not just as individuals but also as teams to recognize, identify and counter insensitive speech and/or behavior? Are you aware of the widespread, yet often highly ignored, presence of microagressions and how they influence your staff’s well-being and general mental health, including how they may double down on performance if not properly addressed and countered?
- How will you ensure that managers and HR staff do not downplay racial issues reported to them?
“Don’t be so sensitive”, “It’s just a joke”, “I’m sure she didn’t mean it like that” and “You’re overreacting” are some of the reactions Black employees receive from their direct and indirect managers, and even from HR staff, when attempting to report issues related to racial discrimination. Are you willing and able to address this problem? Will you, as a leader, be able to recognize, call out and put a stop to infantilization of Black staff? How will you make sure that your management is accountable and faces consequences when not investigating the matter properly?
- Will you be offering your staff more salary than just minimum wage? We will not work towards a more racially just and equitably society without economic empowerment.
A statement celebrating Black lives is a good first step but what about the actual meaning behind the slogan #BlackLivesMatter? Are you willing to not only educate yourself on the disproportionate impact of racism on the enjoyment of rights and freedom but to also understand its economic impact? Will you be able to offer equitable pay not just in the context of your company but also in the context of a larger economic picture of your town/city/country? Can you commit to more than just a bare minimum?
- Will you keep donating money to Black organizing even after the protests are over?
Is this a commitment of the moment or do your concerns for justice and equity exist beyond today and now? Can you recognize how your company fits within a larger giving of your industry and create your own approach to keep funding Black civil society? Will you offer matching donation programs to let your employees know that you believe in what they believe when it comes to racial justice? Can you create space for your Black staff to not only advise you where such donations should go to but to also have actual decision-making powers in relation to this?
- Will you be willing to let go of high paid white staff in order to bring highly skilled Black workers in?
This may be one of the most difficult questions, particularly when it comes to HR practices as well as legality of terminating employment. However, this difficulty can be mitigated through a simple creation of contract terms – you can create term limits for certain staff levels, particularly those who are paid the most and have the highest decision-making power, you can introduce internal racial quotas within your management or advisory boards, and establish a mentorship or internship program which can help fast-track Back professionals into your structures. Will you be willing to re-structure your whole institution in order to bring a more just and equitable lens to your work? And maybe, just maybe, there are members of your leadership who would willingly step down to open their position to a professional of color?
- Will you encourage staff to unionize in order to ensure that they are protected against retaliation, job loss and other issues that may arise?
Are you willing to support your staff even if it may mean that they will be more empowered to file grievances against your conduct and, if needed, strike? Will you be willing to create a work environment where job security is an actual reality and guaranteed by a signed agreement between your company or institution and its employees? Can you commit to bringing more power to those who are not in management positions and be willing to keep extending that power? Is equity and justice something you can fully commit to even if it may mean that additional (even significant) resources need to be invested in this work?
Further readings and references:
1. How to Promote Racial Equity in the Workplace by Robert Livignston – Harvard Business Review, September–October 2020 Issue.
2. The Advantages of Equity in the Workplace by Sophie Johnson – Chron, no date.
3. Diversity, Inclusion and Equity in the Workplace – LOEB Leadership, May 31, 2019.
4. So You Want to Hire an Equity Consultant by Kerrien Suarez with the support of Ericka Hines – Equity in the Center at Medium, December 18, 2018.
5. How Equality and Equity are Different (And Why It Matters in the Workplace) – Premier Talent Partners, July 29, 2019.
6. Restructure Your Organization to Actually Advance Racial Justice by Evelyn R. Carter – Harvard Business Review, June 22, 2020.
7. Let’s Talk About Racial Microaggressions In The Workplace by Stephanie Sarkis – Forbes, June 15, 2020.
8. How tech HR departments fail Black and brown employees by Emily Birnbaum and Issie Lapowsky – Protocol, July 13, 2020.
9. What Raising Minimum Wage Means for Racial Justice by Nirali Beri and Keely Mullen – ALCU, May 1, 2014.
10. Wage justice is racial justice—tipped workers deserve full minimum wage by Fatima Goss Graves, Angie Jean-Marie and Shannon Williams – Prism, August 13, 2020.
11. Corporations pledge millions for Black-owned businesses. But are they missing the point? by Karen Robinson-Jacobs – NBC News, June 26, 2020.
12. White People, It’s Time to Resign. I Did. by Jaime M. Grant – The Body Pro, June 15, 2020.
13. Alexis Ohanian leaves Reddit board, urges firm to fill seat with black candidate by Alexandra Garrett and Corinne Reichert – CNET, June 5, 2020.
14. Unions, racial justice groups set ‘Strike for Black Lives’ on July 20 by David Groves – The Stand, July 16, 2020.
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