Here you will find a few steps your organization can take to not only ensure compliance with legal requirements, but also create a culture that celebrates diversity, attracts top talent, and drives positive change within the workplace and beyond.
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I started to review all of my friendships with white women: Could they be my true friend if they love me, but are apathetic toward ending the oppression of people who look like me? Am I the “Black friend” in their argument as to why they can’t be racist?
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While it is much easier to remain on the sidelines, until we are all willing to take on the fight for justice for groups we do not belong to as our own work, we will never achieve necessary progress. There is no gray area — choosing not to do what is right is tacit support for those doing what is wrong.
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In a world where we are told we don’t belong and confined to spaces that are meant to break us, it is liberating to define spaces just for ourselves. Black-only spaces give us room to exist in ways that are meaningful and transformational.
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This world, nation, and our respective states have unfortunately missed the mark on humanity. We have witnessed some extreme human “turbulence” that has moved us into emergency mode and many of our brothers and sisters have suffered an enormous amount of trauma, despair, and heartache with few glimpses of hope. Meanwhile, many who have not experienced this level of trauma personally have asked the question, “What can I do?” or perhaps made the statement, “I am just one person.”
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As many companies turn to social media as a form of advocacy against racial injustice in this VUCA world, many BIPOC continue to experience harassment and discrimination within the workplace. How has performative allyship contributed to The Great Resignation, an ongoing mass exit from the workplace including 47 million Americans who have left their jobs voluntarily?
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I’m a white executive team member for a global human resources consulting, technology and administration firm. We have more than 2,000 employees, with a significant presence in the U.S. This is the story of how I became a member of our newly-formed Black Leadership Council, as their executive advocate champion and ally, and what I learned along the way. My hope is that others can benefit from understanding my experience, and the discoveries I’ve made over the past year.
Read MoreAs I write this post I am frustrated. It is September 23, 2020, and a few hours ago, I learned that one of the three Louisville, KY, police officers who were involved in the murder of Breonna Taylor was charged for the risk he posed to white people, not the life he stole from Breonna Taylor, a Black woman. It says a lot about what appeals to America’s whiteness’ moral compass, and the devaluation of Black women’s lives. Whiteness is only moved by Black death that is visible and that it can see. I am so over this system.
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For two and a half months, we’ve used this space to discuss how to move beyond surface-level discourse and performative allyship to effect genuine change in DEI spaces. We must move beyond the rhetoric and implementing new strategies that center racial justice. Here are practical ideas and strategies, based on our series, that you can implement to move beyond the talk and actually make change through action.
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Are you providing a vehicle for employees to share their experiences, emotions, and reality concerning the racial justice movement? Do you have a transparent and straightforward approach to communicate and deliver on your intent to address and eradicate systemic racism? Do you have a simple and clear definition and expectation regarding allyship? How will allyship be incorporated into your behaviors and systems?
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In recent weeks, DEI consultants and facilitators have been inundated with requests for educational sessions responding to the current racial and sociopolitical climate. This learning is essential and long overdue. And it also has the potential to be transformative for individuals and organizations alike—when it’s done right. It is critical that those tasked with designing learning experiences leverage these best practices in service of racial justice understanding.
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As organizations adapt to and change with the current political climate, with many scrambling to meet the needs of their Black employees and change their cultures to be anti-racist, the role of organizational leaders will be critical in making the long-term systemic changes needed to ensure racial equity and justice. DEI practitioners need to both engage with leaders around what it means to be an ally and push them to model equity- and justice-centered allyship—for that’s how the necessary systemic changes will most effectively and efficiently take hold in our capitalist enterprises.
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