3 Truths To Address In Diversity and Inclusion Strategies

By: Shelly-Ann Wilson Henry, CEO & Strategic Communications Leader

It is a new year. It is 2021. If you did not get a head start (for whatever reason) on a direction towards impactful diversity, equity, and inclusion strategies, policies, or initiatives in 2020, it still needs to happen.

Many of your employees of color prayed for 2020 to end. They are exhausted. Black people witnessing the senseless killing of George Floyd and reliving all the emotions of racial injustices in America that it unearthed are exhausted. Hispanics and Latinos who were harassed with false claims aimed at delegitimizing their immigrant status are exhausted. Asians who have witnessed the anger towards the Chinese by those who insisted on passing the blame of mishandling the pandemic to China are exhausted. Adding to the exhaustion is the fact that the pandemic also highlighted the disparities in the healthcare system among the different racial groups across our country.

It’s a new year, but, sadly, the exhaustion has continued. Wednesday’s storming on the US Capitol and, more importantly, how the riot was handled has brought to bear a continued display of inequities in the American society that result in Black people, in particular, questioning whether they will ever be treated fairly. Addressing these issues and their impact on our employees is imperative in cultivating environments where people feel they belong. The conversations are uncomfortable but ignoring them is to our detriment. We risk alienating and losing talented employees who are left to think that they contribute and serve organizations that are tone-deaf to real issues that affect them, their families, and communities.

Continuous anti-racism and unconscious bias training enhanced by initiatives that foster allyship, mentorship, and honest dialogue promote inclusion and psychological safety, particularly for Black employees who struggle to feel safe in a country where inequities are glaring. If you did not prioritize your DE&I plans and strategies in 2020, now is the time. As you think about the narratives that you will incorporate in your courageous conversations, activities, and initiatives, look to include these three truths:

 White privilege is a real thing – Countless exercises have been included in DE&I training to illustrate the advantages that white people have had in relation to their black counterparts in our society. However, you do not need to participate in these activities to know that it is not a leveled playing field for all. The action or inaction of the security forces during the storm on the US Capitol versus what transpired during the Black Lives Matter rallies is a clear indication. And the labeling of the people involved as protesters versus thugs was not lost on many. Your Black employees live these injustices every day, and they expect us to at least acknowledge that white privilege exists.

Being black in America comes with unique experiences - Acknowledging that the black experience is unique and treating racial issues with empathy goes a long way. The threatening responses, labels due to unconscious bias, and challenges to advance in the workplace are different for Black people. Let’s not continue to wrap blackness up in any grouping to make ourselves comfortable. Use the word BLACK and see the color BLACK. Address the fact that after 400 years the Black community continues to face oppression that still warrants the need to galvanize around a movement to remind everyone that our lives matter. Educate yourself around your Black employees’ lived experiences and show empathy in your discourse.

Representation matters – Representation matters, and it always will. Appreciating the importance of having Black people, people of color, and other minority groups at the executive and board levels of your organization will go a far way in fostering inclusion in your organization. Your DE&I strategy must take into account recruiting, retaining, and developing a diverse talent pool. Think about why you were inspired or motivated to become a CEO or sit in your organization’s C-suite. Undoubtedly you saw someone like you filling such a role, or someone like you planted the seed of possibility that you could be the first. It works the same way for your existing and potential employees.

It’s a new year, but the feelings of exhaustion from the past year are more than just a tinge, and Wednesday’s events have made things worse. If you haven’t followed through on your heartfelt messages denouncing racism with strategic actions, now is the time. If you have remained silent on recent social issues that have affected us, you are even further behind the eight ball. It cannot wait. Let’s schedule a consultation, and create a strategy to foster inclusion and belonging in your organization.