Much of the work to manage diversity and inclusion has focused on creating diversity networks and events. Since the death of George Floyd, there has been a marked change shift in the way that Black people view the overall effectiveness of these activities, particularly when they are stand-alone and do not form part of a comprehensive change agenda.
I have written previously about the dangers of hastily co-opting Black employees to lead the race equality agenda. The top dressing of race equality issues only serves to protract and exacerbate workplace inequalities. Many leadership teams remain content with procuring the services of their Black employees in an effort to make this change a reality.
There continues to be an urgent need for leadership commitment to developing an anti racist agenda, that subsumes both behavioural and attitudinal change within leadership, in an effort to embed diversity and racial equality.
Dismantling Systemic Racism
Organizational policy and systemically reinforced behaviours, are key driving forces behind brand culture and inclusion. It is within these frameworks that inequalities are allowed to thrive and cultivate negative experiences faced by Black and Brown employees within the workplace.
Racism flourishes between the historic and group think influences, which form part of power structures across business, operational and relationship contexts.
Group think within leadership is a major challenge to inclusion
Racism is built and reinforced along the lines of power. Those who govern the systems of power, have the relative freedom to subscribe to any level of dominance they choose. The problem is that this becomes the perfect nurturing environment, in which racism can thrives.
Racist sentiments can be emboldened into the fabric of organizational culture. This helps to support the marginalisation of those who do not have the power to shape the culture in an informative way. Having been denied access to the top table, where critical decisions around organisational culture, culture and processes are decided, Black employees and others from diverse groups, face an uphill struggle.
There is much work to do for leaders to break down the intrinsic barriers that serve to perpetuate the very systems that govern the ability for Black employees to thrive in their organizations.
Leadership mindsets that develop actionable approaches to diversity, will support actions that will better embed inclusion. Inclusive leadership is key to this discussion, but action, as always, speaks much louder than words.
Learning about Racism
Conversations around racism can take time and may subject some within leaders to feelings of fragility, but having the discussions is a must. Leaders will not cure their organizations of racism, until they disassemble the thought processes and behaviours that negatively impact their Black employees.
The world is peaking out about racism, but is leadership listening?
They say who feels it knows it. This is a truism that cannot be ignored. Many organizations has diversity networks or employee resource groups that are key to developing conversations. They are a useful tool for leadership, in their journey towards race equality, but must not be utilised in a way that is disingenuous.
For some within leadership, the facts are already known and it is the reticence towards truly enabling inclusion that is the problem. For others, it is lack of understanding around the systemic nature of, and the institutionalisation of racism that is an issue.
Regardless of the cause, leadership must step up to the plate and embrace the challenge in a holistic way.
Moving Away From The Norm
It is time for leaders to be constructive about, and harness the skills and creativity within race equality. After all, history shows us the capability of Black and Brown people and the contributions made to businesses across the globe. Black employees are no longer willing to accept leadership excuses around the marginalisation of race within the diversity and inclusion agenda.
Excuses such as 'We're focusing on gender this year' or 'Why not have an event in Black History Month?' will no longer suffice in the new world, into which we are now embarking. It is time for substantive change.
The systemic racism that Black employees impacts every day of the year. These employees are Black 365 days of each and every year, and are forced to work in less that equitable spaces, due to the failure of leadership to realistically consider their concerns around inequity and marginalization.
Leadership must value multi-racial input within key decision-making processes - at all levels.
Make no mistake, the new normal is here and attitudes, values and organizational systems will be scrutinised, in an effort to rid the workplace of racism. Real buy-in for diversity and inclusive systems, will move organizations closer to normalising anti-racist behaviors.
Subscribing to real inclusion may be difficult for some who believe it is tantamount to losing power that is invested within their positions. But if that power supports the subjugation of Black employees, then its losing it is not a bad thing. It must an option that it is brought to the table.
Essentially, leadership must make a forceful commitment to the prioritization of race equality, within organizational systems and across agendas. It starts at the top. Leaders must take action and start to make changes now.
