Photo by Christina Morillo
Derek Chauvin was found guilty on all three charges for the death of George Floyd. While a step in the right direction, this outcome holds an individual accountable for wrongdoing, but it is not justice. On the same afternoon, Ma'Khia Bryant, a 16-year-old Black girl was shot and killed by police in Columbus, Ohio. Some will argue that her death was justified because she was holding a knife. But when Kyle Rittenhouse, a young white supremacist, shot and killed two protesters with an AR-15, police allowed him to leave the scene of the crime to travel 20 miles home before being arrested the following day. Black people are more than three times as likely as white people to be killed during a police encounter.
While we must demand individual accountability, justice requires us to dismantle and redesign the systems, including those in our workplaces, that allow inequitable outcomes to occur over and over again. Below are four powerful ways you can help build a more just and equitable workplace.
Believe BIPOC, LGBTQ+, women, and other marginalized people.
Traditionally, the Human Resources department has been designed to protect the employer, ensuring that the organization is in compliance with state and federal law. But the most successful HR practitioners know that protecting employees and creating a safe work environment also protects their organization. When an employee reports an incident of harassment, discrimination, or bullying, believe them. In an effort to avoid conflict, employees that experience racist or sexist behavior are often told "I'm sure they didn't mean it that way," or "you're being oversensitive." But denying or downplaying the experiences of BIPOC, LGBTQ+, and women employees is gaslighting—it is harmful, and leads to a breakdown of trust.
Build-in measures of accountability.
Consider hiring a third-party ombudsman to act as a confidential resource for employees experiencing discrimination, harassment, or bullying. Make sure harassment and discrimination policies are accessible and easy to understand and follow. Provide clear expectations regarding the investigation process and the potential outcomes.
When it comes to achieving greater representation of BIPOC and women in leadership, it's important to make diversity, equity, and inclusion (DEI) a strategic priority, not a nice-to-have. Mitigate bias in hiring and promotion practices by establishing clear and objective criteria, standardizing interviews and performance reviews using a scoring rubric, and ensuring hiring and promotion panels have diverse representation. Tie raises, bonuses, and/or performance reviews to recruiting, retention, and promotion goals.
Put your money where your mouth is.
We often ask those most impacted by systemic inequality to lead DEI efforts—often in addition to their primary responsibilities. Elevate their work by ensuring DEI initiatives are well funded. Set goals, measure performance, and reward positive outcomes with additional compensation. In other words, pay people for their time, emotional labor, and expertise.
Encourage self-care and active listening.
In the midst of ongoing trauma, business cannot carry on as usual. Encourage employees impacted by racial trauma to take time off. Reschedule meetings when needed. Consider hosting a series of listening sessions. Seek to understand what your BIPOC employees are saying. Convert the ideas and recommendations you hear into action.
Don’t just invest in DEI—invest in data-driven strategies that lead to measurable outcomes. Learn more.
