“Not everything that is faced can be changed, but nothing can be changed until it is faced.” – James Baldwin

The violent deaths of Black men and women at the hands of law enforcement and ensuing calls for justice have likely caused you to think more about racism in our society and examine some of your beliefs, assumptions, and behaviors.

As the events of the past several months have shown, remaining silent is no longer an option. More and more companies are being held to account. Employees, customers, and stakeholders want to know what actions businesses are taking to stand against racism and advance equity, justice, and social inclusion.

The economic costs of racism are high.  Research by Citigroup finds that the US could have added $16 trillion to the economy over the past 20 years if not for inequalities in education, housing, wages, and business investment between Black and White Americans. And if the gaps are closed today, $5 trillion can be added to the GDP over the next five years.

Angela Y. Davis, activist, and scholar, states, “In a racist society, it is not enough to be non-racist, we must be anti-racist.”

Systemic racism is defined as policies and practices that exist throughout a whole society or organization, and result in and support a continued unfair advantage to some people and unfair or harmful treatment of others based on race.

For leaders who feel unequipped to confront these issues, are dealing with information overload, or are managing myriad operational challenges due to the pandemic, it can be overwhelming to know where to start.

Confronting and dealing with systemic racism in the workplace is uncomfortable but necessary. It is not a static event; it is a journey that is integral to the fabric of your organization and must be woven into your mission and values. There is no way to shortcut this process. It is a developmental progression requiring a commitment to change over a sustained period.

As organizations explore the topic of becoming antiracist, we recommend the following actions:

First, look inward.  Reflect on what personal biases, behaviors, and attitudes you might have and work to unlearn them. (Recommended reading: Me and White Supremacy by Layla F. Saad)

Educate yourself.  We have assembled an online hub with links to resources to encourage self-study. The Propel DEI Resource Center offers visitors multiple opportunities to learn and grow, from books, podcasts, and films on a variety of topics related to diversity and inclusion. The Resource Center offers our clients an opportunity to contribute their own ideas. New offerings are being added on a regular basis.

Establish defined goals tied to becoming an antiracist workplace and attach clear benchmarks and metrics to them so that you can assess your organization’s journey over time.

Hold conversations to bring awareness to racism and create safe spaces where people can share their experiences and ideas openly and without fear of repercussions. Establishing employee resource groups to give people a sense of belonging, and piloting lunch and learn sessions and town halls are great ways to keep the discussion going.

Talking about racism isn’t easy. Not everyone can be perfect all the time, so give yourself and others some kindness. As long as you approach these issues with humility, vulnerability, and authenticity, your actions will speak volumes.

At The Propel Consulting Group, we are committed to collaborating with our clients to actively create inclusive workplaces where everyone feels like they belong.

Please reach out to our team for more information on this work or to schedule the Strategic Antiracism course.