Your Organization Has Committed to Black Lives Matter: How Do You Follow Through?
By Audrey Roofeh
While public statements of support for Black Lives Matter are a good start, it's time to do the work at work. One reason why: in a recent survey, almost half of Black women say the place where they experience racism most frequently is in the workplace. There are some questions you should ask yourself if you're beginning your commitment to anti-racism, and you're thinking about the workplace.
Recognizing this, let me say that today's post is delivered from the perspective of a white (able-bodied, cis, het, Iranian-American) woman to non-Black staff and managers. I’m on the journey, too, so I’m learning as I go and committed to doing better all the time.
Question 1: How far along am I in my personal growth on anti-racism?
Given how dramatically public opinion has shifted recently, you're going to hear about this at work, people are feeling it at work, and you're going to be asked what and how your organization is addressing equity and inclusion in the workplace. This is a people-led process, so there is tremendous value in asking yourself how far along you are in your growth on this work, and who is best suited to lead the change in your organization. The below chart, created by Dr. Andrew Ibrahim is one good place to start, for some soul-searching questions.
Infographic describing personal growth to becoming anti-racist. Copyright Dr. Andrew Ibrahim.
Question 2: What questions do I need to ask at the start?
Asking where an organization needs to start is an important first step. These aren't the last questions to ask, but they're questions any business doing the work isn't hiding from:
Do you have Black people in your organization?
Who gets stretch assignments in your workplace? Who gets promoted?
Does your business have pay equity across race?
Do Black people hold strategic positions in the business?
Are your answers to these questions satisfactory?
Do you track this data? Do you report it? Who gets to see that information?
This is just a start to the work, and organizations should also be looking at these questions as it applies to other underrepresented groups in your organization.
As you’re looking to make change on issues of racial equity, ask yourself who should be doing this work, and whose help you need to achieve the desired change. To address these issues meaningfully, bringing in expertise is crucial. Here is a list of Black-owned diversity, equity, and inclusion companies and Black DEI experts you should hire instead of Mariana Strategies. Use the list, share the list, and if you fit the bill, put yourself on the list.
Audrey Roofeh
Mariana Strategies
