We have created a wealth of accessible video content to help you build an anti-racist organization.
There is a perception that dismantling systemic racism is at odds with making money, particularly in for-profit organizations.
This is a misguided notion, yet a prevalent one. Decision-makers are still struggling with how to balance a focus on tackling racism, with the day-to-day running of their businesses, believing that one is separate to the other.
“We have an open door policy and we listen to all our colleagues. Those issues are in society. We definitely don’t have that problem here. I would know if we hired racist people.” CEO, 2021
None of us could imagine a time when there was an expectation for anyone, other than HR(!), to have conversations about race and racism.
One of the most difficult aspects of a CEO’s job today is figuring out when and how you should publicly comment on social issues.
There are CEOs who prefer to speak out only on issues that feel ‘safe’, for example. mental health, Covid-19 restrictions, remote working, climate change.
Irrespective of who you are within the workplace – CEO, HR colleague or consultant, DI lead – start here, right now. If you have a racial equity plan or specific work regarding racial equity (rather than a broader diversity and inclusion policy) how confident are you that it’s credible?
Hold these thoughts in your mind.
The fear of saying and doing the wrong thing…
"By way of a quick summary of my first article ‘Starting From Where You Stand’ on advancing racial equity in the workplace, here are the levels from our Maturity Model for Advancing Racial Equity:
Level One is where you’re treating racism as a compliance issue.
Level Two is where there is intent to be inclusive. It’s driven by HR with some pro-activity but conversations are generic, and language is focused on diversity and inclusion rather than racial equity, racism, Black colleagues etc.
An anti-racist leader commits to seeing how race is used to isolate, disadvantage, and make power inaccessible to Black people. They are alert to unequal outcomes and work to dismantle systematic racism within their organization and areas of influence.
This commitment is not performative diversity without accountability i.e. the occasional company policy or social media post. It is an ongoing leadership practice that judges every company decision…
Brands experimenting with AI are finding ways to represent people from marginalised groups in digital form — with mixed responses from consumers and industry insiders. Here’s how to get it right.
