Black at work too: What 2020 taught us concerning the black expertise at work and what you are able to do – visitor blogger Brienna LaCoste
It's 2021, and we made it through Black History Month, but we still enjoy riding the wave of #BlackExcellence as we endure through miserably predictable adversity and trauma. I would say sanctified by some ancestral forces who continue to restore strength and resilience.
During this time, we take (maybe a little more) time each year to celebrate the achievements of people of African descent and the role they have played in American history and culture despite the likelihood of relentless oppression. But of course Black History Month offers a lot more. In its development, we have the opportunities that the month offers to further expand and deepen – not only about the past, but also about the present and future of the global black community. This moment plays a key role in any organization – or at least it should. Why? Because the black experience is not included. And while that reality still holds true for most, blackness isn't a switch that needs to be turned on and off between work and home. No matter what you do, who you are, it is categorically a part of a healthy and functional day. (And the rest of life.) So yes – employees are black at work too; and 2020 have finally shown us that their experiences and realities outside of the office contribute to how they can show themselves – including mental availability that can affect productivity or performance.
Let's take a look at the lessons learned, the ongoing challenges, and the way forward for leaders who want to better understand these dynamics, expand the cultural literacy of their teams, and respond to the global business needs of more black talent and other diversity.
2020 – A year to remember for one reason or another
At best, 2020 was a lesson for everyone. It was a year of contemplation, discovery, understanding, and there were some key events that shaped the black experience. In particular, George Floyd was murdered on camera by a Minnesota police officer among bystanders who stood up for his life. While this was linked to the risk of vicarious PTSD for many, it was a catalyst for another surge in the Black Lives Matter movement – and this time it was different. The cause was more widespread than ever. Floyd's assassination became a hallmark that fueled the demand for social justice in this new decade. Similarly, Breonna Taylor, Ahmaud Arbery, and so many others who haven't made national news have underpinned the movement's resurgence in 2020.
In addition, the Covid 19 crisis continues to affect the black community disproportionately. USA Today recently reported that the US has lost a full year of life expectancy – and it's almost three times worse for blacks. Meanwhile, black healthcare workers also bear dual burdens in hospitals across the country – battling the problems in the workplace of peers who question qualifications and white patients who ask for non-black practitioners for no reason.
Real life experiences and reflections
In evaluating the 2020 roller coaster ride, I decided to interview a diverse group of black professionals, different in age, industry, and background, to get a feel for what they were experiencing in the workplace (or the virtual workplace) . Frankly, the reactions sparked the severe emotional distress that many have suffered. Importantly, however, they showed an acute demand for better internal communication as executives continue to have critical conversations and unforeseen changes within organizations, as well as the hard work that must be done with DE&I.
Here's what some black pros kindly revealed:
As you can see, there is still much more to be said and done as we push through the heartache of 2020 with maximum optimism in 2021. The passionate responses I have received underscore the need for more intensive discussions and a shift from analysis to action. (With receipts please!)
Nevertheless there are promises:
They worked in a large hospital where about half the staff are black and were really open to the injustices that had occurred. I felt like everything that was going on in the world was really important to her, which meant I was important too.
After the events of George Floyd, my organization made a concerted effort to understand the black experience both at home and at work. Not only were there conversations held by the President, a white woman, but she also implored her staff to have these critical conversations about the race with their respective organizations.
Recognize the need for change
These challenges that we have seen have only been exacerbated by the pre-existing racism in all of our American institutions. Although in 2020 they led to revolutionary changes in the approach many organizations have taken to addressing diversity, equity, inclusion and / or social justice. Outwardly, we've seen big brands change their longstanding identities, turn campaigns upside down, and declare solidarity with the Black Lives Matter movement – something that would not have been known not so long ago. But as the survey above shows, real internal change holds the magic key. You are the starting point for companies to have the conversation we see on their websites, social channels, and marketing campaigns that now have more black and brown faces. And this key opens up unlimited possibilities for your company to fit into the future of work.
Some organizations have started to have the conversation the easy way as they have grown on their DE&I journey and supported black workers such as:
- Listen to your understanding to black employees about their experiences – and not for reactive or immediate alliances
- To feel unwell, but start essential conversations about racism (inside and outside the organization)
- Take a closer look at policies and practices Identify gaps in protecting black workers and creating safe spaces
But that scratches the surface. And no, it's not enough – not in any way that we face when we talk about further improving the systems now so that future generations will be better.
It also stimulates a discussion of (black) intersectionality and how multiple levels of individual and structural oppression affect how organizations must approach DE&I and social justice efforts.
What's next? Enhancement of black voices and improvement of general DE & I.
Let's face it, once you have a starting point for healing, changing, or recovering in your business, the real work begins. For many, this work is currently underway, having started or re-enabled in 2020. But there is still hesitation, lack of knowledge, and setbacks from the change impairing or unbeliever. As a leader, start or continue by answering a few key questions:
- Support for black employees
- Have I reached out to my black team members or colleagues for a (potentially awkward) conversation to understand what problems they might face and how to properly support them or become an ally?
- Have I made an effort to find out about racism against the black community and its effects on my respective team members?
- Do I have systems in place to assess continued support and opportunities for my black team members?
- Diversity, Justice & Inclusion
- Why are diversity, justice and inclusion important to me as a person?
- How do I normalize differences in my daily work?
- What commitment do I have (or do I support within my organization) to invest resources in DE&I?
More? Yes very). Remember, however, that the journey requires less rush than clarity of intent for long-term effects. Keep moving and know that each piece will take you further.
What lessons have you learned from black people's work experience since 2020? How will you continue to train yourself and develop cultural competence for yourself and within your organization?
– –Brienna LaCoste
About Brienna
Brienna is a Senior Account Manager and Senior thoughtpartner™ at the Grossman Group. She brings over six years of public relations and multicultural marketing communications experience, including the DE&I strategy for local, US-based and global organizations. She has worked with executives from various industries, including Dow Chemical, the American Honda, Nielsen Global Media, AT&T, NBA, SC Johnson, Novartis Gene Therapies and Tecomet. She is constantly focused on having important conversations for diverse audiences and helping to build authentic relationships for organizations from the inside out. Connect with and learn more about Brienna Here.
It is a pivotal moment for companies to review the actions and commitments needed to address diversity, equity and inclusion in the workplace. When social issues are the focus, companies have to think about their culture – and reset if necessary. Click below to learn three things your business can do today to promote diversity, equity, and inclusion.
