For Racial Equity Pledge Holding Entities: Healthcare Organizations, Small and Midsize Businesses, and DEI Executives and HR Executives with large, distributed enterprises. Let us help you assure you are best positioned to help your members and teams cultivate the right environment for black and brown talent to thrive.
To effectively address racism in your organization, it’s important to first build consensus around whether there is a problem (most likely, there is) and, if so, what it is and where it comes from. If many of your employees do not believe that racism against people of color exists in the organization, or if feedback is rising through various communication channels showing that Whites feel that they are the real victims of discrimination, then diversity, equity, and inclusion DEI) initiatives will be perceived as the problem, not the solution. This is one of the reasons such initiatives are frequently met with resentment and resistance, often by mid-level managers. Beliefs, not reality, are what determine how employees respond to efforts taken to increase equity. So, the first step is getting everyone on the same page as to what the reality is and why it is a problem for your organization.