As we mark the fourth anniversary of George Floyd’s murder, let’s remind ourselves that he stood for Black equity. Since his death, we have seen greater diversity with organisations appointing Black talent. This is good news. Now we need to ensure that talent has not just a place at the table but a VOICE. That they are not simply contributing to making the numbers and image of an organisation look right but that their ideas are considered and acted upon and that their culture and influence are accepted and included. In other words, that they have EQUITY.
Change takes time and effort: here are some pointers to help your organisation make the transition from diversity to equity in the workplace.
- Start a Network – really listen to your employees
Networks are hugely important for people from protected characteristic groups. They’re not a ‘club’ for those who share a protected characteristic: ensure allies and others are invited to join. Together they can listen and learn from the lived experiences of Black colleagues. This understanding is crucial before you ACT.
- Elevate voices from your Black colleagues
Raise awareness of the actions and achievements of your Black employees – share news via your internal newsletter or intranet. Profile success stories and the views of senior Black leaders across your organisation and on your website to inspire others.
- Be alert to intersectionality
Be aware that Black colleagues may have other protected characteristics: if they are women, neurodiverse or LGBTQ+ for example. Encourage those who belong to two, three or more protected characteristic groups to engage in the cross-fertilisation of discussion, ideas and experiences to bring even more positive outcomes.
- Bring in Guest Speakers
Hosting influential writers/speakers/activists to talk to all of your employees about race relations and black history/identity is a great way to educate and spark conversations and initiatives. Such an event can be a good ice breaker to start the conversation: helpful if colleagues are reticent to lead the way initially.
- Invest in Black Businesses
Could your organisation look to help black businesses and projects in your community by investing time, money, counsel and support? This is where the internal network can be of great assistance to you in drawing attention to local organisations and group within your community.
- Conduct a DEI Survey within your organisation
Knowing your ‘start point’ in terms of DEI will help to track progress. Run a survey among your employees to voice their ideas, opinions and concerns with respect to DEI in your organisation. Make this anonymous if you wish. Their views will show where you can and should be making progress on improving inclusivity.
- Cascade to your communities
Once your workforce is more diverse and inclusive, take your ideas out into your community and invite your community into your workplace. Support local initiatives, showcase your dynamic and diverse team and actively invite budding Black talent to talk to you about what they can bring to your organisation.
