Black History Month

The courage to ask tough questions and act to make things right.

“We don’t know what we don’t know.” That was a key point I made during a speaking engagement on Black History Month.

Although the repeated narratives about racism, unconscious bias and privilege are necessary, it is equally necessary to determine the intentional actions that need to be taken to dismantle systemic racism.

Systemic racism occurs when institutions put people at a disadvantage based on their race. This results in disparities in outcomes, such as lower rates of academic achievement, underrepresentation in professions, restricted social mobility, and limited access to community services and places of worship. These disparities indicate the presence of systemic racism even when there may be no racist intent.

Systemic racism persists in many corporations, which have not critically examined their recruitment and employee integration practices, even though there is no explicit racist intent and there is no contravention of anti-discrimination laws and anti-racist policies.

We must have the courage to ask and answer some tough questions about the possible ways we and the institutions to which we belong may be contributing to systemic racism.

A few critical questions –

✔ Are we prepared to examine historical precedent and current practices in organizations to which we belong?

Are the communication channels and platforms we use to recruit staff reaching underrepresented groups in our workforce?

In addition to having a robust roster of recruitment platforms, consider finding out how your employer brand is perceived across all demographic groups.

✔ Are we letting demographic information on resumés influence the selection of candidates for interviews?

Consider using resumé screening software that blinds demographic information and ensures a level playing field.

✔ How do we engage during conversations about race?

Do we immediately get on the defensive, basing your responses on the belief that the demographic profile of your workforce proves that your workplace is diverse?

Consider looking beyond the statistics and observe patterns of employee interactions in the workforce. Cliques, informal divisions among staff and work groups, turnover rates of ethnic minorities vs other employees can provide qualitative insights into the state of race relations in our workplace.

✔ Are we listening and engaging in dialogue with empathy?

Consider establishing communication channels that are safe, confidential and trustworthy for employees to air grievances without fear of reprisals. Through these channels, organizations should gain a better understanding of varied perspectives that come with diversity and in doing so, acquire the sensitivity and cultural intelligence that is necessary to reap the benefits of a harmonious multi-cultural workforce over an extended period.

Admittedly, Canada and the United States have come a very long way on the difficult journey to racial equality and justice. There is much further to go and more work to do, even if it means that we must ask tough questions and have the courage to take action to make things right.

We have come too far to not go the distance.