As nationwide protests continue to fill the streets over racial injustice and brutality against Black lives, agency leaders may be asking themselves, “What can I do?”
Across organizations, many non-Black leaders are coming to grips with the realities that their Black colleagues experience professionally and personally. These experiences are centuries old. It’s long past time for leadership to forgo cosmetic fixes and roll up their sleeves for long-lasting work.
Historically, diversity programs have been part of the effort to curb anti-Black racism in the workplace since 1964. But they can’t be standalone programs anymore. Leaders need to integrate their actions with decision-making that prioritizes diversity, equity and inclusion.
Talking about race and taking deliberate actions around race can be awkward and confusing. But you’re not alone, and you don’t need to figure it out alone. Below are five resources from GovLoop to help. Reflect on these perspectives to animate and integrate anti-racist actions as leaders — whether you currently lead a team now or will do so in the future.
Building inclusive and diverse teams is not just about increased profitability and better efficiencies. It is simply the right thing to do.
My question: Are fellow employees, managers, directors and agency heads creating space for those conversations and following up with actions?
“One doesn’t wake up, get to work and say, “Today, I am going to do diversity and inclusion!” … Diversity and inclusion needs to be part of our DNA, how we do our work.”
Diversity and inclusion is probably the most interesting yet perplexing program of culture I’ve faced.
“If we want true equity and inclusion, this means discarding practices meant to keep people out,” said Diane Powers, Director of the Tacoma, Washington Office of Human Rights.