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Over the past few days, I’ve seen a flurry of corporate activity like tweets and donations to public causes. These external-facing displays of solidarity are great. Please keep them up. Please also know that they’re not sufficient for uplifting your Black employees./2
Racism isn’t just “out there” in police departments or rural Georgia. It’s hard wired into your organizational structures, team dynamics and individual employee experiences. How do I know? Because this is America./3
While you can& #39;t solve for slavery or racism - and nobody& #39;s asking you to - you can directly impact the extent to which your organization counters historical inequity, inequality & injustice. If you’re fired up this week, some active antiracist corporate commitments to consider./4
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*Broadcast the commitments you make companywide so there’s no turning back.*
Because the embers in Minneapolis will cool and so will your emotions. And you’ll shift your attention back to the coronavirus and remote work and Q3 priorities and [fill in the blank].
/11
Because the embers in Minneapolis will cool and so will your emotions. And you’ll shift your attention back to the coronavirus and remote work and Q3 priorities and [fill in the blank].
/11
You& #39;re bearing witness to the race crisis that Black employees live every day and you should never let a good crisis go to waste.
What will you do about it? Enough is enough.
/end
What will you do about it? Enough is enough.
/end
Bonus tip to mechanize all of the above:
https://abs.twimg.com/emoji/v2/... draggable="false" alt="✔️" title="Heavy check mark" aria-label="Emoji: Heavy check mark">Devise a #DEI emergency response plan. This will happen again. Election 2020? Leverage whatever you did for #covid to organize a Comms decision tree across use cases. Don’t waste valuable time coordinating reactively next time.
