In 2019 CEOs of significant organizations publicly announced they were signing a “CEO Pledge.” Today organizations and leading diversity firms seek to align themselves with rising voices for change with symbols of anti-racism and a litany of calls for more discussions.

Can inequality be solved? Will inequality always exist?

Social media is laced with inept promises to hear all voices. New jingles are created. Instagram proliferates with support. Educational institutions renounce barbaric enforcement procedures. More discussions take place than at any time in history, masquerading that anything useful has occurred.

Nonetheless, those organizations chanting rising crescendos of support for black-owned businesses, and individuals continue to solicit black patrons with wholly disreputable services. They, as much as individual police officers have turned their heads in sub rosa when faced with injustices.

Despite their mission statements and laudatory diversity policies to create a culture of recruiting, their hearts and actions are systematically “Not in the fight.”

The finger-pointing at police officers retains the flavor of mounting hypocrisy with boards

On the one hand, they can’t wait to support Black Lives Matter.

Even with more MBA’s, more seminars, more leadership books, and more ethics classes, the ozmanian percepts remain encroached behind the curtain.

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Business and education have failed the employees and communities; they danced eerily to help protect. When crimes with strong racial overtones, like sexual harassment maltreatment by Harvey Weinstein, the usual pattern is to have a conversation. But, as a song from the ’70s asserted, “The beat goes on.”

Nothing changes except the impression that something has changed.

David Gelles, in a splendid article for the New York Times, wrote, “With dozens of cities protesting the violent deaths of George Floyd, Ahmaud Arbery, Breonna Taylor and others, a national conversation about racism is underway. For black executives, who have spent their lives excelling at business while overcoming structural discrimination, the killings and ensuing protests have unleashed an outpouring of emotion. Many are speaking candidly about their private fears, as well as their disappointment with the corporate apparatus that made them stars.”

It is good to raise awareness with black protesters while keeping white employees and customers placated “that you tried to do something.”

In the article, Mr. Gelles relates the hypocrisy of corporations aligning with Black protesters as they ably sweep their biases under the cloak of solidarity. For example, he notes how L’Oréal posted the virtues of speaking out. Then in 2017, L’Oréal terminated their first transgender model when she verbally defied the racism of white separatist violence in Charlottesville, Va.

Following violence during a protest in Charlottesville, Va., how many companies would you say created long-term policies against racism and abuse? They talked about it publicly. But none did.

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About Jim Woods

Jim is President of Woods Kovalova Group headquartered in Denver, CO., but serving clients globally. He has partnered with global organizations, small businesses, U.S. Miltary and educational institutions with engaging online seminars and coaching on implicit bias, leadership, sexual harassment, cross-cultural competence, and customer service. Since 1998 Jim’s clients have found his programs and style not only opened critical conversations among employees; they also helped them retain top talent and increase positive customer engagement.

He has advised and trained Fortune 1000 companies, U.S. Military, Government, small business, and individuals seeking performance improvement. Jim is a former U.S. Navy Seabee and earned a master’s degree in organizational development and human resources. He has taught leadership and human resources at Villanova, Colorado Technical University, and Dickinson University. To have Jim work with your organization schedule an appointment here.