Right now, leaders and managers are scrambling to figure out how to respond to the Black Lives Matter movement and learn more about how they can be anti-racist. From revisiting hiring practices to organizing internal conversations about race and allyship, there’s now a pressure to act quickly in industries thus far moved pretty slowly when it comes to investing in inclusion.
All managers should ask employees to discuss how they feel race has influenced their experience within the company rather than wait for a crisis to arise before confronting these issues. Proactive discussions let managers direct the dialogue in constructive approaches and avoid future conflicts soaring out of control.
Here are four suggestions:
Have you faced any barriers to success at this company associated with your race?
Have you observed additional hurdles in the way to your success?
What can we do better to accelerate your success and feel of inclusion?
Do you sense that mentorship and promotions occur without bias?
While there isn’t one specific set of measures for establishing an inclusive culture in every organization, there are definite steps you can take. If you aren’t confident about what they are, get suggestions.
Ask the people you lead, of all races, if they feel comfortable bringing their authentic self to work, if they are aware of or have experienced unconscious bias, how they think race has impacted their experiences in the organization, and what changes could help create a more wholly inclusive workplace.
Accept that there will be some bitter truths—a profound sense of deprivation, isolation, racial discrimination, and tokenism common anxieties. However, if you don’t hear, acknowledge, and understand these genuine concerns, you cannot help to resolve them.
Practicing is critical, and organizing the conversation can go a long way toward improving the climate. Yet, while it pays to be racially diverse, you can’t leverage what you aren’t willing to discuss.
Being an astute leader today means a focus on the smallest changes that have the biggest impact,. There are critical systems-level changes needed to combat bias and racism in everything from education and product building to hiring and performance reviews. But in addition, leaders also have the opportunity to be anti-racist and inclusive in their daily interactions — something that can help keep this work centered and sustained.
About Jim Woods
Mr. Woods serves as president of Woods Kovalova Group. He has more than twenty years of experience in recruiting, diversity and inclusion on behalf of Woods Kovalova Group where he serves as President. He has taught human resources at Villanova, Colorado Technical University, and Dickinson University.
He has been a trusted advisor to numerous respected clients. Mr. Woods incorporate the use of psychometric assessments into his senior-level assignments, to aid his clients in the hiring process, and ensure a great fit with the organization. Work with Jim.
Mr. Woods's experience in human resources services covers a broad range of functional and industry-specific assignments in over 39 countries. He served in the United States Navy as a Seabee and is the author of three children’s books on diversity. Mr. Woods is also the co-author of six business books.
Mr. Woods earned a Master’s degree in Human Resources and Organizational Development.