I saw a post on social media recently that said “We can’t undo systematic oppression in a day”, and maybe that’s true, but I believe we should strike while the iron is hot. The horrible murder of George Floyd has ignited a new sense of urgency for justice and equality in America and all around the globe. People are quick to quote Dr. Martin Luther King, Jr’s infamous “I have a dream” speech when he talks about his hope of the future of America, but in that very same speech he also talks about the fierce urgency of NOW.

“We have also come to his hallowed spot to remind America of the fierce urgency of now. This is no time to engage in the luxury of cooling off or to take the tranquilizing drug of gradualism. Now is the time to make real the promises of democracy. Now is the time to rise from the dark and desolate valley of segregation to the sunlit path of racial justice. Now is the time to lift our nation from the quicksands of racial injustice to the solid rock of brotherhood. Now is the time to make justice a reality for all of God’s children.” –

Address to civil rights marchers by the Rev. Dr. Martin Luther King Jr. in Washington, D.C. on Aug. 28, 1963

There is a revolution happening, and it’s about time we stop delaying and start answering the call to action. In a virtual own hall on June 3, 2020,
(17:51)President Barack Obama addressed the steps to change and he challenged institutions to put forth their policies and show they are doing the work to address systematic racism.

“This is not a either/or this is a both/and. To bring about real change, we both have to highlight a problem and make people in power uncomfortable, but we also have to translate that into practical solutions and laws that can be implemented and we can monitor and make sure we’re following up on. “

-Barack Obama

The corporate commitment to overcome inequality is all good and well, but we don’t have to wait on these institutions to enact mandatory change. There is an opportunity every day to be the change and I’m challenging you to begin in the place where you commit the majority of your time, effort, labor, and loyalty – your workplace.

1. Set the standard from the start.

Before you take the job, add these questions to your list for the Hiring Manager:

Tell me about your diversity and including efforts.

How would you describe your workplace culture when it comes to promoting and hiring black and brown candidates?

2. Hold them accountable.

Hundreds of corporations have come out with official statements of “committing to change” after the public outcry in response to the murder of George Floyd.

Ask them how you can help and be involved in that change effort.

Ask them for a list of things they plan on doing and when they plan on starting.

Ask them for specific measures being taken in your line of business, your department, or at your location.

It’s not enough to acknowledge such horrific injustice and then go back to business as usual when the dust settles. Follow up on these corporate commitments by adding it as a topic of discussion for your next quarterly or annual review.

3. Schedule a meeting.

Make an appointment with your HR department and ask the questions posed in number 1. Make diversity and inclusion a topic on your agenda for your next meeting with your superior. Be intentional about having an open dialogue regarding race relations. Stop feeding the narrative that race is a political issue and not allowed at work. Race is not a political issue – it is a human issue. Ask questions about what has been done, what can be done, and what will be done to help create more opportunities and awareness about the issues facing the black community. Be specific in asking what you can do within your role to further this mission of equality. Stop being afraid of uncomfortable conversations. It is time to normalize race conversations in the workplace. The more we talk about it, the easier it will become.

4. Call out unfair treatment of your black colleagues.

Many things white people get away with at work, black people could never do. Simple things, like running late to work, or not putting an out of office message on are often blown up into huge problems and escalated to superiors when they are easily excused by white colleagues.

I know first-hand the draining feeling of being treated as guilty, lazy, and uneducated and not being given the benefit of the doubt on issues at work. The first thought that comes to our mind when we are legitimacy sick is not “Oh, my boss will understand.” Nope. We think, “Dang, I can’t afford to get sick. I hope I don’t get fired.”

We don’t get the courtesy of having real human problems and feeling real human feelings. That is a luxury often cannot afford. The next time you encounter unfair treatment, ask your superior (or challenge yourself) to apply consistency in reprimands, and make your observations known immediately.

5. Become a mentor.

If you are a white person and in a supervisory/management position, intentionally seek out a black or brown person and offer mentorship and career development strategies. All too often we work under white superiors feeling like we have to work extra hard to prove our worthiness, get noticed, or get a better opportunity. The burdensome challenge we have of being 10 times better than our white counterparts is exhausting. Tell us the secrets that will help get our foot in the door. Introduce us to decision-makers and invite us to your private circles and clubs giving access to key influencers. You know the way, now it’s time for you to give us the roadmap.

6. Be an advocate.

Advocate for your black and brown colleagues in the workplace. They feel alone and left out of many conversations that impact them. If there is an opportunity for a promotion and you are asked for recommendations, be intentional about adding a qualified person of color to the list. An advocate stands in the gap and is a voice for the unheard, using their power and influence to create a pathway for others to succeed. If you have the platform, put it to good use by offering an alternative to the usual privileged beneficiaries.

7. Know the language.

Get familiar with oppressive terms used to describe black people in the workplace, such as “Aggressive” and “too direct”. These are code words feeding the narrative that black people are scary animals and dangerous people. The only difference between now and back when black people were legally slaves are the verbs used to describe us. But that feeling of being less than human, honey that feeling has always remained the same. We experience this code word language at work all too often and it is time we start calling it out. I encourage you to ask for more context the next time you hear these words used to describe a black colleague. Chances are the outrage isn’t warranted, but the situation is being used to feed the “black people are bad” stereotype.

8. Create a better working environment for black people.

You may think the mere fact that we are employed is satisfactory to meet the low bar for black equality, but just because we are there, doesn’t mean we feel welcome. In those meetings when the manager asks if anyone has any questions or comments, chances are, your black colleague is trying to measure the cost of sharing their opinion.

I have had countless conversations with myself while in meetings: “Should I speak up? I don’t want to seem too…aggressive. Nah, I’ll keep my job today, and be quiet.” Make no mistake, we are not free at work. In fact, most of us are suffering in silence.

I need you to know, we are constantly deciding between putting on or taking off our blackness every time we arrive in the workplace. Depending on the situation, we are likely racking our brains wondering if we should show up as Becky or Latasha, Bob or Jamal before we ever dare to open our mouth to say anything. If you want to enact real change, start with accepting us for who we are.

Create a safe space for us to be included more than we are questioned about our worthiness to be a teammate. We need to trust that we can freely express our thoughts, opinions, and ideas without being rejected or being made to feel incompetent.

9. Look beyond diversity.

The idea that having a diverse staff is the answer to systematic racism is naïve. Diversity of race is innate. Having a diverse group of employees alone does not provide any real commitment to equality.

Many organizations miss the mark by thinking the mere fact they are hiring black and brown candidates, excludes them from the responsibility to create an inclusive work environment.

Inclusion is a deliberate action taken to make others feel welcome, appreciated, and part of the team. Find out what actions are being taken to include and consider black and brown teammates within the workplace. As mentioned in number nine, for many of us, voluntarily speaking up in meetings is a gamble between being employed or having the courage to be recognized as equal. So, instead of waiting for your black teammate to speak, ask them their opinion on the subject. Invite a response and show them you want their input on decisions that impact them. The purpose of inclusion is to create an environment where everyone participates. Hiring a black person is not inviting them to participate. Just because we show up, does not mean we feel like we are part of the team.

10. Offer solutions.

Try not to condemn without offering alternative ways to solve the problem. Calling inequality out at work is hard to do and it may make your white colleagues uncomfortable. I always tell my clients when having tough conversations don’t be afraid to give them the lemons, but always add a little honey, too. Don’t make your colleagues feel like they are horrible human beings (because white fragility is a real thing) for not recognizing or acknowledging race disparities without giving them hope. Most people don’t like to be criticized so it is important that we not only consider the temperature and the environment but also include a solution with our criticism and vow to aid in the process.

Changing culture is an arduous task. There are hundreds of things companies can do to activate their “commitment” to address systematic oppression and I am hopeful they will. Issues such as the wage gap, the wealth gap, hiring of black and brown people for Senior-Level and Executive positions, and funding for small business loans are all part of the inequalities we face. I hope these ten points are a starting place for you on your journey to do your part to help black and brown people feel comfortable enough to put on our blackness and bring it to work with us every single day.