A question about the lessons that companies learned about racial injustice after George Floyd’s murder is always imminent. However, the actions they have taken are more critical. A paradigm survey found that 60% of American adults think racial injustice is a problem.
Statistics on millennial and younger generation employees should be more attractive to employers. They hold strong views that they should discuss racial justice in the workplace, and those companies should take action on racial issues. A survey on 18-44-year-old employees found that 65% may consider leaving their workplace if they do not speak against racial injustice. The number is lower at 40% for people aged over 45.
The statistics show that racial justice is not something to leave out of a conversation in a company and assume it belongs to the world outside an organisation.
People will continue discussing the issue in their corners, so employers should initiate a formal discussion that will equip employees with skills to detect and detect bias. A conversation helps to:
1. Establish if there racial injustice in their organisation
A discussion on racial justice helps employers to determine if discrimination is happening in their organisations. Many leaders believe it’s a thing for the outside world, but listening sessions with employees of colour, review of shared comments, and engagement survey data will provide insights about experiences. Discussing racial justice in the workplace will uncover important truths about minor aggressions or outright racism about the racial state of their organisation. The knowledge helps to define ways to address racial problems.
2. Create accountability
After determining the culprits of discrimination, employees determine there will be consequences for those who undermine others due to their skin colour. Simple actions like demanding the guilty party apologise or refusing to promote those who do not support anti-racism efforts will send a message that the organisation desires racial equality.
3. Encourage the offended to speak out.
Racial justice discussions encourage everyone to speak up after encountering racial discrimination. Organisations that do not speak about matters of discrimination create doubt about the belief of the management. Silence leaves the victims and those who do not support discrimination wondering if they can speak out and the likely reaction. An organisation instils a culture to address bias by initiating a discussion about racial justice.
A conversation discussing racial justice in the workplace may seem difficult initially, but it creates an opening to start solving the problem. An organisation can, after hearing everyone strategise a solution.