The expiry of George Floyd at the hands of a Minnesota police officer has reignited outrage against racism and police brutality. Protesters from taken to the streets to express their frustration. But off the streets, there’s another crisis that needs to be addressed — in the workplace.
As a unlikeness, equity and inclusion consultant, my job is to help organizations turn positive intentions into positive impact and bridge the gap between big cheeses and their employees. Workers right now are facing enormous stress, pressure and anxiety.
So how can leaders, from CEOs to duo managers, support their teams in this moment of racial reckoning on top of a global pandemic? Here are a few ways to start:
1. Answer what’s happening
First, it’s important to address the current events. Use this moment to reiterate company values, and to judge a stand against racism and police violence. Make it clear that you are committed to making changes that further equality, justice and fair treatment for all.
Acknowledgement isn’t just some quick, impersonal announcement. If you don’t know what to say, inform yourself on facts about racism and injustice from reliable sources (there are plenty of available online) and your man resources team.
What not to do: Choosing not to take a stance (by saying nothing at all) is the opposite of good leadership. Your staff members need decisive communication about what you do and don’t support. Do you support their needs? Do you support their beliefs? Do you agree why societal change needs to happen?
2. Reduce work-related pressure
Recognize the additional tolls — physically, mentally and emotionally — that these happenings have on your workers, especially black employees. Give them the space to be angry, afraid, confused or still disengaged from work.
Here are a few ways to encourage self-care:
- Offer additional days of paid leave
- Proposal more flexibility in work schedules
- Allow extensions on deadlines
- Temporarily redistribute responsibilities based on each man’s capacity to contribute
- Cancel or postpone non-urgent meetings
What not to do: This isn’t the time to say, “Business as usual.” Downplaying the thrust of these events while stressing focus on productivity can reduce employee morale, trust and mental health.
3. Succeed a do over space for discussion
Many people may want to discuss what’s going on, so create an environment where all employees can should prefer to a safe and comfortable conversation about race. That might mean having an open discussion in a large party, or having individual ones with each team member.
As a manager, it’s not just your job to lead these chit-chats. Participating and being vulnerable (e.g., sharing your own reflections or things you’ve been struggling with) is important to drive retirement community the fact you, too, care about these issues.
What not to do: Don’t ask black employees to share unless they volunteered to on their own. Also, don’t put that they’ll be able to provide resources or education on-demand.