“I’m worried I’ll say the wrong thing.” I’ve heard this statement a lot recently, as the national conversation on race has entered the workplace, following the killing of George Floyd and companies taking to social media to express solidarity with the protests across the nation.
If the larger question is “how do we rate our progress on race in this country?” then every leader should be considering a question within that question: “how do we rate our progress on race in this organization?” As organizations like the NFL and Pinterest make public statements in support of Black Lives Matter, they are also coming under scrutiny for internal cultures that may contradict these sentiments.
This is an opportunity for all of us to take a brave look in the mirror. Is your company living it’s stated values? Take this opportunity to facilitate an inclusive conversation about this issue. Regardless of where the conversation goes, you have an obligation to engage, in a meaningful way, with the questions around race. Which is understandably difficult. Not just for us as managers, but as humans. We are incredibly gifted at avoiding important questions because, deep-down, we’re afraid of the answers.
“Wouldn’t it be better to just wait for this whole thing to blow over?”
Maybe. But is that the message you want to send as a leader? “When things got uncomfortable and hard, I decided to wait and see?” Peter Koestenbaum, a noted business philosopher, believes that the leader’s job is to risk themselves in a lifelong pursuit of greatness (the article is worth your time). He stresses that leaders should be willing to wrestle with ethical questions and to think beyond known boundaries.
Our leadership journey asks us to step up during critical moments. COVID-19 was one such moment. Here, in front of you, is another one, but where COVID was a health crisis, this is an ethical crisis. Remind yourself of why you chose this profession. If we strive to elevate and empower others to do their best, how can we stand idly by when so many feel dis-empowered by the systems and prejudices around them?
“But what if I disagree with this whole issue?”
No one’s asking for you to agree with anything. All you’re being asked to do is to make space for a perspective other than your own. When an employee experiences a tragedy, do you ignore their pain if you can’t relate to it? No. We have an obligation to show empathy, to try to connect with the people around us and better understand their perspective.
There are multiple ways to advocate for the people on your team. Sometimes, the best way for you to rise to the occasion isn’t to occupy a space, but to leave room for others to occupy that space. You’re not the protagonist of this story. Elevate and enable those that are best equipped to contribute to this moment.
Find out if anyone on your team has a story about racial injustice or wants to share a perspective on this issue.
“Hey team, I want to take a moment to highlight what’s going on in the world around us. I’m sensing that many on our team are deeply affected and we shouldn’t ignore that this feels like a huge moment for our society. I’d like to make some space for conversation around what’s been going on nationally with regards to Black Lives Matter and the protests. If any of you have been personally impacted or have anything you’d like to share, please let me know. Anyone that wants to get something off their chest should feel open to do so.”
If your group has something to share, give them a chance at the next team meeting. Ask them what it’s like to be them right now and what’s been on their mind. Create a space for them to share their experience.
No one expects you to become a race-relations scholar, speaking into the legacy of injustice in the world. But at a minimum, you need to show that you’re aware that this feels like a big moment in our country. Let people know that you see it and that you’re trying to give it the consideration it deserves.
“But won’t this make things uncomfortable for others?”
The modern workplace is full of necessary discomforts. It’s uncomfortable to fire people. It’s uncomfortable to have layoffs. It’s uncomfortable to deal with tragedies in the workplace. We don’t get to avoid things that are uncomfortable when it feels inconvenient.
Your team is full of adult professionals that have complex lives outside of work. They can handle a little productive tension around an issue that is getting national attention. Don’t be scared off by insincere notions of “discomfort”. You’re not planning an in-office protest, you’re merely giving space to members of the team that might want to express themselves. It’s ultimately harmless, and a large step to keeping your team unified and emotionally open with each other.
Listen (and don’t make it about you)
I’ve written a lot about listening, and that’s because it’s a tool that’s virtually impossible to overuse. There’s always cause to take your team’s temperature and to reinforce that they should feel comfortable speaking openly with you. Do you have to agree with their particular stance on this issue or any other philosophical topics? No. But that’s not the point. The point is to show compassion and a desire to help them heal and feel like you’re on their side.
Part of being an ally and a confidant to your employees is good listening. Regardless of the topic, the ability to absorb what they’re saying and seek to understand and empathize shows that you’re open to being shaped and evolving your perspective. Often, people don’t even need you to do anything, as long as you’re willing to listen.
Do there need to be changes?
Is your company as diverse and inclusive as you think it should be? Are you sourcing a diverse set of candidates with different backgrounds? If you’re dissatisfied with the answers to these questions, do something about it. How can you be an agent of change within your organization to make your team more diverse? Work with your HR department to inquire about screening more diverse candidates for your job openings. No HR department? Then work with your diverse employees on where you might be able to find a more diverse applicant pool.
“What if my company isn’t a welcoming place for these kinds of conversations?“
If you’re working in an organization where you can’t have an open, honest, and constructive conversation, then is this a place you really want to be working?
If you care about the well-being and interests of your employees, then your workplace should reflect their values – a place where their voice has impact and they feel like they belong. By acknowledging the larger societal issues and creating a space for empathetic dialogue, you not only build credibility, but you make the world a better and more livable place for everyone.
Good luck out there.
-Patrick