2020 has been quite the year of re-awakening. A year that has not only managed to break physical social ties but exposed the skeletons in our closets. Families and communities have been ravaged by COVID in a way that we will perhaps never quantify the impact whereas if it is not a loss of life, many have lost a way of life. In this mess, we yet again found ourselves in a quagmire of a silent pandemic, yet so loud in its outcomes that most avoid discussing due to its awkwardness. Racism. The terrible loss of life and pain that George Floyd’s death brought to the immediate family and living rooms across the world is one that will forever be remembered. This started so many conversations in living rooms, dining rooms, kitchen tables, grocery stores and to some extent, progressive workspaces. As this pandemic rages across the world, I can only imagine how many lives we have lost to date to systemic racism.
In a recent report conducted by SHRM (Society for Human Resources Management) on Racial Inequity in the U.S, the study revealed some serious key findings on this awkward topic. The study recognized that in recent years, there had been a significant increase in Diversity, Equity and Inclusion investments in U.S Organizations. Despite these investments, workers expressed concerns and discomfort about fundamental issues of racial equality in the workplace. The data identified significant gaps in beliefs between Black and White employees including those in a H.R function. Here are some key findings:
49% of Black H.R Professionals felt that discrimination based on race & ethnicity exists in the workplace vs 13% of White H.R Professionals who agreed with this statement.
68% of Black H.R Professionals felt that their Organization is not doing enough to provide opportunities for Black employees vs 35% of White H.R Professionals who agree with this statement.
When asked if discrimination based on race or ethnicity exists in their workplace, 7% of the White Participants vs 35% of the Black Participants agreed. 37% of both Black & White participants agreed that they felt uncomfortable engaging in candid conversations about race at the workplace. So, what is it that we clearly do not see eye to eye and never willing to discuss openly? Are we so hung up in defending our positions? Are we that afraid of offending one another at the expense of these disproportionate disparities? Are we so afraid of being vilified as being ‘angry’? Could it simply be perhaps we do not know each other as much as we think we do?
Let’s think about the impact of the above findings in detail. H.R is the entity that establishes the framework for the employer-employee relationship. It is generally considered the safe space for the employee yet the above findings showcase a disproportionate understanding of the ‘employee’ based on race. H.R is also responsible for the policy framework for equitable workspaces and if a H.R Professional is convinced that the policy is working while it really isn’t, we can only imagine how productivity among the disenfranchised group is affected and in turn performance reports and in essence the employment relationship with the Organization.
In order to make effective change at our workspaces, we must build courage to confront our fears, and that includes having this ‘awkward’ conversation. We cannot create change or learn from one another if we aren’t even willing to start this ‘awkward’ conversation. It’s okay to wrestle with this topic. A meaningful productive dialogue will require us to push the bounds for perspective in seeking an honest understanding of how racial relations impact our workspaces. It does not end there; in fact, our communities face the exact same challenges.
A recent Toronto Public Health Report revealed that 83% of COVID 19 cases occurred in racialized people. Black people represented 21% of cases in Toronto whereas only representing 9% of the entire city’s population. These findings are not coincidental and must be confronted head on. Some may say that they do not see race. It’s difficult to say we don’t’ see race yet have outcomes in both workspaces and communities that clearly see race. I believe people genuinely mean well when they say they do not see race. I can understand why anyone would say that. It creates a comfort zone for the other race. It creates a safe place in ways people feel welcome. However, data suggests otherwise as the outcomes clearly identify challenges around racial lines.
So how do we turn the rhetoric into concrete significant action? Perhaps we should see race for what it is. It’s okay to embrace our identities even within our races and differences. Strength is in our diversity. Evolution is realized from learning about our past and how that history got us to where we are. We must also remember that we are not our past and our future is determined by what we learn from our past and what we decide to create. We must lead ‘Authentic’ lives.
This pandemic we call systemic racism is real and confronts every aspects of our lives in ways that we do not necessarily always see due to unconscious bias and is catastrophic for marginalized communities. Not so many cared about the world outside of our circles up until COVID knocked on our doors. We must challenge our assumptions and pay attention to our biases if we are to confront systemic racism. We must try and avoid being overly sensitive about our beliefs or the positions we hold about racism while showing empathy by walking a mile in other’s shoes. We must pay attention towards our conditioning of people who are not like us as we are all conditioned in one way or another. Let’s engage in a ‘healthy distrust’ with ourselves to confront our uncomfortable truths by starting that ‘awkward conversation’ before it’s too late and it knocks on our doors, or has it already?
Feel free to leave me your comments below and I encourage you to review the two reports mentioned. Please follow the links below.
Toronto Public Health Report: https://www.toronto.ca/home/covid-19/covid-19-latest-city-of-toronto-news/covid-19-status-of-cases-in-toronto/
SHRM Report. Together forward at work. The journey to equity and inclusion, Summer 2020: https://togetherforwardatwork.shrm.org/?_ga=2.35293927.714985595.1597170329-2030102997.1594701301