The death of George Floyd in Minneapolis, after police officer Derek Chauvin knelt on his neck for almost nine minutes, has reverberated around the world, with protests taking place in cities across the USA, the UK and beyond. One of the key tenets of the #BlackLivesMatter campaign is that it's not enough to claim to be 'race-neutral', that we should be actively anti-racist. Many businesses have taken to social media to state publicly their commitment to anti-racism, but how should employers translate that into concrete action?
Although it goes without saying that race discrimination is unlawful, it's more prevalent in workplaces than many would like to believe - from overt racial harassment to indirect discrimination, stereotyping and unconscious bias. And inequality of outcome is very real: black and minority ethnic applicants and staff still face inequality at all stages of their careers Although having a robust diversity and inclusion policy (and regular diversity training) in place is essential, it's not enough on its own to eliminate racial disparities. There isn't a one-size-fits-all solution, but employers can take some practical steps:
- Sound out staff: staff may be best-placed to assess what the organisation is doing well in terms of race equality and what it's doing badly. A well-designed staff equality survey can be really useful in flushing out this information and identifying areas for improvement and concrete steps the organisation can take. But that's not the only source: useful information may come from exit interviews, feedback during appraisals and informal discussions between staff and their managers. Seeking to make the workplace more fair and inclusive should be a constant theme, rather than being confined to occasional initiatives.
- Direct staff to useful resources: Concepts like white privilege and implicit bias may be difficult for staff to get to grips with or accept, and compulsory equalities training may not always be the most effective forum for introducing them. However, there are lots of online resources and books to which employers can direct their staff, and which might encourage them to reflect on how better to advance equality and inclusion within the business.
- Don't avoid uncomfortable discussions – but handle them wisely: businesses are often anxious to avoid wading into controversial territory with staff. But it's important for employers to realise that not discussing issues of public concern – like the death of George Floyd and the protests which have followed it – won't necessarily be perceived as neutral by staff. Instead, staying silent could be interpreted as lack of concern for equality issues and for the staff affected by them. However, businesses do need to tread carefully and avoid striking a defensive tone which could alienate staff rather than engaging them.
The #BlackLivesMatter campaign isn't new and the injustices it highlights have been centuries in the making. But its renewed prominence gives employers an opportunity to engage in soul-searching and take active steps to address under-representation and unequal outcomes for BAME staff.
