Most modern businesses understand how important workplace diversity is.
Not only do racially diverse teams outperform non-diverse ones, but bringing together a group of people with a wide range of backgrounds and experiences can start conversations about racial and social justice issues, and give organizations the opportunity to address those issues through their work.
It’s not enough to just talk about diversity, though. Being a true champion for diverse perspectives and rights means incorporating advocacy practices throughout your organization
Here are a few simple but effective ways to support racial and social justice in your organization.
Diversify Your Team
Have a diverse team that provides intelligence and support for the various cultures and belief systems that are out there and that need to be respected. Having them as spokespeople for blog posts and other content can also be a way to promote certain policies and practices related to racial and economic justice.
Look At The Whole Business Through A Lens Of Inclusion
Racial and economic injustice is the bedrock of our social and business culture. It’s not something that can be solved with one diversity and inclusion workshop.
Think about applying a lens of Inclusion in every system of work – whether that be hiring and onboarding practices, seeking to build inclusive networks that seek justice, or funding scholarships that enable access.
Include Social Justice Programming
Whether or not we perceive our organizations as having a core focus related to social justice, it’s important to make room for intersectional social justice programming.
To the degree your policies permit it, staff and volunteers interested in taking the lead should be given the opportunity to demonstrate that your organization is supportive of racial and economic justice.
Eliminate Organizational Structures That Exacerbate Privilege
Low entry-level compensation, insufficient benefits, unpaid internships and educational prerequisites all functionally ask candidates to go without or to subsidize their employment.
They are barriers to entry for candidates from a lower socioeconomic status, serve to limit diversity, and reduce the inclusiveness and openness of an environment. They should be questioned, reassessed and removed.
Create A Network Of Economic Opportunity
Equity is a growth strategy.
Organizations should have engaged leadership to localize their hiring and purchasing commitments to ensure that there is equitable access to sustainable wages and career pathways.
Start And Continue Safe, Honest Conversations
Organizations can bring in outside help to facilitate an honest discussion that allows every team member to share their thoughts in a safe space. Leadership can then create regular channels for these conversations to continue.
It’s also important to express support externally both because your stakeholders may be affected by injustice and to strengthen the feeling of internal safety for employees.