"An amazing opportunity" for those "who truly care about equality": A conversation about social media's role in elevating Black voices

During the past few months, issues of equality and race have been at the forefront of the nation’s attention, in neighborhoods, mass media and — of course — online. Two Fort Wayne leaders have been among those guiding their organizations through these conversations: Lisa Givan, chief diversity officer at Indiana Tech, and Dawn Rosemond, Barnes & Thornburg firm diversity partner. I recently spoke with Lisa and Dawn about the role that social media is playing in elevating Black voices and what challenges organizations face in speaking out. The following is excerpted from those conversations.

Juliano: Thank you both for speaking with me. Social media has been an important factor in many recent civil rights issues. Do you ultimately see it as a force for good, or more of a negative?

Givan: Social media is critical to our present-day storyline. I understand the mindset that says social media is full of fake news, but I beg to differ. The majority of media outlets have received their storylines from what local, unofficial journalists are posting on social media. Would we know the circumstances surrounding the deaths of Ahmaud Arbery and George Floyd had it not been for posts going viral? At this time, I believe it’s for good. It keeps many current as to the everyday experiences of Blacks. It exposes racists. It helps amplify Black voices. It’s not perfect, but it is making a difference.

Rosemond: Social media, for the most part, reflects the modern-day voice of the people. I see people as more of a force for good. Good people all over the world have picked a side and decided to no longer stand and be silent in the face of racism and social injustice. And a large portion of these good people are millennials and Gen Z. Social media is their playground. Even though we see so much negativity online, I expect the good to prevail and for social media to be a critical tool for mindful and strategic activism.

AJ: Many organizations have spoken out against racism via their corporate social media presence. Do you believe this is genuine or is it only the appearance of support?

DR: I don’t think it is fair to judge the myriad of corporate statements being put out right now. At the end of the day, these statements create accountability. And time will reveal the organization’s truth. There is a brilliant quote by James Baldwin: “I can’t believe what you say, because I see what you do.” If what these corporations “do” fails to match what they say, then I think we should reward their duality by choosing to spend our dollars elsewhere.

LG: I would like to believe that people operate from a place of goodness. However, there are actions that must accompany the statements for them to be recognized as more than mere words on paper with good intentions. Implementing processes to remove barriers demonstrates a truer commitment. When reading a statement, I look to see if it’s merely a statement of affirmation or if there are true action items to being implemented. Those actions will speak to the genuineness more than the statement ever will.

AJ: Social media can be an equalizer, giving a voice to those who, in a different media era, might have gone unheard. Are you seeing examples of that today?

DR: This is actually one of the beautiful things about social media. Bozoma Saint John, Brené Brown, Phresh Laundry (Theoplis Smith), D-Nice, Amanda Seales — all of these folks (and so many more) are powerful (sometimes polarizing) voices for change who may have gone unheard but for the myriad of online platforms.

LG: Back in 2016, after Colin Kaepernick took a knee, Will Smith was interviewed and stated, “Racism isn’t getting worse, it’s getting filmed.” To this day that statement still speaks truth to power. Often when marginalized groups articulate the injustices and inequities they experience, they are viewed as true “minorities” (people who are less than). This is why I refrain from using the word (minority). Journalists and other leaders don’t value our narratives as newsworthy, so social media and camera phones have provided a lens in which we can tell our own story — our truth.

AJ: As diversity leaders, how have you encouraged your organizations to discuss topics related to race and equality?

LG: I wouldn’t use the word “encourage.” Indiana Tech has over 40% students of color, and we have always valued and been aware of our responsibility to these populations. I was able to facilitate transformative dialogues focused on racial disparities and provide perspective as to how systemic inequities emerge daily. Like many others, we did not readily realize that our intent did not equate to the impact it was having on Black members of our campus community.

That was an area of opportunity for us. Our first step toward advancement was to look in the mirror and own it, realizing that others’ perception is our reality. It doesn’t matter who did what in the past; it is up to our current leadership to pivot and move forward in a more equitable way.

We worked as a team to evaluate where we were and where we want to be. I am pleased with our committed plan and the strategy for the action items incorporated within.

DR: I have asked of my organization what I ask of myself every day: to be authentic and to strive to be better than I was yesterday (literally and figuratively). “Better” in this climate requires having uncomfortable conversations in the workplace about race and social justice and having such conversations often. It requires that we do an audit of our practices and systems to unearth hidden biases and then do something meaningful about those we find. So I am, at bottom, asking our organization to rise to the occasion. I am again asking such of myself.

Leaders are not born during a crisis, they are revealed, as the famed quote provides. Barnes & Thornburg is a leader in this space and beyond, so I am trying to lead in a way that encourages all of us to model such.

AJ: How (if at all) have you personally used social media to raise awareness about issues important to you?

LG: I have used my social media a few times to share items I believe will assist others in having “aha” moments: those self-reflective moments that cause people to say, “I do that” or “I say that.” I do find it more transformative to share on LinkedIn or other professional platforms.

DR: I have used my social media platform to be light and to be clear about where I stand. Again, authenticity is everything to me. I want to make sure that wherever I show up--in person, via social media, my books or other written works, etc.—I do so whole and unapologetically me. I have purposefully leveraged my social media platform to educate in that regard. I have been blessed to have people follow me (my pages) and to honor me with their time and attention. I never want to take such for granted. It is critically important to me that when I speak, I actually have something to say. I am not for everyone. That’s OK. But to those who are listening to me, I always want to make sure I leave them no doubt who I am.

AJ: Is there anything you’d like to add?

LG: One of the realities most organizations struggle with is the amount of investments they are willing/able to make in order to implement sustained change. I remember being at a conference years ago when the speaker stated, “Commitment without capital is counterfeit.” The declaration was powerful then and still resonates today. Most diversity professionals recognize that diversity, equity and inclusion work can unintentionally dilute the focus on systemic and structural racism. Marginalized Awareness Programming, or “Food, Fun and Festivities,” rarely exposes the existent historical issues and causes of inequity. Often organizations seek swift resolutions as an alternative to focusing time, talent and resources on actual sustainable change. In everyday life this takes the form of Lunch & Learns, Hybrid Trainings, etc. – touchpoints where no real skill development is offered. The rationale often given is that companies can’t afford their workforce to be offline for extensive blocks of time. However, when you compare that to a marginalized person being immersed in a micro-aggressive workplace culture for 40 hours a week, your objection for a full day of training to shift culture provides context to the investment. This contrast may help explain why muted communities are so emphatically holding you accountable now.

DR: Whether you have one follower or one million, the ask is the same: use your superpowers for good. Use your words, your likeness, your gifts, your platform to elevate. Dr. King said, “Only when it’s darkest, can you truly see the stars.” Man, what an amazing opportunity we who truly care about equality have to shine. Speak truth to power within your spheres of influence. Stand for something. Refuse to be silent when it’s scary or uncomfortable and especially when it hurts. Be light!