The Black Professional's Guide to Surviving Racial Unrest

By Judene Hylton

June 15, 2020

Within minutes of the released footage of George Floyd's murder, I had a sinking feeling that the normality of my professional life would become hard. With the release of the graphic video, and the name of the cop who murdered George announced to the public, the city of Minneapolis and the world erupted in literal and metaphorical flames of anger and frustration. I too was, and still am enraged. 

For many of you reading this article, May 25, 2020, will be a day seared on the cultural landscape of America, just like so many other days of the killings and murders of unarmed black men in this country. For many years, black professionals in corporate America have been forced to internalize the brutal murders of unarmed black people, to keep their heads down and try to maintain “business as usual.” Sadly, there are absolutely no extant manuals available to help one cope with black trauma, while at the same time remaining successful and high functioning employees at your company. 

The almost metronomic frequency of the destruction of black lives gives me ample opportunities to think about ways to properly manage the inevitable stress of societal racism while working in majority-white companies. 

My thoughts should not be construed as the answer to these complex realities. I don’t have all of the solutions, but I’d like to share a few thoughts on ways to take a healthier and more realistic approach to coping with black trauma in a professional setting while also being a change agent.

1. Demand and make time for self care

This has been a rough year. That is of course an understatement when we consider COVID-19, an economic crisis, and race riots across the world. I am thankful for managers and leaders at my company who have encouraged me to take time off from work to reflect and rest. I am grateful for this type of support and lucky to work at a company filled with empathetic, socially cognizant people. However, this may be a rare experience. If your company isn’t offering personal days to decompress, ask for it. This is not the time to suffer silently. If you need half a day, or a full day to mourn, to pray, to reflect, request this from your manager. Express to your team that you need a mental break. If you receive push-back go to his or her manager. Find the support you need within your company. If you lead a team, encourage them to take a wellness day if needed. Don’t forget to take advantage of wellness resources and counseling services that may be provided by your company. 

During a busy work day or during a day off from work, create a “screen free zone” for an hour or two. Turn off your cell phone, turn off CNN, and direct your energy and attention towards something that provides peace and positivity in your day.

2. Be open to the support from your non-black allies

Keep in mind that you are not alone in the midst of racial and civil unrest. Even if you are regularly the only black face on your morning Zoom calls, you might be surprised by the support that exists on your team and in your company. When you feel ready, I encourage you to accept the invitation from your non-black colleague offering to schedule a check in call with you. Be vocal and honest and express your frustrations and feelings when given the space to. With that said, black employees should avoid the pressure to explicate the whys and wherefores for the causes of racism in America to their non-black colleagues. Challenge your allies to do their own research on racism. Feel free to provide resources, but challenge your allies to do some of their own work to understand systemic racism.

3. Connect with other black people in your spaces

Find solace and camaraderie among your colleagues that look like you, and share the same fears and uncertainties that you have. This is the best time to connect with your black colleagues. Join your company’s Slack channel dedicated to black and diverse employee concerns. If a Slack channel for black employees doesn’t exist, help create one. Consider joining an ERG group (Employee Resource Group) specifically for black professionals within your company. If there is a major lack of internal resources for black professionals within your organization, speak to your manager about dedicating time towards creating such to resources. Lastly, seek out and join national black professional organizations relevant to your field like NSBE (National Society of Black Engineers), the National Black MBA Association, and The National Bar Association for example. Blavity provides a short list of national organizations that minority professionals should be aware of.

4. Be vocal and become a conduit for change

I have experienced working for companies with tone-deaf and out of touch leaders. These company leaders pretend to be shocked or fail to take action in response to complaints made by black and brown employees about the racist company culture and practices. I've also witnessed a corporation's misguided belief that they’ve hit their diversity quota for the year with the hire of a white female executive (when over 90 percent of the company is already white.)

Corporate America tends to support the status quo, or a safe comfort zone at the expense of most black and brown people. The good news is change, while slow, will happen, but it requires leadership, empathy and a lot of effort from the people at the top. 

Consider doing the following:

• Challenge your leaders on the topic of inclusion at your company. 
• Challenge your company to diversify its executive leadership team.
• Create a list of black organizations and non-profits that your company should donate to.
• Write a letter to your CEO or your board members about any concerns of racism at your company.  
• Create diversity organizations at your company. 
• Request that your company sponsor your attendance at conferences supporting the work of diverse professionals in your field.
• Push your leaders to celebrate and observe Martin Luther King, Jr. Day, Juneteenth, and Black History Month.

As a minority and black professional in 2020, your company should be actively demonstrating their support for you during this time. If support is not extended, do not bury your head in the sand. This is not the time to remain fearful or silent. If there was ever a time in our history to let your black and brown voices be heard across corporate America, this is the time. This is the time to express your complaints of microaggressions and racism in your workplace. It’s time to challenge your leaders to do more than send out a sympathy email acknowledging that racism in America exists and is wrong. Challenge your leaders to also take action.

In the end, if you receive push back from your company leaders or executives about any of the solutions provided in this article, it’s honestly probably time to look for a new place of employment. You should not have to stand alone in this fight. The time is way overdue for corporate America to not only stand in the gap for its black employees, but also to create a safe space for them to cope and be vocal about the racial climate in our country.

Resources: 

"How Corporate America has Failed Black America" https://www.nytimes.com/2020/06/06/business/corporate-america-has-failed-black-america.html

"Corporate America's Work in Fighting Racism is Just Beginning" https://hbr.org/podcast/2020/06/corporate-americas-work-in-fighting-racism-is-just-beginning

"Adidas Says at Least 30% of its US Positions will be Filled by Black and LatinX Hires" https://www.cnn.com/2020/06/09/business/adidas-diverse-hiring-initiative/index.html

"Five things Corporate America can do besides Tweeting to Combat Racism" https://www.cnn.com/2020/06/03/business/corporate-america-racism/index.html

"With Protests, Silence is 'not an Option' for Corporate America" https://www.washingtonpost.com/business/2020/06/01/with-protests-silence-is-not-an-option-corporate-america/

"Black in Corporate America, Still Largely Invisible, Study Says" https://www.nbcnews.com/news/nbcblk/blacks-corporate-america-still-largely-invisible-study-finds-n1098981