#BlackLivesMatter - This is not up for debate.

This hashtag isn't saying 'only Black lives matter' or 'Black lives matter more than others' this hashtag is pointing out the inequalities Black people face at the hands of criminal justice systems across the globe as well as the systemic racism that is rampant within our society today. All lives won't matter until Black lives do.

As the world watches on as protests erupt across all 50 states and the globe in the wake of the murder of George Floyd, we find the #BlackLivesMatter hashtag trending once again. I have seen news reports from British media refer to this as if it were a problem unique only to America. It is not, the UK has a long history of violence against it's Black and ethnic minority citizens.

The hashtag #BlackLivesMatter is further reaching than police brutality, it raises awareness and puts the spotlight on racial disparities which seep into every facet of society and calls for change; one of those facets is the workplace.

As I share and raise awareness on my own personal platforms such as Twitter and Instagram, with people who for the most part are like-minded, I asked myself why I haven't said anything on LinkedIn? Is it because race is a 'touchy' subject? Is it because I'm afraid of 'destroying' connections? Is it because I might 'ruin' my career? Yes, it was all of those things, but I've reflected on those feelings and have come to the conclusion that:

1. A difficult conversation is a conversation worth having.
2. Any connection that doesn't agree with the idea that we should all be treated fairly is not a connection worth having.
3. Speaking up is what working in Human Resources Management is all about.

So, what does #BlackLivesMatter have to do with the workplace?

The Answer - A lot.

The Trade Union Congress commissioned the Racism at Work survey and found that:

• Over 70% of ethnic minority workers report being a recipient of racial harassment at work in the last 5 years.
• 60% of ethnic minority workers have reported being subjected to unfair treatment by their employer because of their race, with almost half citing 'verbal abuse' and 'racist jokes'.
• A Third of ethnic minority workers have been bullied and/or subject to intensive questioning due to their race.
• 15% of women and 8% of men stated that racial discrimination had caused them to leave their job.
• 28% of participants who reported experiencing racism at work have had to take a period of sick leave.
• Part-Time or non-permanent employees are more likely to receive and report racial harassment and discrimination.

In this study, over 40% of participants who reported a racist incident said that they were either 'ignored' or identified as a 'trouble maker'. Further to that, 1-in-10 respondents highlighted that in raising a complaint they were subsequently disciplined or forced out of their job for doing so. [Source].

Direct discrimination in the workplace aside, this problem is faced by Black and other Ethnic Minority citizens before they get to the 'door'.

Did you know that:

• Black and Ethnic Minority Citizens have to send an average of 60% more job applications before receiving a positive response from a prospective employer.[Source]
• White workers are paid an average of 3.8% more than Black, Asian and Ethnic minorities in the UK. [Source]
• UK-born Black African, Caribbean or Black British ethnic groups were paid 7.7% less than their UK born white counterparts with the same educational and occupational experiences. [Source]

In the wake of this, how can we as professionals do better, what can we do to help? - What you should not be doing can be found here.

Your Black employees are hurting, they are anxious, exhausted and upset. The brutal murder of George Floyd may come as a shock to some but for your Black employees, it is a glaring reminder that because of the colour of their skin, they are treated differently, and for the most unfortunate, it can be the cause of their death. Here are some ways to help:

Reach out and check-in

Ask your colleagues how they would like to be supported, listen to their responses and acknowledge their feelings without centring yourself and your own feelings on the matter. When the topic of race comes up, avoid gaslighting your employees on their lived experience.

Examples of racial gaslighting are as follows:

''If you protested/said it peacefully"

"What I said/ what I did is not racist"

"Racism doesn't exist anymore"

"It was just a joke, calm down"

"_______ people are Racist too"

"Why is it always about race?"

"Are you sure that's what happened?"

"Just to play devil's advocate"

"In my opinion, I don't think that they were racist, I think that..."

Educate yourself and others

It is not a Black person's role to educate you about the issues they face, the exercise of this can be both traumatic and exhausting; the real allyship starts from introspection and carries on in the education of one's self and others. This will not be easy, coming to terms with your own privilege and speaking to others will not be a fun experience, you are going to feel guilt, shame and anger. But if we want to enact change, these conversations need to be had. Once you start having them, keep having them, challenge or 'call-in' your colleagues, family and friends, it is no longer enough to be 'Non-Racist' this is a call for you to be actively 'Anti-Racist'.

Some good places to get started are as follows:

Read a book, in the wake of the #BlackLivesMatter hashtag, there are many, many book suggestions floating around on race and equality. One of my personal favourites is:

• Why I'm No Longer Talking to White People About Race by Reni Eddo-Lodge.

Other suggestions include:

• White Fragility: Why It's So Hard for White People to Talk About Racism
• Me and White Supremacy: How to Recognise Your Privilege, Combat Racism and Change the World
• Natives: Race and Class in the Ruins of Empire - The Sunday Times Bestseller

If reading isn't for you, and you are a more visual learner, here are some shows available on Netflix that you can watch to educate yourself:

• Explained: The Racial Wealth Gap
• Time: The Kalief Browder Story
• When They See Us
• 13th
• Who Killed Malcolm X
• Dear White People

You can donate to causes and sign petitions, here are some below:

• The Exist Loudly Fund - https://www.gofundme.com/f/exist-loudly-fund-to-support-queer-black-yp?utm_source=customer&utm_campaign=p_cp+share-sheet&utm_medium=copy_link-tip
• Black Lives Matter UK - https://www.gofundme.com/f/ukblm-fund
• Justice for Belly Mujinga - https://www.change.org/p/govia-thameslink-justice-for-belly-mujinga?recruiter=false&utm_source=share_petition&utm_medium=twitter&utm_campaign=psf_combo_share_initial&utm_term=psf_combo_share_initial&recruited_by_id=7c1e2f20-a214-11ea-9158-f977671e7dcc
• Justice for George Floyd - https://www.change.org/p/mayor-jacob-frey-justice-for-george-floyd?recruiter=828501949&utm_source=share_petition&utm_medium=twitter&utm_campaign=psf_combo_share_abi&utm_term=psf_combo_share_abi&recruited_by_id=33caae40-c2cb-11e7-8a04-8d7fcd253303

It is upsetting that this conversation still needs to be had and that we are a far way off from meaningful change, but enough is enough. Now is the time for employers and professionals to actively advocate for diversity, inclusion and equity within the workplace. Ensure that your place of work is intentionally and deeply working towards acknowledging and correcting historical wrongs and achieving equitable outcomes, this is not a public relations opportunity, it is time to make meaningful change to your staff members being directly and indirectly disadvantaged by your actions.

#BlackLivesMatter is a movement that we all need to be genuinely concerned about, ensure your intentions are providing meaningful support and are not just an attempt to show your 'allyship' or 'non-racism', your actions will speak louder than your words.

To all, please take the time to make an active change and raise awareness, your silence is complicity.

[Disclaimer] - This article is not written in connection with my current or any previous employer nor any business interest or associate that I may have.