Do your actions match your words?
Representative John Lewis, Reverend C.T. Vivian, and my Godmother, Mimi Jones were all advocates for change in the Civil Rights Movement. They believed in "good trouble", even at the expense of their personal safety and liberty. These three courageous individuals knew that profound societal change requires more than words, it requires action. Be it Reverend Vivian and Lewis’ actions in Selma, or Jones’ in St. Augustine, they all made bold choices to bring about change.
Businesses need to do the same.
In the wake of the COVID-19 pandemic, we too are at a time of profound change: vulnerable communities’ lives and livelihoods have been hard hit by the virus, and businesses can no longer be neutral when it comes to re-building a more thoughtful and diverse workplace. Whilst many companies have pledged to help, it’s now important to put these words into action.
Even before the pandemic, our research showed there was a disconnect between company commitments and what employees on the ground felt. It also highlights the economic and social benefits of having a more diverse and more inclusive workforce, and the additional challenges historically underrepresented groups face. As we reopen the economy, businesses need to take bold steps to support their performance, diversity and inclusion, to ensure that their actions match their words.
Here are some suggestions:
1. Be bold:
- Secure top leadership buy-in: firms must place equality of opportunity, accountability, transparency, and inclusion at the centre of their business agenda.
- Explicitly make I&D a priority: Directly link I&D to strategic and operational business priorities (e.g., COVID-19 rebuild, performance targets).
2. Take concrete action:
- Set clear, ambitious targets in terms of recruitment, promotion, leadership appointments and equitable pay at all levels of your organisation.
- Build a structured inclusion program for leaders, employees and stakeholders.
3. Be accountable and show progress
- Use real-time data: to ensure transparency, constant measurement and improvement. Some companies, as with ESG, are linking progress to performance incentives.
- Continue the dialogue: Stay in conversation with all of your stakeholders and allies.
In honour of Lewis, Vivian and Jones, as business leaders, let's get into some "good trouble" to bring about lasting change.
Adviser and consultant to Boards, Nations, Groups and Individuals seeking to improve the quality of life and deepen what it means to be human and humane.
3 年Good to know that your Godmother's legacy is alive and well in how/what you do in UK/USA for parity and equality Dame Vivian Hunt. Thank you!
A freelance project manager and event audience curator passionate about helping connections happen and good ideas be heard
4 年Thank you for these inspiring words. I would only add a point about making sure the inclusion program is communicate to all employees. I have often come across companies that have ambitious I&D targets, but their employees are not aware of them
Diversity, Equity and Inclusion | Career Counselling | Communications & Collaboration
4 年Thank you for calling this out, "Even before the pandemic,?our research?showed there was a disconnect between company commitments and what employees on the ground felt." Most of the companies have D&I listed as one of their commitments. However, very few leaders actually take out the time to reflect on what employees on the ground feel. Thank you for this post Dame Vivian Hunt. Deeply sorry for the loss of such brilliant people.
Freelance writer, editor and presenter
4 年Such sad news. They will be missed, as racism and incivility continue. Rest well, Rep Lewis, Rev Vivian and Ms Mimi Jones. Let's vow to continue their work by staying in "good trouble." Thanks for posting.
Executive Vice President at Bain Capital
4 年Sorry for your loss, your Godmother was a courageous woman. Thank you for sharing your approach for continued change