The Five Signs Your Juneteenth Initiatives Failed and How to Correct Them

Introduction

Juneteenth represents a profound moment of liberation and reflection in American history, symbolizing freedom, resilience, and the ongoing pursuit of equality. As organizations strive to honor this significant day, it’s essential that their initiatives resonate deeply and effectively within the workplace. However, despite the best intentions, many Juneteenth initiatives fall short, missing the mark in engaging employees and fostering true understanding.

Have you ever wondered why your Juneteenth events didn’t quite hit the mark? Perhaps attendance was low, leadership was absent, or the message felt disconnected. The effectiveness of your initiatives goes beyond simply marking the calendar; it requires thoughtful planning, genuine engagement, and strategic implementation.

In this article, we’ll explore five telltale signs that your Juneteenth initiatives may have failed and provide actionable solutions to ensure your future efforts are impactful and inclusive. By recognizing these common pitfalls and understanding how to address them, you can transform your Juneteenth celebrations into meaningful experiences that inspire and unite your workforce.

1. Little or No Leadership Participation

Indicator: If leadership did not participate, support, and model support for the Juneteenth event, it signals a lack of priority and support for the event to staff. Without visible support from leaders, employees will perceive these initiatives as unimportant or optional. Staff who support and participate in these events will view the leadership as distant and untrustworthy.

Correction: Leaders should attend, actively engage in, and even help facilitate events, demonstrating their commitment to the initiatives. Explain the need for leadership participation and support. Explain the cost of that support not existing. Help lower the bar for leaders by explaining concepts beforehand and reassuring them that getting it perfect shouldn’t be their goal. Showing true empathy and concern is important.

Example: Ask a senior leader to add a personal story about what the day means to them and the organization. Have leaders participate in panel discussions or workshops. Ensure their presence is highlighted in internal communications to show their commitment.

2. Less Than 18% of Available Staff Attending

Indicator: If less than 18% of your available staff attended the Juneteenth initiatives, you haven’t reached the tipping point needed for widespread acceptance. The law of diffusion of innovation suggests that you need between 15% and 18% of a population to embrace an idea before it gains traction across the organization.

Correction: Show that leaders are attending and supporting the event. Identify and engage people who are excited about the event within your organization. Have them communicate with the organization why the event is important to them. Have leadership emphasize the intrinsic value of Juneteenth and how it aligns with the company’s commitment to respect and appreciation for all employees.

Example: Well before the event, have the CEO (or another high-level leader) share why Juneteenth is important to them personally. Provide a catered meal or raffle prizes to encourage attendance. Highlight these events in newsletters and the company intranet to build momentum.

3. There's No Story

Indicator: If your event is a discussion of facts, it’s actually just a lecture. If it lacks storytelling elements, the information presented will not resonate deeply with participants. Stories help our minds connect, internalize, and act on information by creating an emotional and personal connection.

Correction: Integrate storytelling into your Juneteenth presentation. Use personal anecdotes, historical narratives, and impactful stories to make the information relatable and memorable.

Example: Play an audio clip of interviews done with ex-slaves in the 1940s and 50s. This helps make Juneteenth a story about people instead of facts. During the Juneteenth event, invite a guest speaker, such as a historian or community leader, to share powerful stories about the history and significance of Juneteenth. Encourage employees to share their own stories or reflections on what Juneteenth means to them in a dedicated session or on the company’s intranet.

4. You Don't Speak to Everyone

Indicator: In your Juneteenth presentation, you are talking to at least three separate groups (Descendants of ex-slaves, non-descendants of ex-slaves, and the group as a whole). If your event did not address the diverse experience of each group in your audience, they will feel disconnected, excluded, or even slighted. In a typical organization, you have to consider the varied experiences and backgrounds of all participants and speak to them accordingly.

Correction: Tailor your content to speak to all groups within your organization. Acknowledge the different perspectives and experiences of descendants of slaves, those who are not, and the general audience.

Example: For descendants of ex-slaves, you can speak to how Juneteenth is more than a celebration of the event in Galveston in 1865. You can connect it to the resilience of a people, the hope of better days, and the continued fight for social justice. For non-descendants, you can do more to inform them of how the country as a whole was impacted by slavery, not just African Americans. Explain how they may play a part in creating a more equitable world around them and how allies can support Juneteenth. For the general audience, you may discuss how to have discussions around this or other sensitive topics. This can all be in the same event, no breakout rooms needed. With prior planning, this event will ensure that all perspectives are considered and valued.

5. You Don't Tell People How to Move Forward

Indicator: If participants are left asking, "Now what?" Or if your culture isn’t changing after the event, the audience may not know how to apply what they've learned. Without clear guidance on next steps, the impact of the training can quickly dissipate.

Correction: Provide clear, actionable steps for moving forward. Offer guidance on how to apply the information to their roles and daily lives. Encourage continuous learning and adaptation by providing resources, action plans, and follow-up support.

Example: Provide attendees with an action plan template that includes steps they can take to support inclusivity in their roles. Provide the aforementioned information about having respectful conversations. Follow up with resources such as articles, webinars, and discussion groups to keep the conversation going and help integrate the learnings into everyday practices.

Conclusion

Recognizing these signs can help you identify where your Juneteenth initiatives may have fallen short.

If you need assistance strategizing and improving any of these points, don't hesitate to reach out. I offer tailored guidance and support to help organizations enhance their DEI initiatives and create a more inclusive workplace culture. Contact me today to schedule a free consultation and take the first step toward meaningful change.

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