How Managers Can Support Black Employees Experiencing Racial Trauma

Black employees might feel more stressed this week because the trial of Derek Chauvin is coming to a close, which means a verdict is coming soon. While everyone hopes justice will prevail, many are rightfully anxious that the system will fail, as it has so many times before. Now is the time for managers to lead with radical empathy and support Black employees (and other employees) in dealing with any pain or trauma that surfaces as a result of the trial and verdict. Here's how you can support your colleagues:

1. Set an alert so that you're aware of the latest developments in the trial and get a notice when the verdict is announced.

2. Be proactive and send a message to your team acknowledging the trial and upcoming verdict, and ask employees to extend grace to each other and take time for themselves, as needed.

3. Create space for employees to process and talk with each other, post-verdict. As part of this conversation, invite Black mental health professionals into the space to talk about healing from trauma. And if your company offers mental health benefits, share info with your team on how to access these resources.

4. Check in with Black colleagues whom you have a trusted and friendly relationship with. Don't mindlessly check in with every Black employee in your orbit. If you don't have a trusted relationship, these "post-trauma check-ins" can be harmful and come off as performative. (A good self-check: "Have I ever had a serious conversation about race with this colleague?")

5. Recognize that the end of the Chauvin trial does not mean the end of police brutality. This is a problem with a long history, and this issue disproportionately impacts communities of color. What are you doing to raise awareness about police brutality and contribute to the fight against it and systemic racism?