Listen, Learn – Then Act: What Corporations Can Do to Support Black Colleagues Amid Civil Unrest

Amid an unprecedented global pandemic, we endure another we never truly overcame.

In addition to the fear of being disproportionately affected by COVID-19, both in health outcomes and the increased probability of losing our livelihoods, we have continued to watch on our televisions, mobile phones, and social media accounts as innocent members of our Black community are murdered by white nationalists, emboldened racists, and sadly, triggered police officers.

Our feelings of helplessness have deepened into frustration; grief, anger; anxiety, exhaustion.

Distraught and overwhelmed, it is no wonder that, despite the persistent threat of COVID-19, protesters have taken to the streets in cities across the world to advocate for change, increasing their risk of contracting this deadly virus.

But we already are familiar with the perpetual feeling of being unsafe. We already know what it is to think, “It might be me next time.” Regardless of our income, careers, locations, or education, we never lose sight of the fact that ourselves and our loved ones may be targeted because of our race at any moment, both in and outside of our homes. 

We bear these burdens throughout our lives and bring them with us everywhere we go – including into the workplace.

Yet, because our white colleagues are able to continue with their day unaffected by this threat, we, too, are still expected to be consistently engaged, positive, and productive at work during times of great trauma and tragedy, even as the list of activities we can safely participate in continues to diminish.

For example, Ahmaud Arbery was jogging. Breonna Taylor was asleep in her own bed. George Floyd was leaving the grocery store. Botham Jean was eating ice cream at home. Atatiana Jefferson was babysitting her nephew. Jonathan Ferrell requested help from a resident after a car accident. 

Trayvon Martin was a 17-year old visiting relatives; Tamir Rice was a 12-year old boy playing with a BB gun; and Aiyana Jones was a 7-year old in her own living room.

We cannot seek refuge in our own homes; we cannot browse retail shops without being followed; we cannot bird watch, drink coffee, or work out at gyms without being threatened by others to have the police called; and, now, we have witnessed once again that we cannot safely and peacefully protest, even among white supporters, for our rights.

This experience, my friends, is called “weathering” – and it is a public health crisis the workplace can ignore no more so than COVID-19.

Coined in the early 1990s by Arline T. Geronimus, a public health researcher and professor at the University of Michigan’s Population Studies Center, “weathering” states that the health of non-white Americans will rapidly deteriorate due to the chronic stress of being exposed to lifelong racism.

In addition to poorer social determinants of health – where one lives, what one eats, how one travels, and more – “weathering” contributes to an increased likelihood of underlying health issues for Black community members, including hypertension, heart disease, asthma, and diabetes.

At the very least, and especially concerning amid COVID-19, your Black colleagues are likely to experience chest pains, headaches, sleep disruption, and possibly depression.

To see them at work and do and say nothing does more harm than good. The silence can often be isolating and deafening. We want you to reach out – and we need you to listen.

Here are just a few steps that non-persons of color can take to make work environments better for all and safer for us, not just during these challenging times, but indefinitely into the future:

Begin the conversation – and learn from it.

We must engage in critical and uncomfortable conversations about the state of the world to create change. There is zero growth in the comfort zone.

However, it is our white allies who should speak first. Your Black colleagues may be remaining quiet out of learned silence, or even worse, because professionalism has been defined as not engaging in controversial conversation in the office.

Not only should we be asked to speak up and out about our experiences as people of color, but we also should not have to worry about being penalized for it. There are facts to be stated that cannot be accepted as anything but, regardless of political, religious, or personal views.

Fact: Some police officers have and continue to unnecessarily brutalize and kill Black people.

Fact: Peaceful protests have historically been viewed as legitimate ways to change policy.

Fact: Looting and arson are indeed wrongful acts, but protesters are not responsible for this behavior – looters and arsonists are.

We must allow for and encourage open conversation, without silencing or restricting conflicting viewpoints. We must also be willing to make mistakes and learn from them.

Educate yourself – then educate others.

Our white allies must take it upon themselves to continue to learn – and unlearn – about Black history and systemic racism.

It is not the responsibility of your Black colleagues to educate you. Asking them to do so can even add to our “weathering” during significant trauma. You can easily and independently research organizations to support, as well as materials to read both for your own edification and that of any youths you are responsible for. 

You may also connect with Black influencers on social media platforms, such as Instagram and Twitter, and read and watch works by Black authors and filmmakers.

Then, recommend these resources to other non-Black colleagues while sharing organizations that they, too, can connect with and donate to.

Speak out against – and do something about – racial injustice.

Our Black community members could not simply put on hold our continued frustrations. Instead, many of us are risking our lives, health, and safety to make sure the momentum for this message continues. We therefore appreciate our white allies in this endeavor. We read the public statements companies make, and we put our dollars behind those who actively share our values.

We also recognize who remains silent – and we know when false activism has taken place.

In addition to releasing a statement against racism, what actions are you and your business taking to combat it? Which operational and administrative practices and policies are you reviewing through a more equitable lens, particularly as it pertains to race? How have you then applied said lens to your community investment strategy? Has your organization’s government affairs strategy included changing state and federal policies for more equitable impacts? If not, how can you start?

On a more personal level, what organizations are you donating your time or resources to? When you visit social media platforms, are you listening to and learning from the perspectives of non-white connections? Have you explored anti-racist books and articles to deepen your understanding and challenge your own thinking? Or, if you are siloed, are you speaking out against racism and complacency to your friends, families, and neighbors?

We must be willing to self-reflect and increase our personal accountability before working to change the minds of others to enact progressive change.

Understand your privilege – then use it to elevate others.

According to new Fortune magazine data, Black employees are losing their jobs at twice the rate of white employees during the COVID-19 pandemic.

How is your company combatting racial bias during layoffs and furloughs, as well as during hiring and promotion processes? What is being done to increase not merely diversity, but actual inclusion and belonging at your company, and especially, in empowered executive leadership? Are new employees required to take the Harvard Implicit Bias test to turn on their computers and access your system? And, when company policies are created or changed, who, exactly, is represented in the room?

We must recognize that a single training session, certification, or learning lunch is not nearly enough to undue a lifetime of learned power imbalance. We must always and continually work to amplify the voices of people of color to ensure their unique perspectives are interwoven into the fabric of our companies.

Be empathetic, courageous, and compassionate leaders.

Above all, we must continue to treat our Black employees with respect, understanding, and empathy, including and in deeper recognition of those who have been historically marginalized.

It is not enough, right now, to inquire into one’s well-being with a good intentioned “How are you?”

Instead, try asking, “How are you feeling?” “Are you getting enough sleep?” “How stressed are you?”

These can and should then be followed up with, “Would you like to talk about how you have been personally impacted?” and “What additional resources might you need right now?” 

Your co-workers may also need to hear the following straight from you:

"I want you to know that you are valued, worthy, seen, and heard. Thank you for being a part of our company. You matter;"

Or, "I know that I'll never be able to fully understand, but I want to help change things for the better for you. I've been educating myself on what more I can do personally and professionally."

Our Black colleagues may also need rest and recovery during this time. Is your company willing to provide it without consequence? Are you willing to offer it without them needing to ask? Or, does your company even provide employee health insurance that effectively covers behavioral health therapy?

It may only be a start – but it is, in fact, a start.

Be prepared for push-back.

People will never welcome change agents with open arms because when we start becoming innovative in our thinking, it can sometimes be disruptive and uncomfortable.

However, if we do not begin to not only lean into that discomfort but also walk with our eyes open, heads up, and shoulders square into it, then, quite frankly, every aspect of inequity that always has existed will continue to exist.

Speaking truth to power requires courage – now is the time to rise above and embody it.