My 'Lukewarm Acceptance'

I do not post my opinion on LinkedIn often, mostly due to my belief that a huge majority of individuals and companies use this platform as an inauthentic means of performative participation in any trending topic of conversation. However, I felt that this was important to share today.

I am proud to be a part of a company that understands the significance of today’s date. Any study on race in the workplace undoubtedly illustrates a nauseating racial disparity; our country’s systemic racism bleeds into the working world and in my opinion, simply observing and shaking your head is no longer enough. And let me follow up by saying no one is more guilty of this than me.

I have a ton of BIPOC friends, I have always been one to say “I support diversity”, I celebrate when clients actually value diverse teams (which by the way is illustrated from their employees, not their LinkedIn Posts) and want me to focus on searches for diverse candidates. However, that does not mean I am not part of the problem. Have I really researched the origins of our nations past to better understand the systemic issue at hand? Have I ever put myself in BIPOC’s shoes and really delved into the struggles and the MUCH steeper hill that they must continuously climb in any area of life let alone an office setting? Have I gone out of my way to really facilitate change? Shocker alert: the answer is no. 

This conclusion does not mean that I have not cared about BIPOC, it simply means that I did not care enough for it to be high enough of a priority. The most exciting part about what’s going on right now, to me, is that people are listening, and people are changing. 

I have been gravely disappointed with the white moderate. I have almost reached the regrettable conclusion that the Negro's great stumbling block in the stride toward freedom is not the White Citizen's Council-er or the Ku Klux Klanner, but the white moderate who is more devoted to "order" than to justice; who prefers a negative peace which is the absence of tension to a positive peace which is the presence of justice; who constantly says "I agree with you in the goal you seek, but I can't agree with your methods of direct action;" who paternalistically feels he can set the timetable for another man's freedom; who lives by the myth of time and who constantly advises the Negro to wait until a "more convenient season." Shallow understanding from people of goodwill is more frustrating than absolute misunderstanding from people of ill will. Lukewarm acceptance is much more bewildering than outright rejection."

-MLK

When you are posting about today, I hope it’s followed with a mental reflection and action plan of what you can actually be doing better, as a person, as an employee, and as a company. Read black literature, listen to their stories, and learn. Research terms like “Tone Policing,” “Color Blindness,” and “White Fragility.” Ask questions to culture and diversity leaders within your personal network and if you do not know any, message said leaders on LinkedIn; something tells me they will respond. Look into underrepresented minority partnership opportunities with companies like Afrotech or Nextplay. Research efforts such as Google's Howard West program to increase URM funnels (which was recommended to me).

Don’t “lukewarmly accept” the state of your conference room; go out of your way, get uncomfortable, and let’s all be better.