One Year Later - How is The Black Experience?

This year I will have lived in the US for exactly thirty years. When I wrote and reflected on my lived experience as a non African-American black man, it indeed struck a chord with many. I am thankful for those who recognize that someone’s story should not be invalidated simply because your experience may not be the same as another persons. Many people realized that my story of first hand racial prejudice before and during my marriage from white in-laws, in Los Angeles, CA, may be more normative than not. The existence of systemic and institutionalized racism I explained need to be understood as a historical and present reality. The murder of George Floyd may have prompted a kind of spiritual awakening for many across the globe. In other corners, some chose to avoid the reality of a globally conscious movement concerned with fighting for a more equitable and compassionate world. Instead, these groups could be found on television stations, churches, and social media feverishly attempting to discredit and conflate centuries long human and civil rights movements with extremist groups or ideas. The two most popular false ideas being used by those who are opposed to racial justice and healing are those who use the term, Cultural Marxism and Critical Race Theory (CRT). I mention these, and in particular the latter; CRT is being thrown around particularly in K-12 education and evangelical circles to discredit and shut down any discussion about systemic injustice and racial inequity. 

On a much more positive note, I am genuinely encouraged by the progress that has been made, especially by the technology industry as it relates to actual financial commitments to addressing economic inequality. As someone who spends a significant amount of time working with corporate leaders, as well as leaders in education and nonprofits, this past year has been one of personal and professional growth for many. I have sat with leaders who have wrestled with their own story and how it has shaped their view of the world, and very specifically how they view others who are from different backgrounds. I have had leaders confess that until they examined their own biases, say that they did not have a clue about themselves. These are the types of leaders who are transforming their companies, their people and themselves. These are servant leaders who are self-aware and humble. They are less concerned about their fragile egos and are committed to making the world a better place...a place where EVERYONE is included, especially if those persons are most likely to be traditionally on the outside. For these leaders, diversity, equity, inclusion and belonging is a leadership non-negotiable.

My focus continues to be on informing myself and learning about the wealth of knowledge on the effects of systemic and institutional racism, systemic injustice, implicit bias, and internalized oppression from the disciplines of personal and organizational psychology, social work, and theology. It is extremely encouraging to see business leading the way in seeking to make the workplace genuinely fully inclusive. 

To continue the work of racial justice and societal healing for all people, I suggest three steps to begin:

• Interrogate your personal story and experiences. Research tells us that no individual has ever worked through individual biases without first learning what cognitive biases are and then examining their own. My good friend Valerie Alexander, author and keynote speaker, gave her excellent TedTalk, How to Outsmart your Unconscious Bias. As Valerie shows, “The human brain is a remarkable achievement in evolution. Unfortunately, the brain activity that kept the human species alive for millions of years is the same brain activity that keeps us from achieving equality today.” I won’t dwell on some of the negative comments, however, it has to be said that some people lack the ability to approach this topic objectively and or understand how their story has been cemented by their own unexamined experience.
• Understanding that the ultimate goal of diversity and inclusion is belonging. at work is defined as the experience of being wholly accepted and included by those around you. Employer-provided DE&I training often fails to focus on intersectionality, belonging and the critical role both play in authentic, high-performing teams. Regardless of race, gender and all other characteristics encompassed in diversity, employees need to feel recognized for their contributions, have equal advancement opportunities and feel accepted for who they are.
• Recognize that the train has left the station! We are having open and honest dialog about racism and discrimination in our workplaces and in the world. I acknowledge that  some of us are still learning and trying to make sense of the complexity of many of these topics. That said, there are a plethora of articles, books, podcasts, social media accounts where you can learn and keep up to date.TIAA CEO Roger Ferguson is African-American in telling his own story claims that racism happens to all people of color, not just poor black people. He also says that ‘it our duty  to speak out about racism, because it is endemic in society and it affects all of us. I would challenge leaders to take a leaf from PwC U.S. Chair Tim Ryan book who is white, who has embraced a profound and courageous empathic leadership in his organization. Tim has been at the forefront of PWC’s diversity and inclusion and is a role model along with professional soccer players in England such as Marcus Rashord and Raheem Sterling who have been knighted because of their commitment and service to solving the problem of racial inequality in soccer around the world. I am committed to changing this world so that everyone legitimately and consciously experiences a tangible and authentic experience of belonging. It is not only possible, it should be a vision for humanity that we desire for ourselves and everyone else.