Managers and leaders need to do much more to support black team members, today and going forward.
Acknowledge reality
The very first step: „Acknowledge what is happening. Admit racism exists,“ said Crystal Ashby, interim head of the Executive Leadership Council, which is made up of current and former senior black executives who aim to build an inclusive leadership pipeline in companies.
And realize racism exists at your company.
„[It’s] not just ‚out there,'“ wrote Erin Thomas, the head of diversity, inclusion and belonging at Upwork, in a Twitter thread titled „Dear Company Leaders.“ „It’s hardwired into your organizational structures, team dynamics and individual employee experiences.“
Reach out, but don’t make it about you
As a manager, „you have a responsibility to check in with your black employees,“ said Michael Kraus, a social psychologist and professor at the Yale School of Management.
But what that check-in looks like should be calibrated to how well you know the person.
If you’re not close — and especially if you’ve never discussed racism or police brutality — now is not the time to go on about how upset Floyd’s killing made you. Nor is it the time to ask them if they think you’re racist.
„That’s asking someone going through grief to handle your emotions,“ Kraus said.
But do let them know you’re there to support them however they need, whenever they need.
