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The country erupted this past week. The balance of social order and civil democracy has been disrupted, and citizens have quickly organized to express their displeasure and demand change. This is a leadership moment, but most leaders aren’t prepared.
While George Floyd’s murder may have been the catalyst, the truth is this struggle has been in existence for four centuries. Black Americans have been fighting for their rights, and paying with their lives, since 1619 — when approximately 300,000 Africans were enslaved and imported to the United States.
Black Americans, for example, are three times as likely to be killed by the police as white Americans; since 2015, 1,265 have been the victims of fatal police shootings. If looking at this year alone, 84 Black Americans have already been shot and killed by the police. Further deepening the pain, 99% of police killings between 2013 and 2019 did not result in officers being charged with a crime; these shootings took human lives before due process, an action that cannot be reversed.
The divide, however, extends beyond police brutality: More than 1 in 5 Black Americans live in poverty, compared to 1 in 10 whites, and the average Black worker earns 27.5% less than the average white worker. Fewer Black people have college degrees, and fewer own homes. Covid-19 exposed the dramatic racial health gap, as well, with Black Americans accounting for nearly twice as many deaths as would be expected based on their share of the population.
These disparities, which run both wide and deep, result from long-standing public, private, and corporate policies, such as redlining, the original exclusions to Social Security, and the application of the GI Bill — many of which the police enforced.
In recent years, technology has enabled the Black community to voice its concerns about police brutality in a variety of ways — from the Black Lives Matter movement to Colin Kaepernick’s kneeling on the football field — but very little has changed. Black parents still feel it necessary to give their children, particularly their sons, “The Talk,” because Black lives are still at risk no matter where they go.
It is no wonder, then, why protests this week have reached a boil all over the United States and throughout the world.
We, Black people, people of color, and supportive allies of every race and creed, are tired. We are frustrated. We are angry. And we will continue to fight for equality, for as long as it takes.
From the perspective of corporate leaders, of whom the majority are white, this presents a significant challenge. Even if you are sympathetic to “the cause,” you are likely unsure of the best path forward.
How can you lead teams through this social justice crisis?
How do you serve as allies to the movement while still fulfilling business imperatives?
What is your responsibility to change corporate policies and practices that promote inequality?
To get started answering these questions, every white leader should take three steps right now: learn, listen, act.
1. Learn
Take it upon yourself to study the history of racial injustice in the United States. Learn from Black experts, respect the perspectives of your Black colleagues and/or friends, and understand that your white perspective is skewed by privilege and racism. However, always keep in mind that it is not the duty of Black people to edify you: You need to take responsibility for educating yourself.
By doing so, you will be able to lead with more information, sensitivity, and context. You will be better positioned to develop holistic solutions that address the root issues of inequity, rather than issuing temporary bandaids that do little more than generate publicity. In addition, you may be able to better engage with people of color (employees or otherwise) and their colleagues from a place of renewed understanding and empathy.
“This crisis has been brewing for hundreds of years,” Kenneth Frazier, the CEO of Merck, told CNBC. He implored businesses “to use every instrument at their disposal” to reduce these enduring historical barriers, noting that: “Even though we don’t have laws that separate people on the basis of race anymore, we still have customs, we still have beliefs, we still have policies, we have practices that lead to inequities.”
2. Listen
Taking responsibility for your own education, however, does not mean disregarding Black ideas and Black voices. While you should not be leaning on your Black peers or employees for enlightenment, you should be listening to every Black voice that provides insight.
In fact, since you, as a leader, are coming from a position of power, you should do more than listen; you should provide a platform for these individuals. Leslie Mac, an activist and community organizer, urged white Americans to “be cognizant of how detrimental it is when they lead with how they’re feeling in moments like this.” Rather than making a corporate statement about how “sad” or “shocked” you feel, for example, take this opportunity to champion marginalized voices that might otherwise not be heard.
In a message shared on Twitter, Marvin Ellison, the CEO of Lowe’s, acknowledged that it can be difficult to “determine what to say and what to do during these trying times.” Ultimately, he said, “We need to remember that the best action we can take is to unite in solidarity and show that the legacy of racism and inequality has no place in our company, our hearts or in this world.”
3. Act
In 2014, when Michael Brown and Eric Garner were killed by police, few brands made public pronouncements. Yet in the aftermath of George Floyd’s death, everyone from Netflix to Nike was quick to take a stand. Though their comments are far superior to silence, the Black community needs much more than words. It needs more than money, too: While Facebook’s $10 million for racial justice or Glossier’s $500,000 for Black-owned beauty businesses are commendable beginnings, they are not enough.
If your company truly wants to make an impact on the lives of Black America, you need to turn the lens on yourself: How many Black employees, executives, and board members do you have? (Whether we are considering employees at tech companies or executives in the Fortune 500, the numbers are universally abysmal.) How are you investing in your communities and empowering Black students? How are you reducing microaggressions and biases in the workplace? Which of your corporate policies and actions, regardless of intent, are promoting and sustaining white privilege?
As Rashad Robinson, president of the civil rights campaign group, Color of Change, told the Washington Post: “We don’t need empathy, we need political change. We don’t need charity, we need justice. Corporations have to be willing to put their might behind things they care about.” Or, as influencer Jackie Aina pointedly told The New York Times: “If you are capitalizing off of a culture, you’re morally obligated to help them.”
Resolving issues related to racial disparity and social justice will not happen overnight. It will likely not happen over years, but it can happen over our lifetimes. If we want to change the world for our children — if we want to finally see a day where Black Americans do not need to be afraid whenever they watch birds or go for a run — then corporate America must play its part. You, today’s leaders, must play your part. Learn, listen, act, and you can help transform our country forever — and for better.
