10 Ways To Tell If Black Lives Actually Matter At Your Job

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Last year, the whole world witnessed one of the most glaring and repulsive acts of police violence captured on video when Derek Chauvin, with the active support and cooperation of his fellow officers, put the full weight of his body on the neck of George Floyd as he lay handcuffed on a street corner in Minneapolis, Minnesota. Bystanders looked on in horror telling officers to stop. They didn't. And Mr. Floyd died as a result.

In the days and weeks that followed, thousands upon thousands of Americans from all walks of life took to the streets braving a pandemic to call for justice and an end to the extrajudicial killing of African Americans by the police. It was an unprecedented outpouring of support.

Also unprecedented was the response on the part of many corporations, organizations and institutions. “Black Lives Matter” could be found emblazoned on the websites of such corporate giants as Amazon, Walmart and Facebook. In the non-profit sector, many organizations published statements in support of the movement, naming institutional racism as a reality they sought to see changed.

In the year that has passed much has happened. Derek Chauvin is now one of the very few former police officers to have been found guilty for the murder of an African-American. He has been sentenced to over 20 years. The trials of the other officers involved will commence in the months to come. Moreover, a few cities have enacted legislation that seeks to curtail the powers of the police.

With all that has happened, there is plenty that has yet to happen. Despite the appearance of support from the private and public sectors, the lives of Black people continue to be hounded by racism on the job, and the lasting effects of institutional racism continue to hamper their economic advancement.

To make the proclamation Black Lives Matter real in the workplace requires more than statements of support for substantive change in the criminal justice system. It also requires a critical change in how these same corporations value the lives and labor of Black people whose work is essential to their goal attainment and profit-making.

In that respect, I have devised a list of 10 essential indicators that Black lives actually matter at your organization or company or institution.

1. Diversity is a prioritized commitment in the hiring process.

The commitment to diversity should go beyond the obligatory equal opportunity statement. HR policies and practices should evidence a commitment to ensure racial diversity exists within the candidate pool and that the interview process is free from racial bias.

2. Orientation for all employees includes anti-racism training.

All employees must be made aware that racism on the job will not be tolerated. This is a necessary signal to African American employees that their employer is serious about creating a welcoming and inclusive work environment for them. The message must be clear that employees that engage in racist behavior on the job will be terminated upon investigation.

3. Black employees receive a pay rate that is equal to their white peers at all levels of employment.

Studies have shown that the racial wealth gap is a direct result of institutional racism. Employers must actively and consistently examine their wage and salary schedules to ensure that African Americans are not being exploited and that the pay scales are equitable across all levels of the organization.

4. There is a dedicated office that provides leadership and oversight in diversity, inclusion and equity.

Following the protests in June 2020, there was an uptick in hiring of chief diversity officers. Yet many such officers do not have actual offices; they work in silos and have no real power or influence. Organizations and companies must provide staff, funding and support for diversity officers that enable them to be successful.

5. Policies for Diversity, Equity and Inclusion are in place and made available to all employees.

It is imperative that any institution that proclaims Black Lives Matter must have policies that affirm such a profound statement. Such plans should include benchmarks for progress in areas of recruitment, hiring, retention and advancement. It is also necessary that such plans include policies addressing racial discrimination, retaliation and harassment.

6. African American employees have clear paths of advancement within the company.

There is a saying within the Black community that Black people often train the white people that end up becoming their supervisors. Years of experience and expertise are never a guarantee for opportunities for advancement within an organization for African Americans. Companies should take particular action to ensure that Black employees are given fair consideration for promotion. If an African American has been with a company for decades in the same position as they watch white employees move up within the department in a matter of a few years, there is a real problem that must be addressed.

7. African Americans receive pay increases commensurate with experience and expertise.

Black employees should not have to risk retaliation for complaining about not being offered salary and wage increases. Pay increases should be built into the employee performance review schedule. Companies should have in place pay increase schedules that are standard, and African American employees that obtain certifications and/or degrees in the course of employment should receive proper compensation for their added value to the company.

8. Health insurance is provided for all employees and contains plans that are responsive to the particular health needs of African Americans.

There is an abundance of studies that have shown that African Americans are disproportionately affected by a number of diseases. More recent studies have shown the various ways African Americans experience racism within the healthcare system. As the country reopens following the pandemic, organizations should be aggressive in creating work environments that are safe and healthy for their African American employees. In doing so, they will have also made the work environment safe and healthy for all their employees.

9. All non-executive staff have a right to collective bargaining.

Despite the occasional news of an African American being named the Vice-President of this or that department or office in a company, the vast majority of African Americans work in positions that rarely, if ever, get to see the C-suite, let alone work in one. Job stability for most African Americans is only afforded the possibility of being guaranteed as a consequence of belonging to a union. Companies and nonprofits that value their Black employees should show forth that appreciation by allowing and supporting their workers to engage in collective bargaining.

10. Retirement plans are responsive to the lived reality of their Black employees.

Retirement, for many African Americans, is a dream that is never realized. Life expectancy rates in the US have long indicated that African Americans are way behind their white peers. As a consequence, there is a discrimination that is inherent in institutional and governmental policies which result in African Americans experiencing difficulty in establishing an effective retirement nest egg. Experts predict that the lasting effects of COVID-19 will only widen that gap. Companies that provide retirement plans that carry an ever-growing awareness of this trend are those that enable their African American employees to envision a quality life after their days on the job are done.

For too long, the racist notion of Black people being “the last hired and first fired” has been an unsettling proverb passed down casually from one generation to the next within the Black community. Companies and organizations that seek to be viewed as committed to racial justice must go further than mere sloganeering. These 10 indicators provide a comprehensive blueprint that will create work environments that truly indicate that Black lives do matter on the job and enable your organization or company to become true champions in the work of making our society more racially equitable and just.