Anti-Racism Actions Companies Can Implement in Honour of International Day for the Elimination of Racial Discrimination
March 21st marks the International Day for the Elimination of Racial Discrimination, commemorating the tragic events of 1960 in Sharpeville, South Africa, when police fatally shot 69 people who were peacefully protesting against apartheid “pass laws”. Despite progress, racialized and religious minority communities in Canada still face discrimination daily. Join us in this blog post as we explore tangible and manageable steps for corporations to combat systemic racism and promote inclusivity on this significant day.
1. Diverse Hiring Strategy:
One of the most impactful ways companies can combat racial discrimination is by implementing a diverse hiring strategy - not merely tokenism. This involves actively seeking out candidates from diverse backgrounds and ensuring equitable opportunities for all applicants. By prioritizing diversity in recruitment and hiring processes, companies can create a more representative workforce that reflects the rich tapestry of society.
Putting it into Action:
Use a Structured Interview Process: Implement a structured interview process with standardized questions to ensure fairness and consistency across all candidates. This helps reduce the influence of personal biases in the decision-making process.
Training for Interviewers: Provide training for interviewers to recognize and mitigate unconscious bias during the hiring process. This can help ensure that candidates are evaluated based on their skills and qualifications rather than subjective factors.
Unbiased Job Descriptions: Review and revise job descriptions to eliminate biased language that may deter certain demographics from applying. Focus on the essential qualifications and skills required for the role.
2. Open Dialogue and Listening Sessions
Establishing open dialogue and hosting listening sessions can create a safe space for employees to discuss their experiences with racism and discrimination. These sessions provide an opportunity for individuals to share their perspectives, concerns, and suggestions for improvement. By actively listening to the voices of marginalized groups within the organization, companies can gain valuable insights and foster a culture of empathy and understanding.
Putting it into Action
Establish Ground Rules: Set clear ground rules at the beginning of the session to ensure that participants feel respected and heard. Ground rules may include guidelines for active listening, respecting confidentiality, and refraining from judgment or defensiveness, specifically when listening to people who have experienced racism.
Acknowledge Power Dynamics: Recognize and address power dynamics within the group, especially if facilitators or participants hold positions of authority. Encourage equal participation and ensure that everyone's voice is heard and valued.
Listen Actively: Practice active listening by giving your full attention to speakers, maintaining eye contact, and using nonverbal cues to show empathy and understanding. Avoid interrupting or imposing your own opinions or experiences onto others.
3. Training on Addressing Racist Behaviour
Companies should provide comprehensive training around how to recognize and address racist behaviour in the workplace. This training should equip employees with the tools and knowledge to call out discriminatory practices, challenge biased attitudes, and promote inclusivity. Additionally, fostering a culture of accountability ensures that individuals are held responsible for their actions and words, creating a safer and more respectful environment for all.
Putting it into Action
Define Racist Behaviour: Start by clearly defining what constitutes racist behaviour within the context of your organization. Provide examples of overt and covert forms of racism, including microaggressions, bias, and discrimination.
Practice Active Bystander Intervention: Teach participants how to intervene effectively when they witness racist behaviour in the workplace. Provide strategies for safely and assertively addressing the behaviour while prioritizing the well-being of all parties involved.
Explore Organizational Policies: Review existing organizational policies and procedures related to diversity, equity, and inclusion, including those for reporting and addressing racist behaviour. Ensure that participants understand their rights and responsibilities under these policies.
4. Enforcement of Anti-Discrimination Policies
It is essential for companies to enforce robust anti-discrimination policies that explicitly prohibit racist behavior and harassment in the workplace. These policies should be clearly communicated to all employees and backed by effective enforcement mechanisms. By holding individuals accountable for violating these policies, companies send a clear message that discrimination will not be tolerated under any circumstances.
Putting it into Action
Leadership Support: Gain visible support from company leadership for enforcing anti-discrimination policies. Leaders should set an example by adhering to these policies themselves and taking swift action when violations occur.
Clear Communication: Ensure that anti-discrimination policies are clearly communicated to all employees through employee handbooks, training sessions, and company-wide communications. Make sure employees understand what behaviours constitute discrimination and the consequences for violating these policies.
Prompt Investigation: Promptly investigate all reports of discrimination in a thorough and impartial manner. Designate trained investigators to handle these cases and ensure that investigations are conducted promptly, fairly, and confidentially.
Zero Tolerance Policy: Adopt a zero-tolerance policy towards discrimination in the workplace. Make it clear that discriminatory behaviour will not be tolerated under any circumstances and that appropriate disciplinary action will be taken against offenders.
5. Public Advocacy for Racial Justice
Companies have a platform and influence that can be used to advocate for racial justice and equality beyond the confines of their own workplaces. By publicly speaking out against racism, supporting anti-discrimination initiatives, and partnering with community organizations, companies can contribute to broader societal efforts to combat racial inequity.
Putting it into Action
Authentic Commitment: Ensure that your advocacy efforts are rooted in a genuine commitment to racial justice and equity, rather than being driven solely by public relations or marketing goals. Authenticity is key to building trust and credibility with stakeholders.
Use Platform and Influence: Use your corporate platform and influence to amplify the voices of underrepresented communities and advocate for policy changes that address systemic racism and inequality. Leverage your brand’s visibility, social media channels, and corporate partnerships to raise awareness and drive action.
Support Grassroots Organizations: Partner with grassroots organizations and community leaders who are working on the frontlines of racial justice advocacy. Provide financial support, resources, and volunteer assistance to help amplify their impact and reach.
Be Prepared for Criticism: Recognize that advocating for racial justice may generate criticism or pushback from some stakeholders. Be prepared to address concerns and engage in constructive dialogue while staying true to your values and goals.
6. Encouraging Ongoing Engagement and Collaboration
Eliminating racial discrimination requires sustained effort and collaboration across sectors. Companies can play a pivotal role in fostering ongoing engagement and collaboration to address the root causes of racial discrimination and promote systemic change. By partnering with stakeholders, supporting research and advocacy, and investing in initiatives that promote diversity and inclusion, companies can help build a more just and equitable society for all.
Putting it into Action
Establish Partnerships: Forge partnerships with non-profit organizations, advocacy groups, government agencies, and other stakeholders working to address racial discrimination. Collaborate on joint initiatives, share resources, and leverage each other's expertise to maximize impact.
Promote Supplier Diversity: Foster supplier diversity by actively seeking and doing business with oppressed populations and women-led enterprises. Incorporate supplier diversity goals and metrics into your procurement processes to create economic opportunities for historically marginalized communities.
Support Employee Resource Groups (ERGs): Empower employee resource groups focused on racial diversity and inclusion within your organization. Provide funding, resources, and leadership support to help these groups drive initiatives that promote awareness, education, and advocacy both internally and externally.
Anti-Racism work in Corporate Gatherings
As event specialists, we know there's an opportunity to work toward the elimination of racial discrimination through meaningful corporate events and gatherings. Recognizing the importance of inclusive event planning, companies can take specific actions to ensure their events are welcoming and respectful environments for all attendees. Here are additional strategies for companies to incorporate into their event planning efforts:
1. Hiring Diverse Speakers: When organizing events, companies should prioritize hiring diverse speakers who represent a range of backgrounds and perspectives. Diverse representation not only enriches the event's content but also sends a powerful message about the company's commitment to inclusivity and diversity. By featuring speakers from different racial and cultural backgrounds, companies can provide attendees with valuable insights and promote diversity within their industry.
Putting it into Action
Partner with a Speaking Bureau: Work with a speaker’s bureau to connect with speakers and ensure they are offered equitable pay.
Strengthen your relationship with BIPOC communities: Building relationships with communities ensures you will have relationships in place when you are planning speakers for your events. It also allows companies to provide speaking opportunities to people who may not have had the opportunity to share their experiences and expertise.
2. Offering Content Trigger Warnings: Sensitivity to attendees' experiences is paramount in event planning, especially when discussing potentially sensitive topics related to race and discrimination. Companies can offer content trigger warnings for sessions or presentations addressing challenging or triggering subjects. This allows attendees to make informed decisions about their participation and gives individuals the opportunity to step away if needed, ensuring their well-being and comfort are prioritized.
Putting it into Action
Training: Provide training around what can be triggering for individuals so content creators have the information they need to access their content.
Templates: Include it in your slide templates/script notes so employees have it at hand and can remove it if it’s unnecessary.
3. Offering Quiet, Safe Spaces: Recognizing the importance of providing inclusive environments, companies should offer quiet and safe spaces for attendees needing a break or a moment of solitude during events. This can also be used by guests needing the space based on a trigger warning. These designated spaces should have comfortable seating, calming decor, and resources for individuals seeking support or assistance. By prioritizing the well-being of all attendees, companies demonstrate their commitment to creating inclusive and accessible events for everyone.
Putting it into Action
Add it to your event request template: Ask your venues if there is a space close to the main event that can be used as a quiet space for guests who may need a moment of stillness.
Emcee Prompts: Include it in your emcee notes so guests are aware it’s available to them.
Signage: Clear wayfinding for guests to find the quiet space(s).
4. Celebrating Cultural Diversity: In addition to hiring diverse speakers, companies can host events that celebrate cultural diversity and promote cross-cultural understanding. These events can include cultural showcases, food tastings, music performances, and interactive workshops that highlight the richness and diversity of different cultures. By celebrating cultural diversity, companies not only foster a sense of inclusivity but also create opportunities for learning and appreciation among attendees.
Putting it into Action
Catering menus: Build relationships with caterers who can offer menus that celebrate foods from around the world.
Event Brief: Add cultural diversity into your measurement of your event. Where can it be incorporated, where can you create a deeper sense of belonging for attendees.
By incorporating these event-focused solutions into their planning processes, companies can contribute to the elimination of racial discrimination and create more inclusive and welcoming event environments. These efforts contribute to building a more inclusive and equitable society where everyone feels valued and respected, regardless of their race or ethnicity.
Whether through their corporate policies and operations or through their gatherings, companies have a responsibility to actively participate in the elimination of racial discrimination. By implementing these practices and putting them into action, companies can contribute to creating more inclusive and equitable workplaces and communities. Together, we can work towards a future where all individuals are treated with dignity, respect, and fairness, regardless of their race or ethnicity.
