Canadian HR Reporter

N E W S 8 www.hrreporter.com Taking D&I initiatives further to truly address racism in the workplace Employers may post well-meaning statements in support of the Black Lives Matter movement, but there's a lot more they can do to combat racism in the workplace, finds Sarah Dobson, in talking to diversity experts AFTER the wave of protests around t h e w o r l d a d d r e s s i n g systemic racism and police brutality, many employers put out statements supporting the cause. But when it comes to the workplace, do these kinds of gestures really make a difference? Diversity experts say there's a lot more work to be done. It's great to for employers to step up and say, "This is what we're doing right now," but it's about continued action, says Ann Divine, CEO of Ashanti Leadership and Development Services in Halifax. years... without looking at the systemic barriers, looking at your hiring practices, looking at your advancement or even how you retain Black employees." Reaching true analysis Employers are in a unique position to create a future of work where Black lives really matter in the workplace, but also to model what it looks like to create an equitable workplace, she says. "A lot of companies look at inclusion as having D&I [diversity and inclusion] strategies of 'Let's support a racialized or Black community group, let's create a group within our workplace,' but it doesn't go beyond that, it doesn't go to equity." Employers need to look at how they are collecting race-based data within their organization, says Percil. "How is the information being used to address the emotional tax or the challenges that Black employees face in the workplace?" she says. "[It's about] actually taking action: What does accountability look like? And what does it truly mean to be an inclusive leader?" It's about deepening the analysis and using an anti-racism, anti-oppression perspective to ask tough questions, says Sojourner-Campbell. "Are we, our employees and our "Once you start this journey, it's the process of continuous learning. It's not just for today; there has to be a commitment, there has to be a dedication and a willingness. And, sometimes, it means going against the grain." The words of support are certainly h e l p f u l , s ay s To m e e E l i z a b e t h Sojourner-Campbell, managing director and principal consultant at Tomee Sojourner Consulting in Toronto, "but, in terms of looking at their employment systems, understanding fundamentally how anti-Black racism and how racism and systemic discrimination either lives in their workplaces or is around them, they need to be more cognizant of that as they go forward in the type of services to deliver, the type of employment environment that they offer." What we're seeing from employers is an example of performative allyship, says Karlyn Percil, CEO of KDPM Consulting Group in Toronto. "A lot of companies are now doing the whole performative thing and 'Well, yes, we do care; we do want to be a part of the conversation.' But just placing the tweet without any further information… simply saying that you stand in solidarity or 'Black Lives Matter' is just really a Band-Aid on the structural, the institutional, the interpersonal act of racism that has been around for so many clients, dealing with microaggressions? Do we have an understanding of what and how we root out systemic forms and individual forms of racism and other forms of discriminatory behaviour, actions, practices, beliefs so that we can truly live up to the expectations that we set out in our diversity and inclusion strategy?'" Diversity initiatives must be tied to performance management, says Divine. "What are you doing in terms of promoting? What are you doing in terms of engaging people from diverse backgrounds, and not just putting in place individuals who look very much like yourself… unknowingly, unconsciously giving that person preferential treatment as opposed to the person who doesn't come from the same background as yours?" she says. "We like to use the words 'the right fit.' Now, what does that mean? It means somebody who looks like me, somebody who behaves like me." Support Black employees It's important for employers to create a space and a permanent voice for employees at the decision-making table, says Sojourner-Campbell. "I don't see how an employer can address anti-Black racism and not RACISM A SERIOUS PROBLEM FOR MANY IN CANADA Source: Ipsos 47% Number of Canadians who think racism is a serious problem in Canada (compared to 69% in 1992) 23% Number of people who have been victims of racism (compared to 16% in 2005) 25% Number of visible minorities who see racism as a serious problem (compared to 13% of whites) 50% Number of visible minorities who are victims of racism (compared to 19% of whites)

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