Corporate Response to Racism

 

Corporate Illusion... They don't care

posted by Laythan at 6:48 PM

I personally don't think companies really want to hear the truth or are honestly ready to look at their company structures, hiring processes, leadership, management, employees and truly weed out or learn about the nuanced, indirect, or covert racism companies take part in. It's a level of awareness and education that is involved and it does not happen overnight. Having a blanket "zero tolerance" policy with zero understanding that racism is not always direct but can be embedded in management styles and leadership practices does nothing. It takes time to change a culture within a company and most in leadership are not about to invest in change because it does not impact them and they can't tie a dollar amount to the return on investment.

 

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Nishant 11:32 PM

What type of investment do you think leadership needs to make?

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Seyar 12:44 AM

Very good question! I don't think there is one thing to do...I think before they can invest they need to make sure they can properly identify the problem. I would start with everyone in a leadership or management position to be required to read books that teach them about racism. The New Jim Crow, White Fragility, Blindspot, or How to be an Anti-Racist are just a few of dozens of books available to shed insight on racism. Have trainings that actually teach employees how to self assess personal bias, identify situations where implicit bias, and identify covert racism present. Next I would form a diverse committee to review policies and practices that systemic racism is present and those that take part in it. Have employees evaluate the company or how they handle address racism. Look at your leadership and truly ask is it diverse if not, why is that? Who makes that decision? Is it even known that in many companies blacks do not get the opportunity to be fairly vetted for leadership positions.

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Seyar 5:03 AM

I want to see a picture of the Executive Leadership Team and company board. I want to see the HR sanctions against micro-aggressions. I want to read about the diversity guidelines and promotion policies. I want to see the numbers on company hiring of Black people and people of color and the retention results. I want to see the funding for the affinity groups. I want to read about the community outreach. I want to read about the accessibility efforts and guidelines. I want to read the immigration assistance programs. I want to read the family paid leave guidelines and child care assistance. I want to read the health care plans and mental health assistance programs. I want to see the political donations. - Lauren Silva

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Brent 9:58 PM

I agree with you on this. The only challenge would be would you have positions where you intentionally hired a minority or what happens if a minority isn't the best interviewer for a position? How are you able to make a decision in that situation?

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Seyar 11:17 PM

Why is that a challenge? Being the best interviewer or best qualified is relative because personal bias can impact that decision... I wouldn't advocate for a lesser qualified individual to be in a position of leadership because of their race. Although that happens and no one ever questions when companies intentionally hire white, this is solely about giving qualified blacks a fair opportunity in leadership roles. There seems to be an assumption that when we speak of diversity hiring or blacks in executive leadership positions people automatically jump to questioning if a black candidate is the best qualified, or the standard is being lowered or the black candidate is given something they have not earned. No one ever looks at an all white exec. board and questions are they the best, and will ignore discrimination practices to uphold the good ol' boy system. People can live w/ systemic racism as the norm on a job but will see challenges when affording qualified blacks opportunity

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Trent 6:10 PM

It's not a challenge but what could happen is hiring could then become only by skin color similar to the current process. I'd say maybe the company starts to be more open about the hiring process, so the public can know exactly what they are measuring during the hire and then we can see if people are truly getting a chance or if they are just hiring their friends and using nepotism. agree or disagree?

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Imran 9:04 PM

Do you really believe that would happen? Have you had any concerns about current hiring processes? What is the likely hood of companies risking their reputation to hire unqualified black executive leaders? Not likely... It's not that I disagree, I just find it interesting that the conversation goes to wanting to create a perfect solution to protect the companies but before now rarely has the question been asked "Are we hiring the most qualified candidate regardless of race".. We want assurances when companies seek out black hires, and want to feel comfortable with black hires, and to make sure they don't have an unfair advantage but its been okay when hiring processes favored white hires? Do you see what I'm saying? You need proof that people hire their friend's cousins unqualified babysitter for a job, or for nepotism? I support transparency in the hiring process but was that a concern for you before the mention of diversity hire and opening opportunities to black executives?

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Saeed 3:22 AM

I believe it... A classmate of mine just told me that her white coworker/friend that works for a major company attended a meeting w/ executive board members and told them to ignore employees issues and questions pertaining to racism in the workplace and what is going on. She said a C-suite individual stated to them in the closed door meeting that they do not support BLM and that they stand by it being an anti-cop movement and hate group. She also stated the company would put out a statement saying they support the movement only because it is good press, but that internally they are to do nothing ... smh crazy

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Donte 6:07 PM

There is a lot of racism and negligence in the workplace in this day and age still. I Wanted to share my experience because this story should be put in light for those who don’t speak up for others in the workplace because I did that. As a product manager, I work closely with multiple teams but when it comes to naming new products or services a lot Executive Leadership is involved. We were getting ready to move along with our naming until there was a discovery. The discovery was that our naming of “Human Betterment” actually is in reference to human sterilization and making every other race pure through trial and error of eugenics. Sickening! The sad part is that I didn’t support one of the people I respected the most at the company which was a black woman who was the only one to speak up multiple weeks. We all stayed in silence while we watched the distraught and frustration from her because of it. The only reason we were able to rename was because she continually brought attention.

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Jaryd 8:51 PM

I can respect the honesty... I ain't patting you on the back for doing nothing but I do appreciate you speaking on the experience you witnessed and how you realized your silence was wrong. We all have room to do better when we see instances of racism and wrongdoing.

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Naqeeb 12:55 AM

This is especially true in the tech world. You are hearing a lot of venture capitalists and firms announce they’re taking meetings with minorities. The real question is are they taking meetings to please their white guilt or are they scheduling these meetings with intentions of writing checks 🤔

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Ostyn 4:09 PM

I doubt it is to appease their white guilt because they not actually helping just wasting time.. It's really for them to be able to construct some kind of bogus PR to say they support or have provided "guidance" and "assistance" to minorities.. It's a joke and a coded way of saying we aren't doing anything but pretending to care. The reality is they are only fooling themselves and their less aware counterparts. The intent is to never actually help a Black person by using their financial resources.

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Dannie 11:26 PM

The real question is how to get together and make change in the workplace on this issue? bc if the current climate of the country only has them doing more PR wth will it take to change?

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