By Deb Muller, on July 10, 2020
After reading hundreds of Black Lives Matter black boxes, blogs and letters in the media by CEOs, I am discouraged. Don’t get me wrong. These organizations are pledging funds to external organizations, promoting black-founded businesses and driving community and political action – all admirable and essential.
But what’s missing from most of these posts are acknowledgments of how these leaders are investing in their own organizations to diagnose and come to terms with the current state and make bold decisions to drive change at home. Taking action against racism means real action – and it must start in your own backyard.
Change is driven through behaviors (what we do) and our embedded processes (how we do it) that, without checks, can consciously or unconsciously support racial injustices. Organizations must hold themselves accountable by coming to terms with their current state and putting in place means to measure progress against established goals.
I recently took another look – through a discrimination lens – at our recently published Fourth Annual Employee Relations Benchmark Study. The data reveals there is much work to be done. While the overall stats demonstrate employee relations is becoming increasingly strategic (e.g., 52% of ER teams now report to the CHRO, etc.), the data as it relates to discrimination and the processes in place to prevent it are troubling.
If you really meant it when you said you were ready to lead change, let’s talk. We’re all in this together and we are here to help you now. I’m at firstname.lastname@example.org.
Deb Muller is the CEO of HR Acuity, a technology solution that combines documentation, process, and human expertise so organizations can meet the challenge of managing employee relations in the modern world. Be proactive. Manage risk. Create a safer workplace.