We need to talk about racial justice issues at work. Here’s how

Over the last few weeks, I’ve gotten a version of the same question from clients and journalists: What have companies learned about racial injustice over the last year? If I’m being honest, I’ve asked myself this as well. More importantly, what actions have they taken, and what are we to make of those actions?

In 2014, Mike Brown’s murder sparked an uprising that rippled from Ferguson throughout the U.S. In 2020, George Floyd’s murder (but not that of Breonna Taylor) similarly catalyzed a powerful shift in the conversion about racial injustice and the ongoing impact of systemic racism. How do we put into context the year of commitments—and some corporate backlash—and what can we glean about how to move forward for the next years to come? 

One thing is patently clear: The increased exposure to the realities of racial injustice has undoubtedly shaped people’s opinions. Paradigm’s survey of 2,000+ American adults conducted in mid-May found that 69% of people think racial injustice is a problem in the U.S., and 60% think it’s a bigger problem now than they thought it was before the events of the past year.

These data aren’t shocking. They build on my own research and that of others on how influential it can be to learn about discrimination (whether in individual stories or through group protests). But it’s encouraging to see a consensus among people of different ages, races/ethnicities, and genders. 

However, as we dug a bit deeper into the data, there were some interesting differences that emerged, and those nuances can inform how organizations evolve their diversity, equity, and inclusion strategies and handle workplace conversations about racial injustice.

YOUNGER PEOPLE HAVE HIGH EXPECTATIONS OF THEIR WORKPLACES

While the majority of people in every age group think racial injustice is a problem, 18-44-year-olds are more likely than those over 45 to think racial injustice is a bigger problem than they thought it was before the past year (66% vs. 55%).

Young GenX-ers, Millennials, and GenZ-ers also expect more from their employers. While the majority of people in every age group said they think we should be able to discuss racial injustice at work and that companies should take action on racial justice issues, 63% of 18-44-year-olds said they would consider leaving their employer if it didn’t speak out against racial injustice, compared to 40% of people over 45 years old.

Questions I sometimes get from leaders are:

• Why can’t we leave what’s going on in the world outside of work?
• I believe racial injustice is wrong, but why is it my company’s responsibility to get involved in this conversation?

I typically share three reasons why that’s a poor strategy: 

• It’s a nearly impossible ask, especially for employees who are people of color, to just pretend that the world around us does not exist. What happens in the world impacts our communities and our individual sense of safety and well-being. Employers should demonstrate that they’re aware of this impact and provide their support. 
• These conversations are going to take place at work regardless. By creating dedicated spaces for them, they’ll be more productive and less likely to cause harm. 
• If we want to make meaningful change around racial injustice, we need to be re-educating ourselves and learning new behaviors in every single space we occupy. This re-education process is continuous and cannot merely be accomplished by reading one book or having a single dialogue; it must be ongoing. We spend a lot of time at work, and we interact with people of all different backgrounds. It’s an ideal place to upskill ourselves.

Now, with this new data, the case is even clearer. If you want to attract and retain employees—particularly younger generations—you need to take a stand and continue to build your organizational skills around addressing racial injustice. 

AWARENESS OF RACIAL INJUSTICE IS INCREASING MOST AMONG PEOPLE OF COLOR

This past year has spotlighted the systemic, often tragic impact of racial injustice, and when asked whether they now see racial injustice as a bigger problem compared to a year ago, 68% of people of color agreed, versus 55% of white people. (For statistical significance, we grouped the responses of Black, LatinX, Asian, and Indigenous people.) 

This gap is not particularly surprising. My previous research highlights that people of color tend to see racism as more prevalent than white people. But, these data beg the question: In what ways did people of color become more aware of racial injustice this year? With an increase in hate crimes targeting Asians (undoubtedly linked to President Trump’s “China virus” rhetoric), the murders of Black people, or a pandemic that disproportionately impacted people of color— particularly those from the Latinx community—the past 12 months have demonstrated how systemic racism undermines equity across many groups. Although people of color may have been aware of the impact of racism on their own community, I believe the events of the past year sparked moments of recognition and solidarity among marginalized groups.

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