On May 25th, the earth stood still, and every single person was challenged to break the silence and rise in response. In one moment, millions of people from all races, cultures, creeds, sexual orientations, gender identities, and political persuasions, spoke out in harmony. They sang out the same chorus, “Black Lives Matter.”
This reality of injustice was not birthed in 2020. Racial prejudice and inequality have been an ongoing echo in every business sector, faith community, and university campus for centuries. But, this moment in history shifted the narrative and challenged leaders to implement changes to all leadership areas.
Black Lives Matter is not merely an expression. It is an expectation, precisely an expectation of Millennials in the workplace.
Millennials are different. They see the world from a diversified perspective and perceive inclusion and equality as human rights; not optional privileges. After all, Millennials and Gen-Z are the most diverse generation and comprise more than 50% of the US population.
For Millennials, the Black Lives Matter movement is more than a generational ideology–––it is a generational demand for implementation.
Corporations can no longer ignore Millennials. In many ways, if they want to create companies where black lives matter, then they need to understand how Millennials define diversity and inclusion. So, where should corporate leaders start?
1) Step out of the office and into their shoes.
It’s impossible to learn a new language without stepping into a new culture. The same is true for company culture. Becoming a company that operates within the constructs of diversity, equality, and inclusion is more than an addition. In many ways, it’s a replacement. If business leaders want to create a company where Black lives matter, then they must be willing to remove their cultural lens and view racial justice from the perspective of their Millennial workforces.
72% of all Baby Boomers are white. However, according to Pew Research, nearly six-in-ten minority Americans are Millennials or Generation Z. If companies are looking to change their organization’s structure and reputation, they also need to understand how generational experience influences corporate culture.
The majority of those in leadership stems from the Generation X or Baby Boomer generation. If companies want to create environments that represent and resonate with BIPOC (Black Indigenous and People of Color), they must understand their own generational biases that influence their perspective. They should also recognize how their own biases and generational experiences influence their perceptions of diversity and inclusion.
2) Expand your table and add more chairs.
Usually, when executives, especially those who are white, try to lead this conversation, they strip away the rights of those around them and present an environment that accepts tokenism, not equality. However, if companies want to develop corporations that represent BIPOC, they have to learn from BIPOC and let them lead the conversation.
One of the most significant barriers to change is when leaders operate from a place of assumption. This is why, if racial equality is dependent upon executives leaning in and listening. They have to be willing to step out of the driver’s seat and invite people to direct the conversation and provide the solutions.
If corporations want to present their support for Black Lives Matter, then they need to start with expanding their table. This means that all voices need to be welcomed and included when it comes to decision making and workplace policies. If companies want to change their organization’s narrative, they must be willing to give up the microphone.
3) Listen, learn, and step back.
It’s not uncommon for most corporate executives to be type A and thrive off of activity. This type of can-do attitude is imperative for a company to function and move forward. However, it can also be one of the most significant barriers to creating effective change.
Racial justice cannot be measured by algorithms or activity. It can only occur through authentic conversation and community engagement. In many ways, becoming a company where Black lives matter requires leaders to step away from the hamster wheel and step into the round-table discussion.
Sometimes, the best choice for companies is to take a step back or stand still before choosing to move forward. Developing an infrastructure representing all people means that organizational influence needs to be formed from a communal approach. If corporations want to be known as being diversified, then they need to give themselves time to evaluate and measure their present reputation before outlining their racial inclusion policies. Hitting pause is purposeful.
4) Let younger generations lead the change.
90% of Generation Z Americans believe that racial justice and equality need to be central to all sectors.
Millennials and Generation Z are some of the most vocal supporters of Black Lives Matter. This is why, if corporations are looking to create environments of change, they have to develop an organizational structure that exemplifies the values and expectations of younger generations within their workplace. Understanding diversity and inclusion from the perspective of Millennials and Generation Z is intrinsic to a company’s survival.
If companies want to create an environment where Black lives matter, then they have to start by inviting all voices to the table, listening and learning from BIPOC, looking at their own biases, and measuring diversity and inclusion based upon Millennials and Generation Z’s expectations.
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