Uncertainty, fear, and discomfort. Oftentimes, leaders will feel one or all of these emotions when another event has happened in the world that impacts the physical, mental, or emotional well-being of their employees. As a country, we are still navigating the effects of a global pandemic, while being faced with increased acts of violence and tragedy day after day, and one thing is quite clear...it is not business as usual. Yet, many business leaders still choose silence in the wake of tragedy, feigning normalcy or lacking the confidence to address it.
Over the last two years, employees have been urging company leaders to be more transparent about their stance on social issues. In fact, 60% of people said that when considering a job, they expect the CEOs to speak out publicly about controversial social and political issues that the prospective employee cares about, according to the 2022 Edelman Trust Barometer.
Silence is loud and can be misconstrued as "indifference." We encourage business leaders to speak up on systemic injustice, economic inequality, and other tragic events in order to lead inclusively and demonstrate their commitment to DEI in the workplace.
Since these conversations can be difficult to navigate, we’ve listed 4 key considerations for business leaders when addressing sensitive topics of racial violence, inequity, and mental health in the workplace.
When tragic incidents arise, leaders need to allow themselves to be vulnerable in these moments, speaking from the heart with empathy, transparency, and intentional language.
For example, the May 2022 shooting in Buffalo, NY was not an "unfortunate accident,” it was a violent act of domestic terrorism and white supremacy. Acknowledging the incident for what it is allows leadership to denounce the murders, and discuss support for employees and the company's future actions. Most importantly, it disrupts the "business as usual" narrative. A traumatic event occurred and that impacts employees, especially employees of color.
Company leaders must create a space for open dialogue where historically underrepresented employees are able to share how this event is impacting them, their families, and their community. This may look like the People Team partnering with an internal ERG to host a listening session for employees to have an opportunity to grieve, share their feelings, and learn more about available resources.
One conversation isn’t enough. Use regular All Hands meetings or even 1:1s to check in on employees’ mental health, bandwidth, and need for support in their role.
Tragic events such as the recent mass shootings in the U.S are emotionally taxing and traumatic. Providing employees with access to emotional support resources is critical. This may look like:
Demonstrate and reaffirm your organization is committed to nurturing an inclusive and equitable workplace by engaging in ongoing dialogue, taking intentional action, and maintaining transparent accountability with the understanding that this is a long-term investment and not a one-off conversation. Share upcoming efforts that are part of this commitment.
For example, if your organization is committed to mitigating unconscious bias in the workplace, intentional DEI efforts may look like:
Through programming, consistent listening sessions, and an action-driven roadmap, Perfeqta has worked with dozens of organizations that have transformed their company cultures into workplaces where all employees feel seen, heard, and safe.
Here’s what our DEI strategic consulting services provide:
If you’re interested in working with Perfeqta for a long-term DEI strategic plan, get in touch with our team here.
Here are six essential traits of a leader who wants to build a healthy company culture, and make employees feel valued and supported.
Before asking employees to return to the office full time, take a look at some of these remote work best practices.
When you create a workplace that gives employees a sense of belonging, you’ll see performance, productivity, and profits increase – and you do it by being an ally and prioritizing the safety and wellbeing of every team member. Allyship requires intentional effort, self-education, self-awareness, action, and results. Allies understand and recognize privilege, and in some cases, will share that privilege with others.
Sign up for Perfeqta’s free newsletter to stay up to date on the latest talent development trends.
Prepare your company for a future of work that is diverse, inclusive, and people-first.
Tell us about your employee development goals and how our team can help you.