Rather than waiting for them to lead the charge, how about taking matters into your own hands?
I created this page to help guide and give you the tools you need to manage upwards, either as colleagues impacted by racism and discrimination or committed advocates and allies who want to be part of the solution.
This template is to help you, whether you are a Black or other minoritised colleague, or an ally, to constructively let your leadership teams know how you’re feeling.
I recognise that sometimes it can be difficult to start writing an email as I’ve stared at plenty of blank screens not knowing where to start.
This template is designed to help you:
Organisations can no longer afford to operate in ignorance to what is now a global dialogue – workplace equity and inclusion are under the spotlight more than ever.
Take our assessment and discover how your organisation measures against new and important standards.
Find out in under 3 minutes if your company is as inclusive as it should be
If you want your DEI and HR team to look at different approaches to check out Advancing Racial Equity (Virtual) Conference.
The lineup is incredible and they'll hear directly from CEOs who are doing the work, along with inspiring keynotes from Dr Shola Mos-Shogbamimu, and even a DJ set from Trevor Nelson.
And it goes without saying you are welcome too!
“If we focus on Black people, how is that fair to everyone else?” – A common concern expressed by both leadership and HR teams who are still grappling with the ‘what’ and the ‘how’.
There is a fundamental lack of knowledge about what we mean by equity. Partly because for decades we have focused on equality. We have espoused the mantra of treating everyone the same. Equal opportunity, no preferential treatment. And indeed, the HR profession as a whole is steeped in that approach.
When it comes to racism, there are very few people who are anti-equality. If you ask them whether they believe that Black people should be treated equally, they will wholeheartedly agree.
The challenge comes when you add in equity.
Fear of saying and doing the wrong thing holds back so many people from being part of the solution.
Leveraging your power and privilege to support your colleagues is a necessary part of anti-racism and committing to change.
These resources can help you be more effective in your allyship.
If you find you are continually asked to share your views on the barriers facing you at work, this is a helpful video to offer some alternative and constructive questions to ensure there is an equal if not more emphasis placed on majority white leaders, managers and colleagues to ask themselves why the status quo works so well for them.
We don't need to be fixed.
It's the culture of the organisations, and for that there is a role for the ‘majority' to offer insights based on their experiences, not the burden of the ‘minority' to always been the one to share our trauma.
The most practical tips an ally will ever hear.
As minoritised people, we are often asked how people should show up for us as allies.
Many of us would struggle how to answer that, other than saying ‘don't be a bystander'.
This podcast episode can be shared with any ally who wants to be part of the solution and it's worth having in your back pocket in case you're tired of having to answer the same questions over and over again.
These resources were created specifically for CEOs and their leadership teams, but knowledge is power, so in reading or watching these videos, you have access to the same advice that I give to them.
You are more than welcome to share these internally. A simple email that says
‘Hey, I saw this and thought you might find it helpful’ is sometimes all you need.
To be an anti-racist company is to acknowledge systemic racism through organisations, industries and communities, and to recognise it as a system of unequal opportunity and punishment based on skin colour.
Read more to find out what being an anti-racist company should look and feel like. You can use this to help you articulate the changes you want to see that go beyond it just being the ‘right thing to do' (even though that should be more than enough).
In case you are ever asked about what it means to become an anti-racist organisation, this video explains how leaders can make intentional decisions about where to start and why, from addressing why diversity and inclusion has never solved racism, to what some leaders are doing (and why it should be avoided) and key questions to consider.
As we move beyond commitments to taking action, we are starting to see a reticence and reluctance by some colleagues to engage in conversation and action around anti-racism and racial equity.
This video provides a perspective on how leadership teams should tackle this and it's applicable to you too, should you also find not everyone is as enthusiastic about change as you are.
Your anti-racism journey begins here.
An anti-racist leader commits to seeing how race is used to isolate, disadvantage, and make power inaccessible to Black people.
This commitment is not performative diversity without accountability, i.e. the occasional company policy or social media post. Read on to explore what type of leadership is needed to lead this change.
When you have a disproportionate number of white senior leaders, there is a danger that their wishes and levels of comfort (or discomfort) drives the agenda.
My advice is hear is geared around ensuring colleagues most impacted by racism are the ones being centered and there is a explicit understand that we don't need charity.
And we don't need saving.
Would you like to win a personalised virtual keynote session (worth £10,000) for your organisation?
Advancing Racial Equity Conference ticket-holders will automatically be entered into the prize draw, but you can also enter here for free.