Are You Having Race Discussions At Work?
Open Bars may be my new favorite thing. đ˛
A new monthly feature for our âFriends of Factor 8â Community, this private executive-only forum is a place to learn from peers and share best practices. Last month we talked about COVID selling and back to work plans, this month we tackled race conversations.
So you know, light stuff.
Hereâs the background: I had no plans to have these conversations nor make any statement. After talking with some brave black women on my team, I went the opposite direction. Sure enough, many leaders who joined us felt the same way.
âWho am I to say something?â
âMy team actually isnât that diverse, thereâs no need.â
âItâs uncomfortable and Iâll be perceived as saying something just to say something⌠and what about the backlash?â
Most of us in our session were in or near this camp. Several, however, were doing more and shared what worked (and what didnât) with the rest of us. Hope itâs helpful to you as well:
1. Ask what employees need (several wanted time to protest, process, heal)
2. Make a public team statement – you are giving your employees a voice. Get their input.
3. Do follow-up in private. People process differently and may want to talk.
4. Ask team members to share what theyâve done to take a stand or get involved.
5. Try cameras off during discussions (there are many different sides and everyone is entitled to their emotions without judgement).
6. Push for diversity in hiring – try an âHBCU = historically black colleges and universitiesâ
7. Ask about diversity in the organization: âWhy donât we have any black / women / LGBTQ employees/leaders?â
8. Encourage education: â13thâ on Netflix and read âWhite Fragilityâ by Robin DiAngelo
Iâve personally done most on this list and frankly Iâm really enjoying the education. To be clear, most of the learning is hitting me right between the eyes, but the vulnerability and openness to get it wrong, be taught, and be ENCOURAGED by the black community is pretty awesome. I invite you to try the same. Just start with openness and the desire to learn with authenticity and youâll be fine…
Final advice we received: This problem wasnât created overnight and it wonât be solved overnight. Learning about our individual biases and unintentional racism (yeah, I said it. I found some I didnât know I had) is how we make change in our own lives, families, companies, and communities.
I also find myself wanting to do more. If you could have walked with MLK, wouldnât you have? If we all lean in two or three steps past comfortable we are joining another virtual march. Letâs make a bigger movement this time. Iâm looking for leaders with suggestions. What else can we do? For now, I will keep self-educating.
Next Open Bar: Religion. JUST KIDDING! By popular demand weâre talking about virtual learning and coaching best practices. I have to admit looking forward to a trip back into my comfort zone. Email me personally at if you want an invite.