How Do I Become Human: Facing Equality, Anti-Racism and Intentionality
Yesterday I was sent a screenshot of Google’s search suggestions. The suggestion was ‘How do I become human?’
It’s a great question to ask in the climate we find ourselves. Since the dawn of time, being human meant that we were able to develop meaning, tell stories, partake in the act of reciprocation, become social tribes and teach. This behavioral modernity, however, has let us down. We, as a global society, have allowed and encouraged (consciously and unconsciously) historic and modern racial inequality that grows like a cancer. The seeds of racial inequality have deep roots. It’s time to disempower these roots from their proverbial teat. There is a scurry of organizations looking to make a statement condemning injustice, but how do we turn that statement into action?
I listened to the Salesforce Live: Leading Through Change interview moderated by CEO Marc Benioff and, CEO of Salesforce Foundation and Chief Philanthropy Officer, Ebony Beckwith. They interviewed successful and inspiring Black leaders: Mellody Hobson, Soledad O’Brien, LL Cool J and Stevie Wonder. They shared some wisdom which I have summarized below which can help inform how your organization can turn a statement into action.
1. It Takes More Than Philanthropy.
Being known in the industry for philanthropic endeavours and giving to charities is definitely something to be proud of. However, what we all need to understand is Black people don’t need your money- they need opportunities to show what their capable of and opportunities to succeed like everyone else. We need to reflect on our actions and their impacts. If we are spending hundreds of thousands of dollars giving to charity annually, consider redirecting some of those funds to actual diversity efforts within our firms.
2. Develop Diversity, Equity & Inclusion (DEI) Targets & Weave it Into Your Company DNA.
In no other area of corporate America is ‘trying’ just okay. Is it okay that we tried but failed to make revenue targets? Is it okay that we failed to grow our shareholder value? Is it okay that we didn’t increase our market share? No, it’s not, we meet the number, or risk losing our job. So why is it okay that we don’t have DEI targets and that we did not meet them? It shouldn’t be okay. ‘We are working on it’ is also not okay. We have targets for everything we do in business and ensure that there is a team mobilized to meet those targets. It’s time to stop making excuses for lack of diversity and take it seriously.
3. Understand What Diversity Really Means.
Just because our organizations boast people from 15 different European countries does not make us diverse. To be truly committed to diversity and the equalizing of Black people in this society, we need to think outside of our existing paradigm. If it makes us uncomfortable good, that’s how we know we’re growing. Do we hire Black people? Do we hire people that look different to us? Do we hire people who think differently than us? Do we hire people with different life experiences as us? (side note: don’t get caught up in the talk about ‘culture fit’, hiring this way will systematically reinforce pre-existing bias).
4. Fairness Depends Upon Your Perspective.
As children we use the word ‘fair’ a lot. ‘It’s not fair!’ We use it to call out bias, to call out inequality and as a justification for a new direction. We look to our adults to help navigate the fairness. Somewhere along the way the importance of fairness fades as it relates to others, but we still want to and expect to be treated fairly. Mellody Hobson used this metaphor to discuss fairness and lack thereof amongst Black people: The free throw line doesn’t move when Michael Jordon shoots. But in so many other areas the free throw line moves! We have an opportunity to reassess what fairness is and the lens in which we have been viewing it. Let’s make a commitment to change our perspective for a fairer world.
5. Your Opportunity to Show Up.
Reflect on the points above and consider the practical implications. Let’s not spend too much time beating ourselves up if we find that we’ve been misguided. Instead, put that energy to making the change actionable starting today. There is an immense amount of unemployed talent right now, and when they return to work will we be able to answer this question: What did we do to fight for racial equality and justice?
As a new woman-owned business owner and a privileged Australian-born white Latina in the US, I take all of the above points to heart. They will guide me and my business as I grow. In fact, on May 28, 2020, after interviewing many white candidates, I brought on a Black woman, Toneille Raglan, to be my lawyer for my business, Cristina Herrera Consulting. She is fantastic and I will post her details below if you would like to work with her.
Circling back to the question, ‘How do I become human?’. I started my own consultancy to help leaders shepherd their organizations through human-centred change. As an agent of change, I truly believe that I was placed on this earth to help impact change that will be generational, change that matters. Black leaders and communities are telling us where they need our support and action. Are we listening? What are we going to do with what we are hearing?
Together I can help you to turn your statements into action and your action into real lasting change. With Executive Alignment Sessions, I can help you to re-establish the baseline and develop a clear vision and intention. With a Gap Analysis, I can help you to understand where we are, where we need to get to and identify the steps to turn your values and DEI plan into action. With an Organizational Development Assessment, I can help you determine how you can weave your values, DEI plan, actions and culture into the fabric of your brand and everyday decision making. Furthermore, I have been working diligently behind the scenes to bring innovative human-centred training to the US from around the world. The US needs this more than ever, I hear you and I want to do something about it.
As a person of privilege my role is not only to support but to step aside where possible and refer my black peers for roles. I wanted to call out that my team is diverse and includes black change professionals. While I cannot completely step aside, so as to make a living, to further my commitment to black lives, equality and attempting to close the gap of inequality, if you engage me in business I will bring on a black change manager who if fairly new in her/his career to support on the project. This will be an opportunity to learn, grow and develop first-hand guided by someone with years of global and cross-cultural experience.
Book a complimentary call with me to take an intentional step towards equality: https://tinyurl.com/yd7wja69
My lawyer details: Toneille Raglan, traglan@gmail.comImage Source: https://unsplash.com/@claybanks
