Racially Divisive Event Ahead: 3 Action Steps to Take Now

Attention: A racially divisive event will occur shortly. Be prepared. 

What: The verdict in the Derrick Chauvin trial. This trial is a lightning rod for racial divisiveness. See national poll by Monmouth University. No matter what the outcome - innocent, guilty or something else - people will likely be triggered. 

Next Steps: This week the attorneys engaged in the Derrick Chauvin trial will present their closing arguments, the case will go to the jury, and shortly thereafter there will be a verdict. While we can’t predict the outcome of this trial, we can anticipate that the outcome will be controversial, no matter what is decided. This trial represents the very worst of our society - racism, hate, and police violence against the Black community. While the assumption may be that this ONLY impacts Black employees, this is not true. This trial is likely to impact everyone. With my clients, while Black employees have been definitely affected; white progressives, younger employees, people of color, and others have also felt the repercussions of the trial and the protests and demonstrations proceeding. As the country braces for another racially tense moment, it is critical for employers to likewise be prepared. 

1. Be Proactive. The executive team and senior leadership should meet and discuss the possible implications for the workforce. Many companies and organizations have issues “anti-racism” statements. This is a key opportunity to demonstrate that those statements are not mere words on the page. 
2. Decide what the company and organization can do. This should be a senior team decision with buy-in from key stakeholders. Take into consideration how your team is organized. Some actions to consider include:

• First and foremost, approach any action from the perspective of “self-care” and safety. 
• Show compassion as an employer to the staff that a difficult moment is ahead. 
• Reminding employees about services in their employee benefits package - employee resources assistance services, flex time off days, etc. 
• Offering “reflection” spaces. These can be formal spaces facilitated by outside DEI consultants, professional counselors, or others. Alternatively, these can be less formal spaces hosted by affinity groups, senior leaders or other internal peer groups. 

3. Communicate “in advance” with the staff. Utilize existing communication channels to share information with the workforce. This statement and any actions the company decides to take should be aligned with the organization’s statement on diversity, if it exists (and at this point, it should), and note the role of key stakeholders in offering support to the workforce. 

Final Thoughts: While so much about this trial could be a trigger point to bring out the worst in people, it is also an opportunity to show that these tragic events can potentially offer opportunities to grow.   As a nation, sadly we have been here before.  This time, we can show that we are better, more compassionate, and more respectful of ALL the people in our community.  The core of anti-racism work is breaking down barriers that divide people and leaning into structures that united us.  This is a chance for America’s employers to demonstrate their commitment to justice and inclusion.