The Fundamental Disconnect of 2020
by Dr. DeLancey Johnson
As an HR Champion, do you feel the weight of confronting racial inequality to the point of emotional burnout? If so, I feel obligated to reenergize your spirit so that we can activate the difficult conversations on race, equality, and justice in 2020. "Black Lives Matter" should not be considered a moment. It is a movement that is not in opposition to "All Lives Matter." Even though the sentiments of caring for all human life sound good on the surface, we have to understand the context of the movement. African American systemic inequality issues are real, and so are several other marginalized disparities.
With that said, society cannot waste contributions fighting the wrong enemy. In 2020, equality for African Americans has become the enemy of justice. As President Barack Obama mentioned, "We know the battle ahead will be long, but always remember that no matter what obstacles stand in our way, nothing can stand in the way of the power of millions of voices calling for change." Please, lean in and become invested.
We must be honest; investing in change is not an easy feat. We all have been conditioned not to speak about race or equality in the workplace. However, we have to attack a systemic problem systematically. When employees make the declaration of "color blindness," it is not a guilty plea of racism. It is an omission of not understanding the set of emotions and opinions of African Americans. To unravel the blindness in the workplace, we have to address the systemic problem of power and property. If power is given to only one race, then it destroys the opportunity of creating a property in the form of a relationship. One race alone cannot create the change we need in 2020.
Regardless of your race, color, religion, sex, and national origin, the time for relationship property and equality of power is now. Muhammad Ali once said, "Hating people because of their color is wrong. And it doesn't matter which color does the hating. It's just plain wrong." All lives cannot matter if black lives don't matter at work or in society.
So, how do we intentionally start addressing inequality at work? The majority of change management models begin with establishing a current state analysis. An internal scan would indicate how diversity and inclusion live and breathe within your organization. In 2020, diversity is inevitable, but inclusion has to be intentional. We have to define what is acceptable so that we can determine what is possible in addressing inequality at work. Maya Angelou once said, "Do the best you can until you know better. Then when you know better, do better." Although, please understand that doing better does not only consist of promoting or recruiting more African Americans.
Knowing better and doing better means building workplace cultures that not only attract but also retain and grow those of color. To do so, organizations should focus on equipping leaders for difficult conversations.
In 2020, conversations about race or sexuality should not happen without including people of other races or sexuality within the dialogue. Also, having an understanding that being vulnerable is not a sign of weakness. If you do not feel comfortable, simply listen instead of doing the talking. Leaders that will be a part of the solution will not be quick to make assumptions but will instead provide a safe space to show real emotions. Listen to understand and not to respond to the fears or challenges that your employees are facing. Avoid getting the urge to provide a premature fix to an obvious problem that may or may not exist for you.
As John F. Kennedy once said, "The time to repair the roof is when the sun is shining." As an HR Champion, I can attest that the clouds are starting to form, and the sun is starting to set. If organizations do not "change the roof" by addressing equality in the workplace that exists in 2020, it will be too late once the "rain" begins to fall. Please join me in the journey to end racial inequities.
About the author
Dr. Johnson is certified as a Senior Professional in Human Resources (SHRM-SCP, SPHR, sHRBP), and is an active member of the South Florida Healthcare Executive Forum (SFHEF). He holds a BA from Edward Waters College, an MBA from Syracuse University, and a Doctorate in Business Administration with a specialization in Human Resources Management from Northcentral University in Scottsdale, Arizona. Dr. Johnson also invests his time and talents as a course instructor for The Business Leadership Institute for Early Learning (BLI), where he teaches the V’locity: Accelerating Growth & Leadership for Early Learning Childcare Entrepreneurs Module IV: Human Resources.
He has over 19 years of HR experience working internationally, domestically in public and private sectors for-profit and non-profit organizations. Currently, Dr. Johnson is the Director of Employee Relations with Memorial Healthcare System in Hollywood, Florida. He is President-Elect for the HR Association of Broward County, and can be reached at delanceyjohnson@yahoo.com.
