How leaders can promote racial justice in the workplace

Embrace four principles to turn today’s diversity, equity, and inclusion initiatives into sustained progress.

- Stephanie J. Creary

The late Georgia congressman John Lewis had a well-earned reputation for being uncannily optimistic, courageous, and values-driven. These characteristics were also core to his identity as a leader. Although Lewis was brutally beaten by police during a 1965 civil rights march in Selma, Ala., he said, “I have an obligation to continue to do what I can to help because I am here to continue to tell the story.” His final public statement challenged us to get into “good trouble, necessary trouble” by pursuing nonviolent protest and taking a stand against injustice and in favor of unity and peace. He reminded us that rocking, and even capsizing, the boat — not returning to business as usual — is needed to bring about a world that is more racially just than the one we inherited.

In recent months, many company leaders have embraced good trouble in their organization. In response to the killings of Breonna Taylor, Ahmaud Arbery, George Floyd, and Rayshard Brooks, and protests over criminal and economic injustice, countless leaders have spoken out publicly. They have donated millions of dollars toward causes focused on ending the harmful effects of systemic racism or sought avenues to provide their company’s goods and services to underserved communities that would benefit from greater economic development. Many have started auditing the systems and processes that create racial inequity in their organizations, pledging to create more opportunities for people from underrepresented groups. They have sponsored town halls and other forums intended to shine a light on race and racism, and have encouraged managers and employees to keep these conversations going.