BLACK SQUARES AND BROKEN PROMISES
In May 2020, in the middle of a global pandemic, the world watched as the media streamed the slow death of George Floyd. A man whose dignity was stripped slowly from him as he pleaded to breathe while being restrained by police.
The shocking footage of this death, also serving as a reminder of many other deaths in the US, such as Brianna Taylor and Aubrey Arbery, sparked global conversations about race relations. Especially in terms of how western nations treat their Black citizens through interactions with various institutions, including law and order, healthcare, education and, of course, at their places of work.
I released a video at the time called Centring Black Lives. A heartfelt plea for us as a wider community to take note of what had happened. To use this opportunity not only to be acquainted with the biases and injustices faced by Black professionals but also to see how we could use this opportunity to leverage concrete systemic organisational changes that could see people of all backgrounds thinking more carefully as to how we treat each other.
In the summer of 2020, I was bombarded with requests to speak. Banking, tech, law, media, hospitality, youth charities, consultancy and a host of other industries all came a-knocking.
Via various videoconferences, I spoke to 10,000+ employees that summer. Although I explained my work was about inclusive leadership, many clients wanted me to talk about diversity and how organisations could make amends for the wrongs done to Black professionals. My position then, and still now, is that it is not that hard to be human. To be comfortable with uncomfortable conversations. To go with love and the intent that this is about learning from each other. To be aware of the language used and not be defensive just because a word, like ‘privilege’, isn’t what you understood it to be. To listen, like really listen, to what is being said and by using questions for clarity and understanding, explore what is not being said - using those dialogue points to cultivate a more equal, fair and robust culture.
Some companies were quick to jump on discovery calls to explore how I could work with them. Ironically, when there was a need for strong ethical play, I saw them use key points of our conversations and roll them out as part of their strategy. Taking from me without compensating me is one thing, but taking with no idea or understanding of how to implement those things is negligent and risks hurting the people you claim you are trying to help. This leads me to the black squares...
I told every one of my clients and potential clients not to follow the trend of black squares and promises to do better on social media. I said, ad nauseum, don’t write checks that your body can’t cash. Because if you make promises that you can’t keep, you will do more damage to those who are beginning to trust you. But people did anyway.
And here we are. Two years later.
How many of the companies who said they would increase funding, leadership opportunities and measurable management training are doing this? How many of those race action plans have been battered by whataboutery and become part of the same BAME milquetoast initiative, where once again Black professionals have been told not to be a victim? Whatever happened to those bold pledges and promises once it became cool to be anti-woke? How many people knew or cared that the term woke (now being used as a pejorative) is an adjective borne out of African American Vernacular English that meant to be awake and aware of how racial prejudices play out? Irony of ironies.
For those who reminded me that I said this would happen, this is not a moment for gloating or claiming to be a futurist. Instead, it is a reminder that the work of undoing racism is systemic and long term. It requires a joined-up effort of self and group awareness and action rather than social media blackout squares and lofty promises.
