*TRIGGER WARNING* Beware the Proverbial Noose, Black Equity Leaders
I’m struck tonight by this incessant and uncompromising tug on my emotional heartstrings…
My psyche and spirit are shouting and clawing at me..at how much I’m faking the funk and camouflaging. I am troubled by how much emotional and intellectual energy I spend tidying up my story and making it more palatable for their ears. My core values are shouting in my head due to the lack of alignment with these jobs I have been applying and interviewing for. I tell myself that it’s my consolation prize that at least I can still hear my voice, even if I have to keep it all inside.
I know they think they’re looking for the well-spoken, kind of hip, relevant, don’t forget “diverse”, I mean “token”, I mean Black woman to hire – one who will sign on the dotted line, and accept her annual performance goal to effectuate swift change in and throughout the entire organization, be doggedly data-driven (but ignore people’s real stories and experiences), mitigate each and every conceived of risk in this space with unfailing best practice interventions, and literally shift their culture paradigm systemically, Q1.
When I know…I have actual lived experiences, I see it in the job descriptions, I hear it from my peers in this space, companies don’t really want to do the necessary work to make substantive, true, and meaningful change…nope. They have worked hard to become organizations that have a symbiotic relationship with systemic discrimination, injustice, and inequities.
I KNOW I’m not the only one who has seen the modern day lynchings of Black diversity leaders in corporate America…
So often the PR machines of companies are making headlines ushering their diverse new superstar through their doors. “Check out our shiny new Chief Diversity & Inclusion Officer!” That is until the first civil rights-related lawsuit of drinking-Starbucks-while-Black incident happens. Then that same “diverse” superstar hire has somehow fallen from grace and gotten themselves fired, after being unable to solve overnight the problems associated with a company whose employees have endured years of systemic inequities and unjust behaviors while at work. Next thing we see, said “diverse” superstar hire gets the boot after being unable to whip out her magic wand from Wakanda and fix it all …go figure.
Hey companies looking to hire in this space…it’s definitely a red flag when a candidate asks about the synchronicity of Diversity & Belonging with Legal Counsel, Compliance & Ethics, the C-Suite, and the Board. Without an integrative approach and access to ALL of the levers that impact and drive organizational culture, change will only be a function of how well your Comms team can spin the troublesome PR stories…it will only be superficial and external facing. It won’t have any impact on the way the internal culture feels to your workforce, their feelings of belonging, or any diversity-related metrics you’re trying to improve…it just won’t.
And, I simply cannot take another fallen comrade.