Dear Corporate America, Black Lives Matter at Your Companies Too
By: Asha Elaine
Tags: Equity, Diversity And Inclusion, BlackLivesMatter, Workplace, Corporate Culture

This article was originally posted on ashaelaine.com on August 31, 2020.

Photo by Clay Banks on Unsplash

COVID-19 is forcing society to shift in a way that has made people more flexible, innovative, and exhausted. It is magnifying the endless known and unknown issues that humanity is facing globally and nationally, such as racial injustice. During this time, Black people are still being murdered by police and with the instant access to content on social media, these murders are being seen right in the palms of our hands.

Many companies and organizations have used this time to showcase performative support for the #BlackLivesMatter movement by writing cute captions on social media or creating trendy advertisements. As days have gone by, that social media presence has generally faded away.

As a Black woman and DEI advocate, what is striking to me, and many others, is that the amplification of the deaths of Ahmaud Arbery, Breonna Taylor, and George Floyd was the driving force behind companies and organizations “promoting” that Black lives matter.

While it is great that companies acknowledged the countless victims who have lost their lives due to racism, police violence and brutality, it would also be powerful if they did not wait until Black folks died to show “solidarity” with Black people and the movement. There have been Black folks suffering from racism, microaggressions, and other forms of discrimination right under their noses each and everyday. Do their Black lives not matter, or only a select few? Our lives and experiences matter while we are living, breathing, and making companies millions too.

No one expects companies and organizations to solve global systemic racism; however, there could be more diligence and commitment to abolishing the systems of racism that lie within organizational structures in the form of HR policies, hiring practices, and overall day to day treatment of employees.

Although these decisions to shift policy and procedure may be in the hands of senior leaders, these changes would be influential and effective instead of conveniently supporting Black folks outside of the organization because it is the politically correct and marketable thing to do.

Posting on company social media is a nice gesture, making financial investments is even better, but Black lives need to matter as it relates to the structure and operations of the business as well, especially when our faces are on the company website to promote a diverse office culture.

If diversity and inclusion are values of a company or organization, why not consider the power in advocating for the hiring and proper compensation of Black professionals if the company is in the position to recruit new talent? Take time to stop and make space for Black colleagues, coworkers, employees, students, and young adults. Listen to their stories and experiences. Ask questions. Do some research. Check any privilege.

With the recent shooting and paralyzation of Jacob Blake, Black people are continuing to feel the anguish that comes with seeing our lives viciously and permanently affected by police and white supremacists. As the cycle continues to show, we are having to minimize pain, anger, and discomfort to put on best faces to show up to a job that will probably gloss over it all. Black folks are exhausted from watching our people be killed and dehumanized, and having to turn around and show up to workspaces where coworkers and “allies” are so disconnected from the issues that everyone proceeds business as usual.

We are tired of having to conceal our hurt and anger to show up, subscribe to your mission when our life’s mission of living in a safe, free, and just environment is not being contributed to, which is why many of us are becoming desensitized and mentally drained. If diversity, equity, and inclusion are important to an organization, put those values posted on the company website into action, do the work and show it.

Black lives matter when we show up to your offices. They matter when we are on the receiving end of microaggressions. They matter when we share our experiences on our social platforms then are watched and scrutinized by the company. Black lives matter when we are being paid less on the dollar than our counterparts. They matter when our ideas are taken and used without proper credit given. Black lives matter when we are deserving of promotion. They matter when we work twice as hard and still get overlooked. They matter when we are told we are aggressive.

Black lives matter when senior leaders make advances at younger Black female employees. Black lives matter at the front desk and in the boardroom. They matter when our hair is braided, in a fro, or when we have locs. They matter when our nails are long and bright, and when others feel intimidated by our facial expressions. They matter even when diversity is needed. Black lives matter when we are sleeping in our homes. They matter in front of our children. Black lives matter when we use our talents to further the organizational agenda. Black lives matter when we go home and prepare to show up to work all over again.

Black lives matter is not just a trend. It is our survival. It is our existence. It is our cry for justice and to be seen. It is a demand for equity. It is not our marketing strategy. It is our mantra. It is our affirmation. It is our truth. It is the truth.

#JusticeforBreonnaTaylor