While I am elated that Joe Biden picked Senator Kamala Harris, a Black woman, as his running mate, I can’t help but think about the blatant racism and sexism that she will likely face. Racism and sexism continue to persist—even within the systems we would expect to hold in high regard. It’s a new day folks. We will not be silent and there will be consequences.
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Analyzing data and interrogating data are not the same thing. We currently analyze diversity data, but we less often interrogate it with a justice lens. Analysis can uncover some of these inequities, but interrogation reveals the systems that perpetuate them. This week I will explore how to interrogate internal data such as applicant flow, hiring, termination (both voluntary and involuntary), promotion, and performance appraisals.
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It has been interesting to experience the urgency with which organizations are scheduling listening sessions for Black employees to acknowledge their pain, and learning experiences or ‘town halls’ for leaders and “allies” on how to engage in conversations about race. The Winters Group has been bombarded with requests for “sessions” this week. The sense of urgency and palpable anxiety around the need to do something (almost anything) right now is disconcerting.
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We have seen uprisings against police brutality against Black people. We have had the moments. There is outrage, organized protests, proposed legislation but after the “dust” settles not much changes. I think this time is different. So, what behaviors can we expect in the short-term? And what should we do in the longer term?
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One of the promises of the Hippocratic Oath is “First Do no Harm.” By that measure, Dr. Birx should lose her medical license because she absolutely caused harm when she did nothing to challenge and swiftly correct Donald Trump’s “musing” that Lysol and other disinfectants could be ingested to cure the novel coronavirus. This is no time to shirk your duties. We need strong leadership who will do the right thing.
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