Racial justice at work begs for me a different question: What about racial justice – period? For whom is racial justice a “nice-to-have” and for whom is it central to the possibility of success and change? Can we move toward activating members of the dominant culture to become aware and committed, and to take actions to disrupt the status quo many of us are drowning in?
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Procurement decision makers need to listen more to the challenges and barriers faced by historically marginalized suppliers rather than focusing on teaching them how to fit into their processes. An analysis that asks who is harmed by this policy and who benefits can uncover inequities. Justice-centered procurement policies will benefit all suppliers — not just us small Black-owned businesses.
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While many are familiar with the concept of the “glass ceiling,” fewer have heard of the accompanying phenomenon known as the “glass cliff.” The glass cliff is especially precarious for women from historically marginalized and excluded communities – namely Black women.
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The proliferation of social media and the ease of access has elevated and spread the voices of historically marginalized communities. People are able to tell their stories and be heard more easily than ever before. The downside is that stories of hatred, violence, bigotry, racism, sexism, and lies are also elevated and spread.
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Employee surveys are focused on telling a quantitative story. However, there is also a qualitative story beyond the numbers. But be sure it is accurate and fosters a culture of growth in transparency, judgment, and action that centers justice.
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