Building Race-Conscious Organizations

For example, Company ABC has a universal goal of achieving a 90% employee retention rate. Leadership knows that a high retention rate leads to lower costs, higher productivity, and better engagement from experienced employees. To achieve this, the company investigates the demographics of employees who leave. They identify groups with the highest turnover and investigate the reasons for leaving. his targeted approach is not only an anti-racism initiative, but a business strategy. The benefits will extend to all employees.

Diversity and inclusion are not quota-checking 

Diversity and inclusion efforts aren’t about checking boxes or meeting quotas. Instead, organizations may set goals to actively seek out qualified candidates from diverse backgrounds. One common challenge is balancing hiring for merit and diversity. The key is integrating both objectives. 

Hiring for diversity doesn’t mean choosing a less qualified candidate, in fact the assumption itself is flawed; it means expanding the talent pool to reflect the diverse pool of qualified candidates in the labor market. 

Here’s How to Make it Happen 

Organizations have numerous tools and resources to help align with racialized groups and create a more inclusive workplace.

Here are a few key options: 

• Protect workers with anti-racism policies and training. Developing a clear policy on racism signals to both leadership and employees the importance of addressing this issue. Racialized employees need a documented process to report racism and discrimination. This policy should be supported by training to ensure everyone understands its application. 

• Invest in diversity and inclusion initiatives. Where possible, create funding for diversity and inclusion programs. If that’s not feasible, consider offering after-hours spaces for community organizing. This helps ensure the sustainability of the initiatives you introduce. 

• Partner with racialized communities in and outside of the workplace. Involve representatives from diverse cultural groups early in the process when designing programs. Ensuring diverse voices are heard at every stage makes the initiative more effective and ensures that employees are aware of relevant programs both inside and outside the organization. 

• Equity and Inclusion in the Workplace. Equity isn’t about treating everyone the same; it’s about ensuring fair opportunities for all employees. Equity promotes individual rights to be different, ensuring equal pay, respect, and opportunity. It’s about creating an inclusive environment where everyone feels secure and valued.  

However, many companies may think they’re following these values but are missing tangible actions. An equitable workplace goes beyond written policies to include clear, actionable steps to ensure that everyone is treated fairly. 

What More Can Organizations Do? 

Some steps require in-depth data analysis, such as assessing organizational demographics, including leadership, and setting specific goals. But other steps are simpler: 

• Create space for diverse identities. Even if your organization is diverse, are all employees truly included? Leadership must recognize and support different identities by making all employees feel like they belong. A simple way to do this is for leaders to “code-switch” — meeting employees where they are rather than expecting employees to adjust to fit in. 

• Mentoring. Management can support employees by offering mentorship opportunities to help them grow in their roles. For example, new recruits or employees who may be less familiar with the complexities of their work environment can benefit from mentorship to gain practical insights, enhance their decision-making skills, and build confidence in their roles. This type of support strengthens not only the individual but also the team, fostering a more inclusive, cohesive, and capable workforce.