Honest Diversity Conversations Recap: Race Relations and HR

 

Courtesy of Canva.com

Courtesy of Canva.com

On Wednesday, Steve Levy and I kicked off the first of three webcasts hosted by College Recruiter called: Honest Diversity Conversations. The aim of these webcasts is to step outside of the realm of the typical diversity conversations. We want to open the eyes of business owners and HR practitioners alike to the issues and missed opportunities that exist when we don’t consider the impact of what’s going on in society, their homes and most importantly the impact of our policies and procedures.

One of the questions we didn’t get to was:

“Speaking of the racially-fueled riots in cities around the US, we can imagine most companies being tight-lipped about what was going on. In your opinion, does the company have a duty to address social issues of the moment?”

Allow me to answer. Remaining tight-lipped about the racially-fueled topics of late is both a mistake and missed opportunity. When 9/11 happened 14 years ago, there was not a person that I encountered at work or after 5pm that did not want to discuss what happened. I suspect that was the case because we were so blind-sided by the event. However, I also believe it was a constant conversation because it was not just an attack on one demographic; but an attack on people from all walks of life.

The fact is unless an event affects the majority we tend to ignore it or minimize it. Likewise in HR, we tend to ignore racial undertones, sentiments and  even discriminatory speech until it is a bigger problem. In my opinion, companies have a duty to speak up about atrocities in society. However, I’d like to add that it is really a matter of preference and what you want to be known for. If you care that your employees see you as a company that genuinely cares about the trajectory of the human race; you may be inclined to tackle this. Conversely, if you don’t see current events or news headlines as connected to your business this may not be something you would address. Either way, all of us in HR must remember that silence is as much of an answer as a carefully crafted one.

If any of these recent events directly affect any portion of your workforce, they will remember your laughter and never-ending chatter during the typical and often-times nonsensical water cooler discussions. They will also remember that you said nothing- if that is what you choose. Both are equally damaging as we live in a time where social responsibility is an expected business competency.

Compliance and legal considerations aside, we work in the human side of business where it is inherently required that we ensure the well-being of our employees. It is our duty to see that people can come to work everyday as a whole person affected by the elements of life and society without judgment.

Steve and I had a spirited conversation about everything from HR not having the guts to have these conversations to why most diversity programs lack on this webcast. We hope you will join us for the remaining two webcasts. You can register here.

Check out the webcast replay below and join the conversation.

 

Want even more? Check out my preview of the “Honest Diversity Conversations” webcast series on “The Voice of Jobseekers” Podcast here.

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