Sustainable Practices to Lift Up Black Employees
Every Black History Month is important, but as we reach new levels of awareness and understanding on racial injustice, nationally and globally, this one feels different. To honor this month, we are identifying best practices to sustainably support Black employees and spoke with two IBIS clients taking inspiring strides to support Black employees and racial equity in the workplace.
LaToya Johnson
Director, Inclusion, Diversity & Equity
Gannett | USA TODAY NETWORK
Gannett, with 18,000 employees, is headquartered in McLean, VA, and focused on the future of local journalism. The consultation with IBIS includes both ready-made and custom E-Learning along with Employee Business Resource Group (ERG) support.
Carlene Alexander
Global Diversity Officer
UNFCU
UNFCU is a 633-person nonprofit organization headquartered in New York City that offers financial services to the members of United Nations. The consultation with IBIS includes multiple Organizational Assessments along with ERG/BRG support and consultation.
How have you seen the culture of your organization change for Black employees over the past year?
Johnson:
The culture has definitely changed, mostly from the recent merger between two legacy companies at the end of 2019. In 2020, we were a new Gannett, combining two companies into one organization, which already presented a sense of uncertainty. With the added layers of the emotional, social, and economic impacts of the pandemic and events highlighting racial injustice, systemic racism, and inequalities in the Black community, we had to focus on providing a safe space for employees to support resilience in an ever-changing world.
We added additional resources and toolkits to have open and sometimes difficult conversations in support of our Black employees and allies. Our African-American ERG partnered with us in gathering those resources. Other ERGs also rallied in support, pivoting their monthly meetings to discuss how Black employees were feeling during these challenging times.
Managers have become more mindful in checking in with their teams, asking questions like, "How are you doing? How was your weekend?" and, sometimes, "I saw what happened on the news yesterday. How are you feeling? Do you need some time?" We’ve worked on creating moments where employees feel supported.
Alexander:
UNFCU is committed to diversity, equity, and inclusion (DEI). We have taken purposeful steps to ensure that our community is welcoming for all. With our career development and mentoring programs, we encourage our African American/Black employees to participate, providing them with access to targeted resources and leadership insights on the path to career advancement.
"The mentor program gave me insight and helped me broaden my perspective. I set an individual development plan that helped me focus on my professional and personal goals. It helped change my mindset and made me realize that I was the driver of my own success." – UNFCU Employee Alexandra Ifill
In 2020, African American/Black staff members enriched our collective experience by leading company-wide events and profound discussions on race, inequality, and socio-economic issues surrounding Black Lives Matter. This social justice catalyst deepened levels of understanding across UNFCU and has sparked further courageous conversations.
What specific efforts have made the biggest difference in moving the needle on elevating Black employees at your organization?
Alexander:
We acknowledged the need to address disparities among African American/Blacks in the organization and quickly put comprehensive initiatives in place to close that gap. Our DEI Advisory Council participated in a hiring and compensation review process to ensure that our practices are inclusive. Senior leadership's support has been key to furthering our ongoing strategic efforts. Elevating opportunities for African American/Black employees is critical to our business success.
Johnson:
Our biggest impact was last summer when Gannett publicly committed to building and retaining a workforce as diverse as our nation by 2025, with increased representation of People of Color in leadership positions by 30%. Our African American Forward ERG focuses on expanding and empowering Black Leaders at Gannett, providing a platform for employees of color to elevate their voices within a network of mentors and allies.
What are your top tips for leaders trying to figure out where to start as they create a culture in which Black employees thrive?
Alexander:
Ask your African American/Black employees about their experiences in the workplace. Take action on feedback to gain employee trust. Be transparent and ensure you have DEI experts to guide you. It’s important to have external help if you do not have a designated expert resource.
Johnson:
Start with building trusting relationships. Managers should build connections regularly, not just when something bad happens. Understand the makeup of your organization by launching an employee self-identification survey. Through ERGs, you can create impactful programming and open dialogue. Share progress updates quarterly and track year-over-year progress to tell your story.
Are there any hurdles or stumbling blocks you’d warn folks to look out for ahead of time?
Alexander:
Change takes time, and it's important to communicate transparently about progress to avoid disappointment. Ensure you measure progress and set clear goals to establish accountability. Seek expert advice to drive effective change.
Johnson:
Don’t assume you know what people are feeling. Educate yourself to understand what people are going through. It’s important to be in the DEI space to quickly identify any barriers or roadblocks. Share progress updates and track year-over-year progress to walk the talk.
Cedar Pruitt,
IBIS Senior Consultant since 2015, specializes in leadership and culture that allows everyone to thrive.
