Everyone in your company is responsible for establishing and maintaining an inclusive workplace. Although we focus on the role of human resources and managers, this must not be at the detriment of the personal responsibility we all need to tackle racism in our organization. A systemic, holistic approach is required to address the grassroots causes of prejudice and discrimination – from all of us. This is something for all of us to bear in mind and help encourage.  

Human resources play a central role in making sure organizations address race inequalities at work. They're ideally placed to challenge and address organizational culture and training at all stages of the employee lifespan to ensure that work is built on the basic principles of trust, impartiality, and inclusiveness.

Companies may be hesitant about where to begin, particularly in smaller companies, without an HR department or HR professional to give them insight and advice. However, this isn't a justification to do nothing or shy away from conversations on race. As an alternative, it's a warning sign to industry entities to provide additional awareness, assistance, and counseling for companies, starting with the need for a well-thought-out, inclusive approach. What is crucial to the success of a DE&I strategy is to provide HR representatives with the proper skills and expertise to be able to advise and counsel employees, managers, and senior leadership.

The strategies below will enable HR, managers, and employees to develop a robust anti-racism strategy for their companies. Woods Kovalova Group developed these following conversations with numerous business and community leaders.  While applicable to all companies, they're not meant to be dogmatic, as each organization should form these guidelines to suit their unique situations.

• Clarify the company's position and values: Establish clear expectations of whatever the company believes in and keep zero-tolerance to racism.

• Co-create a universal approach for pragmatic action by working across the company: Examine all operational procedures, ways of working, and procedures.

• Dedicate efforts to continuous action through visible management and a commitment to change: Continuous action must be a long-term strategy conducted with a solid commitment from your leaders.

• Seriously assess your management attitude in totality.

• Unite your employees by creating safe places, systems, and times to discuss, share experiences and learn from each other: Confirm your plan is apprised by employee influence, and bring in experts where required.

• Convey your messages constantly and ensure the discussion is two-way: Leave the workers and stakeholders with certainly about your vital communications. Ensure they have mirrored in your employee's behavior, in the organization's operations, and in the organization's interactions with stakeholders.

About Jim Woods

Jim Woods has been a global diversity and inclusion expert since 1998. He advocates linking strategic interventions to bottom-line business results. He is a D&I innovator and respected thought leader, having written numerous leadership books and contributed to many publications on the subject of strategic diversity and inclusion and leadership solutions. As President and CEO of Woods Kovalova Group, he has had the privilege of working with clients that include Whirlpool, the U.S. Army, Homeland Security, Deseret Bank, Seimens, and myriad organizations and individuals everywhere.

He has taught fifth-grade math and science along with teaching human resources and leadership on the university level. Mr. Woods holds a bachelors’ degree in business administration and leadership. Including a master’s of science in organizational development and human resources.

He delights crowds as a speaker and is an accomplished children’s book author. Mr. Woods landed his second Fortune 1000 client while homeless living in his car. Work with Jim.