如何在强大的种族主义和社会不公正行动中支持员工

“最近的种族不公正现象使许多黑人员工管理着悲伤和沮丧，同时也被期望专注于他们的工作。现在，黑人员工比以往任何时候都需要知道他们的雇主正在听他们的声音承认the realities of police brutality and racism in America and commit to being a part of the solution. At Jopwell, we believe the first step in helping employees cope requires organizations to look internally and take care of Black employees and culture before any external messaging, partnerships, or commitments are announced.”

Porter shared specific actions companies can take right now to help their people.

• 与经理级员工组织会议，以制定一致的支持计划 -在这次会议上，鼓励管理层以谦卑和积极的聆听来进行这些对话。
• 主机管理办公室时间- 为管理者创造时间在黑人员工寻求表达情感和情感的地方聆听。此外，如果员工不愿意去他们的直接经理，请访问任何主持办公时间的经理。
• Incorporate a “No Questions Asked Day”- 通过为心理健康目的实施额外的一天，而无需任何类型的解释或澄清来支持员工福祉。
• 鼓励盟友- 对非黑人员工承担责任，以表现为他们的黑人同事。任何公告都应承认，（1）在内部考虑隐性偏见和挑战自满，以及（2）在外部实施系统变化。确保重申您公司对反种族主义的承诺。如果这是您第一次讲话，请认识到这一点并从谦卑的地方说话。

“I would recommend that companies do more than one thing to support their Black employees. Support and amplification of melanated voices requires ongoing engagement and genuine partnership. But before doing anything, it's important we create space for employees to process the trauma caused by the murders of George Floyd, Breonna Taylor, Ahmaud Arbery, Nina Pop, Tony McDade and far too many others.

Companies should tell people managers to explicitly encourage grieving employees to take time off and/or leverage available mental health benefits if the employees so desire.

公司可以为员工提供一个勇敢的空间来进行处理，分享他们的经验并浮出水面，并浮出水面。事实是，我们已经持有它已经有一段时间了，但是实际上，在我们认识大家的空间/地方表达我们的经历确实有所作为，就像同事一样，正在积极倾听。在进行这些对话时，有机会促进员工分享和联系最近事件所需的心理安全，以及这些事件对他们的归属感和福祉的影响，同时培养队友之间的同理心和信任。这些对话通常与受过训练的主持人最有效。

重要的是，许多公司现在都在反对反黑暴力和不公正现象。但是，我强烈鼓励公司反思和批判性地评估组织为黑人员工创造更具包容性，公平环境的长期承诺。我们需要您从现在起一个星期，一个月，一年来维持这一承诺。”

“不可避免的是，人性倾向于使人或组织的反应，并在出现问题时尝试解决或解决情况。首先，公司应首先以同情心和开放的心理聆听。通过聆听，我们可以就不值得快速解决的问题开始对话；这是系统的，并且一个复杂的问题影响了来自各个背景的人。

Just as individuals are encouraged to learn to undo racism by educating themselves, companies can contribute by educating leaders and employees so we can fully understand the underlying issues.

从少数群体的角度来看，我们现在需要做的是将精力集中在提高意识上，以了解为什么黑人生命物质运动如此重要。需要解决的问题需要解决，我们必须倾听，学习和富有同情心。”

“One of the most important things companies can do in this moment to support Black employees is to educate themselves about the current and historic racial injustices that Black people contend with in this country. Reading posts and hashtags of Black employees helps people within organizations understand the current moment through the experiences of those most affected.

公司应作出公开声明，承担特定行动，并将资源献给支持其他种族化团体的黑人员工和员工，这些群体正在经历当前种族危机的不平等心理和情感压力 - 更不用说由于身体健康的种族差异Covid-19以及在全国性抗议期间因病毒暴露而导致的那些。

社会认知心理学家知道的一件事是，这些事件以及制度和结构性的种族主义和白人至高无上的基础，使他们对黑人的认知和情感资源造成了不平等的损害，这使得在有效，有效地工作变得更加困难。当然，现在可能不是专注于生产力的时候了，但重要的是要承认，尽管有些人可能能够“调整噪音”并开始工作，但我相信越来越多的人 - 我相信越来越多的人 -“噪声”实际上是无法忽略或推开的“信号”。

People need their companies to acknowledge the disparities these communities contend with, both in society and at work. Companies should commit to reviewing and evaluating their policies, practices, procedures and norms to understand how they might contribute to racialized disparities in the workplace and dedicate specific people and financial resources towards shifting them to foster equity and inclusion.

Moreover, companies should communicate the ways they are proactively supporting their Black employees and their communities – including the supports that may currently exist and new resources that support these individuals in this moment (e.g., paid time off). Finally, companies should lead by aligning their investments with their values, and communicate their commitments so that employees and the public know where the company stands. What charitable donations is the company making to support racial justice in the U.S.? Does the organization support a company match so that everyone can act in solidarity?"

看到公司公司理解，承认并正在采取行动支持种族正义和公平（在世界上和工作中）的明显证据，可以帮助其他种族化团体的黑人员工和员工感到看到和支持。

“当创伤累积时由于经历种族主义, that is sometimes called race-based traumatic stress or racial trauma.” One thing to remember about racial trauma is 1) that it is real, and 2) it isprevalent for many Black employees right now.

知道存在基于种族的创伤，必须make space处理围绕种族的情绪和对话，同时还制定了促进种族平等和包容的长期策略。除了大流行，我们社区的反黑暴力和杀戮正在影响我们的疲惫。

We’ve recently opened up the dialogue here at Greenhouse through ourVirtual realities series- 为员工进行小组对话，以更深入地了解当前事件，彼此以及周围的社区。

Whether you are creating a facilitated space like this, or intentionally working with leaders to create opportunities for your Black employees to take time off, do whatever works best for your team while keeping your longer term goals in mind.”

我们很高兴有机会与公司分享这些有用的信息，因此他们可以take care of their people并证明包容和归属的价值。大修现有系统可能会感到不知所措，如果是您的情况，请从一项计划开始，甚至一项行动。致力于从本文和这些专家中收集一条建议，并将其栩栩如生。变化始于行动，无论多么小。

通过访问文章，网络研讨会视频等，了解有关DE＆I I计划的更多信息。