|
DO…
|
DON’T…
|
|
Ask how you can help.
Learn more
|
Don't be afraid to talk about racism, injustice and what’s going on - if your employees want to talk.
|
|
Understand that conversations about race will be uncomfortable.
Learn more
|
Don't insist that your staff talk about issues. Create a safe forum and opportunity for discussions, but don’t force it.
|
|
Expect that you may have missteps and do or say the “wrong” thing. When that happens, apologize and move on.
Learn more
|
Don't be defensive if your staff share experiences with microaggressions. Doing so will fail to recognize their experience and will be a wasted opportunity to improve your work setting.
|
|
Approve vacation or PTO requests if your operations allow you to do so.
Learn more
|
Don't expect your staff to ignore what they are feeling and how it impacts their work performance.
|
|
Demonstrate compassion and empathy.
Learn more
|
Don't be offended if your staff don’t want to talk to you about recent events, protests, or their experience with racism.
|
| Be an upstander and ally. |
Don't ignore insensitive or racist “jokes” by other staff. |
|
Write a note of encouragement if your staff seems to be sad or dejected. Keep it open-ended - don't presume to know how they're feeling or why.
|
Don't disregard signs of distress in your employees.
|
|
Apologize if you have been inconsiderate about race matters in the past.
|
Don't apologize if it’s insincere.
|
|
Listen.
|
Don't ask insensitive questions or make insensitive statements. Some examples from real experience include: “Why are they looting?”; "Is that your real hair?"; "You talk white.". (More on microagressions.)
|
|
Research about racism in America. There are reading lists and resources linked on this web page.
|
Don't expect Black employees or employees of color to “educate you”.
|
|
Read.
|
Don't put this at the bottom of your to-do list.
|
|
Develop cultural competency and work to uncover your own unconscious bias on an ongoing basis.
|
Don't delay educating yourself - block time in your calendar. Continue to make this a priority even when the headlines aren't focusing on issues of racism and racial inequity.
|
| Recognize that your staff and colleagues are in different phases of understanding and advocacy. |
Don't shame people who have more to learn; instead offer opportunities for education and respectful dialogue. |
