What to do when you have the authority
Some people kneel. Some people burn flags. Some people shout from the rooftops. Some people post. Some people donate. Some people protest. Some people riot. Some simply grieve.
Your opinions do not validate or invalidate any of these things. Iām mouthy about a lot of things, but this is usually not one of them. Certain things in my life are inherent. I live the way that I wish the world to be. Thatās a decision that I made long ago. Itās something I donāt think Iāve ever discussed or offered forthright. Iām always happy to answer when asked, but I do not talk about it. My hope is that you look at me, those that surround me, and the things that I do in order to define who you think I am.
However, I feel compelled to share a few of the things that Iāve done over the years, in the hopes of spurring others that are in positions of authority to do the same. Iāve met more than a few people in my professional life that could benefit from employing some of these tactics. There are also those that I donāt think realize just how much influence they wield. If we want to help, then we should do so earnestly.
HIRE PEOPLE OF COLOR. Itās that simple. Hire them. Assess their skills for the task at hand and hire them over someone else with the same amount of aptitude. Theyāre more often than not bringing something to the table that you need; an informed viewpoint that IS NOT YOUR OWN. Every person comes with their own view of the world, usually informed by their circumstances, whether those circumstances be their religion, race, sexual orientation, or economic status. Diversity is having enough of those different viewpoints represented in a manner that makes your decision making far reaching and more impactful/thoughtful as it speaks to a wide array of people. Which brings me to the next thing…
DEMAND REPRESENTATION OF MINORITY GROUPS. Yes, white people. You can do this. Itās okay. Stand up and demand that there be representation for a group that you donāt belong to. I remember the first time I sat around a boardroom table with a group of stuffy old white men, with their faces screwed up, trying to come up with a way to address a minority group with aid. They were all well meaning, but they were also all clueless, and overwhelmingly white. So I, the only resident minority in the group since I was the only one not old enough to need mandated prostate exams, coughed a little and squeaked out, āUmmm. Have you guys thought about asking them? Better yet, what if we just had some people from said community here for the discussion? Wonāt they know what they and their peers need better than any of us do?ā You wouldāve thought Iād just offered to buy everyone lunch. I went on to quietly work with some of my peers to rewrite the rules that governed our governing body. A diversity and inclusion policy still stands to this day, and itāll take practically an act of congress to undo. We piggybacked it onto some forced, bureaucratic rigamarole that was being impressed upon us. Systemic racism and discrimination is intricate, but it can be undone incrementally. Be persistent. Be clever. Use the system against itself. But efforts donāt stop there. Simply inviting people to the table doesnāt do the trick…..
NURTURE AN INCLUSIVE ENVIRONMENT. This one is more nuanced than the others. It also looks vastly different across different settings and situations. Thereās no point in inviting people to the table if youāre not going to make them feel comfortable enough to express themselves. In other words, donāt make it just a formality that they are there. Donāt do it just to check a box. Do it because it adds value to the mission and much needed insight into something that you do not fully understand. An administrative person cannot write optimal policy without practical input. Read that last sentence again. This one is also further reaching. Chat privately with those people of color that you hired. Let them know that they can speak to you without fear of repercussion. But also, donāt JUST speak to them privately. Make sure your acknowledgement and support shows through when bias rears its ever present head in a more public setting as well. Nurture that inclusive environment ā Behind closed doors, in public meetings, and while standing at the coffee pot. Take the responsibility upon yourself to address bias and blatant discrimination. This will be uncomfortable. So what? If you mean it, it doesnāt matter. This brings me to the last thing….
BE GENUINE. Donāt bring your camera (literally or figuratively) with you to do any of these things. Donāt pat yourself on the back. Do not draw unnecessary attention to your intentions. It cheapens it. It also reeks of an ulterior motive, something that should be the furthest thing from your mind if you actually care. More importantly, this is where it shines through that you really care. I hand picked my replacement when I resigned last year. He was my best employee and also a person of color. He still calls me once a month to ask me how Iām doing and bounce ideas off of me. He values my input just as I do his, and he feels comfortable talking through new ideas, many of which are better than the ones I had when I was in his shoes. This is what makes it lasting. This is what makes it worthwhile. This is how you build bridges. This is how you begin to unravel the system as we know it. Use your privilege responsibly.
-Ethan
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