Carlos Kareem Windham’s Post

View profile for Carlos Kareem Windham, graphic

Founder & Principal at El Porvenir Services, LLC ...the future is NOW!

***Last Call*** 2024 Racial Equity Policy Intensive Fridays, 9AM - 12PM April 26 - June 14 Zoom While many organizations have formal sexual harassment policies, few have racial harm policies, leaving incidents of racialized harm to be managed (or ignored) on a case-by-case basis. When incidents of racial harm are addressed, they are often: met with defensiveness & dismissiveness or organizational paralysis. stuck in vicious cycles of victim-blaming, gaslighting and DARVOing that create additional harm. seen as “opportunities” to aid the perpetrator in “their learning journey” in which the harmed party is expected to “educate” the perpetrator out of their harmful ways, creating further harm. A 2021 gallup poll found that one of every four Black and Hispanic workers report recent discrimination at work. Three in four Black workers said the discrimination they felt was race-based. And more common and “subtle” (coded) forms of racial harm like microaggressions, ignorant comments, and implicit bias are likely much more common. These forms of racial harm can be hard to prove in formal settings, because they are coded and implied. They are also most often adjudicated by white HR personnel who don’t experience or understand these forms of racial harm. This leads to significant disparities in work satisfaction and retention rates for Black and Brown staff. Recent research shows that “33% of Black employees feel undervalued at work and more than one third leave their organization within two years of hire.” One step organizations can take to start creating a more racially equitable organizational culture is to create a formal Racial Harm Policy that documents specific steps to be taken towards repair and accountability when any form of racialized harm is experienced. A formal policy, when implemented well, keeps the focus on repair for the most impacted, and can provide: validity and recourse to those experiencing harm, step-by-step guidance for those managing the organizational response, clear expectations & consequences for those who have, knowingly or unknowingly, created racial harm. If you’d like to begin or continue leading your organization towards more racially just outcomes, please join us for the 2024 Racial Harm Policy Intensive. https://lnkd.in/gDPzGqtm

2024 Racial Equity Policy Intensive — Subduction Consulting

2024 Racial Equity Policy Intensive — Subduction Consulting

subductionconsulting.com

To view or add a comment, sign in

Explore topics