Black History and Corporate America : Lift Every Voice and Get Back to Work
By Cal Jackson CEO Diversity Inclusion Ventures
Black History Month gives us all an opportunity to throttle up our pride in our heritage , and to remind the younger generation from whence they came . I remember in one of my cultural competence education modules regarding discrimination in the workplace , a Black female millennial shared her quandary of whether she has actually experienced racism . As a Gen X ’ er I was sure she had , but maybe she wasn ’ t educated about the subtle and insidious forms racism can take . However , I pondered in that moment if I should taint her bliss by removing her rose-colored glasses and sharing with her the racist schemes , we all have been subjected to . Isn ’ t this the aspiration we Diversity Equity , Inclusion ( DEI ) practitioners dream of ?
Meanwhile , my next thought was it is my duty to protect my young sister from the previously mentioned systems that will hinder her career progression if she does not have the tools to dismantle them . And I must do this because selfdescribed writer , womanist , activist , lesbian , mother , and warrior reminded us , “… the master ’ s tools will never dismantle the master ’ s house . They may allow us temporarily to beat him at his own game , but they will never enable us to bring about genuine change .” - Audre Lorde
Change is the primary charge for DEI leaders . Racial inequity in an organization can only change for the better if everyone understands the history of race . Also , they must acknowledge their own ‘ contributions to ’ or ‘ collusion in ’ creating and maintaining institutionalized racism .
And therefore , I did enlighten my sister with my history of the Black experience in corporate America . Once she receives new information , she is empowered on how to use it in her own walk in the universe . As for me , I feel the knowledge of our resilience is the source of our greatness .
I have been a Diversity , Equity , Inclusion ( DEI ) practitioner in corporate America for 19 years . One constant with my DEI programs , regardless of the company , has been to prioritize the strategy behind my DEI objectives . For my success and survival , the operationalization of DEI is how I can get some senior leaders to ‘ hear ’ me and for others who identify as cisgender straight white men to put them at ease that I ’ m not coming for them . When asked about cultural celebrations , I casually say , “ Women ’ s History Month , AAPI Month , Hispanic Heritage Month and Black History Month will always happen because of our employees .” I must respond in this way , so they know I ’ m about the business and not simply the celebration . In reality , my strategy ensures these opportunities to highlight the cultures and history of certain groups is integral to my tactics .