The following is a blog post I created as part of a daily challenge run by the People Profession 2030 Hackathon - Day 1 challenge: read Peter’s blog - what does the future look like to you? https://cipd.crowdicity.com/category/213600
You can see my full post here:
'In a racist society, it is not enough to be non-racist. We must be anti-racist' (Angela Davis). Recent events and the growth of the BackLivesMatter movement have really reinforced the importance of this quote for me. The future world of work needs to proactively focus on anti-racism as part of a transformational change process - to move from words and gestures to action.
How might this trend impact the work of the people profession?
As HR professionals, we must get ahead of the curve and lead the development of change in order to ensure anti-racism in the workplace. We need to examine our workforce demographics, develop and bias-proof strong data, review our policies and talent management practices and our cultures.
What other factors impact this trend (i.e. factors that will either accelerate it or disrupt it)?
Bias
Culture and resistance to change
Lack of understanding about what anti-racism is and what white privilege is
Wider societal influences
What is your idea based on? A combination of these types of evidence
If there is anything else you’d like to share about this trend, you can do so here If you haven't already done so, watch John Amaechi's short videos on being anti-racist and on white privilege. They are so clear and concise and they are a great basis for starting conversations for change in the workplace.
Speaking of which, that's my son Joe in the photo - doing his part for a diversity and inclusion conference that I chaired!
