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DEI in a Post-George Floyd World

Over two years ago, George Floyd was murdered on May 25, 2020. After a police officer knelt on his neck for around 9 minutes and captured video was blasted on social media, Floyd began a powerful symbol of persistent inequality and systemic injustice against Black Americans. 

In the wake of this tragedy, countless U.S. companies made statements about their commitment to racial justice, diversity, equity, and inclusion, but their promises haven’t been fulfilled. Here’s what DEI looks like in a post-George Floyd world and how we should build sustainable programs moving forward. 

DEI in 2020

Companies made big promises to employees following Floyd’s death. Apple’s CEO Tim Cook, for example, sent a memo to employees saying the company made donations to the Equal Justice Initiative and would match two-for-one employee donations.  

LinkedIn held a companywide meeting following Floyd’s death. With over 9,000 of the company’s 16,000 global employees on the virtual town hall to discuss racial bias. Unfortunately, an anonymous chat box served as an avenue for racist comments and criticism of the protests against racial injustice. LinkedIn’s CEO apologized and called it an indication of how much work must be done. 

Wells Fargo’s CEO wrote a statement to the company after Floyd’s death but offered little tangible action that the company would take. He used vague phrasing such as: 

  • “Support our diverse communities and foster a company culture that deeply values and respects diversity and inclusion” 
  • “Encourage you all to visit our Enterprise Diversity & Inclusion homepage on Teamworks for tools and resources”

His letter acknowledges his own inability as a white man to understand the impacts of discrimination or the experience of people of color. But he offers only his thoughts and support without naming any action that Wells Fargo will take in subsequent weeks or months to support those communities. 

DEI in 2022

Where are these same companies now?

Data shows that Apple is pushing to hire more women and underrepresented minorities in leadership. Currently, 50 percent of Apple’s U.S. team members are from underrepresented communities. They track their progress using an Inclusion and Diversity report that shows trends in their workforce. CEO Tim Cook has been quoted saying, “Inclusion of diversity inspires innovation.” 

LinkedIn is also making strides. They’ve been expanding mentoring and networking initiatives within their organization. For example, in March 2021, they held the TransformHER conference to focus on women of color in tech and aid their path to professional development and advancement. They also enhanced their diversity-focused management training and outlined a strategy to double the number of Black and Latino leaders, managers, and senior employees on their U.S. team over the next five years. 

Unfortunately, Wells Fargo has fallen into performative activism. The bank came under fire after employees claimed that had to conduct “fake interviews” for diverse candidates when positions were already filled. One former executive also claimed he was fired after he complained about the practice. 

Conclusion 

Diversity, equity, and inclusion are a mindset. Companies cannot merely pledge to make changes in their diversity and inclusion policies. They must see those modifications through to ensure the work environment is comfortable for staff members of all backgrounds. 

Uneeb Khan
Uneeb Khan
Uneeb Khan CEO at blogili.com. Have 4 years of experience in the websites field. Uneeb Khan is the premier and most trustworthy informer for technology, telecom, business, auto news, games review in World.

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