RECOGNIZING THE IMPORTANCE OF CELEBRATING JUNETEENTH IN DEI EFFORTS

Juneteenth, observed annually on June 19th, is a significant holiday that commemorates the historic day enslaved Black and African Americans in Galveston, Texas, learned of their emancipation and freedom, which was over 2.5 years after the Emancipation Proclamation had been signed on January 21st, 1863.

Celebrating Juneteenth is an important holiday to honor within organizations as it demonstrates active allyship with Black and African American employees and communities. According to the U.S. Census (2022), Black and African American individuals compromise 13.6% of the population in the U.S. and make up 12.7% of the civilian labor force in the United States. Observing Juneteenth is an actionable way for leaders and organizations to acknowledge the contributions, achievements, experiences, and challenges that Black and African American people in the United States continue to face. Inclusive leaders who take this step towards honoring Juneteenth in their organizations are communicating a desire to support and acknowledge the experiences of Black Americans in their organizations.

UNDERSTANDING THE LONG-TERM IMPACTS OF SLAVERY IN THE U.S.

Between the years 1619 and 1807, approximately 388,000 enslaved Africans were brought to the colonies that would later form the United States. After the abolition of the international slave trade in the United States (1808), the number of enslaved Africans only continued to grow. Historians estimate that anywhere from 4-10 million Black and African Americans were enslaved during this time period. Determining exact numbers is challenging due to various factors such as incomplete records and undocumented enslavement.

While yes, slavery has been abolished in the U.S. for 158 years, there are still significant long-term implications that affect the lives of individuals and families that identify as Black or African American in the United States.

• • Black and African Americans have higher rates of mortality from chronic diseases, such as heart disease, diabetes, and certain types of cancers compared to White Americans, resulting in shorter life expectancies on average.
  • Black women are two to three times more likely to die from pregnancy-related causes than pregnant women of other races and ethnicities.
  • Black households comprise 13.4% of the U.S. population and hold 4% of total household wealth. While White households comprise 60% of the U.S. population, they hold 84% of total household wealth.
  • Black and African American students are more likely to attend underfunded schools and have lower high school and college graduation rates.
  • Black and African Americans are disproportionately impacted by the criminal justice system as they are more likely to be arrested, convicted, and incarcerated compared to White Americans, despite similar rates of drug use and crime.

WAYS TO HONOR JUNETEENTH

In addition to honoring Juneteenth within the organization, Juneteenth provides leaders with the opportunity to support the broader community. Organizations can partner with local community agencies and non-profits to support Black and African American communities. Nonprofits such as the African American Leadership Forum (AALF) allow individuals and organizations to join their network to seek volunteer opportunities nationwide. Volunteer Match is also a valuable resource that serves the same purpose. Although the impact of volunteer work is profound, it is not the only way you can honor Juneteenth this year. See our list of additional ideas below:

01. Attend local events:

Many communities hold Juneteenth celebrations that include parades, festivals, and other events. Check your local news and community calendars to find events in your area.

02. Support Black-owned businesses:

Shopping at Black-owned businesses is a great way to support the Black community. You can find Black-owned businesses in your area through online directories like Official Black Wall Street or Support Black Owned.

03. Donate to organizations that support Black
and African Americans:

Consider donating to organizations that work to support the Black community, such as the NAACP, the Black Lives Matter Global Network, or the National Urban League.

04. Learn about Black and African American
history and culture:

Juneteenth is a time to celebrate the rich history and culture of Black and African Americans. Take some time to read books, watch documentaries, or attend lectures that focus on Black history and culture.

EDUCATIONAL RESOURCES

Podcasts

• • • 1619, by The New York Times
    • Black History Year, by PushBlack

Books

• • • Juneteenth: A Novel, by Ralph Ellison
    • On Juneteenth, by Annette Gordon-Reed
    • The Second Founding: How the Civil War and Reconstruction Remade the Constitution, by Eric Foner

Documentaries

• • • The Black Church: This Is Our Story, This Is Our Song, by PBS
    • 13th, by Netflix
    • Juneteenth Jamboree, by the Texas State Historical Association

 Other Educational Resources

• • • The Historical Legacy of Juneteenth, The National Museum of African American History and Culture
    • Juneteenth.com, The National Juneteenth Observance Foundation

NAVIGATING JUNETEENTH OBSERVANCE:
QUESTIONS AND CHALLENGES

Juneteenth was declared a federal holiday in June 2021. Since then, more organizations have included this day in the organization’s list of paid time off holidays or ensured it can be a floating holiday. Still, many employees may question why the organization is celebrating Juneteenth. Here are some common questions and challenges we have heard through our diversity, equity, and inclusion (DEI) work at people3 on honoring Juneteenth and some sample responses you can utilize.

Slavery happened so long ago…why are we still talking about this?

Response: While slavery may have officially ended in the U.S. well over a hundred years ago and in many countries centuries ago, its impact and legacy continue to be significant and relevant today. There are an estimated 27.6 million victims of modern-day human trafficking and slavery today. Discussing slavery is essential to understanding U.S. history, addressing ongoing inequalities, advocating for human rights, promoting healing and reconciliation, learning from the past, and working towards a more just and inclusive future.

Why should I feel guilty about slavery?
My family did not own slaves!

Response: It’s important to distinguish between feeling personally guilty and acknowledging the historical and ongoing impacts of slavery. When discussing slavery, the aim is not to make individuals feel guilty for previous historical actions or to assign blame on a personal level. Instead, the focus is on understanding and addressing the broader systemic issues that still affect many Black and African Americans today.

I don’t have an issue with Black or African American people, but why do we need to set aside another day when we already have Black history month?

Response: I’m glad you are so supportive of our Black and African American employees. As an organization, we recognize the historical and ongoing struggles faced by Black and African American communities, particularly from the long-term impacts of slavery in the United States. The Black and African American community has continued to face discrimination, prejudice, and inequality, both within and outside the workplace. We empathize with these challenges and want to create a more inclusive and supportive culture within our organization. 

We plan to continue honoring Juneteenth and support and celebrate with our Black and African American colleagues. 

It’s great that we’re celebrating Juneteenth, but what are we doing to support our Black and African American employees daily in our organization?

Response: You are absolutely correct…we do not want this to just be a symbolic gesture. Here are some ways we are working on ensuring our Black and African American employees feel supported in our organization. 

• We are ensuring our DEI policies are clear and showcase our commitment to an inclusive culture. 
• We are working on increasing our representation of Black and African American team members in the organization, especially at leadership levels. 
• We are being more intentional in our recruiting and promotion processes to ensure unconscious bias is not affecting our processes.
• We are exploring mentorship and sponsorship programs to support the career advancement of our Black and African American employees. 
• We are also exploring other areas, such as supplier diversity to increase our percentage of Black-owned vendors, in addition to reviewing other metrics and accountability. 
• We are encouraging the formation of/and or supporting Black Employee Resource Groups. 
• We are committed to providing long-term diversity and inclusion education and training programs to mitigate bias and microaggressions for all of our employees. 

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In this post, we share advice on how to identify high-quality online diversity training courses and how ours breaks the mold.

When you hear the term “DEI training,” it might elicit feelings of skepticism, apprehension, or even an eye roll from you or your colleagues. While many programs available today meet compliance requirements for sensitivity training, they are often still cheesy, don’t have a measurable impact on your organization, and after staring at the screen for an hour or skipping through lessons just to “check the box,” team members stand around the latte machine or send Slack messages making fun of it. Not all online DEI training programs are created equal, and they certainly don’t have to be boring and ineffective.

At people3, our approach is different. Our online diversity training course is delivered by our own expert DEI consultants (not paid actors) who do this work in-person for organizations across the country every single day. Modeled after our most popular in-person facilitator training, Inclusive Organizations–which covers diversity, equity, and inclusion along with unconscious bias–the virtual version shares the same practical knowledge, approachable expertise, and real-world application that has earned us an industry-leading reputation.

What should organizations look for in an effective online DEI training program?

If your organization is searching for a high-quality, online diversity training program, not one that simply meets basic compliance criteria, look for these key components:

1. Curriculum centered in data
2. Real-world examples and practical strategies for understanding others
3. Content that enables both individual and organizational growth

01. DEI Curriculum Centered in Data

An effective DEI training course should show the value of investing in diverse teams and dive into why they are important. Over 85% of well-managed, diverse teams make better decisions, are more productive, and bring in more revenue than their counterparts. And when you think about it, that makes sense, as organizational cultures that include everyone and ensure all voices are heard have a greater chance of capturing new markets and better understanding the perspectives of the customers they serve. Effective training programs will make it clear how diverse teams are truly an asset by providing helpful data like:

• Over 87% of diverse teams make better decisions
• Two thirds of job seekers indicate that a diverse workplace is important when considering employment
• Team collaboration has been shown to increase by 26% in highly diverse and inclusive organizations

Online DEI training programs should provide your organization with factual, data-informed resources and educational materials that can be used to drive decisions that will make impactful, lasting changes. Companies that implement diversity, equity, and inclusion practices throughout the organization can see the effects through increased collaboration, better decision making, and higher profitability.

02. Examples and Strategies for Understanding Others

High-level DEI programs will not only highlight the data-driven benefits above but they will also show you how your company can leverage diversity as an asset by mitigating unconscious biases, building empathy, and practicing mindful communication so that people can better understand and navigate the differences between all of us.

Diversity training programs that go beyond just “checking the box” will include resources and recommendations for you to use during the training and beyond. Some of these resources might be educational materials for you to reference, surveys, exercises, or actionable steps to take within your organization immediately. These activities and related content should ask tough questions that make people reflect on their own identity and how their unconscious biases impact the way they show up and interact with others. They will also provide strategies for what to do if they “step in it” (as we call it!) during a conversation. Hint: it’s not to ignore it and hope no one says anything or to avoid the person forever.

03. Content that Enables Individual and Organizational Growth

The goal of DEI programs is to create inclusive, respectful, and equitable workplaces. High-quality DEI programs have the capacity to afford organizations opportunities to grow across the board and across the org chart. These strategies aren’t just meant for individual employees, but for building inclusive leaders, policies, and decision makers within the company. Also look for DEI implementation strategies that go beyond the initial training program and offer ways to truly make an impact in your organization.

How is the people3 online diversity training course different from others?

The people3 team has a proven track record of developing and facilitating impactful diversity training across all types of organizations – large corporations, small businesses, government agencies, and nonprofits. As a remote workplace ourselves, we know it’s not always possible to hold in-person training programs. We understand the need and developed the next best thing: a virtual alternative that is accessible to anyone, at any time, from any internet-connected device, anywhere in the world.

We took our most popular and successful in-person facilitator-led DEI training and modeled the online curriculum after those education modules. We use the same content and similar visuals and activities from the in-person training along with our own team of consultants. The one-hour, self-paced online training is managed within our own learning management system (LMS), thus, one less thing for organizations to navigate on the tech side of administering a course like this.

There are four areas that make the people3 course different from what you’re used to:

1. Curriculum presented by real people (our team) vs. paid actors
2. An impactful identity and empathy exercise
3. Informal coffee chats
4. Resources for download within the course

01. Real Diversity, Equity, and Inclusion (DEI) Experts

Throughout the process of creating and filming the online training program, we enlisted some of our own people3 consultants: the team who practices this work every single day. They know DEI inside and out. Inside the course exercises, you’ll get to hear them share about their own identities and personal experiences. They keep it real, they keep it light, and most importantly, they provide the data-informed tools that will make for lasting change in your organization.

02. Know Thyself: An Exercise in Personal Identity

People3’s proprietary Identity Exercise was developed by the company’s founder, Dr. Candace Warner, when she was a sociology professor. The exercise asks participants to think about their own demographic characteristics, such as race, gender identity, social class, religion, and other characteristics. When Dr. Warner utilized this with her students, it provided a platform to show how their individual experiences differ from others and how understanding one another’s identity can create empathy. The people3 Identity Exercise has evolved within people3’s core training with some adaptations for organizational settings. This exercise continues to provide employees and leaders with valuable insight into how others’ experiences can be different from our own and exemplifies how empathy can create more inclusive workplaces.

03. Real Talk: Informal Coffee Chats

The coffee chat segments in the online training course allow for more casual side conversations about our team members’ personal experiences with biases they’ve experienced or first-hand accounts of what being in an inclusive environment feels like. This gives training participants another way to relate to DEI topics and why it’s important to be mindful of these experiences in the workplace.

04. Resources for Download

We love data; it drives nearly every decision we make. We understand that the more data you have to inform and advance an organization’s diversity, equity, and inclusion mission, the more reliable your decision is. Our training participants–both online and in-person– receive downloadable resources and educational materials to not only have insight into where our DEI strategies are coming from, but they can also refer to them in the future to help drive decisions in their companies.

Are you ready for it?

If your organization is ready to leverage diversity and inclusion as an asset to build a better workplace, check out our online diversity training course as soon as humanly possible. Start with a free trial. If you’re ready now, the curriculum is available to purchase today, right now, as soon as you stop reading this blog. Group pricing options and features are available to meet the unique needs of all types of organizations.

We worked tirelessly to develop a different type of online DEI training, one that doesn’t simply just check the box. We educate. We keep it real. We make it practical. And by looking at the data, an organization that is diverse, equitable, and inclusive is a successful one.

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In this post, we’ll share some ideas on how to get a diversity committee started at work, and the story of how one of our clients did it–as a case study.

Last year’s Black Lives Matter protests did not emerge out of thin air. Momentum had been building for years by BLM organizers, for decades by civil rights activists, and for centuries by abolitionists and other social justice advocates.

But 2020 was when the U.S. reached a tipping point. Those who had not yet been involved in the racial equity movement could not look away from the injustice of the murders of George Floyd, Breonna Taylor, Tony McDade, and so many others. People who had not been as involved in advocacy efforts joined long-time activists in demanding systemic change.

This energy was not limited to protesters marching in the streets of cities across the country. It also bubbled up within workplaces, with employees calling for company leadership to rise to the occasion (check out our inclusive leadership training course) and asking the hard questions. What are we doing to fight racism in our workplace? Are we treating our employees equitably? What do our leaders have to say on this topic?

Last summer, people3 began receiving dozens of emails and calls from companies that were experiencing enormous interest in racial equity efforts from their employees. They wanted to do something but weren’t sure what the first steps should be.

Most of the time, organizations knew one thing for sure: they didn’t want to exclude the employees who wanted to be involved. This couldn’t be a top-down initiative, nor could it be limited to HR. In other words, they wanted employees to help drive their DEI journey. In many organizations, this took the form of a D&I or DEI or what we call a Diversity, Equity, and Inclusion committee.

Through our work in diversity and inclusion education and consulting, we’ve worked with many such committees in various stages of development. This post will share some ideas on how to get a DEI Committee started at your organization. We will also share a case story on our client, myNEXUS, and their DEI Committee journey.

What is a DEI committee?

DEI committees are small groups of employees (usually around 7-15) from all departments of the organization that take the reins of the DEI journey. They help explain, promote, and encourage the DEI mission. They also have an important role in holding the organization accountable and ensuring the work remains a priority. Some committees play a large decision-making role, while others function more as advisors to leadership. We like to think of committee members as “diversity champions.”

When should DEI committees be formed?

When we first begin working with an organization, we often take a deep dive into understanding all of their layers. We work to understand their demographics, structure, industry, and their challenges in diversity, equity, and inclusion. Depending on the organization’s needs, this may be where we recommend the formation of a DEI committee.

Some companies who reach out to us have already gotten started. They listened to their employees’ call for change and asked, “who wants to lead?.” In some organizations, DEI committees had formed ad-hoc or more like learning communities as a place for employees to discuss diversity, inclusion, and social justice issues. Other companies had such a great response from interested employees that they needed guidance on how to be inclusive in building out the committee while also equipping the committee with the best tools and a strategy.

This was the case with myNEXUS, a mid-sized healthcare company based in Franklin, Tennessee. They reached out to us last summer because they had over 30 people (nearly 10% of their employees) write to Human Resources because they wanted to do something. Having this much interest was ultimately a good problem, and myNEXUS wanted to utilize this strong employee interest to form a Diversity and Inclusion Committee for the organization.

“We want to get something started, but we want to do it the right way.”
-Martee Harris, Chief People Officer at myNEXUS

Getting started with leadership support

The first step in any diversity and inclusion program is to gain leadership support. Ideally, the CEO would champion the committee, but other executive leaders should also be advocates. Strong statements of support from a respected leader demonstrate that this work is being taken seriously, and the organization is committed to change. This not only helps pave the way for the work the committee will do, it also helps create psychological safety by demonstrating that committee members will not face repercussions or risk their job by joining.

Selecting committee members

One of the biggest challenges clients have when forming their DEI committee is determining who should serve as committee members. This can be tricky because organizations don’t want to be viewed as non-inclusive; they want to be as inclusive as possible. However, they also know that a committee of 30+ is too big to be effective. To solve this, people3 takes it out of their hands and acts as the neutral third party to help determine diversity and inclusion committee membership (request a consultation if you’re interested in our help) .

Usually, we’ll create an interest form, which can be sent to all employees. We’ll almost certainly get too many applications (another good problem to have!), so we’ll sort through the forms and make a selection, with three goals in mind.

One goal is to have organizational representation. This goes beyond HR employees as committee members and includes different departments, job types, and job levels. While human resources is a big part of DEI, it is not the only part. DEI work touches every part of the workplace, from hiring to marketing to communication to product design and customer service. (We’ve got some resources for inclusive recruiting and hiring here.)

Another key goal is to have demographic diversity. Often, the committee will be more demographically diverse than the organization, and this is ok. In fact, this acknowledges that not everyone is impacted equally by this work. It also supports our third goal of selection: to include those with either the passion, knowledge, or experience to truly be an effective committee member and not someone who just thinks it’s a cool project for the time being or “just wants to learn.” We need doers. And they have to be dedicated to the work long-term.

For myNEXUS, we received well over 50+ employees who were interested in being a part of their DEI committee. The fact that so many people expressed interest is a positive sign for myNEXUS and signals there are “advocates” among the organization regardless of whether they are on the committee. We narrowed that interest group down to a strong, cross-functional and demographically representative 15-person team. Demographically, the committee had near gender parity and was about 40% White and 60% people of color. While this was more diverse than the organization as a whole (68% white), it was important for the business to center racially diverse voices.

Our client, myNEXUS, had the support of CEO, Juan Vallarino, and COO Matthew Chance, as well as strong HR support, when the process was initiated by Martee Harris, Chief People Officer, and Tyris Williams, Benefits Manager. These leaders were key advocates for the inception of the DEI committee.

“The People3 team is working closely with us to hear the voices of each employee in the myNEXUS family. Starting the program with the People3 team will provide us with insight and guidance to put us on a path to growth and support like we have never seen. D&I is a founding stone of our organization, and for us, good enough will never be good enough…we are excited to continue down the road of teamwork, camaraderie, compassion, understanding, and support for many years to come with People3 helping to support us in that endeavor.”
-Juan Vallarino, CEO of myNEXUS

Dedicating resources

In order for Diversity and Inclusion Committees to be effective, an organization needs to dedicate resources.

The first critical resource is dedicated staff hours. Setting aside time during the workday for committee meetings and tasks demonstrates that this work is valued and does not ask members to dedicate free labor. This work is complex, impactful, and challenging — not something you would ask an unpaid volunteer to do.

A second necessary resource is a budget. There will almost certainly be components that require outside help (such as DEI consulting or training). While committee members are clearly passionate and knowledgeable about diversity and inclusion issues, they may not be facilitators or know how to deliver workshops or be well versed in DEI strategy; thus, outside consulting may be necessary. A committee may also want to pursue operational or infrastructure changes (like updating bathrooms to be gender-inclusive). A dedicated budget, or a mechanism to access funding when needs arise, gives the committee the power to implement their ideas.

This brings us to the third critical resource: power. A DEI committee can spend all the time in the world discussing changes they’d like to see, but without real power to enact those changes, it doesn’t mean much. This will look different for every organization. Some DEI committees will have the power to make and implement decisions themselves; others function more like advisors, giving suggestions to leadership and holding them accountable for change.

Defining roles, responsibilities, and power

Roles will largely depend on the unique goals of your committee. That said, we often recommend that each committee select 1 or 2 chairs who will be responsible for keeping company leadership updated and taking on more planning and decision-making. Chairs will need excellent communication, diplomacy, and strategy skills. They’ll also be the ones with strong drive and motivation, the “let’s do this!” folks.

Other potential roles include note-taker, agenda planner, and facilitator. Committees may wish to rotate these roles so that each person can be fully present without any extra tasks during at least some meetings.

We often like to suggest the formation of sub-committees. While discussion and raising awareness is a critically important part of DEI committees, building sub-committees helps the organization move into the “doing” phase. We recommend dividing the committee work along interest lines. For example, this could include things like event planning, building the celebration of various holidays into the company schedule, developing a mentorship program, or implementing company-wide education.

When myNEXUS assigned roles, they chose to have two committee chairs to lead their efforts. Opting for two chairs allowed the responsibilities to be shared so that no one person became tasked with all things DEI Committee.

Newly elected Co-Chairs of the DEI Committee at myNEXUS, Rozita Morehead and Jennifer Smith are ready to lead. “MyNEXUS has always been focused on equity, and it’s reflected in a lot of our decision-making. We look forward to seeing that develop even more over the next year and to be a part of promoting diversity and inclusion in the workplace. We are proud to be part of a group that is so focused on valuing, respecting, and appreciating the talents and differences of each person who comes to the table,” said Moorehead and Smith.

People3 hosted an onboarding training with the myNEXUS DEI Committee where we after walked the committee through terminology, education, and best practices for DEI committee work. After their onboarding, the myNexus DEI Committee landed on a few key goals for their sub-committees: making the onboarding process more interactive and inclusive for new employees, expanding a mentorship program, and community outreach.

Co-chairs, Morehead and Smith, said, “myNEXUS not only cares but listens; working with people3 and the D&I committee, target areas of improvement were identified. We are thrilled for the opportunity to increase employee awareness and promote positive change with our peers, our company, and our community.”

Building psychological safety

It’s always going to be hard to discuss and problem solve things like systemic racism, unconscious bias, sexual harassment, and pay gaps. But there are things you can do to make it a bit safer, to intentionally foster a culture that embraces tough conversations, invites vulnerability, and truly embodies solidarity. It’s the difference between “these are people that I work with” and “these are my people!”

A good first step is for the committee to set its own ground rules for interaction. This could cover things like how decisions are made, how disputes are resolved, and moderation techniques to safely guide participants into and out of sensitive topics.

You’ll also want to build safety by setting expectations on time and energy. DEI work is heavy and often touches on topics linked to real, often traumatic experiences, especially for those with marginalized identities. You can protect energy by setting a schedule and being mindful of the timing of meetings.

Also, invest in ongoing education, especially for those with more societal privilege. The learning options are limitless: book clubs, documentary screenings, article discussions. The main point is to set a tone of learning and continually raise awareness. This can help those without lived experience better understand others and cultivates a tone of inclusion while fostering personal and professional growth among committee members.

Keeping momentum

Being on a social justice-oriented committee that is tackling some of the biggest challenges of our time is Big Work. In order to keep momentum, it’s important that it’s recognized as such. A key way to keep things moving is to intentionally take time to track progress, and regularly celebrate the wins! You may also wish to balance your strategy so that you have a mix of long-term and short-term goals, and thus, regularly have progress to celebrate.

Also take time to recognize individual effort. This could be awards, thank you cards, company-wide emails, or statements from company leadership. It could also mean that working on the DEI committee includes a small bonus, or is tied to promotion. Regardless, it should certainly be something that is tangibly valued in some way.

Finally, consider a rotating commitment, of perhaps 1 or 2 years, to prevent burnout.

From our end, we stay in touch with the committee members and the executive sponsor(s), and love hearing their accomplishments and updates. We offer ongoing training, consulting support, and additional ideas. But mostly, we take a hands-off approach, so that they have the space to generate their own ideas and strategy, and we simply offer guidance along the way.

Centuries of change-making has taught us that valuing all voices and creating inclusion is the core to building strong communities and better organizations. If you are an organization who wants to build out and develop your DEI committee, we’re here to help if you need support or guidance along the way.

To keep up to date with the myNEXUS DEI Committee’s journey, follow them on LinkedIn and Twitter.

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At people3, Inc., unconscious bias training is one of our most requested workshops. While many are just becoming aware of these two words, unconscious bias has been trending within the diversity and inclusion space for several years now.

When we deliver these educational workshops, we often reveal the final analysis before delivering all the curriculum, and (spoiler alert) the results are always the same: We all have unconscious bias.

Unconscious bias consists of our mental shortcuts, the places our brains automatically go when presented with new people or information. We believe that you are not responsible for your first thought. However, you are responsible for your second thought, and you are most definitely responsible for your first action.

Despite being unable to completely eradicate these biases, we do have the power to mitigate them with practice. Sometimes that looks like course-correcting our own behavior. Other times, that looks like getting help from our friends, colleagues, family members, and neighbors.

So, where do we get these thoughts, these mental shortcuts, these unconscious biases?

Unconscious Bias is Learned through Socialization

As a sociologist who’s been a professor for 20 years and a diversity and inclusion consultant for ten years, I often talk about unconscious bias through the concept of socialization.

From a young age, all of us are socialized to have some form of bias. These biases come to us from various sources like the media and our caregivers, parents, siblings, friends, or peers. They are the unconscious assumptions about the world and how it works that we pick up along the way. We learn what behavior is “acceptable” and what is not. We learn who we think is safe and who we think is dangerous.

One of my favorite examples of this is to ask people if they believe crime is increasing or decreasing, and who they think is more likely to be the victim of a crime. Invariably, most people get it wrong. They assume crime is always high and that White women are more likely to be victims. But neither of these assumptions are true based on the data.

In short, the social influences we are exposed to in our formative years are responsible for those first “instinctive” or unconscious thoughts. Over time, these influences shape who we are as individuals—and ultimately influence our perceptions of others—good and bad. Collectively, these influences make up our unconscious biases.

American Demographics are Changing

It’s no secret that the demographics of the U.S. population are changing. In fact, Non-Hispanic White Americans are expected to be the minority in the United States by 2050. For marketers, this information is critical to note when addressing unconscious bias in your marketing strategy because the “public at large” (and ultimately your core customers) are rapidly becoming more diverse. To get a better idea of the current breakdown of U.S. demographics, check out these quick stats below:

• 40% of the U.S. population identify as Non-White
• 29% of the U.S. population identify as Non-Christian
• 22% of the U.S. population do not speak English in their homes
• 14% of the U.S. population are foreign-born
• 12% of the U.S. population identify as having a disability
• 7% of the U.S. population identify as Veterans
• 4.5% of the U.S. population identify as LGBT

Each of these demographic groups may have a unique set of experiences that differs from the current U.S. majority population, that identifies as White, heteronormative, cis-gendered, English-speaking, middle-class, able-bodied, or other characteristics we consider the “norm.” This ultimately shapes how diverse consumers spend their dollars.

The advent of social media, for example, has amplified the concept of “cancel culture.” Cancel culture is a phenomenon where consumers boycott (and often bankrupt) companies that fail to acknowledge cultural differences or perpetuate stereotypes. This behavior is most prominent among Gen Z (20% of the U.S. population) and Millennials (22% of the U.S. population). Both of whom are historically the most progressive and racially diverse generations in U.S. history.

Imperative to a brand’s longevity is its ability to create culturally relevant marketing campaigns. These campaigns must resonate with multicultural, multi-lingual, under-represented, and often marginalized audiences. Thus, catching unconscious biases in your brand messaging, research, and product design before launching a new campaign is crucial to getting ahead. One of the most effective ways to do this is by diversifying teams in your workplace.

Diversifying Teams Gives a Voice to Underrepresented Audiences

At people3, we consistently drive home the value of diversifying teams to our clients.

Simply put – diverse teams (teams with various demographic identities) outperform homogeneous teams (teams with similar demographic identities) by a landslide. This is true all day, every day. But only if you manage diverse teams properly, and their perspectives are valued and heard. Diversity isn’t limited to racial or ethnic identity either. It also includes people with different life experiences, value systems, sexual orientations, religious beliefs, etc.

It may be tempting to hire the same “types” of people to foster a sense of workplace unity. But in the long run, the organization will not be as successful because it’s not leveraging diverse experiences. Homogenous teams often become stagnant over time because they lack insight into the nuanced attitudes, passion points, and pain points that drive purchase decisions in diverse communities.

We had a client that nearly launched a brand-destroying product because they hadn’t gotten any thoughts or perspectives from anyone other than their all White male colleagues, who happened to make up the bulk of the organization. Luckily, the client showed this product to people outside of the organization and stopped the product launch before it landed in the hands of the consumer. Thankfully, they realized how offensive the product would have been.

Again, diverse teams create better products and better service for your clients.

Case Study – Burt’s Bees 2020 Holiday Ad Campaign

A recent example of a failure to create culturally relevant ads can be seen in Burt’s Bees’ 2020 holiday ad campaign. In an attempt to capture “real life” families, the company posted an ad showcasing three families who appeared to be White (at people3, we are too well versed in the social construction of race to assume anyone’s racial or ethnic identity, but the perception was that the families were predominantly White) and one who appeared to be Black, donning the company’s new holiday pajama gear.

The problem arose with the depiction of the Black family, who, unlike the other three “nuclear” families, only featured a mother and child – without a father. The implication was that the ad perpetuated false stereotypes of Black families who lacked stable father figures in the home. Despite Burt’s Bees’ best attempts to explain this fiasco, their intent was far from the outcome. And the impact of how their customer base received the ad had costly repercussions.

Other companies like H&M, Gucci, Burger King, and Ancestry.com have also faced similar issues in recent years. Issues that could have been avoided if diverse voices and thought leaders had been invited to the decision-making table.

Key Takeaways

Including diverse perspectives in the workplace creates better business opportunities for companies to connect with diverse audiences. Diversity is also key to mitigating unconscious biases or “blind spots” in your marketing messages that can potentially ostracize customers and harm your brand.

We are not responsible for our first thoughts. But we can course-correct our second thoughts if we equip ourselves with the right tools. By including diverse perspectives in our decision-making processes, we can redirect ourselves and catch unconscious bias before we fall.

According to an annual survey by Bloomberg Law, only 45 percent of private employers closed their doors for Martin Luther King Jr. Day in 2019. This is an increase over years prior—a decade before, this number was less than 30 percent. It’s clear that American values are shifting. You might consider the relationship between Martin Luther King Jr.’s legacy and your business’ values when reviewing your list of corporate holidays.

Dr. King’s Legacy

Dr. King’s role in our country’s history as an activist, minister and Nobel Peace Prize winner is unmistakable. His leadership during events like the Montgomery Bus Boycott, Sanitation Workers’ Strike and March on Washington accelerated the movement toward racial justice around the country. His famous “I Have a Dream” speech and “Letter from a Birmingham Jail” set the tone for future activists like Stacey Abrams, Patrisse Cullors, Alicia Garza, Opal Tometi and Deray McKesson. In classrooms across the country, students memorize his words as a call for equity and inclusion in today’s world.

April 4, 1968 marked a shift in the long-fought battle for civil rights when Dr. King was assassinated on the balcony of his hotel in Memphis, Tenn. In the days and weeks that followed, riots broke out across the country in protest of his murder. John Conyers Jr., the late Democratic Congressman from Michigan, took to the floor of Congress just four days after Dr. King’s death to insist on a federal holiday in his honor. It would take another 32 years for every state to recognize the third Monday in January as a day of remembrance for Dr. Martin Luther King Jr.

Observing Martin Luther King Jr. Day

As we have witnessed in the past year, there is an ongoing racial reckoning in our country. We have seen firsthand the inequalities that continue to plague our nation and the growing sense of frustration among people of all races. The team at TechnologyAdvice acknowledges those concerns and stands in solidarity with those working for change. Over the last several months, we have reflected on the ways we can further support our coworkers, neighbors and the Black community at large.

Dr. King once said that the time is always right to do what is right, and his day serves as a reminder of that. In this spirit, the Diversity, Equity and Inclusion Committee at TechnologyAdvice worked with the executive team to add Martin Luther King Jr. Day to the list of company holidays. “The gesture itself is a small one, but represents something much more important, which is our commitment to continuing the conversation around diversity, equity and inclusion,” says CEO Rob Bellenfant. “Candidly, we are not where we want to be from a diversity perspective, but we are dedicated to the work of bringing awareness, education and understanding to each and every employee at TA in the hopes that it will always be a place where people from all walks of life feel valued.”

A Day On, Not a Day Off

It’s true that lasting change does not happen overnight. It’s also true that these issues are not new, and Martin Luther King Jr.’s legacy is evidence of that. If the past months—and decades—have shown us anything, it’s that words are not enough. As we continue to work toward Dr. King’s dream of racial equity, Martin Luther King Jr. Day seems like the perfect opportunity to consider his quote: “Life’s most persistent and urgent question is: What are you doing for others?”

At TechnologyAdvice, we are focusing on the work we can do individually and company-wide so that we have a lasting impact on our communities. In some cases, this looks like volunteering with local organizations. In others, this looks like educating ourselves on Black history and the challenges that persist in the Black community today. In general, we’re using Martin Luther King Jr. Day as an opportunity to do the work to be better, so we can all stand together in the fight for justice.

Our support for the social justice movements must continue even when it’s not lucrative, convenient or attention-worthy. As Dr. King said, “If I cannot do great things, I can do small things in a great way.” It may be a small step, but we can do it together.

–Kaiti Norton is a Nashville, Tenn.-based content writer for TechnologyAdvice, a full-service B2B media company. She is passionate about helping brands build genuine connections with their customers through relatable, research-based content.

–Amiee Sadler is the education and research manager at people3, Inc. People3, Inc. is a diversity and inclusion firm located in Nashville, Tenn. They provide education, consulting and research services for organizations to expand their diversity, equity and inclusion initiatives.