5 Ways to Boost your Organisation’s Antiracism Efforts in 2023

antiracism antiracism actions antiracism education dei organisations Jan 05, 2023

If you’re reading this, I know you are keen on improving your company’s anti racism training and DEI training efforts, so let’s get straight into it.

  1. Be clear on where your organisation’s antiracism goals fit with the company’s mission and values (haven’t got goals? Make some space to create them a.s.a.p.). Racism at workplace is systemic and woven into the fabric of society and organisations. To challenge this, leaders must ensure antiracism and antidiscrimination goals live within the ecosystem of the company. By identifying the corresponding values and tying the antiracism goal to the mission, companies can more easily identify gaps and work toward solutions, building stronger diversity and inclusion at work.
  2. Start collecting data now! Data is essential to identify where problems lie; without it, it’s guesswork. Do you know the percentage of ethnic minorities that leave year-to-year? Are some groups leaving more frequently than others? Have questions been asked during exit interviews to uncover issues? How much do ethnic minorities earn compared to white counterparts? How many staff members feel the organisation genuinely cares about equity, diversity, inclusion, and workplace inclusion diversity? These are just a few questions that can be built into systems today.
  3. Acknowledge the journey will take time. No organisation gets this right immediately. Many make the mistake of treating anti racism training or DEI initiatives as short-term projects. Systemic change takes years, not months. Undoing entrenched unconscious bias and inequitable structures is a long-term commitment.
  4. Be transparent about your antiracism and inclusive workplace efforts. Diversity and inclusion, inclusive leadership, and cultural humility matter to employees and potential hires. If they browse your website or social media and see no evidence of this, red flags will appear. Salesforce’s Equality page is a prime example of showcasing diversity and inclusion at work in action.
  5. Educate the workforce. I cannot stress this enough. Leaders often want to be antiracist but lack foundational knowledge in unconscious bias, microaggressions, and racism definition concepts. Without this education, progress is slow, communication is difficult, and strategies fail. It’s like trying to use a complex tool without reading the instructions a nightmare!

The bottom line: improving anti racism training, DEI training, and workplace inclusion diversity is entirely possible. Organisations like Salesforce have shown it works. Like any goal, action must be consistent and reviewed regularly.

You can do this!

Of course, if we can help you along the way through our Time to Talk About Race CPD-accredited course or via antiracism consultancy, set up a meeting with me and let’s discuss the options.

Wishing you lots of success,

Rebbecca Hemmings
Director, Strawberry Words
‘Creating Cultural Harmony’

Talking about racism can seem difficult and uncomfortable. This CPD accredited course provides a foundational education on racism to help to increase racial literacy which includes building confidence to speak about and deal with issues concerning race. It provides a language through which meaningful conversation can take place (particularly in the workplace).

Time to Talk about Race Online Course

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