Race Matters

group of colleagues at a conference table having a conversation

Moving Beyond Diversity to Racial Equity – As protests sweep the United States, it’s clear that returning to ‘business as usual’ will not be good for business. In just a few days, countless companies that don’t talk about racism publicly have spoken out to condemn racism and police brutality. Employees of color have openly called out racism in their own institutions.-  Harvard Business Review, Ben Hecht, June 16, 2020

Assisting leaders & HR professionals in supporting and engaging with their staff on matters of race.

With the spotlight on race matters, managers and supervisors can no longer assume their employees will just “keep working” without being impacted by this sea-change that is happening around us all.  Because many managers and supervisors feel ill-equipped and some even fearful of launching into what were previously mostly taboo topics of conversation, Human Resources has created this program to assist leaders in supporting and engaging with their staff on matters of race.  

Christine Lovely, Associate Vice Chancellor, CHRO and Renetta Garrison Tull, Ph.D. Vice Chancellor, DEI touched on the physical, mental and emotional weight that recent events can have on employees in this message


October Spotlight on....


Upcoming Workshops & Events

 > Learn more about Race Matters workshops & access materials from past sessions.
 > See the calendar of events from the Diversity, Equity & Inclusion office.


 

DOs and DON'Ts for Discussing Race with your Staff
 

DO…

DON’T…

Ask how you can help.
Learn more

Don't be afraid to talk about racism, injustice and what’s going on - if your employees want to talk.

Understand that conversations about race will be uncomfortable.
Learn more

Don't insist that your staff talk about issues.  Create a safe forum and opportunity for discussions, but don’t force it.

Expect that you may have missteps and do or say the “wrong” thing.  When that happens, apologize and move on.
Learn more

Don't be defensive if your staff share experiences with microaggressions.  Doing so will fail to recognize their experience and will be a wasted opportunity to improve your work setting.  

Approve vacation or PTO requests if your operations allow you to do so.
Learn more

Don't expect your staff to ignore what they are feeling and how it impacts their work performance. 

Demonstrate compassion and empathy. 
Learn more

Don't be offended if your staff don’t want to talk to you about recent events, protests, or their experience with racism. 

Be an upstander and ally. Don't ignore insensitive or racist “jokes” by other staff.

Write a note of encouragement if your staff seems to be sad or dejected.  Keep it open-ended - don't presume to know how they're feeling or why.

Don't disregard signs of distress in your employees.

Apologize if you have been inconsiderate about race matters in the past.

Don't apologize if it’s insincere.

Listen.

Don't ask insensitive questions or make insensitive statements.  Some examples from real experience include: “Why are they looting?”; "Is that your real hair?";  "You talk white.".  (More on microagressions.)

Research about racism in America.  There are reading lists and resources linked on this web page. 

Don't expect Black employees or employees of color to “educate you”.  

Read. 

Don't put this at the bottom of your to-do list.

Develop cultural competency and work to uncover your own unconscious bias on an ongoing basis.

Get involved with UC Davis Administrative Advisory Committees and sign up for training (see links at left).

Don't delay educating yourself - block time in your calendar.  Continue to make this a priority even when the headlines aren't focusing on issues of racism and racial inequity.

Recognize that your staff and colleagues are in different phases of understanding and advocacy. Don't shame people who have more to learn; instead offer opportunities for education and respectful dialogue.

Have a question or recommendation you would like to share or anything you would like clarified? Please contact Ann Foley.