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The time is here! EVERYONE is ready to make progress on equity, diversity, inclusion and anti-racism. Different than in the past, leaders are ready to move beyond a one-off training or charge a diversity committee with doing the heavy lifting alone. Most of what we’re hearing are requests for 1) EDIAR Strategy, 2) strategic planning that integrates EDIAR throughout the organization’s core business operations, and 3) enterprise-wide competence development for leaders and managers on what EDIAR means for them, their practices, and their accountability for advancing the organization’s values and goals.  

For those who are interested in strategy, we often work with clients on the importance of not jumping too quickly into implementation. A lot of well-intended leaders and managers want to quickly solve problems that have either been pervasive or are the focus of recent attention. Most tempting are those nagging itches that we have never been able to...

Over the past 6 weeks, we have been in conversation with thousands of Black, Indigenous and People of Color as well as managers and leaders. We have shared in trauma-filled spaces with other Black folks. We have facilitated sessions for allies–those who are trying to act to end injustice–even though that injustice that has (arguably) not had a direct negative impact on them. We’ve also coached managers and leaders who are committed to action but cautious about their own level of understanding and not wanting to misstep. 

The question that has come up over and over when talking with managers and leaders boils down to this: 

How do we find our leadership voice in the face of racial injustice? 

My first suggestion is not to begin with what you will say. Many leaders immediately believe that we have to say something, do something, fix it. Trust me, 400 years of racial injustice is not going to be undone by the great speech you make now or ever....