Anti-Racist Tools and Strategies for Business

Name: Anti-Racist Tools and Strategies for Business
Author: Mercedes Naficy D'Angelo

How can an organization ensure that they are developing an anti-racist culture? Dialogues about race are very personal, but if we genuinely want to make…

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Course: On-Demand

(upbeat music) How can you ensure that you are developing an anti-racist company culture? Let's take a look at some tools and strategies to help, because people of color are often adversely impacted by structural racism reflected in hiring and promotion practices. One of the quickest ways to develop an anti-racist culture is to commit to achieving certain diversity hiring goals. Both at a team level and organization wide. This effort goes beyond simply meeting quotas. It means addressing hiring inequities that may be embedded in your organization's current recruitment and selection practices. Many Fortune 500 companies have already begun to address these issues. Changing selection and recruitment practices to include the following will result in better diversity hiring outcomes. Ensure that candidate selection is not made individually, but instead by groups with diverse representation. Research from the Center for American Progress found that just having two people of color on a hiring team led to significantly less biased hiring processes. Use third party firms with expertise in minimizing hiring discrimination. And widen the talent supply chain to include diverse job fairs and groups representing minorities such as Historically Black Colleges and Universities, HBCUs, Minority MBA Associations, Minority Professionals Associations, and other inclusive sources. You will face more difficulty hiring minority workers if you are a primarily homogenous company, meaning that your workforce is composed primarily of people who share the same race During the interview process, many minority workers will verify that the company they are applying to is diverse, verify that marginalized people are represented on the team they are being recruited for, and ask people they know who work there if they feel the organization is inclusive and respectful to people of color. By showing that the organization and its leadership are actively seeking to diversify its workforce and become more inclusive, you may be able to encourage the minority workers to continue the application process.

Intermediate Provider : Mercedes Naficy D'Angelo 3 Lessons · 8m in German, English, Spanish, French, Portuguese, Chinese

Course Description

How can an organization ensure that they are developing an anti-racist culture? Dialogues about race are very personal, but if we genuinely want to make systemic changes, we have to acknowledge the emotional component of developing an anti-racist workplace. Practices, such as recruiting for diversity, establishing rules of engagement for all team members, and a commitment to allyship with minority team members, are all tools that can be used in the development of an anti-racist workplace.

In these lessons, we’ll look at strategies an organization can use during recruitment to make sure that hiring practices are equitable among candidates of all backgrounds. We’ll also explore how to develop rules of engagement that provide a framework for collaboration, communication, and interactions amongst all team members, and what to do when experiencing resistance. Finally, we’ll discuss what it means to be an authentic ally and how to foster a workplace community that is consciously committed to being actively and vocally anti-racist.

What You'll Learn

Recruit for diversity using strategies that make hiring practices equitable among candidates of all backgrounds
Develop team rules of engagement that frame collaboration, communication, and interactions among all team members
Recognize how structural racism can be addressed through practices such as diversity recruitment and established rules and standards
Understand what it means to be an authentic ally to members of minority groups
Avoid pitfalls such as virtue signaling and respond to resistance

Key Takeaways

Building an anti-racist workplace requires acknowledging the emotional, personal component of dialogues about race in order to make systemic change.
Recruiting for diversity, establishing rules of engagement for all team members, and committing to allyship with minority team members are tools for developing an anti-racist workplace.
Equitable recruitment strategies help ensure hiring practices are fair among candidates of all backgrounds.
Rules of engagement provide a framework for collaboration, communication, and interactions among all team members, including how to handle resistance.
Authentic allyship means fostering a workplace community consciously committed to being actively and vocally anti-racist while avoiding pitfalls like virtue signaling.

Frequently Asked Questions

What does this course cover?

The course covers strategies for developing an anti-racist culture, including recruiting for diversity, establishing team rules of engagement, and practicing authentic allyship with minority team members.

What topics are taught in the lessons?

The lessons cover Recruiting for Diversity, Team Rules of Engagement, and Allyship and Authenticity.

What skills will I gain from this course?

The course builds skills in Diversity Awareness, Diversity Equity and Inclusion Initiatives, Diversity Management, Diversity Strategies, Diversity Training, and Workplace Diversity.

What does it mean to be an authentic ally according to this course?

Being an authentic ally means committing to allyship with minority team members and fostering a workplace community that is consciously committed to being actively and vocally anti-racist, while avoiding pitfalls such as virtue signaling.

How does the course suggest addressing structural racism?

It explains how structural racism can be addressed through practices such as diversity recruitment and established rules and standards.