Anti-Racist Business Practices: How to Move Beyond Words and Learn to Take Action
Over the past several weeks, I, like you, have received countless statements of “solidarity” from big corporations, nonprofits, and small businesses. I’ve even helped edit a few such statements.
While those statements are an important part of the process, many of us have also been down this road before. A statement is made, actions are suggested for others, no action is pledged by the institution, and/or what is offered are surface-level activities that reinforce the idea that solutions can be easy, instant, and consistent with the current worldview. Others may not have felt compelled to address institutionalized racism and White supremacy before or have exerted the privilege White people have to disengage from the conversation (a privilege not extended to our colleagues who are Black and Indigenous People of Color (BIPOC).
Often in my role as an employee, business owner, board member, consultant, and sector leader working to advance racial and gender equity, I’ve been told to stay in my lane. The idea being that my lane is entrepreneurship, and entrepreneurship is about making money and creating wealth—not dismantling racism. Nevermind that businesses that have diverse leadership teams and build diverse, inclusive, and equitable corporate cultures actually outperform their competitors or that untold millions are left on the table every day by investors unwilling to invest in women and BIPOC founders.
Advancing equity and dismantling systems of oppression is our job as human beings, especially in “our lanes” where we have the greatest potential to influence change.
I believe we can affect tremendous change in whatever places and roles we find ourselves. So I looked at my lane and, starting back in 2016, began to apply a racial equity lens to my work.
At the time, it was to look at how my two-person team could codify our commitment to racial equity by documenting our process (creating a racial equity rubric) so that we could be more intentional in our work and leave a roadmap for others in the organization to follow.
Today, part of that work is helping small business owners—solopreneurs and owners with small teams—understand the role they can play in creating anti-racist business practices.
The Role of Culture
Regardless of the size or age of your company, it has a culture. Cultures don’t simply happen, they are created—intentionally or unintentionally. Every decision we don’t make has as much impact on our company culture as the ones we do. And how we choose to engage in that decision-making or act in alignment with our values, impacts everyone with whom we do business.
Our contractors, employees, vendors, and customers are looking for real commitments and deserve our authentic allyship. This means going beyond statements and taking action in practical, measurable, ongoing ways.
Based on my personal practice to become anti-racist, I’ve thought about what I can do as a business owner, and how other solopreneurs and small business owners can build anti-racist companies.
Taking Action
Be clear about and publicly state your values. If you are considering making a “solidarity” statement, start with your values and commit to actions that make those values real and actionable through everyday business decisions.
Commit to doing the personal work you need to do to understand systemic racism. This requires us to evaluate the ways we are complicit and what it means to engage in the work of anti-racism and systems change. Stop anxious fixing and challenge yourself. The system has been designed to make White people feel good, comfortable, and safe. If you’re White and not feeling uncomfortable then you’re not actively learning to be anti-racist.
Accept that nothing absolves us from recognizing our role and responsibilities as business owners. This work can’t wait until you hit specific revenue or profitability goals, add another employee, or land another client the time is now.
Make anti-racist education part of your own professional development plan.
Create a list of questions, specific to your business and industry, that you use to build and operate your business. They may include:
How does systemic racism show up in my industry (be specific) and in what ways can I challenge the status quo?
Whose voices are elevated and celebrated in my industry? Whose voices are marginalized or non-existent?
What experts and thought leaders do I follow and why? Do they include any BIPOC entrepreneurs or business leaders? Why? Why not?
When I have the opportunity to make a referral, do I have BIPOC in my network to who I can and do refer? We typically meet new people through the people we already know. How can you be intentional about expanding your network? This includes going to events where you may be in the minority, where your voice and expertise are not centered, and where you may need to be invited. You should probably feel somewhat uncomfortable in these settings as that is one sign that you are stepping outside your sphere of influence.
When I have the opportunity to collaborate on a project, do I have BIPOC business partners or consultants with whom I can work?
When I have the opportunity to make a direct hire, how do I write the job description? Source talent? Screen resumes? Set compensation? And what impact does that have on attracting and selecting candidates? Our implicit bias can manifest in how we define job requirements (like requiring a bachelor’s degree), where we post the job, the screening questions we ask, the referrals and references we trust, the assumptions we make about people’s names, alma mater, work history, etc. How can you actively interrupt your default thoughts and behaviors?
When I am given an opportunity to speak or present do I think of how to include BIPOC colleagues on the stage?
When I select conferences to attend, am I aware of the centering of White expertise and make that known to organizers?
When I make business purchases, do I make a point to source goods and services from BIPOC owned companies? Do the vendors I work with have an explicit commitment to racial equity? Think broadly: banking, office supplies, tech services, coaching, facility management/maintenance, outsourced services like accounting and legal, graphic design, digital media services, website design, equipment, office or co-working space, catering, event planning, meeting facilitation, raw materials, etc. Where we spend our money is a reflection of our values. Yes, sourcing some of these relationships may take more time. Being intentional usually does.
Are there any BIPOC on the Board of my professional association?
Do I use my White privilege in professional settings to address implicit and explicit bias? Do I speak up when BIPOC are not looking?
Do I use my privilege to open doors, create new opportunities, and otherwise interrupt the status quo?
When I do business with BIPOC colleagues will my thoughts, words, and actions align with my public statements of solidarity?
Who in my industry, network, and community is willing to work with me on building an anti-racist company? This is not an invitation to ask your Black or Brown colleagues to share their experiences and tell you what to do. It is about connecting with a community of practice.
Developing anti-racist business practices is an ongoing process. You will make mistakes, need to apologize, and to try again. I have and do. In this process, you will need to be vulnerable and authentic. You will always be learning—you will never arrive. I can think of no better way to build your capacity as a leader in business and your community. Welcome to the journey.
