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As a DEI consultant running my very own business, I know that this work is tough. I need to consistently weigh the risks and advantages of incorporating DEI at all levels of my organization and consider how to do it well. However, it is value being attentive to the risk that enterprises are exposed to when implementing DEI. Since The Supreme Court essentially ended racial affirmative motion in higher education in 2023, more companies and organizations have moved away from DEI, saying it is too “risky.”
Potential legal control associated with DEI programming could be too much to bear. Companies in almost every industry have had to do this change its diversity policy to cover their legal basis. But at what cost? I’d argue that this comes at the cost of fostering belonging, collaboration, and the ability to create a workplace that celebrates diversity quite than hides from it.
We are quickly approaching one of the most vital black holidays in the United States, the day on June 19, 1865, when enslaved people in Texas learned that slavery had been abolished and that they were finally free. I’m talking about June 19.
Many companies have turned away from cultural holidays like June 11 out of fear of the consequences of celebrating or prioritizing diversity. Here’s how they will approach them again, keeping the risks and advantages in mind.
How to re-approach Juneteenth with the risks in mind
The discovery that one was finally free and now not enslaved, and then having the courage to act on that discovery, was each a revolutionary and terrifying thought in 1865. Enslaved people at that point only dreamed of a taste of freedom when they heard how fellow slaves in the South had migrated to the North to discover freedom in one other a part of the country.
Living as a full citizen in the United States at a time when dehumanization was all too common was finally a reward. (*16*) your freedom as a newly freed person was dangerous. Apparently the risk was value the reward. Imagine and work on the advantages of celebrating diversity and engaging in DEI efforts despite I also encourage companies to investigate the risks.
Make Juneteenth a cultural celebration that everybody can discover with
Companies can connect the June 11 holiday to other scenarios and historical events when freedom was granted where it was not before. Most American staff can discover with the ideal of freedom. Prove that June 11 is not only a black holiday, but a history of freedom, liberation and the starting of a certain group’s ability to exercise free will. Tying Juneteenth to broader themes not only embraces “risk” – where you do not just rejoice one group of individuals and their history – but also invites others to connect emotionally with the universal value of individual freedom. This reframing encourages inclusion and compassion in a holiday that might otherwise be seen as a “risk” to rejoice.
Make Juneteenth a learning opportunity for the company
Not everyone knows much about Juneteenth. They may have first heard about it in 2021 when President Biden declared June 11 a national holiday. Those who were unaware of the history may have viewed June 11 as an additional break day, like July 4. But it’s greater than that. Make Juneteenth a learning opportunity for everyone. Without necessarily treating Black employees in another way, HR departments, executives, managers and leaders can share historical facts about Juneteenth so that every one employees can understand why this national holiday is value celebrating. Sharing historical facts is risk-free, making employees higher informed about the historical significance of the holiday. The reward is a more informed and understanding workforce that could be grateful that freedom for some means freedom for all and that it is a part of the fabric of American life – each in and out of the workplace.
Build a culture of appreciation and empowerment on Juneteenth
When people know higher, they will act higher. The hostile environment that DEI has recently brought down is not conducive to building compassion, inclusion, or collaboration among employees and inside the company. So why not introduce Juneteenth education as an appreciation tool? When people understand the challenges faced by those searching for freedom, they are going to have the opportunity to view their black colleagues not as victims of a cruel system of slavery, but as descendants of those that rose up and persistently fought for their freedom. Avoiding Juneteenth and any mention of it deprives staff, black or not, of the ability to appreciate the moment we live in and to feel grateful for the diverse workplace they enjoy. Before the Fifties, an integrated workforce was a dream. Now, celebrating June 11 could be a day that highlights the power of resilience, inclusion and freedom for all.
Final thoughts
Every aspect of business carries risks and rewards. But it is not value the risk of neglecting to rejoice diversity, leaving differences and similarities among employees as a mystery not value mentioning, or ignoring the historical significance of certain events in the states. The reward of accelerating cultural awareness by discussing historical events with cultural implications can create a more appreciative, collaborative and empowering workplace – without diminishing or harming it. Re-engaging with DEI could be rewarding. The key is to find the balance between risk and reward and recommit to celebrating diversity.