Towards Racial Justice in America: A Change Management Perspective
George Floyd. Breonna Taylor. Ahmaud Arbery. The names go on and on… For over 400 years black people have faced pain, suffering, and oppression in America. Our nation has been socialized in racism, seen structures erected to maintain racism, and seen oppression go unchallenged. Consider these percentages[1]:
10 Richest Americans: 100% white
U.S. Congress: 90% white
U.S. Governors: 96% white
Top Military Advisors: 100% white
President and Vice-President: 100% white
U.S. House Freedom Caucus: 99% white
Current U.S. Presidential Cabinet: 91% white
People Who Decide Which TV Shows We See: 93% white
People Who Decide Which Books We Read: 90% white
People Who Decide Which News is Covered: 85% white
People Who Decide Which Music is Produced: 95% white
People Who Directed the Top 100 Grossing Films: 95% white
Teachers: 82% white
Full-Time College Professors: 84% white
Owners of Professional Football Teams: 97% white
As someone who specializes in change management, a systematic approach to dealing with the transition or transformation of an organization’s goals, processes, or technologies, I’ve supported a number of organizations in implementing strategies to drive change and enable people to adapt. Full disclosure, I am also coming at this from the perspective of someone who happens to be white and is continuing to learn how to be a better ally in the fight for racial justice. As protests for racial justice continue throughout the country, I’ve heard a range of sentiments on the prospects of long-term sustainable racial equity. “Every time I think this is the heartbreaking incident that would lead to change, nothing happens.” “If we could not get change from Tamir Rice, I don’t know how this will change anything.” “White people are acting like this is the first time they have seen racism.” “It feels like people are finally listening and acting for the first time.” “What has been different about this time?” The reactions range from hopeful, to angry, to disheartened and jaded, to supportive.
In change management, we use the ProSci ADKAR model[2] as a common framework for evaluating change. This research-backed, customizable, and scalable framework provides a lens for understanding an organization’s historical context, capacity for change, and where barriers and impediments reside. While optimistic, I think examining the potential for racial justice in this context can help better understand these sentiments.
People tend to operate on a continuum in change efforts — some (early adopters) are further along in their journey and have actively educated themselves, are taking action, and reinforcing change in their lives and the lives of those around them. Many others face barriers — they resist the change because they are blissfully unaware, do not feel the need to change, do not know how to change, do not know what to do to change, or become complacent. We need to acknowledge where we are in the fight for racial justice and work our way towards actively eradicating racism.
An important distinction to make in any large change effort is the need for a coalition of diverse, committed people who are willing to work across divisions, share resources, and enlist others in the change effort. Let me be clear — this is not just a racial issue, this is a humanistic one and people of all ages, backgrounds, and races need to join the fight for racial justice to drive change. Recent studies have shown that when 3.5% or more of the population actively participates in nonviolent protests, this can lead to serious political change. Here’s how change management would mobilize those 11.5 million U.S. citizens.
A- Awareness of the Need for Change
White people have been socialized in a country that affirms whiteness. The numbers in the table above did not happen by accident, but were built on institutionalized systems and structures. Put bluntly — we (white people) may not be aware of the need to change because we are not the ones experiencing the inequity. Due to structural and institutionalized racism, many of our communities remain segregated. This can often create an echo chamber or protective bubble of privilege that shrouds us from the need to change.
Galvanizing white people to become aware of this need for change is a major step and can help the nation overcome this first impediment to change. Some encouraging and telltale signs of awareness of the need for change are the use of social media to share videos, words, and actions showing the pain that people of color are experiencing, demonstrating solidarity and ally-ship, and holding ALL people accountable for dismantling racism. We are seeing awareness raised through organized protests, education and training, and companies and organizations taking a stand to affirm values and be active participants in demolishing racism[3]. While we as a nation have a long way to go towards racial justice and equity, raising awareness and educating groups is a critical step. From this awareness, we can build a more active network of supporters.
D — Desire to Support the Change
The desire to support the change is often the largest barrier to overcome. Change requires time and effort. It requires commitment. It requires being an active participant. Reviewing change in the context of racial justice and equity helps to better understand this hurdle. White people, in particular, may have difficulty overcoming this hurdle. Many white people struggle with discussing race, and get defensive acknowledging that they have been born into an advantageous and privileged position. This is not an apologist approach for inaction, but rather a rationalization of how white people are often able to turn a blind eye. It’s far easier for a white person to ascribe to: I’ve got my own problems to worry about. I’ve gone through my own share of hardships too. This is the way things are and who am I to change it? Well, doesn’t everyone have access to the same opportunity? My life matters too — why are we just focusing on black lives? than to commit to I must use my privileged position to play an active role in change. Being socialized in advantages from birth makes it even more challenging to actively acknowledge, or want to give up those advantages.
People of color have been fighting this battle for generations. Seeing white people educate themselves, participate in protests, put their time, energy, and dollars behind the fight for racial justice is a step in the right direction. We need more people, specifically white people, taking that step and joining the coalition. Those who have taken those steps already need to continue walking towards racial justice and bring others onboard. Awareness and desire can be performative — it takes action to formalize the change.
K — Knowledge of How to Change
Even with awareness and desire, there is often no predefined path to change. How does one create a roadmap for racial equity? With any change, it starts with a commitment to learning and educating. Racism has enveloped us since birth and this pervasive problem requires active learning and action. One thing that I have been uplifted by is the outpouring of people both seeking and sharing resources to help gain the knowledge and understanding of how to change. In that vein, here are a few that I have found helpful (and don’t be afraid to let Google be your guide):
Books (on my reading list and recommended from those with far more expertise than me):
White Fragility: Why It’s so Hard For White People to Talk About Racism by Robin DiAngelo
How to be an Antiracist by Ibram Kendi
Stamped From the Beginning: The Definitive History of Racist Ideas in America by Ibram Kendi
Articles to Help Gain Knowledge:
https://www.pbssocal.org/education/at-home-learning/talk-kids-anti-racism-list-resources/
https://greatergood.berkeley.edu/article/item/antiracist_resources_from_greater_good
https://www.benjerry.com/whats-new/2020/06/racial-justice-actions
Listen, Watch, and Learn:
1619 — the New York Times podcast on slavery’s impact on America
Watch Selma, 13, and Just Mercy (among many other movies about the fight for racial justice).
Organizations to Donate to:
NAACP Legal Defense and Educational Fund
A — Ability to Demonstrate Skills and Behavior
With any new skill or behavior, it takes time to develop that muscle and form a habit. Continue to seek opportunities to learn, test yourself, and contribute to the change. 400+ years of institutionalized racism will not go away overnight and your networks and friends may be at different stages in overcoming their barriers to change. Build confidence in skills and behaviors by having the conversation, educating others who are not as far along in their journey, or leading efforts in your jobs and community. Be an active participant in conversations, hold yourself and others accountable, take part in training, protests, and better understand the positions of your elected officials (and vote)! One positive sign is that many anti-racist books are selling out and supplanting other top sellers on Amazon’s best seller list. That commitment needs to continue with people committing to reading these books and putting what they learned into action.
Demonstrate your skills, behavior, and ability by:
· Demanding Accountability: Hold your organizations and networks accountable. Demand more representative and equitable board composition, employee representation, and partnerships.
· Uplifting Black Voices and Businesses: Amplify the voices of people of color by sharing their posts and experiences, supporting their businesses, and use your power and privilege to promote their agenda.
· Voting: Get involved in campaigns, press politicians to support racially just policies, and vote for those candidates that are actively supporting racial justice!
Commit to using your time, talent and voice to build this coalition. Recognize that you may get out of your comfort zone at times, will make mistakes, and should accept feedback on how you can better serve the cause with gratitude and reflection (yes — please send feedback on how I can do better).
R- Reinforcement to Make Change Stick
Far too often, people become complacent when facing change. They declare “mission accomplished” too soon, and pay lip service without completing the hard work needed to solidify the change. Institutions built over centuries must be actively dismantled. Individuals and organizations alike need to maintain vigilance and ingrain anti-racism into their culture and values.
We are seeing some companies taking this step. Nike has been rewarded for standing by its values and signing Colin Kaepernick to an endorsement deal. Brands such as Airbnb, which has had its own troubled history, are also collecting and developing resources and integrating them into their cultures and practices. Companies have pledged over $1.7 billion to combat racism and injustice, providing an opportunity for resources reinforcing the change.
Consumers are calling for organizational boards to have people of color represented. Minneapolis has taken the seemingly radical approach to defund the police department and rebuild an institution around community. Colleges are building anti-racism into their curriculum. These are foundational steps for reinforcement and the commitment needs to be continued to ensure that we avoid complacency, maintain momentum, and build equitable institutions.
Change is seldom easy and as individuals, organizations, and as a nation we have a long way to go. To foster long-term sustainable racial equity we need to educate ourselves and others around us, we need to hold our elected officials, communities, and networks accountable, and we need to find ways to actively institutionalize ANTI-racism into our daily lives.
[1] White Fragility: Why It’s So Hard for White People to Talk About Racism, by Robin DiAngelo, figures from 2016–2017
[2] https://www.prosci.com/adkar/adkar-model
[3] https://www.delish.com/food-news/a32755773/ben-and-jerrys-black-lives-matter-statement/
