It's time for HR to help lead, but we first need to get our hearts and house in order.
The recent mishap where a well-known public company sought to create a mural to honor Black Lives Matter, while the movement was still "relevant," highlights what many are probably thinking or wishing, that like the pandemic, when this blows over, we can get back to normal. However, like the new normal in the wake of COVID-19, we are being ushered into a "new humanity normal" sparked by a "woke-up" world, acknowledging systematic racism toward Black people.
“Every system is perfectly designed to get the results it gets.”
What role has the HR function and our practices played in creating the conditions where:
1. People motivated by bullying and fear are hired, trained, rewarded, and promoted in police departments throughout the United States?
2. Only four African Americans (and only males) are CEO's of Fortune 500 companies, with the number decreasing over the years? Now that our organizations have issued a statement and donated money, which does little in the middle of a crisis, are we transforming the HR practices and policies that enabled or haven't prohibited systemic racism?
3. Despite our calls for diversity and inclusion in the business, are we willing to address the fact that our function is predominantly white and overwhelmingly female? The research found that "powerful people are only faster to notice unfair situations when they're the victims…and are less empathetic to the plight of others." When we have the power that comes with the seat at the table, what are we doing with it?
After the self-education and reflection, how powerful would it be if the HR standard-setting authorities came together with thought leaders and practitioners to "follow our words with actions?" I challenge our professional associations (e.g. HRCI, NAAAHR, SHRM, HRPS, etc.) to lead a collective to craft a set of impactful actions to create a function and a broader workplace where diversity is valued, and racism isn't tolerated. During a recent global webinar, SHRM was criticized for its handling of this moment, which speaks to the fact that people are listening and watching.
It's our time to create new conditions and outcomes based on the people + culture systems and practices we create for our function, and the organizations we advise, or we risk becoming irrelevant.