This column is part of our Last Word series, which invites noted professionals to provide closing thoughts at the end of each issue of Commercial Baking. See the full issue here.
—
MINNEAPOLIS — These days, every company has a racial equity pledge. And that’s good. Consumers want to support companies who stand for social and racial justice. But what does pledging racial equality really mean? Well, if the pledge isn’t authentic, it doesn’t mean much.
Throughout history, systems of prejudice have been placed on marginalized communities. These can’t be ended by the ones inside the system, but the ones who have actually benefitted from it.
Companies are run by people, and people make mistakes, especially when everyone is looking through a similar lens. Sure, more people of color are being welcomed into the room, but how many have a seat at the table? If all the decision makers have the same shared experience, you’re missing a whole other realm of the world. Diversity creates perspective; inequality breeds discontent.
Throughout history, systems of prejudice have been placed on marginalized communities. These can’t be ended by the ones inside the system, but the ones who have actually benefitted from it.
Take a sincere look at what’s happening within the walls of your company. Then, ask the hard questions. Do a headcount: African Americans make up 14% of the US population; is that represented in your company?
What does your manager representation look like? What about your rate of promotions year over year? What does your officer representation —VPs, directors, president — look like? What does your board of directors look like?
Those answers not only get to who is at the table, but they also tell you who owns the table … and who has the power to bring others to it. And it may also reveal disproportionate gaps in the diversity pledges. The only way to create a more diverse, equitable future is to make a concerted effort to do the uncomfortable work. And that’s asking leaders to dismantle a system that has otherwise benefitted them.
But asking the right questions — the hard questions — and holding yourself and your leaders accountable for the answers is the key to creating a genuine plan for racial equity and real, lasting change.
