As a non-Black manager, you want to do everything possible to create a comfortable and supportive environment without overstepping your bounds or putting your Black employees on the spot.
Of course, this piece isn’t meant to be a broad sweeping gesture attempting to state that all Black people’s experiences are the same; far from it.
What it is here to do is help you better understand the challenges some of your Black employees may have faced due to systemic racism and other unfair initiatives targeting the Black community.
The goal is to provide you with enough insight so you’re empowered to create a work environment where Black professionals thrive right alongside their white counterparts.
Here’s a comprehensive overview of how to best support Black employees as a manager.
Implement Change Throughout the Entire Organization
As a manager, supporting Black employees does not begin and end with you. Whatever protocols are decided upon need to be outlined and executed throughout each branch of the organization.
As the procedures are laid out, include real-life examples of what support for Black employees looks like within each department and at every level of the organization.
In addition to outlining support, each department should thoroughly review current employee-related practices and procedures and update them when necessary to ensure they are fair and equitable for everyone.
If an audit of this magnitude is challenging, consider hiring an outside agency to conduct it on your behalf.
All company policies and related SOPs should be sufficiently updated to ensure Black colleagues are equally supported.
Here are some examples of what that looks like:
Have a Transparent Compensation Policy
Pay structure and compensation policies should be clearly outlined and transparent. The same criteria governing raises and bonuses must be applied fairly to each employee.
Pay audits should be conducted regularly to ensure they align with policy.
Offer Fair Promotion and Career Advancement
Company advancement expectations and promotion criteria must be clearly written and adhered to, so no one who wishes to advance is left in the dark.
Steps to promotion should be structured fairly and applied equitably to each candidate who meets the outlined criteria.
Black employees who express interest in advancement should be informed of which steps to follow to help attain their aspirations and counseled on various paths to promotion.
Revamp Recruitment Efforts and Hiring Practices
Recruitment efforts and hiring practices can quickly become stale and routine, so it’s always a good idea to review them.
When sharing job openings, are you sticking to the same job boards or continuously seeking alternative solutions to find the best talent?
For those who use the same sources, it may be a good idea to seek out new places to post job vacancies, including those that yield more diverse talent.
Are your recruitment and hiring practices unbiased, equitable, and inclusive?
For example, do you currently adhere to strategies meant to eliminate unconscious bias, such as conducting blind resume screenings?
While it may seem somewhat unrelated to your role as a manager, full support of black employees includes eliminating any potential for racial bias to occur.
Have a Firm Anti-Discrimination Policy
Company policy must clearly state that discrimination of any kind — including microaggressions — will not be tolerated and will result in termination.
This could include:
- Developing a formal company-issued statement
- Demonstrating a firm stance against racial injustice
- Zero-tolerance protocol should an employee engage in such behavior
Discrimination is not only despicable, it’s also against the law. Going above and beyond to eliminate the likelihood of that behavior occurring within the organization also helps protect the company from being sued for a discrimination-related offense.
Partner with Organizations That Support Black Professionals
Often, it’s actions rather than words that show care and commitment. Partnering with organizations that advocate for and support Black professionals is an excellent way to demonstrate your alliance.
Obsidi®, for example, is the go-to destination for Black tech professionals. We have nearly 100,000 active members who join us to take advantage of our thriving network, gain access to Tech Talks and other educational opportunities, and participate in our annual BTFUTR conference.
Businesses who partner with us can share more about their organization with all our members, post job vacancies, increase diversity within their teams, and more.
If you’re in the tech sphere and want to discover all the benefits of partnering with us, we’d love to have you!
Create an Inclusive Workplace
At its core, an inclusive work environment is an accepting place. It’s a safe space where all employees are free to be themselves and fully embrace the various aspects of their identities. It’s also an environment where employees can raise concerns without fear of retaliation.
It’s crucial as a manager that you demonstrate the commitment to an inclusive workplace. Be open, warm, and kind. Seek to have a genuine rapport with your Black employees and others whom you supervise.
The best part about creating an inclusive work environment is it’s a classic win-win.
The employee experience is better for everyone, and the company gains a coveted reputation for being an excellent workplace.
Here are some ideas to consider for creating an inclusive work environment:
Invest In DEI Training
Schedule annual DEI training for all employees, which covers topics like:
- Racial bias
- Unconscious bias
- Cultural competency
Additionally, education on the effects racist discrimination had on the Black community, and how it led to racial inequalities and systemic racism — which is still prevalent today — is important for everyone to learn and understand.
These workshops can be pretty eye-opening.
White people learn things they may have never known. They become aware of what microaggressions are and ways they still exist, and gain a broader understanding of the trickle-down effects of racism and segregation that their Black co-workers still experience to this day.
DEI courses are essential for everyone and have an extra impact when they directly relate to and address each department at every level of an organization.
Thus, management must also undergo DEI training, preferably training specifically created for those in leadership positions. This can help provide valuable insight into the nuances of managing people with different cultural backgrounds and ethnicities.
DEI training is one of the few ways for non-Black people to begin to understand more about the Black experience, and have empathy for Black Americans and everything they’ve had to endure.
Encourage Employee Resource Groups (ERGs)
Employee Resource Groups are employee-created groups. They typically form because individuals with shared characteristics are seeking support and encouragement from one another. ERGs offer community, and help ensure the workplace remains inclusive.
These groups can exist to support LGBTQ+ individuals, BIPOC workers within the organization, and more.
ERGs are excellent for making sure that all employees’ voices are heard, and different needs are understood and addressed.
Providing a space for ERGs and encouraging employees to coalesce and form one, if desired, is a great way for your business to demonstrate allyship.
Set a Precedent of Open and Honest Communication
Oftentimes — especially if their coworkers are non-Black individuals — some Black employees may feel as though they have to just blend in or keep a low profile. As a result, they may not speak up even when they have something to say.
Therefore, as a manager, it’s vital that you check in with Black employees regularly and reiterate that you’re always open to chat if there’s something they need to discuss.
Additionally, let them know you see them; commend them for a job well done.
If your organization requires you to meet regularly with your employees, be aware of and support each of your Black employees’ career-related goals. Celebrate milestones achieved and maintain updated goals that lead to career advancement aspirations.
If your Back employees want to speak with you about something, it’s vital that you listen. Active listening is a huge part of effective communication and an area where many people fall short.
It’s important that people of color within your organization are aware of all the resources available to them and that you encourage them to seek support or assistance if needed.
If something isn’t clear, ask questions. Become a trusted advisor. If the issue is beyond the scope of your position, seek additional resources to assist.
Focus on Creating an Employee-Centric Work Environment
Employees are what make an organization. Companies who understand the positive impact employee wellbeing has on productivity and engagement know that creating an employee-centric work environment is beneficial to everyone.
When employees trust that they have a voice and understand they’re a valued asset to the organization, the results speak for themselves:
- Morale skyrockets.
- Retention rates improve.
- Creativity and innovation thrive.
In an employee-centric environment, each person is treated as an individual.
Leading with an employee-first approach allows you, as a manager, to connect with each Black employee you supervise and with your other staff.
Connecting with everyone makes it less likely that the Black workers within your organization will feel as though they’re being singled out or treated any differently than their white counterparts.
Here are some ideas that can help foster an employee-centric environment:
Prioritize Employee Well-Being
Well-being includes both physical and mental health.
Creating a work culture that understands the negative impact of burnout, and incorporates practices proven to improve both physical and mental well-being, demonstrates your care and commitment to all employees.
Permitting “mental health” days and understanding the importance of maintaining a healthy work-life balance gives your employees the space and resources to take care of themselves.
Being understanding and encouraging well-being is proof that as an organization, employee welfare is a priority. The bottom line is irrefutable: happy, well-rested employees are more productive and engaged at work.
Make sure your Black employees are aware of all the resources available to them and understand that they won’t be penalized or viewed differently for utilizing what the company offers.
Offer Flexible Work Accommodations
Empowering your employees involves creating an environment that allows them to thrive.
Offering flexible workplace arrangements is one way to achieve that; post-pandemic, many companies still permit their employees to work from home.
Allowing employees to work a remote or hybrid schedule nixes commute time and provides the space and flexibility to focus and get the job done.
Being open to schedule flexibility is another way to empower employees: Parents can drop off and pick up kids easily, be home for meals, and be generally more active and present in their family life.
Support Career Growth Endeavors
Presently, those holding executive titles in corporate America are a disproportionate representation of the US population as a whole.
The current executive demographic is comprised predominantly of white people, and only 3.7% of executive roles have Black leaders in the position—with black women making up a mere 1%.
Therefore, it’s more important than ever to encourage and inspire your Black employees to reach their goals.
One of the best ways to empower and support Black employees is to understand their career aspirations and work with each to create an individual plan that nurtures and facilitates their growth.
As a non-Black manager, it’s imperative to let your African American employees understand that there are opportunities and companies (like yours!) that are excited and invested in helping them on their journey, supporting their career growth and the goals they aspire to.
Creating a mentorship opportunity is an excellent way to inspire and uplift employees, giving them some real insight into what it takes — and what it’s actually like — to hold a position in an upper-level role.
Conclusion
Managing Black employees involves developing a genuine rapport and becoming a trusted resource and ally.
Systemic racism is only eroded when more and more Black professionals are supported and encouraged in their career evolution journey.
As more Black execs take the helm, they become an inspiration to the Black community at large, setting a real-life example that it’s possible to attain whatever goals they set out to achieve.
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