It’s very difficult for organizations to balance all of the things they have to do. They need to make money so they can hire employees and offer benefits. They have to make products and provide services that their customers will love. And they have to remain true to their values. It’s a sign of credibility.
Over the past few weeks, many organizations have made declarations that they are opposed to systemic racism. But there have been numerous articles pointing out that sometimeswhat companies say and what they do might not always align.
Carmen Miller is the CEO of麦金利保险服务位于劳德代尔堡，佛罗里达州一家提供全面服务的机构。我已经知道卡门超过十年的乐趣。我们第一次见面是在学会人力资源管理协会（SHRM）在奥兰多年度会议志愿者。我们花了几年时间在黑板上的HR佛罗里达，战略人力资源管理状态的联盟合作。我问卡门她是否会谈论她的经历作为一个CEO，幸好，她说“是”。
I’ve read a few articles recently that one of the ways white people can show allyship is by supporting Black-owned businesses. As a small business owner, I definitely want to support others and their values. But I’ll be honest, I’m concerned that if I’m vocal about my support that it will be misinterpreted as opportunistic or disingenuous. Are there some tips for showing this type of entrepreneurial support?
As a small business owner, never mind as a Black small business owner, I understand it can be difficult to find middle ground, even I struggle with it sometimes. If supporting the ‘movement’ alienates some, to ignore it does the same. It is a Catch-22 either way. It is in no way opportunistic, unless it genuinely is.
Some people do it and say it and you know who is genuine, they have always walked the walk, they have always supported people regardless of color and they do that because they trust that that person/company will do a good job. Many small business owners I know have tried taking the middle ground on this issue to ease all concerns – and many white owners really expect this to blow over in time – so they do just enough to get by. Those are the disingenuous ones. To stand tall at the risk of survival, now that’s real.
I believe this is also an opportunity to look within yourself (company) and see if what the staff is saying is actually happening. Many times, it is. This is where the confusion starts. Many CEO’s don’t know and/or don’t truly understand what the issues are, so the best place to start is within their own organization and the community in which you work and live. Know what affects them. Listen and take action based on your own staff. Start there and then work to support the drive toward resolution.
[Miller] Put your own biases aside. We all have them, in some way, shape or form. It may be uncomfortable initially, but you will find that regardless of color, we are all the same.
Stop ‘giving’ money and give time. Give of yourself and actually be with the people who you are supporting. Talk and listen to those who are trying to effect change and learn why they are trying to effect change. Try to understand whatever hits home in the communities you work, live, and serve. Support and assistance are needed in a lot of areas. Choose to stand and be proud of your choice. It’s the only way.
Creating organizational equity is going to be a priority for a long-time. Candidates will want to work for companies that demonstrate they have it. Employees will expect it in their job experience. It’s time for organizations to truly live their values.
图像捕获由体育app亚博 at the 34th Street Graffiti Wall in Gainesville, FL11