Originally published June 8, 2020&nbsp;Anti-black racism has historically&nbsp;not&nbsp;been a source of dialogue at the highest levels of corporate Canada. This sentiment was bravely articulated by&nbsp;<a href="https://www.theglobeandmail.com/news/toronto/hadiya-roderique-black-on-bay-street/article36823806/">Hadiya Roderique</a>&nbsp;in 2017, and yet this conversation continues to be on the table.&nbsp;Understanding stakeholder sentiment means that communication teams can reframe the anti-black racism narrative in corporate Canada. By now we have read some of these statements which I have segmented as those who:1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Stand against racism of any form2.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Are anti-racist, or3.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Are affecting anti-black racism change.There has been study after study discussing the changes required across disparities in socio-economic issues, marketing of products and services, racial profiling, and the social determinants of health. Anti-black racism dialogue in Canada is not new. The corporate tone with respect to anti-black racism should by now be rooted in the&nbsp;culture,&nbsp;and not a part of&nbsp;“crisis”&nbsp;communications.If a delayed response is currently being managed, communication teams should ask why anti-black racism has not been at the corporate table until now.These&nbsp;employee moments that matter&nbsp;will inevitably become the external corporate narrative that will play out over the next 30-60-90 days, and year-to-year until what is necessary for change is implemented and measures are put in place to remove the systems of racism.Let that change include&nbsp;intentional systemic organizational transformation&nbsp;that expands space for black employees at all levels of the organization, from the Board of Directors to hiring practices. When a corporate statement is being developed, some specific questions need to be asked including:·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;How is the Board segmented to include black professionals?·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;What is the plan to bring qualified employees (current or new) into leadership roles?·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;What is the corporate budget for anti-black racism training?·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;What are the indicators being measured at exit interviews specific to black employees leaving the organization?·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Do you have a Black Employee Resource Group? Do they have active and supportive Executive Sponsor?·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;How is the budget allocated for Employee Resource Groups?These actions can be measured as a critical success factor through dialogue which is:1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Empathetic in acknowledgment2.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Intentional about learning about anti-black racism3.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Inclusive regarding the opportunity to discuss, and4.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Includes non-black employees as well.I have built my career on the utmost respect for the power of dialogue and its force to build bridges. Dialogue without meaningful and measurable action, however, is why we are where we are today.Corporate Canada has some catching up to do with respect to anti-black racism. Working with your trusted advisors inside and outside of communication teams is the way forward.&nbsp;#antiblackracism #blackonbay #employeeexperience #equity #inclusion #marcomms #momentsthatmatter #publicrelations&nbsp;Gail is a strategic advisor and communications professional who began her career on Bay Street as a corporate law clerk and moved on to corporate recruiting and communication roles. Now in consulting, Gail has a passion for employee relations, workforce culture, and organizational transformation. She is completing her accreditation in public relations with the Canadian Public Relations Society and lives in Toronto. These opinions are Gail’s alone. No copyright infringement is intended. &nbsp;

BLM co-founders from left to right: Patrisse Cullors, Opal Tometi, and Alicia Garza


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Communications + the Black employee in Corporate Canada

Originally published March 24, 2021&nbsp;You’ve heard it all before:“Keep your head down, do your job and your efforts will be recognized.”“I am the Executive Vice-President of Finance &amp; Accounting, not the Diversity specialist.”“Not everything is about race.”&nbsp;These declarations are a few examples of the barriers of exclusion layered in racism that many BIPoC citizens manoeuvre on a day-to-day basis. These “distractions” in dialogue are a portion of the reason why white supremacy is difficult for some to see and therefore address. Getting out of your bubble is the way to start practicing <a href="https://www.ted.com/talks/ibram_x_kendi_the_difference_between_being_not_racist_and_antiracist">antiracism</a>. It is only when we do, that equity, inclusion, diversity and belonging will see its full potential.&nbsp;While society seems to be “awakening” to the racism that many BIPoC have been experiencing for generations, race in this “wokeness” continues to be de-centred. For this reason, we continue to circle the dialogue of EDIB while not ever facing the root cause analysis - white supremacy.&nbsp;BIPoC are not a monolith. Within and among each group we have specific matters that are unique to our experiences. The tie that binds us together, however, is that of our skin and the way it has been weaponized as a target for the cause of the day; From anti-asian hate to over policing black neighbourhoods to missing Indigenous women. If we continue to circle the conversation of race that has held the globe captive for generations past, it will continue to do so for generations to come.&nbsp;&nbsp;How can we enable this change? &nbsp;First, your review of this piece and attendance at the Antiracism in PR Summit is the start to your individual, organizational or social change curve ahead. &nbsp;Second, you need to recognize and then change, the gaps in your knowledge, networks and knee-jerk reactions to conversation around race and your privilege in its current construct.&nbsp;For instance, let’s start with the term “visible minority.” While this may or may not be true about the physical representation of racial and ethnic groups in some regions across Canada, the term completely ignores its insidious reference to the power structure of being BIPoC. Across every aspect of society, we are either vastly underrepresented or disproportionately negatively affected. The “minority” is about our self-determination in this white society - not our physical demographics.This anecdotal and very much documented fact is true around the world and across all socio-economic areas.So what?&nbsp;If your firm has not made a humane or strategic decision to take action on antiracism, you are already behind. It is therefore recommended that you also,&nbsp;Three, expand your bubble by recognizing that everything IS about race even when you cannot see it. That was THE intention when racial constructs were designed. This understanding requires you to authentically expand outside of your knowledge, response and <a href="https://www.ihollaback.org/">accountability circles</a> to dismantle white supremacy.&nbsp;Lastly (for the purpose of this piece). You are required to use your voice to challenge the current rules that uphold the status quo. This has been demonstrated and documented as the barriers to equity and inclusion. Change will only take place when everything, from education systems to insurance policies, are audited with an equity lens at the forefront.BIPoC have had to function at the crossroads of racism, sexism, colorism, ableism, homophobia, and all the social constructs that exist in this patriarchal, white-centered society. Changing this requires individuals and organizations to center race and ethnicity. &nbsp;To think otherwise is to be against racism, but not be antiracist. &nbsp;White. Cis-gendered male. Straight. Able-bodied. English-speaking. Christian. Upper-middle class. &nbsp;This summit on antiracism in PR is about CHANGE in centering all voices, not just one. Our two-day agenda will be about leaders who are expanding their bubble and sharing the tools and tactics that interrupt and eventually dismantle these power systems and processes currently in place. &nbsp;You will hear about:<ul><li>The formula already used for intersections of whiteness (gender, orientation, age, abilty, etc.) adding the intersection of race for BIPoC parity across society.</li><li>How to design and build artificial intelligence to interrupt bias and encourage inclusion and diversity through data and technology</li><li>The language to be used in the workplace and in social circles to address racial hate, adopt new behaviour and make changes for the betterment of our lives and others</li><li>Why the CEO must take part in this dialogue and not expect HR functions to be solely responsible for the cultural DNA of an enterprise</li><li>Provide recommendations on what to do when there is resistance and in what forms it shows up, as we move towards change.</li></ul>&nbsp;These conversations and more must be pushed by the communications professional. We sit at the precipice of change in society through media headlines, marketing campaigns, advertising and behavioural change that has shifted the social construct of society toward whiteness. We can do the same when referring to racial identities and intersectionality. &nbsp;

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Everything IS About Race

Originally published July 3, 2020&nbsp;&nbsp;Since 2020 is asking for so much change, to follow are some starter words that will lead you to use the ones that confirm your “actions” against anti-black racism.If we say we are combatting, stamping out, and working to change the status of black lives, then the&nbsp;cognitive dissidence&nbsp;and&nbsp;tone-deafness&nbsp;surrounding this&nbsp;human rights issue&nbsp;from the boardroom to the newsroom, must be addressed.Rather than continue to debate 500 years of data and information about systemic racism, make time to&nbsp;amplify black life&nbsp;using the correct intent, words, and context. This starts with an&nbsp;honest internal dialogue&nbsp;that should extend into the language on the playground, the statements in the classroom, the small-talk in the neighbourhood and the “professionalism” in the boardroom.Becoming&nbsp;word wise against anti-black racism&nbsp;is a call to action for EVERYONE.While we wait and see how the black life narrative is played out in public statements, media, brand changes, and advertising, the reality is, the lack of diversity across these industries will not provide you with what you seek. We cannot rely on broadcaster story angles and corporate agendas to give you the language of the black experience.Your everyday cognition is the change that is needed.Let’s clear some of that dissidence behind some terms and conditions that need to change if anti-black racism is on your agenda:Black Lives Matter<ul><li>It focuses on black lives across ALL the dimensions of our experience</li><li>This is NOT a political issue – it’s a human life and human rights issue</li><li>Check out the primary source of this full manifest from&nbsp;<a href="https://blacklivesmatter.com/what-we-believe/">BLM founders</a>&nbsp;Patrice Cullors, Alicia Garza and Opal Tometi</li><li>Start following this script</li></ul>Visible minorities + “I don’t see color”<ul><li>Presently used, it means that you understand that there is a systemic difference between a majority (white) population and minority (black or racialized) population. To continue to use this and not work towards dismantling the disparities means you are not working towards anti-black systemic racism</li><li>To use it would also directly&nbsp;contradict&nbsp;the “I don’t see color” statement. You clearly see a disparaging difference across social, political and economic status</li><li>Stop using them both</li></ul>The Black Experience is also not a monolith<ul><li>Just like other races, there are different economic classes of the black experience</li><li>To continue to perpetuate the “having less than” narrative undermines&nbsp;<a href="https://thetyee.ca/Analysis/2019/08/13/Vancouver-Black-Neighbourhoods/">our history</a>&nbsp;in having overcome despite these systems of oppression</li><li>Further, looking forward, we are at a turning point for black economic power (hence some of the corporate messages that don’t want to miss out) as in the United States alone, there are over 47.8 million people of African and black descent</li><li><a href="https://www.nielsen.com/us/en/press-releases/2019/african-american-spending-power-demands-that-marketers-show-more-love-and-support-for-black-culture/">Black spending power</a>&nbsp;has been fully documented even as the&nbsp;<a href="https://www.mckinsey.com/industries/public-sector/our-insights/the-economic-impact-of-closing-the-racial-wealth-gap">economic wage gap</a>&nbsp;among black families is reported (related to the previous point about discussing the full dimensions of our experience, including that of the&nbsp;<a href="https://www.cnn.com/2016/04/18/africa/looting-machine-tom-burgis-africa/index.html">continent of Africa</a>)</li></ul>Public Relations&nbsp;(including marcomms, advertising, and media)<ul><li>There has been an intentional narrative that has held for over 500 years and has cost society many innocent black lives. Take responsibility for reporting as these industries build a more diverse representation of society.</li><li>The shock and awe of the 24-hour news cycle and marketing advertising gaffs, has offered us predictable and careless reporting</li><li>We see through the “any news is good news” strategy.&nbsp;Stop doing it.</li><li>Also, let’s present&nbsp;all the intersections&nbsp;of legal cases by naming them for&nbsp;who was charged,&nbsp;<a href="https://www.theglobeandmail.com/canada/article-police-officer-brother-face-aggravated-assault-charges-as-dafonte/">not by the victim</a></li><li>Understand the narrative about anti-black racism through&nbsp;<a href="https://www.adweek.com/agencies/a-brief-rundown-of-racism-within-advertising-and-why-its-still-happening-today/">images and propaganda</a>, and&nbsp;stop doing it</li><li>Understand the deception in&nbsp;using&nbsp;<a href="https://www.theguardian.com/commentisfree/2019/may/16/racial-justice-corporations">violence against black people</a>&nbsp;as a means of selling a product or "hashtag activism" and&nbsp;stop doing it.</li></ul>Leadership development<ul><li><a href="https://www.cnbc.com/2020/07/01/how-corporate-americas-diversity-initiatives-continue-to-fail-black-women.html">Employees leave managers</a>, not organizations</li><li>This can be a low hanging fruit success story IF the layers of systemic racism and bias are dismantled with fairness and equity in this human potential dialogue</li><li>Leaders today, stop meeting with teams to “get into your head to understand” the strategy behind our work product</li><li>We see this for what it is –&nbsp;<a href="https://womenintheworkplace.com/">taking credit</a>, lack of sponsorship and lack of upward mobility</li><li>Stop doing this. Instead, invite us to the meeting + sponsor our work efforts.</li></ul>The above represents a good starting point.Begin from within. Look at&nbsp;how you personally perpetuate systems of oppression through your choice of words.While we dismantle oppressive language, let's in parallel take the corporate listening exercises about the black emotional tax and efforts to break through the brick ceiling, and move into meaningful, measurable, and actionable change across all areas of society.#advertising #antiblackracism #culture #communications #employeeexperience #equity #gaslighting #inclusion #marcomms #media #momentsthatmatter #publicrelations #storytelling

Image details: Image created by: Local artists in the Kensington Market area of Toronto. Image captured by: sukoon2fly/Instagram

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Becoming Word-Wise Against Anti-Black Racism

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Ubora Updates, Resources, & Industry News

Cultivating a supportive space for Black communicators to enrich their careers.

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