In the face of systemic injustice, CEOs must step up and reframe their company culture with a lens on equity and inclusion.

These past few weeks have been especially challenging for many of us. The bald exposure of systemic racism has unmasked deep wounds, and it is incumbent on all layers of society to play an active role in challenging the status quo of discrimination and systemic injustice. In particular companies, the lifeblood of our economy, must step forward not just in solidarity, but more importantly in leadership.

And this means starting at home. Corporate culture sets the context for everything an enterprise does. It is the beliefs, values, and behaviors that are communicated, even indirectly, to employees and dictate how people will be treated and valued.

As a Black woman with decades of living in today’s reality, I founded tEQuitable to be a catalyst for this change. Using technology to make workplaces more equitable, our focus is on making systemic change for the under-represented, the under-served, and the under-estimated1. We help companies make work culture that will work for everyone and our mission is to eliminate bias, discrimination and harassment in the workplace.

Recognizing that identity-based disparities can have a huge impact, CEOs need to take a hard look in the mirror and contemplate what place equity and inclusion have in their company culture.

Culture is learned and can be shifted. Here are 4 concrete steps organizations should take to adapt to the times.

1. Recognize the extent of the problem at hand.

This week’s turmoil is not just about George Floyd. What’s happening now is a reflection of the cumulative effects of: the disproportionate impact COVID-19 is having on Black and Brown communities across this country; the (most recent) killings of unarmed Black folx: George Floyd, Ahmaud Arbery, Breonna Taylor, Nina Pop – to name a few; Amy Cooper’s blatant weaponizing of whiteness; the segregation-era dogwhistle inciting violence against American citizens,… Sadly, I could go on.

2. Communicate the company’s position to all employees.

Companies cannot not remain silent in the difficult moments. As MLK Jr. said, "the ultimate measure of a man is not where he stands in moments of comfort and convenience, but where he stands at times of challenge and controversy." This applies to organizations as well.

Silence is complicity. Your statement, or lack thereof, will be an important reflection of who you are and who you aspire to be as a company, especially to your employees (as well as to your customers). A note of caution: authenticity is key. Performative allyship will be quickly exposed. Your employees won’t be fooled.

3. Support your employees during these turbulent times. Show them you see them and stand with them.

tEQuitable was specifically built to give employees this critically needed voice and outlet:

• Empower your employees to confront misbehavior and address misconduct.
• Help them know they are not alone.
• Forge a safe space for your employees to express their feelings, thoughts, experiences, and fears.
• Ally is a verb – help all your employees learn to jump in front of everyday racism and discrimination, both explicit and in the form of microaggressions, that many of their peers face on a daily basis.
• Do NOT task your employees of color with the emotional burden of salving their white colleagues’ conscience.
• Take stock of your current company values. Do they accurately reflect what is most important in light of recent events?

4. Mobilize your company’s influence at the societal level to counter injustice.

Establish ongoing commitment and measurable accountability through concrete action:

• Provide financial support. For example, donate to programs that cover bail bonds for protestors who are arrested. (You might also consider this same support for parents who are in immigration detention centers for want of $200 bail money.)
• Be actively “woke”. Be conscientious of how everyday behaviors impact your employees and your community.
• Support local communities that have been impacted. Organize your employees to volunteer to rebuild in Black communities and Black-owned businesses.
• Be vigilant of bias in algorithms. Consider the ethics stance of any 3rd party software provider.
• Amplify Black, Indigenous and People of Color’s (BIPOC) voices, externally and internally. Buy their books, retweet them, acknowledge their contributions and impact, promote them.
• Reduce economic disparity. Black folks make up 14% of the US population; commit to spending 14% of your purchasing power with Black-owned vendors, businesses, and products.

Be conscientious about the world you want to see. No one is coming; it is up to us. Companies must speak with their money, their culture, their voice. Now is the time, more than ever, to make change.

Lisa Gelobter is the CEO and Founder of tEQuitable – Work culture that works for everyone.