Anti-Black Racism in the Workplace

Speaking Notes: Why Dismantling Anti-Black Racism Matters in Workplaces

Opening: Setting the Stage

• The speaker introduces themselves and states the topic will be critical for everyone: dismantling anti-Black racism in the workplace
• The audience is acknowledged as diverse, including students, employees, leaders, and retirees, all impacted by the conversation
• Anti-Black racism is defined as systemic, woven into policies, hiring, promotions, and everyday interactions, not just individual bias
• A connection to shared values references a desire for fair, welcoming places where talent is recognized, not overlooked due to race

The Reality of Anti-Black Racism at Work

• Black employees still face barriers despite progress, such as being passed over for promotions, experiencing microaggressions, and being unheard in meetings
• Data shows Black professionals are underrepresented in leadership and overrepresented in lower-paying roles
• Real-life examples include comments like "you're so articulate" or assumptions about skills based on appearance

The Role of Anti-Oppression and Anti-Discrimination

• Dismantling racism requires addressing oppression and how power and privilege shape workplace culture
• There is a calling out of biases in hiring, mentorship, and evaluations, asking who gets access to development opportunities and feels like they belong
• Anti-discrimination policies are insufficient without accountability to drive change

Why This Matters to Everyone

• Dismantling anti-Black racism is characterized as a workplace issue, a fairness issue, and a human issue, not just a "Black issue"
• Tackling racism creates healthier and more inclusive workplaces where everyone thrives
• Companies with diverse teams perform better, innovate more, and attract top talent

How to Take Action

• Everyone's role matters, whether they are a CEO, teacher, nurse, or student
• Assumptions should be challenged by noticing patterns in who speaks, who gets credit, and who gets leadership roles
• Discrimination should be addressed by speaking up and supporting Black colleagues
• Education is important and should not fall solely on Black employees
• Real change should be supported by pushing for transparent hiring, fair pay, and mentorship opportunities

Closing: The Call to Action

• Dismantling anti-Black racism is framed as a responsibility, not about guilt, with everyone having a role to play
• The speech ends on a hopeful note, emphasizing that committing to real change creates workplaces and communities where everyone belongs

Speaking Notes: Equity, Diversity, and Inclusion (EDI) Fundamentals

Opening: Setting the Stage

• The speaker introduces themselves and states that the topic is Equity, Diversity, and Inclusion, or EDI
• The audience's diversity is acknowledged, emphasizing that understanding EDI makes workplaces and communities stronger
• EDI is defined in simple terms:
• Equity means fair access to opportunities and resources, recognizing that different people may need different support to succeed
• Diversity means the presence of differences, including race, gender, age, ability, and background
• Inclusion refers to creating environments where everyone feels valued, respected, and able to contribute
• A connection to shared values states people want to feel seen, heard, and valued, and EDI helps make that a reality

Why EDI Matters in Workplaces

• EDI is not just a nice-to-have, it's a must-have for fair and thriving workplaces
• The key benefits are:
• Stronger teams, since inclusive workplaces encourage creativity and innovation
• Better business outcomes, because diverse teams perform better and help organizations grow
• Healthier environments, since people feel included, job satisfaction and productivity rise
• The speaker addresses common misconceptions around EDI and emphasizes that EDI is not about giving some people unfair advantages, but about ensuring fairness for all

The Role of Anti-Oppression and Anti-Discrimination

• To truly embrace EDI, systemic barriers that hold some people back must be addressed
• Biases shape workplaces through patterns like who gets promoted and who feels comfortable speaking up
• Action is taken by actively removing barriers, not just supporting diversity in words

How Everyone Can Support EDI

• EDI is everyone's responsibility, not just HR or leadership
• Practical steps include:
• Self-reflection, to recognize personal biases and commit to unlearning them
• Amplifying diverse voices, to ensure different perspectives are heard in meetings and decision-making
• Speaking up, to challenge unfair treatment and stand up for inclusivity
• Educating yourself, to read, listen, and learn about diverse experiences
• Advocating for equitable policies, to push for fair hiring, mentorship, and promotion practices

Closing: The Call to Action

• EDI is more than just a box to check, it is a way of building better workplaces and communities
• A hopeful note is struck stating that when people work together to create equitable and inclusive spaces, all thrive
• There is a call to commit to making inclusion more than just a word, and to make it a reality