Several partners and clients have been reaching out to me directly to support writing Black Lives Matter statements in response to the George Floyd protests and the George Floyd murder.
First, I always say, it's not just George Floyd in order to remove the reflexive shock and awe response. Then I advise that you own the idea that you’re now compelled to pay attention this time differently. Start with that earnest, real acknowledgement. It is also necessary to acknowledge the Trans* deaths and other murders of Black and Indigenous people that have happened since and before. In your opening statement, be authentic and real and lean in to your ignorance, deafness, and muteness at whatever stage of realization you are at and declare that you are NOW paying attention.
The second part is to detail the work you have been doing in your organization and especially the values you hold and declare again audibly and visibly what you intend to do next.
The third part is about being extremely specific about maybe three to four goals, extremely specific. If it’s that you want to do your first training, write that. If you've been doing training for years, then what is your diversity and inclusion commitment (e.g. recruitment, and retention policy) and next steps? If you’ve already done those things, then what are the exact numbers/measures that you're going for within said commitments?
So wherever you are, make the clear next step public. The 15th mandate of cultural competence in the CLAS (Culturally and Linguistically Accessibility Standards) from the Mass. Department of Public Health/Office of Minority Health was “let people know you're doing it” because that’s the clear accountability measure. If you keep it all quiet, then nobody can hold you accountable to (not) reaching your outcomes or goals or even knowing you care about issues impacting vulnerable or marginalized people... If you actually care about people, say so. Inclusivity is letting people know that you care about them and that you are open to learning and growing when your actions speak to the contrary.
Lastly, be very clear about the language that you use because people are qualifying and “evaluating” with their use of words. “We are very much in alignment with peaceful protests” can be perceived as a way of saying, “We do not approve of violence.” Know that that is what you're potentially communicating. In this case, the framing I and other colleagues use is that these demonstrations are not “riots”, they’re “uprisings,” because therein lies a big difference. When you qualify “peaceful protests” you are communicating that there is something that you don't approve of. In that regard, you are communicating that you are not fully grasping the urgency and gravity of the situation for Black communities and families. There is intrinsic tone monitoring and limits being put on the deeply personal torment and outrage towards socially normalized violence. So my advice is to locate people who can read your statements for you to help you find your way to a statement that is clear and reflective of your position and able to serve as a roadmap to you as you move forward with immediate next steps.
These have been my major guiding points as an equity and inclusion consultant, coalition partner, colleague, and just me. Be authentic about where you are and know you are not alone. Take the next intentional clear, and bold step. Make it attainable, make it clear, and communicate it loudly.
Then, you can customize your response and commitments from there. This requires a lot of intentional work. Remember, this Black Lives Matter response letter is not the work; the letter is just a statement. To get to the appropriate letter for an organization, you will have talked with your Board and Staff and stakeholders and you will be deeply listening to your Board, Staff, and stakeholders. As an individual or organization, you will have reviewed the Black Lives Matter Belief Statement and assessed HOW you uphold that in your daily life and work. Through all of those steps, you ARE doing the work. You are learning where your people are and where the holes are in your organization. Take notes on all of that! It's not really about the letter; that’s an external facing piece that really people are being flooded with in their inboxes. It may or may not serve the purpose that you are striving for. The real value is in the process of what you're going through organizationally, alongside your colleagues.
© 2020 Gwendolyn VanSant