Many people believe that the movement toward anti-racism is new, however, it has long history of efforts. According to Wikipedia, there have been several attempts to shift the

• European’s origins: European racism was spread to the Americas by the Europeans, but establishment views were questioned when they were applied to indigenous peoples. After the discovery of the New World, many of the members of the clergy who were sent to the New World who were educated in the new humane values of the Renaissance, still new in Europe and not ratified by the Vatican, began to criticize Spain’s as well as their own Church’s treatment and views of indigenous peoples and slaves.
• Quaker initiative: In 1688, with the “Germantown Petition Against Slavery”, German immigrants created the first American document of its kind that made a plea for equal human rights for everyone.
• Abolitionist movement: Later successes in opposing racism were won by the abolitionist movement in England and in the United States. Though many Abolitionists did not regard blacks or mulattos as equal to whites, they did, in general, believe in freedom and often even equality of treatment for all people. A few, like John Brown, went further. Brown was willing to die on behalf of, as he said, “millions in this slave country whose rights are disregarded by wicked, cruel, and unjust enactments …” Many black Abolitionists, such as Frederick Douglass, explicitly argued for the humanity of blacks and mulattoes, and the equality of all people.
• Scientific anti-racism: Friedrich Tiedemann was one of the first people to scientifically contest racism. In 1836, using craniometric and brain measurements (taken by him from Europeans and black people from different parts of the world), he refuted the belief of many contemporary naturalists and anatomists that black people have smaller brains and are thus intellectually inferior to white people, saying it was scientifically unfounded and based merely on the prejudiced opinions of travelers and explorers.
• After the end of seclusion in the 1850s, Japan signed unequal treaties, the so-called Ansei Treaties, but soon came to demand equal status with the Western powers. Correcting that inequality became the most urgent international issue of the Meiji government. In that context, the Japanese delegation to the 1919 Paris Peace Conference proposed the clause in the Covenant of the League of Nations.
• 21^st Century revival: Mass mobilization around the Black Lives Matter(#BLM) movement have sparked a renewed interest in antiracism in the U.S. Mass movement organizing has also been accompanied by academic efforts to foreground research regarding antiracism in politics, criminal justice reform, inclusion in higher education, and workplace antiracism.
• Ibram X. Kendi is an American author, professor, anti-racist activist, and historian of race and discriminatory policy in America. In July 2020, he assumed the position of director of the Center for Antiracist Research at Boston University. Kendi was included in Time‘s 100 Most Influential People of 2020. Dr. Kendi is a published author and won critical acclaim with his New York Times #1 Best Seller in 2020. How to Be an Antiracist is Kendi’s most popular work thus far. Professor Jeffrey C. Stewart called it the “most courageous book to date on the problem of race in the Western mind”

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Purpose of anti-racism efforts

As you begin your racism efforts, it’s important to establish your organization’s “why.” It helps you identify the problem you’re trying to solve and the impact you ultimately want to have. Make your commitment visible, and invest in and assign resources in the same way you would any other business strategy. Using your “why” helps you to communicate your purpose and have it as a guiding light to your anti-racism efforts.

According to Harvard Business Review, Black executives are greatly underrepresented in CEOs and C-suite roles, and the jobs that lead to that level.

• There are only four Black CEOs on the 2020 Fortune 500. Black women make up 7.4% of the population but only 1.6% of vice presidents and 1.4% of C-suite leaders.
• We need to be much more intentional about creating opportunities for Black talent to take on new and challenging roles, including assignments with P&L responsibilities.
• Just as important is mentorship and sponsorship for junior and mid-career Black talent so they are willing and able to seize growth opportunities.

Pillars of anti-racist work

Below is an excerpt from Harvard Business Review’s article “What an Anti-racist Business Strategy Looks Like” where the article suggest that every business leader should think critically about the next four Ps, in an order, and at a pace that matches their business and strategic intent for this work.

• Purchasing power is one important way to address issues of wealth creation and jobs. Assess your supply chain from multiple angles and design a supplier diversity program that reflects your brand, your racial equity strategy, and the communities you serve. Ensure the right mix of BIPOC and local vendors — not just for raw materials or products but also for services like legal, marketing and IT. Understand how much business you have with Black-owned companies and work to increase it.
• Philanthropy and community investment should leverage the financial and strategic assets across your businesses. Make a commitment to long-term, sustainable support of time, talent, financial resources, and expertise, including pro-bono volunteerism and board service.
• Policy both inside and outside your organization – will be key to creating an equitable system. Examine your company’s policies and practices with an anti-racist lens. In addition to getting your own house in order, determine which regional and national legislation will be critical for you to influence or support. Remember: This is about policy, not politics — admittedly challenging these days.
• Place is about focusing investments in the communities most impacted by racial inequity. The goal is to create sustained, positive cycles of economic development and regeneration, and remove the systems that have fostered inequities and disparities. Netflix’s commitment to putting 2% of its cash holdings in financial institutions that serve the Black community — thereby increasing access to financing in these areas — is a good example of a business taking a place-based approach.

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According to Wikipedia, Racism in the United States comprises negative attitudes and views on race or ethnicity which are related to each other, are held by various people and groups in the United States, and have been reflected in discriminatory laws, practices and actions (including violence) at various times in the history of the United States against racial or ethnic groups. Throughout American history, white Americans have generally enjoyed legally or socially sanctioned privileges and rights, which have been denied to members of various ethnic or minority groups at various times. European Americans, particularly affluent white Anglo-Saxon Protestants, are said to have enjoyed advantages in matters of education, immigration, voting rights, citizenship, land acquisition, and criminal procedure.

Racism against various ethnic or minority groups has existed in the United States since the early colonial era. Before 1865, most African Americans were enslaved and even afterwards, they have faced severe restrictions on their political, social, and economic freedoms. Native Americans have suffered genocide, forced removals, and massacres, and they continue to face discrimination. Hispanics, Middle Eastern and Asian Americans along with Pacific Islanders have also been the victims of discrimination. In addition, non-Protestant immigrants from Europe, particularly Jews, Poles, Italians, and the Irish were often subjected to xenophobic exclusion and other forms of ethnicity-based discrimination.

Racism has manifested itself in a variety of ways, including genocide, slavery, lynchings, segregation, Native American reservations and boarding schools, racist immigration and naturalization laws, and internment camps. Formal racial discrimination was largely banned by the mid-20th century and over time, coming to be perceived as socially and morally unacceptable. Racial politics remains a major phenomenon, and racism continues to be reflected in socioeconomic inequality.^[1][b] Into the 21st century, research has uncovered extensive evidence of racial discrimination in various sectors of modern U.S. society, including the criminal justice system, business, the economy, housing, health care, the media, and politics. In the view of the United Nations and the U.S. Human Rights Network, “discrimination in the United States permeates all aspects of life and extends to all communities of color.”^[3]

There are many great external video resources from PBS. We’ll add them below for quick reference, but you can find the full video library HERE.

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Slavery by Another Name (PBS)

Race Matters: America After George Floyd

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According to the Cambridge Dictionary, the term ‘privilege’ refers to “an unearned advantage or entitlement that only one person or group of people has, usually because of their position or because they are rich.” This is often attributed to dominant social groups (gender, race, age, ability status, etc.) which refers to groups that control the value systems and rewards in a particular society. It can refer to groups who hold political power in society, as well as groups who are of the ethnic or religious majority in a society.

White privilege is an “unearned” institutional (rather than personal) set of benefits granted to those who, because of their race, that created the policies, practices and institutions that we still exist under have greater access to power and resources than do people of color. It is the implicit societal advantages afforded to White people relative to those who experience racism.  According to Francis Kendall, “White privilege is an institutional (rather than personal) set of benefits granted to those of us who, by race, resemble the people who dominate the powerful positions in our institutions.” It is the absence of suspicion, prejudice and other negative behaviors that people who are objects of racism experience. Note that this term does not apply in countries where White people do not make the majority of the population or the political power in charge, for example China or Japan.

So purely on the basis of their skin color, doors are open, unequal and inequitable access is provided, allowances are made or practices are afforded to people who are white, that are not available or open to other people.Privilege can be hard to see or sometimes invisible for those who are born with access to power and resources. It is very visible for those to whom privilege is not granted.

The subject of white privilege is extremely difficult to talk about because many white people don’t feel their power or they assume that white privilege means they have not had to work for their success. But that’s not it. For those who have privileges based on race (there are many other forms of privilege such as gender or class or physical ability or sexual orientation, age, wealth and more), the Random House Dictionary (1993) defines privilege as “a right, immunity, or benefit enjoyed only by a person beyond the advantages of most.”

NOTE: The term ‘White’ as it is used in the term ‘White privilege’ also needs clarity. When discussing race, R. Bhopal  says that: “The term (White) is usually used to describe people with European ancestral origins who identify, or are identified, as White.

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Examples of everyday white privilege

Simple everyday examples include:

• Having the ability to be viewed differently by police, and given the benefit of the doubt
• Learning about your race in school, or your children being able to learn the truth about the entire history of your country’s formation
• Finding bandages that are truly your skin color (yes that’s a thing)
• Media not having a negative bias toward your race of people
• Being able to go to school and most professors are the same race as you
• Not being watched or followed or harassed at high end stores
• Not being the only person of your race, or one of few, at the executive level of your organization
• If you need to move, you can be pretty sure of renting or purchasing housing in an area you want to live in without being questioned about your ability to afford it.
• You can walk in a neighborhood without neighbors assuming you don’t live there.
• You can talk about racism without being told you’re self-interested or self-serving
• Your racial history can be discussed without being told you’re playing the “race card”
• The justice system provides the same punishment to offenders without consciously or unconsciously taking race into consideration.

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Examples of systemic white privilege

According to UNDERSTANDING WHITE PRIVILEGE by Francis E. Kendall, Ph.D., 2002, examples of systemic racism that furthers white privilege are:

• The writing of the U.S. Constitution which, in ten articles, very intentionally confirmed the holding of Black people as slaves, as property.
• White people believing that their destiny was to “own” the land on which we all currently live, even though that required forcibly removing the native people who had lived here for centuries.
• The system of breaking apart of Black families during slavery, sending mothers one place, fathers another, and babies and children yet another.
  • Not acknowledging the ongoing and systemic trauma this causes and thinking it is something Black people should just “get over” and stop talking about.
• For many years, it was illegal in Texas for Spanish- speaking children to speak Spanish at school. This meant that every individual teacher and principal was required by law to send any child home for speaking his or her own language whether the teachers and/ or principals believed in the law or not. Based on the belief that people who live in the United States should speak English, mixed with racial bigotry against Mexicans, the law was passed by a group of individual white legislators who had the institutional power to codify their and their constituents’ viewpoints.
• Choosing to withhold from African Americans the ability to read so that they could not reproduce any of their culture or function well enough in our literate society to change their status.
• Removing of American Indian children from their homes, taking them as far as possible from anything they knew, and 3 punishing them if they tried to speak in their own languages.
• Passing of laws that were created to maintain the legal separation and inequality of Whites and African Americans (Plessy v. Ferguson)
• Making of “politically expedient” decisions by many (if not most) white suffragists to align themselves with white Southern men, reassuring them that by giving the vote to women (read “white women” since at that time about 90% of the Black women lived in the South and were not by law, able to hold property and thus vote) the continuation of white supremacy was insured.
• The manipulation of immigration laws so that people of color, particularly Chinese and Mexican as well as European Jews, were less free to immigrate to the U.S. than Western and Eastern Europeans.
• Removing of American citizens of Japanese ancestry from their homes and taking their land and their businesses as our own during World War II.
• Using of affirmative action to promote opportunities for white women rather than for people of color. It is important to know and remember this side of American history, even though it makes us extremely uncomfortable.

It’s important to note that this system is not based on each individual white person’s intention to harm others, but on the group’s determination to preserve what they believe is rightly theirs, over others. BUT, regardless of personal intent, the impact is the same.

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Political activist and scholar Angela Davis said that “in a racist society, it is not enough to be non-racist. One must be anti-racist.” In his book How to Be an Antiracist, author Ibram X. Kendi takes readers through his journey to become an antiracist—a person who believes that all racial groups are equal and supports policies that reduce inequity. Antiracists acknowledge that there are differences between races, but these differences aren’t responsible for inequities—policies are.

In our society, systemic racism still creates dramatically different life experiences and outcomes for communities of color. Claiming to be “not racist” gives people a pass from interrupting racism when they witness it. But when you ignore that it’s happing, or pretend to not see it, you’re helping racism to exist. And if you don’t intentionally confront racism (both on an individual and a systemic level), racism continues to thrive. Or, as Desmond Tutu said, “If you are neutral in situations of injustice, you have chosen the side of the oppressor.”

Below are BASIC steps you can take to begin to create an anti-racism workplace. Contact the IEDEIA team for more information at Customer

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Capture the Voice of Everyone's Experience

First engage with staff members to learn what’s in their hearts and minds. Then make clear that your company is renewing its DEI commitment—or embarking on one. You can start by setting up a formal process for taking the organizational pulse, whether in town halls attended by thousands of employees, or in roundtable discussions with 15 or 20 at a time (be sure to include people from every level), or both. Think of this as a listening tour.

You might kick off a town hall with a discussion of company values led by you or another senior executive. It can be helpful to bring in a guest expert or a panel to talk about topics related to diversity and inclusion. After the discussion, invite employees to comment and ask questions.

Whatever format you choose, you have two objectives. The first is to engage with staff members to learn what’s in their hearts and minds. Use the sessions to give voice to those who have been voiceless within your organization.

You can’t expect a breakthrough discussion immediately because people need to (1) know that they can share their feelings and thoughts without reprimand, (2) believe their input will be taken seriously and there will be actions that come as a result. But these discussions demonstrate that you’re serious about shifting the culture and allowing people to speak up safely. You can invite ongoing feedback through anonymous surveys, or messages sent to a point person in your department, who can share the findings with senior management.

Your second objective is to make sure everyone understands that your company is renewing its DEI commitment—or embarking on one. Be honest about where things stand and concede that not all is right. In Caste: The Origins of Our Discontents, an examination of racism throughout U.S. history, Isabel Wilkerson writes that to effect a transformation, you must identify old ills, much as a doctor needs to know a patient’s medical history to provide successful treatment.

Throughout, you should do much more listening than talking. If you haven’t previously discussed race and inclusion with your staff, it’s important to start off being clear about what you know. And if you don’t know information, be authentic and say, “I’m still gathering information myself and I’m learning, but what I can share with you is . . . and I’ll look in to the questions you’re asking and I’ll bring it back to the team.” Then make sure you follow-up. You might initially be uncomfortable with these types of conversations, and that’s OK too.

Let employees know that you’ll take their comments to heart and set a date to share your plan for working together toward a more inclusive culture. Emphasize that it may take two or three years to achieve full inclusivity—but you’ll set milestones along the way. Those might include hitting targets for representation at the executive level, increasing the sense of belonging reported on employee surveys, or improving supplier diversity by a certain percentage.

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Leadership Alignment

Your DEI efforts must reach people at multiple levels; success will require everyone’s commitment. Share the findings from your listening tour with senior management and the board. When a transformation fails, it’s often because buy-in stopped at or near the top. Another high-priority item came up, and DEI took a back seat; or senior leaders resisted change; or the CEO failed to ensure that management did the hard work necessary. You must weave DEI throughout the organizational fabric so that it becomes a fundamental part of how you do business.

Alignment generally starts with making the business case for DEI. Numerous studies show a strong correlation between diversity and performance. Remind managers that diversity helps a company solve problems and drives innovation. With the business case established, your role is to lead the conversation. We ’ve worked with organizations who are dedicated to advancing justice, equity, diversity, and inclusion. In our conversations, although they’ve stated their desire, they still needed to be educated about DEIA concepts, methodologies, risks, benefits, impact on company culture, impact on their brand, explore their own biases, explore company inequities and more.

In building accountability, you may want to consider, not only consequences, but rewards for those who carry out your DEIA strategy—and consequences for those who don’t. Tie a percentage of executive bonuses to meeting DEIA goals, which should include increasing diversity right where you’re all sitting: in executive suites and the boardroom. The more diverse your top ranks are, the more likely senior teams are to embrace an intentionally diverse culture. The leadership advisory firm Egon Zehnder has found that at least three underrepresented voices are needed in a boardroom to change the dynamics. “Rather than seeing one person as the token stand-in,” it wrote in its 2020 Global Board Diversity Tracker report, “a larger group allows the individuals to be heard for their perspectives rather than for their perceived identity.”

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Audit the Culture

Next you need a formal process for determining how your culture is perceived by its stakeholders. Your organizational mission and values are shown in your policies, practices, people, promotions, programs and more. An audit can also reveal ceilings on advancement for specific demographics. Many companies engage third-party firms to conduct pulse and employee engagement surveys, which can provide a snapshot of how the company looks to workers, customers, suppliers, and others in the value chain. Many leaders are surprised by their audit results because they had not previously identified weak spots so that you can course-correct.

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Fact vs. Vision

Now it’s time to review  the factual “state of the organization.” How many people of color are in management? How many LGBTQ+ people? Take a hard look at your hiring practices. Do you typically have a diverse slate of candidates? Do you mandate one? What are the processes for promotion? If you have a list of high potentials, how much diversity is on it? Third-party resources can help with the process and with assessing how your firm is doing relative to your industry as a whole. Document all your current programs, best practices, and gaps. Then set a destination and start taking steps to reach it.

Case Study: Target

Target’s CEO, Brian Cornell, has been vocal about making his company a force for social change. As part of that effort he assigned Laysha Ward, the company’s chief external engagement officer, to strengthen the Target brand with outside stakeholders. Ward had run the Target Foundation along with various sustainability programs and community outreach initiatives. In early 2020, in an interview with Black Enterprise magazine, she voiced an insight that would serve all business leaders well. “I wish I’d learned sooner it’s not a sign of weakness to ask for help and that I didn’t have to have all the answers,” she said. “We all get better together.”

Target has documented the racial and gender breakdown of employees at all levels of the organization. A detailed assessment of African American representation in its ranks showed that the company was lagging. In 2020 Cornell issued a public statement revealing that of Target’s nearly 350,000 team members, 58% were women and about half were people of color—but in the leadership ranks just 42% were women and 24% were people of color. On the positive side: Since 2015 Target has doubled the share of company officers of color. A third of its board members are women, and nearly half are Black or Latinx. Cornell has committed to increasing Black representation company wide by 20% by 2023 through a sharper focus on diversity hiring, retention, and advancement. He has doubled down on programs including cross-functional mentoring, STEM leadership-development training, and more than 100 employee resource groups. Performance evaluation and compensation for top leaders are closely tied to DEI and turnover metrics.

Case Study: Wells Fargo

Here’s how not to communicate your progress: In June 2020 you may remember when Wells Fargo CEO Charles Scharf asserted in a memo later published by Reuters, “There is a very limited pool of Black talent to recruit from.” His remark generated backlash, and he apologized for “making an insensitive comment reflecting my own unconscious bias.” If he had instead written, “Others are doing better at this, and we’ve got to do more,” he would have signaled that he wanted to figure out how to recruit more-diverse talent—because in fact Scharf was actively working to boost diversity. So lay out exactly what your company has done to achieve a workforce that looks more like society at large.

If you’re falling short, be up-front about that. Then tap resources that can help you broaden your recruitment practices, such as the multicultural conference AfroTech and the nonprofits Management Leadership for Tomorrow, the Executive Leadership Council, and Prospanica.

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Establish Benchmarks

Now it’s time to measure your progress against benchmarks—not just internal ones but also those that will show how you stack up against competitors, other businesses in your region, and society at large. The idea is to gauge your progress, quarter by quarter and then annually, quantifying how you are doing in recruiting, promoting, and retaining a diverse workforce.

• Set specific goals.
  • What do you want the demographics of the company to look like? By when?
  • What hiring practices will you instill?
  • How many women and people of color do you want in senior management and on the board, and by when?
  • How do you want people to experience your company?
  • How will you get feedback from your workforce?
  • How will you engage your community?

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Build your Teams

The British professor and management consultant Reginald Revans pioneered the concept of action learning in the 1940s, and it’s been used in myriad ways in the business world. It involves a small group that works on well-defined problems, takes action, and learns as individuals and as a team. It helps the group develop creative, flexible solutions. Action learning teams to be the most inclusive way to crystallize an agenda, solve problems, reshape culture, and meet strategic challenges. They can provide a strong foundation for your transformation to greater diversity and inclusion. Directives must come from the top, but a range of voices will actively engage in building the future.

To build an action learning team for your DEI initiatives, assemble people from multiple areas of the business, handpicked for their problem-solving mindsets and diverse backgrounds and experiences. Include managers from several levels and encourage them to think big: The goal is nothing less than transforming your culture to fully embrace DEI. The most effective action learning teams include strong representation from middle managers, who are key to dismantling systemic barriers. They typically control which junior staffers get the high-profile assignments that will put them in line for larger roles—and their bias helps explain why many diversity initiatives fail.

Action learning teams should work closely with the CEO, the CHRO, and other leaders. Assignments usually stretch over two or three months, although some groups achieve results in as little as 30 days. Teams should meet weekly to examine the issues they’ve been charged with, determine objectives and priorities for addressing them, and recommend how to proceed. Each team will have a clear assignment and parameters, with well-defined processes, check-ins, milestones, and deadlines.

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Develop an Action Plan

Now it’s time to build a blueprint for change. Set goals for each quarter of the coming year. In the first quarter, plan to launch an Anti-Racism Council. It should include the head of HR, the chief diversity officer, others on your diversity and inclusion teams, and leaders from key business units or divisions. Some goals might include:

• Increased diversity among your suppliers
• A communications strategy to inform employees about anti-racism work in the representation of underrepresented groups
• A community engagement initiative
• Forming employee resource groups for Black, Latinx, female, and LGBTQ+ associates
• A comprehensive DEIA training program, or
• A strategy for evaluating and supporting supplier diversity

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Resources

• An Essential Communications Playbook to Combat Racism
• CASE STUDY: Racism, Medical and Military
• CASE STUDY: Racism and the Housing Industry
• CASE STUDY: Racism and the Criminal Justice System
• CASE STUDY: Racism and the Media – Representation Matters
• Video: How to use your white privilege

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External Resources

Creating anti-racist systems and structures requires the combined power of business, strategy, government policies, and individual actions. There are also important voices in the racial equity and social justice movement that you can listen to. Examples are::

Higher Education Research:

University of California, Berkeley, The Root of Structural Racism Project

Speakers and activist:

• Ibram X. Kendi , the Andrew W. Mellon Professor in the Humanities and the Founding Director of the Boston University Center for Antiracist Research
• Marc Morial, president of National Urban League
• Black Lives Matter activist
• Reading the State of Black America report
• Stop dismissing Anti-Asian racism
• Confronting the invisibility of anti-Asian racism
• Anti-Latino Racism

Podcasts and Videos

On April 14, 1967, Martin Luther King Jr. made a powerful observation in a speech titled “The Other America,” where he addressed the racially charged violence then sweeping the nation’s cities. “A riot is the language of the unheard,” he said, and he challenged his audience to think hard on the question “What is it that America has failed to hear?” Click here to listen and/or read transcript!. (5:22)

VIDEO RESOURCES:

• Race: The Power of an Illusion, The House we live in (29:15)
• True Diversity vs. a Fictional Version of Diversity in Marketing (5:10)
• History of Stereotypes (3:11)
• Ibram Kendi – Why Racial Inequities Exist and Persist Plenary Speech (20:13)
• Disrupting Unconscious Bias in the Workplace Webinar (49:29)

Books:

• Ibram X. Kendi’s How to be an Anti-Racist
• Mass incarceration: Elizabeth Hinton’s From the War on Poverty to the War on Crime. Michelle Alexander’s The New Jim Crow. Angela Davis’s Are Prisons Obsolete? Bryan Stevenson’s Just Mercy.
• Police violence: Wesley Lowery’s They Can’t Kill Us All. Keeanga-Yamahtta Taylor’s From #BlackLivesMatter to Black Liberation.
• Health and housing: Harriet A. Washington’s Medical Apartheid. Matthew Desmond’s Evicted.
• Voting: Ari Berman’s Give Us the Ballot. Carol Anderson’s One Person, No Vote.

Articles

• How to Hold Your Company Accountable to Its Promise of Racial Justice
  (https://hbr.org/2020/12/how-to-hold-your-company-accountable-to-its-promise-of-racial-justice)
  After the civil unrest of the spring, organizations around the United States expressed their solidarity with the Black community, pledged money to fight discrimination, and promised to embrace diversity in their workforces.
• What an Anti-Racist Business Strategy Looks Like
  (https://hbr.org/2020/11/what-an-anti-racist-business-strategy-looks-like)
  Confronted with protests against systemic racism in the United States, companies are now working to ensure that their workforces and communities are more diverse, equitable, and inclusive.
• Why We Need to Talk About Race
  (https://www.oprah.com/inspiration/why-we-need-to-talk-about-race)
  It’s the elephant in the room—and by room we mean America itself. It’s time for an open, honest conversation about where we’ve been, where we are, and where we go from here.
• Toward a Racially Just Workplace
  (https://hbr.org/2019/11/toward-a-racially-just-workplace)
  Diversity efforts are failing Black employees. Here’s a better approach.

Mental Health Resources

Directories for Latinx

• Therapy for Latinx
• Latinx Therapy

Directories for Black People

• Therapy for Black Girls
• Therapy for Black Men
• Association of Black Psychologists

Directories for Asian People

• Asian Pacific Islander Desi American (APIDA) Therapist Directory
• South Asian Mental Health Initiative Network
• Therapy for Asian Americans and Pacific Islanders

Directories for Indigenous People

• Indian Health Service Directory

General Multicultural & Religious Directories

• Inclusive Therapists
• Psychology Today
• Melanin & Mental Health
• Sukhi
• Zencare
• Institute for Muslim Mental Health
• National Jewish Health

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