As a British born Indian whose family history is marked by the Indian exodus from Uganda, I have long been familiar with stories of displacement and exclusion.
Growing up, I often heard tales from my mother about being forced to leave a country she called home. This personal history gives me a deep-seated empathy and understanding of the fear and uncertainty many are feeling in the UK today amid rising racial tensions and violence. The recent riots have brought racism and Islamophobia to the forefront, leaving many communities, particularly Muslims and people of colour, in fear for their safety. It is a continuation of escalating racial and anti-semitic tensions that have left people feeling unsafe, any of which are unacceptable. Now, more than ever, corporate firms have a responsibility to stand in solidarity with their employees and create an environment that prioritises safety, inclusivity and support.
The role of corporate leadership in times of crisis
Leadership and allyship are more than just aspirational labels – they are actions. During these troubling times, being a leader or an ally means going beyond mere words of support and taking tangible steps to address the fears and concerns of employees. Corporate firms must recognise their influential role in shaping the experiences of their team members. This involves fostering an inclusive culture where everyone, regardless of their background, feels they belong and are valued.
Immediate actions for corporate firms
1. Flexibility and adjustments: Recognise the current situation may cause anxiety and fear among employees. Offer flexibility, such as remote work options, for those who feel uncomfortable commuting to the office. This small adjustment can provide significant reassurance and comfort.
2. Check-ins and support: Regularly check in with employees, especially those who might be directly impacted by the current events. A simple conversation can go a long way in showing empathy and understanding. Make sure your team knows they have your support and that their well-being is a priority.
3. Safe spaces for dialogue: Create opportunities for employees to express their feelings and experiences related to the recent events. Encourage open dialogue in a safe, non-judgmental environment. However, avoid placing the burden of finding solutions on those who are already affected. Instead, focus on listening and learning from their experiences.
4. Reinforce personal safety and belonging: Emphasise the importance of personal safety and reinforce a sense of belonging within your workplace. This can be achieved through clear communication about the company’s zero-tolerance stance on racism and discrimination and the measures in place to ensure employee safety.
Long-term strategies for inclusivity
In addition to these immediate actions, corporate firms should consider implementing long-term strategies that foster a genuinely inclusive workplace. This includes revisiting hiring practices to ensure diversity, developing mentorship programs for minority employees, and setting measurable goals for diversity and inclusion. By institutionalising these practices, companies can create a more equitable workplace that celebrates and supports diversity.
The power of action
Now is the time for corporate leaders to step up and demonstrate genuine allyship through decisive actions. By making necessary adjustments, opening dialogues, and ensuring safety and inclusion, companies can send a powerful message to their employees: You are valued, you belong, and you are not alone.
We saw this in the aftermath of the George Floyd murder in 2020 with companies and communities coming together bringing Talk About Black’s #IAM campaign to the forefront of the investment management industry and making pledges to do better. However, since then, for many leaders, it appears these were merely empty words.
The road to meaningful change is long and requires continuous effort and commitment. However, by taking these steps, corporate firms can contribute to a more inclusive and equitable society, not just within their workplaces, but beyond.
As someone who understands the pain of displacement and exclusion, I urge businesses to act with empathy, compassion, and a steadfast commitment to inclusivity. In doing so, they not only support their employees but also take a stand against the forces of division and hatred.
