Is it possible for an organization to authentically observe Juneteenth?
I’ve said it before, and I’ll say it again . . . As a general rule, I don’t give talks on Juneteenth.
Why . . . my three children are well versed in this saying in my household: “Just because you can do something, doesn’t mean you should.” I taught them they are intelligent and can do lots of things in life, but what their intelligence will also teach them is when to say no.
If you have one or more underestimated identities, you can probably relate to that thing that happens: because you’re Black/queer/disabled/female/trans/Asian, everyone assumes you are qualified to speak on any and all topics related to those identities.
I’ll be honest. It’s an ambiguous holiday for me. What exactly are we celebrating anyway and what does this have to do with the corporate initiative you’re currently peddling? Do you get double bonus points if your speaker is Black and queer since it’s Juneteenth AND Pride month?
Black people are not a monolith, and not all Black people are African-American. As someone whose parents grew up in Guyana, I can relate to this personally. Truthfully, not every Black person should (or more importantly, wants to) speak on Juneteenth. Hiring an impactful Juneteenth speaker takes more than just finding someone who happens to be Black. If you want to be authentic with your Juneteenth programming, it’s time for inclusive action.
Be an Inclusive Leader
It’s easy to cut corners when it comes to observing Juneteenth; we’ve seen plenty of organizations do this. And guess what? It fails every time. If you want to create a meaningful experience for your employees, you need to be deliberate about who you’re bringing in to speak on the subject. Do your research. If you’re not sure what to do, ask. These situations are a great time to center the voices of Black folks. If your organization has an ERG for its Black employees, why not consider asking for their feedback on Juneteenth programming?
Lead With Inclusion
In today’s professional landscape, it’s more important than ever to educate ourselves. Take this opportunity to explore new resources. Learn more about the history of Juneteenth, and what it means to Black communities. Before you share an opinion, educate yourself on the history. Learn more about the identities of your coworkers (with their consent, of course). You might have been making assumptions about people based on your own bias and misperceptions.
If you want to learn more about Juneteenth, Blair Imani does a wonderful series called Smarter In Seconds. I included it below and if you watch it, you just might get a little smarter about Juneteenth.
If you’re ready to learn more about where your biases may be showing up in your actions, my Sparking Awareness learning path is a free tool that can help you understand how to disrupt bias and create more inclusive spaces. The pathway covers everything from microaggressions to discrimination, and how you can seek to break down barriers in your professional communities.
About Stacey Gordon:
Stacey Gordon is a Global Talent Advisor, Bias Disrupter and an unapologetic evangelist for inclusion. As the Founder of Rework Work, she anchors action using change management principles while facilitating mindset shifts. She is a global keynote speaker, Top Voice on LinkedIn and a popular LinkedIn Learning [IN]structor reaching nearly two million unique learners who enjoy her courses.
Want to work with Stacey live? Consider booking her for your next keynote, leadership development meeting or consulting engagement.