George Floyd anniversary: One year later, has anything changed?

Felipe Barganier: My observations is that we still have a long way to go but that the killing of George Floyd during a time when much of the country was locked down and people couldn’t quickly escape it has made people more aware of the disparity in the way many people of color are treated by the police and have been for years.  It was and is refreshing to see so many people who aren’t Black or African American protest in support of equality now that they have seen the reality  live and undeniable on video. What I believe has changed is that there is actual reform going on and discussions of reform as it relates to policing of communities of color and also more is being done to weed out white supremacists who have infiltrated many of the police forces across the country.

Desiree S. Coleman: Since the horrific death of George Floyd, I have seen an exponential increase in conversations about race and justice across employment sectors, within faith communities, in educational settings and among neighbors. It has been a welcome evolution for the scores of people who have already been having diversity, equity and inclusion conversations for an eternity. It kind of feels like some folks  have had an epiphany and are now more acutely aware of the structural and institutional racism that BIPOC people have endured for centuries. I’m seeing a renewed momentum to prioritize social justice efforts, promote racial equity and elevate the voices of marginalized people. Unfortunately, at the same time, I’ve also seen a rise in the number of individuals and groups who seek to either passively or overtly resist social justice, maintain the status quo, or propagate bias.

PW: How, if at all, has the country changed when it comes to systemic racism? As more police violence and other examples stack up, have people’s minds changed?

FB: The country is changing in the sense that more people are now more aware of the real issue and are more vocal about it. You are seeing major corporations take a stand and put real action behind making equality a real thing for all people. I’m not certain if people’s minds have changed, but those who aren’t or don’t want to be viewed as racists have become and need to become more vocal as the way to stop racism and to confront it when it rears its head. If you are silent when your “friend” or business associate makes a racist statement, you are just as complicit as the person. It is refreshing that so many people want to see real change, but we must not stop the fight or become distracted.

DC: I think America has a precarious relationship with race. And reckoning with race and our country’s past would require a critical analysis into who benefited and who was disadvantaged from foundational pieces of American history, including colonialism, imperialism, the institution of slavery, the codified laws of Jim Crow, and so much more. There are many people who our reading, studying, watching videos, and joining communities to learn and explore a complete view of history (and by history, I mean everyone’s history). These people possess the wherewithal to explore the contradictions, the context, the connections to present day, and are committed to being a part of the solution. However, there are others who feel that exploring America’s complete history would only result in blame, so they opt out of the conversation, missing the opportunities to contribute to the discourse about where we go from here and fully participate in the beautiful democratic experiment that is America. So, it’s mixed.

PW: What about within the benefits industry? Have you seen any real progress when it comes to things like diversity programs? New boards formed to address DEI issues? 

FB: I’ve heard rumbling from my friends and peers inside of large brokerages that they have started diversity initiatives to address some of these issues, but I believe it is too early to tell if there is really anything being done on a large enough scale to impact change. I know that my friends Lester Morales and Kareim Cade are doing phenomenal work with some of the larger brokerages on a collegiate level.

PW: Any movement at smaller brokerages? 

FB: I’m not aware of anything on this level but that isn’t to say that isn’t happening.

PW: Any changes in hiring? Do diversity officers have any more power/seat at the table or is it still often a nominal role? Any change in policies? 

DC: A colleague in human resources recently shared that there has been a sizable increase in the hiring of Chief Diversity Officers (CDOs). Compliance Week reports that the number of people with “head of diversity” in their title spiked 107 percent over the last five years. Those with “director of diversity” in their title increased 75 percent, and chief diversity officers increased 68 percent. So, these are promising numbers when it comes to an organizational level focus on diversity, equity and inclusion (DEI). However, in order to maximize the value that CDOs can contribute to evolving hiring practices, contributing to culture change, and supporting diverse clients, for example, there are three necessary things that the organizations must do to undergird and support the CDO role. 

Related: Being seen: New study says combining recognition with DEI efforts is good for business

First, these individuals must be positioned with financial support and human capital to build a needs assessment, develop a strategic plan, and implement the necessary changes to advance equity. That will take time and money, so these things have to be on the table. 

Secondly, DEI has to be integral to all parts of work that is happening at an organization and the CDO must have executive positioning with a seat at the leadership table to influence the direction of DEI and other business efforts at the organization. 

Finally, the CDO must have the support of management to institute metrics to measure progress and develop accountability measures when goals are met. Without any of these three critical elements, diversity, equity, and inclusion efforts will be stifled and the Chief Diversity Officer will not be set up to deliver measurable impact.

I recommend the Wall Street Journal article, “Demand for Chief Diversity Officers is high. So is Turnover” which further outlines the challenge CDOs face.

Felipe Barganier is the CEO of GAB International in Atlanta.

Desiree S. Coleman is a diversity and inclusion leader at a Fortune 50 company.