Juneteenth & The Implications of EDI in the Workplace

Monday, we celebrated & recognized #Juneteenth, the oldest known celebration honoring the end of slavery in the United States (which also recently became an official Federal holiday). What are ways businesses can continue to observe #Juneteenth's legacy? 

Interest in creating more #inclusiveworkplaces exploded after George Floyd’s murder in 2020. Many businesses turned their attention to addressing systemic racism, power imbalances & institutional biases often found in corporate spaces. And, in recent #DEI work, there’s been a consistent focus on how we can better adjust our individual biases and the considerations of how we interact with others. But, how do we begin to enable the work’s focus to not only assess our inward interaction with DEI, but also the external systems (policies & procedures) and societal (power dynamics and cultural narratives) in order to achieve true #equity? 

Now, nearly three years later, some companies are amending their approach to D.E.I., attempting to explore ways in which everyone actively participates & buys into the work being done, rather than it being performative (https://rb.gy/ug3x3). Do you feel like you can be your #wholeself at work? How do you feel your org. addresses #DEI? How we can become more intentional with making the work truly intersectional (https://shorturl.at/fnpNO)?