FOUR ESSENTIAL LEVERS CEOs Can Adopt to Achieve
Racial & Gender Equality
By Donald Fan, Senior Director of the Global Office of Culture, Diversity & Inclusion at Walmart, Inc.
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n the wake of the coronavirus, racial injustice, hate crime, and a declining economy, we realize that leading through crisis requires an inclusive mindset with decisive action and strength of purpose. Inclusive leaders believe that people are the center of their business, and they are obligated to advocate and practice social justice, workplace equality, and social responsibility. In a recent op-ed in USA Today, Doug McMillon, Walmart CEO and chairman of the Business Roundtable, stated, “Because we are at the moment. On one side sits the weight of history, with its deeply ingrained prejudices and complicated systems of racism. On the other side sit all of us, who must work together to shape a future of equality and justice. With the force of hope, the power of unyielding commitment, and the spirit of good, I believe we can move the great weight that not only exerts a relentless downward pressure on Black people, but also becomes more unbearable for all of us. Once out from under that weight, we can all stand up, together; find strength, together; and build opportunity for all, together.” With a collective voice of moving the weight of racism and sexism that presses on people of color and women in corporate America, business leaders contemplate how we can create and sustain equality and justice systemically in the workplace. This article explores four evidence-based
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levers business leaders can embrace to initiate, evolve, and maintain racial and gender equality (RGE). 1. LEAD PURPOSEFULLY CEOs are responsible for leading RGE through overarching outlook, explicit expectations, and unwavering grit. Commitment: RGE is the most vital component in an overall diversity, equity, and inclusion strategy. CEOs must set an affirmative tone and aspiration in achieving racial and gender equality in the workplace. The audacious vision drives the best short-term results. By formulating an RGE framework with a compelling narrative, a robust strategy, and stretching milestones, CEOs present a blueprint to lead and propel the organization toward that destination. They should communicate this commitment openly and honestly through all channels, internally and externally. Accountability: Participating in national RGE pledges, such as Paradigm for Parity, Catalyst Champions for Change, and CEO Action for Diversity & Inclusion, holds the organization publicly responsible for attaining equality in the workplace. Internally, the CEO is obligated to keep executive committee members and senior leaders accountable for owning RGE, with quantitative and qualitative measures and continuous improvement plans.
We often witness failures when business leaders depend on the chief diversity officer exclusively to achieve unrealistic goals in diversity, equity, and inclusion. CEOs should sit in the driver’s seat by carrying on a regular conversation with the most senior leaders to motivate them to lead RGE as an integral part of their performance. They should also tie RGE goals to performance evaluation and compensation. Walk the talk: Chief executives must role-model inclusive leadership by demonstrating personal support, desired behaviors, and a commitment to justice and equality in the workplace. Alexander Hardy, CEO of Genentech, said, “I’m actually having more career-development conversations now than I was having before the pandemic, because ... they can be really short, productive and focused. That accessibility actually is greater now, so use that opportunity.... There’s a win-win there; I’m very happy to talk a little bit about your career and your development and give you my perspective. I’m also gaining insight of what’s your experience like as an employee, what you think about business, what you’re working on.” Nothing undermines a cultural-change initiative more thoroughly than lip service, when leaders fail to follow through. In their effort to bolster RGE, leaders can start with self-reflection to identify biases and actions that either support or undermine change.
