STAY WOKE
Do you remember when I wrote about the black squares? I wasn’t wrong, was I? A lot has happened in 4 years, but not a lot has changed.
During the false awakening of 2020, my concern was for those of us in the Black diaspora and the inevitable backlash that would follow. I knew that there would be a breaking point in the level of outcry and the outpour of support and understanding that came with it. But I didn’t know when.
Fast-forward to 2023-24. The wave of vitriol and extent of the systemic attacks aimed at Black communities has been and continues to be, a vile sight to behold. In the US, the backlash against Critical Race Theory - most opposed to it don’t even know what it is; the hollowing of Affirmative Action in the US Supreme Court; the veiled character assassinations of Black women in senior roles. And that’s the government and public sector! Across the board (i.e. including corporates), we are seeing the eradication and misrepresentation of DEI, which has disproportionately affected many Black professionals in this space. Ventures and investment funds, such as Fearless Futures, are being targeted with legal action for merely trying to close the funding gap for Black women.
In the UK, the denial of race discrimination is back, despite the years of documented evidence and reports that show the workplace, healthcare and education settings and law and order are rife with discrimination. The number of people I know who, over the last two years, have had to sign NDAs for out-of-court settlements. Professionals fear for their prospects and have to ignore racial undertones in pay, promotion and career progression. More recently, there was the “outrage” that theatres would have nights where they wished to create a space for Black patrons to attend, not exclusively, but in a way that they didn’t have to codeswitch or be themselves in that space. Anyone who has watched the acclaimed theatre production For Black Boys Who Have Considered Suicide When The Hue Gets Too Heavy knows how important that invitation to reflect and be OK with how troubling this play could be for many of us makes the point.
But I’m not writing this to guilt or scare the shit out of you, but rather to encourage more nuance on such a subject. To be effective, leadership must shift from a binary lens of either/or and instead embrace and seek wisdom and truth from both/and.
Culture change is not easy
Culture change takes work. But we are undoing generations of systemic oppression. Ease was never promised. We do what we must. As someone who is committed to centring the experiences of Black professionals, that shows up in my career development/sponsorship programmes, the upcoming event Still Unapologetically Black, or the cohorts of us who meet privately in dining clubs and mixers to share advice on how we can thrive rather than survive in the workplace (and beyond).
My 5 Leadership Insights from the Woke Backlash
Systemic change should always be the goal
My reaction to all the knee-jerk responses to sociopolitical issues has always been to sit back and reflect on their superfluous nature. It is too easy to put out a “statement of solidarity” or initiate a social media blackout for a couple of days. What are you doing to make real, lasting change? You may not be at the epicentre of these sociopolitical events, but if you are genuine in your concern, think about the role you and your organisation can play in changing the system that supports that injustice.
Be prepared to face resistance: have a strong sales pitch.
Again, this sh*t ain't for the weak. Inclusive leadership is a massive culture change. It impacts the way your organisation functions internally and how it interacts with its external environment. So, be prepared to manage resistance. Resistance often stems from a need for more understanding and alignment with the perceived purpose and objectives. You need to be able to communicate effectively and, in some cases, demonstrate the ‘why’.
Build your team well.
I use the word “team” here to refer to your allies and the people you lead. Ensure the people who are helping you lead on any change have all the support and resources they need.
Be agile: prepare for change
There are systems and individuals actively working against your best efforts. Don’t forget about the day-to-day shifts within your organisation you need to navigate. You will need to adjust your course along the way. The challenge is not making quick decisions; it is ensuring those decisions lead to effective action(s).
Resilience is necessary
My approach to leadership is systemic, meaning that my focus in running my businesses and working with my clients is long-term, sustainable change. For that, you need a resilient spirit because real change takes time and does not happen in a matter of weeks. There will be setbacks, and you and your team need to be prepared to face them. Use your energy and resources effectively to manage through the worst and come out ready to go again.
If you agree with all the above, you are more woke than you might think. Being alert to racial prejudice and discrimination is not all it is to be a brave leader, but it’s in there amongst all the other prejudices and inequalities we are railing against. In a world where exceptionalism and the denial of systemic disadvantage are rife, we must stay woke. Unapologetically.
