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IDEAS

Writer's picture: Fletcher ConsultingFletcher Consulting

Last month, I took my first real vacation in three years. I say “real” because, although I have taken vacations more recently, I have worked during all of them.


This time, I was intentional about leaving my laptop behind and not responding to email. Being a DEI practitioner isn’t the hardest or most stressful job in the world, but it does require a level of emotional energy that some other jobs don’t require. Despite scheduling downtime each week, I was feeling a need for a deeper reset. In order to be successful, I recognized that I had to be intentional.


I started planning for the disconnection two weeks ahead. I literally put on my calendar: “Start preparing for vacation.” That was my reminder to wrap up projects and let clients know that I would be out of office.

The night before leaving, I set my vacation message to say “I will be on vacation from ____ to ____. I will respond to your message when I return.” In the past, I used to say things like, “I will check email once a day, please forgive my delayed response.” My new vacation message felt downright liberating!


It was hard to leave the laptop behind. I second guessed myself up to the night before. And I won’t lie, I glanced at email on my phone from time to time. But the temptation to peek lessened, and the inbox remained unread as I eased into vacation mode.


It was worth it. There is something special about taking a full week and truly separating from work. I returned to work on Monday feeling refreshed. Why hadn’t I allowed myself to do this for so long?

All workers need some downtime. As I think about people who are in underrepresented groups working in mostly majority organizations—like Black employees in a mostly white companies, or solitary LGBTQ+ folks among colleagues who are all straight and cisgender—I think their needs are especially acute. They might not have the job of holding emotion like DEI practitioners, but the cumulative stress calls out for restoration too.


I’m my own boss, so the decision to unplug is in my control. For most people, managers may be putting pressure on people to keep up while on leave, consciously or otherwise.


I get it—the work doesn’t stop. But you need the people who do the work to be at their best, and with the stamina to stay at it. Give your people a break. Give yourself one as well. Not only do we deserve it. We need it.


Writer's picture: Fletcher ConsultingFletcher Consulting

Right after George Floyd was murdered by police in May of 2020, my email was blowing up. My phone wouldn’t stop buzzing with alerts that another organization was looking for help with antiracism. It was encouraging to see the increase of interest.


I was excited, but I was also wary. How long would the fervor last?


Honestly, I was pleasantly surprised that the demand continued into 2021. It’s definitely quieter now. Have you noticed the dip as well? I’m guessing if you are a DEI consultant you may have noticed the inquiries slowing down. If you are the DEI director at your organization, you’re probably having a harder time getting people to show up to meetings to tackle those long term projects you started in 2020/21. It might also be harder to get the necessary money approved for those projects.


It raises a painful question: As a society, do we require an ongoing series of horrific incidents and sensational headlines in order to maintain the momentum of antiracism work? I hope not. But, how do we keep the work going? Do organizations have the stamina to follow through with changes when they don’t always see visible progress within a few quarters—and when opposition begins to regain traction? How do we keep folks engaged and committed to this work for the long haul? Particularly people who may not feel directly impacted.


If we knew that trick, of course, we would have dismantled racism long ago. My advice for leaders in times like this, when external pressure has lightened somewhat and the momentum is coasting, is to ground yourself in your sphere of influence. Ask yourself, where can I have some impact? Take stock of what’s happening in your organizational culture and evaluate where you have influence to make change.


Schedule time on your calendar to examine the systemic issues within your organization. Do a data dive: what is the distribution of employees of color within your hierarchy? Are they disproportionately at junior levels? What are you doing to advance people from marginalized groups? Is the rate of turnover in your organization higher for people of color? Do a DEI audit of your policies and practices to see if they’re equitable. Take the pulse of employees with surveys; see how they’re experiencing the environment, and be sure to obtain anonymized demographics so you can look for disparate impact on people of color. Include some qualitative data—try to get some stories from people. You might find insights that can serve as internal pressure to take to senior leadership.


I see some of this happening within our client organizations, and it gives me hope. The inquiries we receive these days tend to be more serious, more thoughtful, reflecting a deeper level of commitment. Motivated by clarity about the evidence of systemic racism and inequity inside their organizations, our clients are determined to make change and are engaging in the hard work of getting it done.


Antiracism work is not only important, but it takes time, attention, and focus. Don’t wait until the next crisis to start again. Let’s maintain the momentum.


Writer's picture: Fletcher ConsultingFletcher Consulting

I am grateful for all our clients and colleagues who are doing what they can to create diverse, equitable, inclusive, and accessible workplaces so that everyone can feel a sense of belonging.


This tradition of reflecting on who and what we are grateful for is one thing that I appreciate about the Thanksgiving holiday. I also enjoy gathering with family and friends. And, I like to spend some time reflecting on those we have lost and those who don’t have as much to be thankful for in this moment. I don’t take my blessings for granted.


There is one thing that I find problematic about the holiday, though. I am disturbed by the false narrative that we share about the foundation of this holiday and the ongoing harm that we cause to Indigenous Americans, some of whom observe Thanksgiving as a day of mourning.


Do we have to throw out the whole tradition when we know the story is inaccurate? That is really up to you. My plan is to continue to educate myself about the real story, share resources with others so that they can be aware, and express my appreciation to those who are dear to me. I’m keeping the good parts and ditching the false narrative.


@Alex Diorio, our Operations Director, has pulled together some resources so that we can all increase our awareness. Check them out to learn the origins of the original day of thanksgiving, the inaccuracies in the version we learned in school about the first Thanksgiving with the Pilgrims, and how some Indigenous Americans observe this day.


However you choose to observe the day, my colleagues and I wish you the best and we are grateful that you took the time to read this post!


Chef Sean Sherman, Founder of The Sioux Chef’s Indigenous Kitchen urges people “to explore a deeper connection to what are called ‘American’ foods by understanding true Native-American histories, and begin using what grows naturally around us, and to support Native-American growers.”


Indigenous East Bay residents share how they acknowledge and commemorate Thanksgiving in ways and suggest concrete actions that people can take to celebrate in a culturally responsive way.


More on Chef Sean Sherman:

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