Wk 7: Paper 5.
Form a one-page business memo. Form your memo using the points from Papers 1 & 3 and how you would address key issues with at a company with your professional
Colleagues
Paper 1 & 3 are about the murder of George Floyd.
Paper 1:
The murder of George Floyd on May 25, 2020, triggered a tidal wave of commitments to promote more diversity, equality, and inclusion in corporate America and beyond. Companies scrambled to express their support for the Black Lives Matter movement, created and filled new positions for chief diversity officers, and pledged to increase their efforts to hire and retain more individuals from underrepresented, underprivileged, and undervalued segments of the population. There is evidence that the surge of activity exhibited in 2020 was mostly symbolic in nature, with little real progress accomplished two years later. Recent headlines involving Wells Fargo and the National Football League, both of which have been accused of conducting fraudulent interviews of individuals from different backgrounds after jobs had already been filled (or promised), are emblematic of this issue. These and other organizations’ actions represent a worrisome, escalating tide of pushback that threatens to undermine any gains accomplished in the previous two years.
Most business leaders know they need to do a better job with diversity, and they know that one way to do that is to make their workplaces more open to everyone. If companies want to be real about how they feel about the killings of innocent Black people and how serious they are about making changes that will last, the first thing they need to do is stop acting like there isn’t a problem. If you say racism doesn’t exist, act like it doesn’t affect your organization, or say nothing, you are part of the problem. If nothing is done, the current system will stay the same, which is the same as helping to hurt Black and Brown people for centuries. Companies should create spaces to listen to their employees of color, customers of color, and other people of color who have a stake in their business. Don’t wait for them to come and ask for help and pay attention to the balance of power so that people feel safe speaking up. Furthermore, they should stop making people of color feel like they have to speak up. Break the rules of silence and inactivity and do what was suggested. Taking no action after you listen is almost as bad as doing nothing. Give the black and other people of color employees a seat at the table. Don’t just invite them to the conversation as a guest. Make them a permanent part of these and other leadership conversations to make them feel like they belong. The operations and management policies should also be changed by making a new law that restricts police use of force, no knock warrants, and neck restraints.
Paper 3:
The murder of George Floyd on May 25, 2020, triggered a tidal wave of commitments to promote more diversity, equality, and inclusion in corporate America and beyond. Companies scrambled to express their support for the Black Lives Matter movement, created and filled new positions for chief diversity officers, and pledged to increase their efforts to hire and retain more individuals from underrepresented, underprivileged, and undervalued segments of the population. There is evidence that the surge of activity exhibited in 2020 was mostly symbolic in nature, with little real progress accomplished two years later. Recent headlines involving Wells Fargo and the National Football League, both of which have been accused of conducting fraudulent interviews of individuals from different backgrounds after jobs had already been filled (or promised), are emblematic of this issue. These and other organizations’ actions represent a worrisome, escalating tide of pushback that threatens to undermine any gains accomplished in the previous two years.
In order for businesses to create an inclusive environment for all people regardless of race, religion, or culture, they must first acknowledge the existence of racism and listen to the voices of their employees of color. Minneapolis Mayor Jacob Frey’s statement “being Black in America should not be a death sentence” in response to the George Floyd murder, as reported by the New York Times (2020), serves as a reminder of the systemic racism that has plagued our country for centuries. Businesses must recognize that racism does exist and how it affects their organization and their customers if they are to make meaningful progress in creating an inclusive and equitable environment for all.
In order to create a more inclusive environment, businesses should make a conscious effort to listen to their employees of color, customers of color, and other people of color who have a stake in their business. The goal should be to create an environment where everyone feels safe speaking up and is given an equal opportunity to be heard. Companies should also make sure to pay attention to the balance of power in the workplace. It is not enough just to invite people of color to the conversation as a guest; they should be given a seat at the table and made a permanent part of the leadership conversations to make them feel like they belong.
Additionally, companies should create policies that restrict police use of force, no knock warrants, and neck restraints. “The death of George Floyd was a result of the excessive use of force by the police” as reported by History (2020) , it is important that businesses stand up and make their voices heard in the fight against this injustice. Companies should also implement new operations and management policies to ensure that people of all backgrounds are given fair and equal opportunities in the workplace. This includes having clear policies and procedures for hiring, promotion, pay equity, and performance management, as well as providing adequate training on diversity, inclusion, and anti-discrimination.
In conclusion, businesses need to make a meaningful effort to create an inclusive environment for all people of different races, religions, and cultures. Companies must listen to their employees of color and create spaces where they feel safe speaking up. Furthermore, they should make people of color a permanent part of the leadership conversations and create new policies that restrict police use of force, no knock warrants, and neck restraints. Only then will real progress be made towards creating an inclusive and equitable environment for all. “Companies should strive to create a workplace culture that embraces diversity, equity, and inclusion, and ensure that all individuals are treated with respect and dignity” the New York Times (2020). By doing this, businesses will be able to foster a work environment that is conducive to productivity and growth, and create a better future for everyone.
References
The New York Times, “How George Floyd Was Killed in Police Custody”. (2020, June 01).
https://www.nytimes.com/2020/05/31/us/george-floyd-investigation.html
History.com, “George Floyd is killed by a police officer, igniting historic protests”. (2021, June 25). A&E Television Networks
https://www.history.com/this-day-in-history/george-floyd-killed-by-police-officer
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