Antiracism in the Workplace: A Journey of Learning and Change

What’s the difference between DEI and antiracism? I’m excited to welcome back Christian Harris to dive into this topic. Christian is a DEI consultant, coach, and community advocate who is dedicated to promoting equity and justice. In the past, he has run for political office, served on several non-profit boards, and pushed forward grassroots policy initiatives. We'll be discussing the nuances of DEI and antiracism, including how they overlap and differ from each other. As well as highlighting the importance of uncomfortable conversations, we will also talk about the need for collaboration while challenging the status quo.  You’ll hear us discussing ideas such as:Christian defines antiracism as fighting against systems that oppress people of color and uphold white supremacy, whereas DEI includes a broader range of issues such as equity and inclusion.It is important to have uncomfortable conversations and create harmony while challenging the status quo.People who engage in DEI work need to be comfortable being uncomfortable. The work can cause disharmony, but growth requires discomfort.The conversation around antiracism is critical because the definition of racism has evolved to include systemic oppression, and antiracism is about fighting against these systems.To be truly anti-racist, people need to recognize their place in society and acknowledge the harm they or their organizations have caused. "To truly be anti-racist, you have to be fighting those systems that allow that to keep happening," Christian says.Addressing incidents and using data: When an incident occurs, it's important to use data to inform decisions, instead of burying your head in the sand. Take it as an opportunity to learn, grow, assess, and create a plan going forward.Importance of outside perspective: After an incident, it's helpful to get outside help and perspective to understand and navigate through the issue.The power of asking and creating space: get input from stakeholders and create spaces for people to feel comfortable, safe, and connected.Change management risks: any change will have risks, but it's important to think about the impact it will have on the organization and individuals involved.ResourcesChristian Harris on LinkedInRestart Consulting