There are many reasons why this election ended up with the results it did, but at the top of that list is racism and misogyny, and this country’s commitment to keeping them as the order of the land.
Since the workplace is a microcosm of what goes on outside corporate walls, it’s impossible to ignore the impacts that this outcome will have not only on businesses, but on the people that keep them running. And for women of color in particular, the stakes are even higher.
As we step into a new political era, there are proactive steps your organization can take to support the well-being and advancement of women of color in your workforce.
Don’t ignore the impact of this moment
As we noted in a previous blog post leading up to the election, one of the worst responses a company could have right now is to carry on as if nothing significant just happened. Whether or not your organization is politically neutral, it’s undeniable that policies will soon be enacted that will affect your employees directly.
Dismissing or minimizing concerns at this time isn’t just bad for business—it disregards the lived realities of women of color who are bracing for the potential impacts of policy shifts. Now is the time to provide safe spaces for open dialogue and genuine employee feedback, creating an environment where your team feels seen, heard, and supported.
Double down on and live out your values
A divisive election season can erode company culture if leadership fails to proactively manage conflicts, tensions, and potential harm. Simply posting your company’s values isn’t enough; now more than ever, these values need to be actively demonstrated.
In many corporate spaces, there’s a tendency and fear of making waves or addressing tough topics head-on for fear of appearing partisan. But neutrality can, in fact, perpetuate aspects of White Supremacy Culture—like the emphasis on objectivity and the “right to comfort”—which often shield those in power at the expense of marginalized groups, particularly women of color.
If your organization is truly committed to DEI, this is the time to lean into that commitment rather than retreating from it.
Expand benefits and support for women of color
Even if there is a divestment away from DEI on the federal level, your company could take action in ways that may include:
Inclusive health care coverage: What plans, funds, or other supports can you have in place that support the health and wellbeing of women of color? Consider what reproductive or gender-affirming care your company can offer that will help counteract potential changes in access to quality care that your employees and their families may be experiencing.
Adequate and flexible time off: Self-care will be paramount for women of color now, so providing the flexibility of remote work or additional time off will be crucial.
For Women of Color in the Workplace: Prioritize Self-Care
To the women of color professionals reading this: regardless of where your company stands on DEI today, your primary responsibility is to take care of yourself—radically and intentionally. Take the time you need to process this moment and give yourself the grace to recharge as necessary. As Audre Lorde reminds us, “Caring for myself is not self-indulgence, it is self-preservation, and that is an act of political warfare.”
Now is the time to build your community of mentors, friends, and supporters. Lean on those who affirm you and find spaces that nurture your spirit. Care for yourself in ways that sustain not only your professional journey but also bring joy and resilience to your daily life.
If your organization needs additional guidance on how to provide meaningful support, schedule a consultation with ShiftED Consulting today. We’re here to help foster workplaces where everyone can thrive.
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