Since a core effect of racism is economic inequity, one of the key responses of anti-racist work is to ensure economic equity. We believe economic equity includes not only equitable pay, but also communication and transparency about the wages actually paid and the criteria used to determine those wages. Companies have a duty to pay employees fairly and to inform them with the data they need to know their standing in the company.

When people come to work they carry with them a unique perspective on current events and the experience of life in this society. Healthy team cultures recognize that societal traumas affect everyone differently, and that team members can only bring their whole selves to work if they feel understood and protected by the rest of their team. Teams will thus accept the duty to advocate internally for the well-being of their teammates, seeking to listen, understand, and then act (both through policy and intentional social engagement) on the issues both inside and outside the company that affect any member of the team.

Growth looks different for different people. A workplace with an anti-racist culture takes the time to encourage and understand the unique growth objectives of each of its employees. Then it provides a custom suite of opportunities that match those objectives.

When people come to work they carry with them a unique perspective on current events and the experience of life in this society. Healthy team cultures recognize that societal traumas affect everyone differently, and that team members can only bring their whole selves to work if they are proud of what their company stands for in the public square. Teams will thus organize themselves to create social impact in the society in which they are based, paying special attention to the social issues that impact their teammates.

The concept of “professionalism” has long been based on a single cultural definition. When this definition is imposed on someone from a different culture, it can create unfair disadvantage for them as they are forced to spend extra energy focusing on something unrelated to their performance in their role. Ultimately, we recognize that outward appearance does not indicate a person’s ability to complete their work as a professional. An anti-racist workplace culture will invite everyone to do their best work while presenting themselves the way they are most comfortable.

Excellent teams are always full of excellent communicators. Bias influences communication, preventing certain members from hearing and others from being heard without any basis in the merits of the ideas being shared. Anti-racist culture improves communication within the team by treasuring the humanity and perspectives of each member of the group and by creating brave spaces where honesty can thrive.

Leave of absence encompasses maternity leave, paternity leave, and other unforeseen emergencies such as sickness, relocation, and life crises. It's important to differentiate leave of absence from paid time off (PTO) and vacation time. This type of leave offers employees facing extraordinary circumstances the opportunity to take time away from work. Common scenarios include childbirth, adoption, caring for an ailing family member, dealing with serious health conditions, or fulfilling military obligations.