A Conversation with a CEO named John about the need for Racial Caucusing
I rarely ever share my conversations with potential clients or current clients. Recently I met with a CEO who is a conservative, has an issue with diversity, equity, and inclusion, but is willing to learn. He (who I will refer to as John) wants to see DEI work happen in his company. I asked John if I could share our dialogue on my blog and he approved as long as I kept his name anonymous. John is the CEO of a 257 person company and he wanted my opinion on why he should approve racial caucusing. Here is the transcription of that conversation. I share a valuable lesson John learned at the end so read it in its entirety.
John: I’m not a fan of racial caucusing, I think it’s divisive.
Me: Did the people who requested it, say why they needed it?
John: Yes, they think we have racial inequity in our culture.
Me: Do they think or feel?
John: What’s the difference?
Me: To think is to speculate to feel is to be someone who is directly impacted. How many people are requesting it?
John: There’s about 26 out of 250+ employees.
Me: Out of those 26 people, how many have come directly to you to discuss racial inequity?
John: 1 or 2 people.
Me: Is there a chance the other 24 people don’t feel safe enough to come to you?
John: I never thought about that.
Me: Because you never had to, that’s why caucusing spaces are needed. You may not have intentionally made them feel that way but it’s a reality that lower level employees, who are often marginalized, don’t engage in difficult conversations with executives. Especially with powerful White Men who don’t ever talk about race.
John: I try to have an open door for all employees
Me: Just because the door is open doesn’t mean people necessarily feel welcomed or safe enough to walk through it. If you lost those other 24 employees today would it hurt your business?
John: Yes.
Me: Then give them the space.
Him: Ok, how do we get this process started?
Note: Their first caucus is on the schedule in the next two weeks.
The Lesson: Don’t deprive people of inclusive spaces by comparing what you think, to how they feel, especially if you’ve never felt it.
