Employers consider making Juneteenth a paid holiday as employees demand action on DEI efforts

The call for social justice has been growing louder as employers reexamine the way they approach their diversity, equity and inclusion efforts.

Employees are demanding greater representation for themselves, their female peers, and their colleagues of color. It is no longer enough for employers to simply say they support DEI efforts; they must take actionable steps to prove to their workforce that equality is a core part of their company culture.

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One step employers are considering is to offer Juneteenth as a paid holiday. The holiday falls on the 19th and marks the date that federal troops arrived in Galveston, Texas to announce that all slaves were free. Despite the fact that President Lincoln signed the Emancipation Proclamation in 1863, slavery persisted until 1865. Juneteenth serves as an acknowledgment and celebration, as well as a chance to reflect on the country’s past, while making efforts to build a more inclusive future.

“Juneteenth is not a ‘Black holiday’, but an American one celebrating our ever-evolving nation’s ever-evolving experiment in democracy, freedom, and equality,” says Samuel Roberts, an associate professor of history, sociomedical sciences and African American history at Columbia University. “Juneteenth’s importance is no less than President’s Day, Memorial Day, Veterans’ Day, or Independence Day.”

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On June 15, 2021, the Senate unanimously passed a bill making June 19, Juneteenth National Independence Day. The bill will need to pass the House and be signed by President Biden in order to become law.

Currently, just 8% of employers offer June 19 as a paid holiday for employees, and only 17% are considering doing so, according to research by the International Foundation of Employee Benefit Plans. Ninety-six percent of the organizations offering Juneteenth as a paid holiday did so for the first time in 2020, with only 4% offering it as a paid day off before 2020.

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“Offering Juneteenth as a paid holiday is just one example of how organizations [can make] changes to their policies with the lens of DEI,” says Julie Stich, vice president of content at the International Foundation of Employee Benefit Plans. “Making it a holiday or marking it in some other ways would bring awareness to this particular day and what it means to all employees in the organization.”

Sitch advises employers to encourage employees to take a day off on their own to do volunteer work that promotes social justice and equality. Employers can also provide education on the significance of Juneteenth with guest speakers qualified to speak on creating a more equitable workplace. Additionally, employers can find a local celebration or host a company outing to educate employees and provide an outlet to step away from work and relax.

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These efforts to recognize and acknowledge past history will help employers and employees work toward a more equitable future, together.

“All Americans should want to observe Juneteenth,” Roberts says. “It commemorates a moment where we all came one giant step closer to realizing [America’s] ideals.”