Use Juneteenth to start better conversations about DEI

On Juneteenth, it's tempting to point out the good work your organization is doing to advance diversity and inclusion in the workplace. And while it's important to celebrate the wins, these efforts will need to be an integral part of your culture to really make an impact. 

Since 2021, Juneteenth has been recognized as a federal holiday, commemorating the end of slavery in the U.S. But backlash against corporate DEI efforts is threatening just how impactful this holiday can be, making it increasingly important for companies to be looking at the bigger picture.  

"What's actually happening is that we're redefining what DEI means for organizations," says Amy Mosher, chief people officer of software company isolved. "It's not just an initiative anymore; it's ingrained into businesses' cultures and it's never really going away as a result." 

Here's why employers and employees can still embrace DEI: Is the anti-DEI trend actually hurting diversity efforts? 

DEI matters to employees, and celebrating Juneteenth is just one way to show a commitment to your workforce. Start with education around the holiday, and continuously engage with BIPOC groups through ERGs and other outreach opportunities to help foster a sense of inclusion and belonging, says Kendra Mack, vice president of DEIB at Kanarys. 

"DEIB is a journey and not an end goal. There's not any number of things that you can check off the list and be done," Mack says. "When companies embrace that it makes me feel like they care about my experience and they care about the people of my community."

Read Mack's tips for how employers can acknowledge Juneteenth and support diversity at work: What employers need to know about celebrating Juneteenth 

While employers should be giving employees the day off, what happens the rest of the year is just as important. Offering benefits that specifically support equity is a critical part of any DEI strategy. An awareness of persistent disparities between white and BIPOC workers should guide discussions around the benefits, compensation, hiring and promotion practices that will advance DEI goals, says Krystal Barker Buissereth, head of financial wellness at Morgan Stanley at Work.

"Workplace benefits are one area where the rubber meets the road on equity and inclusion," she says. "Involve BIPOC employees in the decision-making process, and make sure your benefits offer them access to wealth-building channels like retirement accounts, financial advice or even equity compensation." 

Here's how to support BIPOC workers with the right benefits beyond Juneteenth: 4 ways to support Black employees with your culture and benefits

To fully commit to DEI, a workplace should be taking a five-pronged approach, says Cynthia Overton, senior director of tech workplace initiatives at the Kapor Center, which looks at the intersection of racial justice and technology. Setting diversity goals, hiring a head of diversity,  having referral bonus programs focused on underrepresented populations, offering implicit bias training and having employee resource groups should all be part of a business's DEI plan.  

"The whole group should be implemented and integrated into the overall business strategy," Overton says. "People are the key to your success. If you want to stay up and if you want to stay competitive, it's really important to pay very close attention to these issues." 

Here's how to create a DEI strategy that makes a difference long-term: How tech companies can champion DEI beyond Juneteenth