Keesa C. Schreane - Corporations Compassion Culture

This is not comfortable work, but it is necessary work. We must acknowledge and learn from history to rectify the present, and then we can build a new workplace culture in which people of color drive innovation, achieve C-suite positions, receive fair pay, and drive revenues without being encumbered by systemic racism.

Historical events have sown seeds of distrust. Business communities in partnership with employees, vendors, and consumers should educate themselves on this history as a step toward solving present-day issues in the workplace.

For corporations and their leaders to successfully solve issues of racial inequities at work, understanding the history of people of color and work is critical. One way to do this is through a lens of how people of color were treated, valued, and devalued historically.

Distrust by Blacks and other people of color toward old business culture is justifiable, given experiences as employees, vendors, owners, and consumers.

Microaggressions in the workplace are real, even if they are sometimes unintentional. They are not conducive to high productivity, because they have a potential impact to hinder someone's focus, decrease their productivity, and lay seeds of a hostile work environment.

Just because conduct is legal or acceptable doesn't mean it's the right thing to do. This is where a clear dedication to compassionate leadership was missing in the broader culture. Clarity on compassion resolves confusion about tolerating behaviors that are acceptable by society but are unethical, unequal, and hurtful physically or economically. Lead with compassion and the right thing to do is clear.

1 1. https://www.usnews.com/news/national-news/articles/2017-02-07/exploiting-Black-labor-after-the-abolition-of-slavery

2 2. Interview with the author. Chatelain Marcia, Racial capitalism, July 13, 2020.

3 3. http://freedmansbank.org/

4 4. Ibid.; https://www.occ.treas.gov/about/who-we-are/history/1863-1865/1863-1865-freedmans-savings-bank.html

5 5. Interview with the author. Rosenthal Caitlin, Accounting for Slavery: Masters and Management, Department of History; July 16, 2020.

6 6. Ibid.

7 7. https://www.archives.gov/publications/prologue/1997/summer/american-labor-movement.html

8 8. https://www.nass.usda.gov/Publications/Highlights/2019/2017Census_Farm_Producers.pdf; https://www.theguardian.com/environment/2019/apr/29/why-have-americas-Black-farmers-disappeared

9 9. https://www.archives.gov/publications/prologue/1997/summer/american-labor-movement.html

10 10. Ibid.

11 11. https://www.theatlantic.com/magazine/archive/2019/09/this-land-was-our-land/594742/

12 12. https://www.nytimes.com/2019/09/30/opinion/elaine-massacre-1919-arkansas.html

13 13. https://lynchingsitesmem.org/lynching/peoples-grocery-lynchings-thomas-moss-will-stewart-calvin-mcdowell

14 14. http://historic-memphis.com/biographies/peoples-grocery/peoples-grocery.html

15 15. https://www.history.com/news/ida-b-wells-lynching-memphis-chicago

16 16. https://www.scalawagmagazine.org/2019/07/Black-wall-street/

17 17. https://www.investors.com/news/management/leaders-and-success/john-merrick-went-from-slavery-to-riches/

18 18. Interview with the author. Bristol Douglas, John Merrick's mutual life insurance company started out of his compassion, because there were people who had some misfortune happen, July 6, 2020.

19 19. https://www.investors.com/news/management/leaders-and-success/john-merrick-went-from-slavery-to-riches/

20 20. https://savingplaces.org/places/a-g-gaston-motel#.Xz1kEm5KjIU

21 21. Interview with the author. Smith Suzanne, Thoughts on the significance of Gaston, July 6, 2020.

22 22. Interview with the author. Bristol Douglas, How competition between Black entrepreneurs can be carried out in a healthy way, July 6, 2020.

23 23. https://corpgov.law.harvard.edu/2019/02/05/missing-pieces-report-the-2018-board-diversity-census-of-women-and-minorities-on-fortune-500-boards/

24 24. https://www.payscale.com/data/gender-pay-gap

25 25. https://www.payscale.com/career-news/2019/04/the-gender-pay-gap-has-closed-5-cents-since-2015-but-dont-celebrate-yet; https://www.payscale.com/data/racial-wage-gap-for-men; https://www.nationalpartnership.org/our-work/resources/economic-justice/fair-pay/quantifying-americas-gender-wage-gap.pdf; https://www.payscale.com/data/gender-pay-gap

26 26. https://www.annualreviews.org/doi/abs/10.1146/annurev-soc-060116-053315

27 27. https://www.npr.org/sections/codeswitch/2017/04/19/524571669/model-minority-myth-again-used-as-a-racial-wedge-between-asians-and-Blacks

28 28. https://www.oregonlive.com/opinion/2016/12/the_real_reasons_the_us_became.html

29 29. Ibid.

30 30. https://www.npr.org/sections/codeswitch/2017/04/19/524571669/model-minority-myth-again-used-as-a-racial-wedge-between-asians-and-Blacks

31 31. Interview with the author. Chatelain Marcia, Racial capitalism, May 13, 2020.

32 32. https://apnews.com/60ee1b62df4f41a4a1af0a3749e90370/Ben-Carson-compares-slavery-to-immigration-to-America

33 33. https://www.theatlantic.com/business/archive/2014/06/slavery-made-america/373288/

34 34. https://www.npr.org/2020/06/08/872371063/microaggressions-are-a-big-deal-how-to-talk-them-out-and-when-to-walk-away

35 35. https://www.poetryfoundation.org/poems/44203/we-wear-the-mask

36 36. https://www.mckinsey.com/∼/media/mckinsey/business%20functions/organization/our%20insights/delivering%20through%20diversity/delivering-through-diversity_full-report.ashx

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