Black Employees And Their Workplace Experiences

Here’s what employers can do

My experience working with black employees has shown me, in workplaces mostly employed by people who do not look like them, there are mixed feelings. Although black employees can, and do, adapt to change, what that may professionally and personally cost them can exacerbate their discomforts for the sake of excelling alongside their peers. There, they find people who do not expect their job to address political issues, while they do. With the climate we are currently experiencing, what is different is the grief black people are continuing to experience— which they sometimes believe must be turned off in order for them to return to work.
 

What employers can do for their black employees is make it evident what the company’s mission is. This has to be done, even if the mission is evolving or changing, in a way that it reminds people of the purpose of their work, as well as the commitment the company has to its employees’ health–including their mental health. From the top down, it is the employer’s responsibility to ensure they have mentally-fit employees coming to work, who want to do the work. They should find ways to retain these workers by providing a safe workplace environment. Something companies should look into is resolving these issues long-term—and not just because it is trending, or to appease current tensions. The longevity of the work they do is extremely relevant.

It matters that black employees know who they work for—which not only includes their direct manager or executive vice president, but also the stakeholders in the company, the board members, and the investors who provide the company’s funding. It is necessary for them to know this on all levels, because it empowers the employees to make informed decisions about their working relationships and employment opportunities, so they can decide, with extensive knowledge, the best professional route for them to take.

Because companies want to have an equitable environment, what is imagined in theory needs to be implemented in practice. Looking from the large-scale to the small-scale, it would be important for black employees to understand what the company structure is, and what their policies are in regards to their benefits in the Human Resources packages—like sufficient mental health services, paid time-off, and disability coverage. Knowing these things empowers people to make better decisions for themselves. Matching the theory with the practice is a good place to start for black people to continuously put their mental health first, as well as their lives and their other responsibilities. For that reason, employers need to assess if their policies are working, or if they need to be changed.

Whether a company decides to profess their allegiance to one, or more groups is solely up to that organization. That cannot be forced, but policies and equitable actions can be questioned and challenged—especially if both employers and employees share a common goal for the interests of the future of the company.  If you are in the private sector, you do not necessarily have to profess any allegiance. If you are in the public sector, you do not necessarily have to, either— with the exception of unintentionally implementing practices that are harmful to employees who are marginalized–whether that be black employees, or any other employees with distinct characteristics that make them stand out.

Evaluating the policies of a company, and whether they match their practices, is where I would encourage black employees to use their leverage. Going off real evidence during this critical time, will allow them to participate in re-sculpting the ways their mental health is supported by their employers. We need to look for ways to benefit employees. Maybe allowing them to work both from the office and from home, or by providing additional mental health support, will give black employees the time to continue grieving.

It is worthwhile to discuss these topics with your employer and provide the appropriate evidence. We are going through a time when there is more anxiety and symptoms of PTSD than we have seen in a very long time, so there is room for people to be flexible. We are looking for the best results that will help all parties involved thrive. Research the kind of company you work for, understand what your rights are, and use that leverage when you approach the conversation with your employer to understand what the company’s response is to racial tensions.

Asha Tarry is an author, an award-winning community mental health advocate, psychotherapist, and certified life coach. Tarry is the founder of Behavioral Health Consulting Services LMSW, PLLC which provides consulting, counseling, and coaching to creatives and small business owners in the wellness and entertainment industries and educational sector. As a treating provider, Tarry has 20 years of experience providing evaluations, diagnoses, treatment, and life-enhancing skills to children, adults, families, and couples. A significant portion of Ms. Tarry’s work has been conducted in marginalized communities with survivors of intergenerational trauma as well as with professionals in search of a fulfilling life. Her upcoming book is Adulting as a Millennial: A Guide to Everything Your Parents Didn’t Teach You. Visit https://lifecoachasha.com  Follow @ashatarry Connect Asha Tarry