Guest Commentator: Tonya Ladipo, LCSW, CEO, The Ladipo Group @TheLadipoGroup
What are some ways that employers can be more considerate of the emotional and mental health of their black employees?
The need for acceptance, connectedness, care, or belonging, is so great a human need that it is the third level of Maslow’s hierarchy of needs, only following the need for food, shelter, and safety. This fundamental human need for connectedness is a key factor in our emotional and mental well-being at home and in the workplace. Companies that are dedicated to creating workplaces where Black employees experience belonging at the same rates as everyone else can follow a few key principles.
Recognize that racism and discrimination have an impact on your Black employees. Often before arriving at work, Black people have had to navigate experiences of blatant racism or more subtle microaggressions. This becomes compounded if they also experience discrimination and microaggression in the workplace. Being stopped by security to show your badge when non-Black people walk right in, people attempting to touch your hair, or being passed over for a promotion again without any clear feedback about why are some of the very common experiences that Black people have at work.
Implement policies to minimize and address unconscious bias and microaggressions. When Black employees are able to focus on their work rather than managing the harmful effects of microaggressions, they have greater emotional and mental health. Policies that clearly define unacceptable behaviors and the associated consequences of acting from racial biases benefit your employees.
Support your Black employees in the roles they were hired to do. Many times, when there are few Black people in an organization, they become the go-to person about everything that impacts the Black community. Yet they were not hired to represent the Black community or for a DEI (Diversity, Equity, and Inclusion) role. Black people often feel torn when put in the position to answer questions or create an organization’s DEI initiatives. They want the organization to do the work and are often concerned that it will not happen without their input. This leads to exhaustion and frustration and impacts their well-being.
Ensure that Black employees have access to emotional and mental health support from culturally responsive providers. Because of the racism and health disparities within the medical system, many Black people are more comfortable working with Black mental health professionals. Ensure that your health benefits and EAP providers offer these options.
Finally, the best way to learn how to support your Black employees, and all employees, is to ask them! Be mindful that different people and different groups have differing needs at times. Be willing to be flexible, responsive, and be in frequent communication to know what best serves your employees.
The Chamber positions diversity, equity, and inclusion as critical for business maturation and growth. Our Diversity, Equity, and Inclusion (DEI) initiative drives economic competitiveness, highlights diverse employee populations, and promotes inclusive growth throughout the Greater Philadelphia region.
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