Proud woman raising the flag of the United States of America
Juneteenth-recognized as the official end of enslaved people in the U.S., this day has been celebrated for years in the African American community. However, it has only been observed by tech companies in recent years.
Juneteenth holds historical significance as it marks the day—June 19, 1865—when Union General Gordon Granger arrived in Galveston, Texas, to announce the end of slavery, more than two years after the Emancipation Proclamation. Juneteenth serves as a reminder of the ongoing struggle for racial justice and equality and provides an opportunity to celebrate African American heritage, culture, and achievements. Also known as Freedom Day or Emancipation Day, it is a significant holiday commemorating the emancipation of enslaved African Americans in the United States.
The problem: tech companies lack awareness and executives lack knowledge.
Tech companies still face challenges in creating an inclusive environment for Black employees, although strides have been made.
Juneteenth is now the 11th federal holiday, and ironically the first federal holiday created in almost 40 years since Martin Luther King, Jr.'s birthday became federally recognized in 1983. According to the white house briefing room President Biden, “He stated, ‘the new holiday "a day in which we remember the moral stain, the terrible toll that slavery took on the country, and continues to take.””
More than 800 companies have joined the initiative and committed to observing Juneteenth since 2021, and according to recent reports, 8% of private employers reported offering Juneteenth as a paid holiday, and 17% said they are considering adding it. Most companies surveyed (96%) offered it for the first time starting in 2020, including many Tech companies such as Adobe, Lyft, and Google, as a paid holiday. However, many tech startups still need to take the initiative to make this a paid holiday and do more to create an inclusive environment. Considering a paid holiday is a tiny step toward acknowledging this critical holiday and an important milestone in American history.
African Americans are still striving to break barriers actively, and tech companies still have room to improve and foster a supportive work environment. Many tech companies miss the bar every Juneteenth due to a lack of education, executive sponsorship, and execution.
Executives need to lead by example
Opal Lee, a 95-year-old Texas activist who spent decades campaigning to make Juneteenth a federal holiday, interviewed with The Associated Press in 2021 and stated that Juneteenth becoming a nationally recognized occasion is significant but that the country still has a long way to become a truly equal society.
It starts with Corporate America and executive leadership taking action for all people within its organization. Leaders who control the workforce and job market in America have a duty to acknowledge diversity and provide equitable environments, and without leadership sponsorship it will be hard to see positive change. People need to have access to the workforce in order to make a living in America, and if the leadership doesn't acknowledge milestones like Juneteenth, it further prolongs progress toward an inclusive and equitable. environment.
This month the UnapologeTECH team worked closely with an Israelian Tech CEO, focusing on driving a go to market strategy but, more critically, cultivating an impactful and authentic company brand and marketing efforts. Along the journey this month the CEO admitted he was unaware of Juneteenth and the importance of celebrating. The ability to acknowledge the lack of awareness is a start, but this is the prime example of hyper-tech companies needing more clarity on creating an equitable and inclusive environment.
Ironically, this is the case for many CEOs and leaders in Tech, and in many cases, we didn't see tech companies amplifying Juneteenth until the amplification of the Black Lives Matter movement that took place in 2020 and the death of George Floyd, which ignited a wide-reaching recognition of Juneteenth, particularly within the tech industry.
According to Brenda D. Wilkerson, in a recent Forbes article, shares that previous CEOs like Jack Dorsey at Twitter and Square were the first High-end tech CEO's to announce that Juneteenth would be a paid holiday for employees. Shortly after, many Hyper-growth tech companies announced their ambitious plans to commemorate the day. Along with other industries jumping aboard too, Juneteenth allows companies to take a positive stance of their awareness of challenges facing the Black community. Companies pledged to outline their commitments to taking positive action to address challenges, audit their own Diversity, Equity, Inclusion & Belonging (DEIB) initiatives, and, more importantly, celebrate the day on their marketing and social media channels.
How diversity and inclusion drive business value and profitability
Participation here is not a one-time action. Instead, it should be seen as a long-term marathon. Recognition of such a historic day is necessary and a start, but it's long overdue –especially as Black and other non-white male communities continue to be marginalized. Tech companies and executives have the resources to drive impact and need to move away from the easy route. It is easy for companies to appear opportunistic or, worse, tone-deaf. Tech companies and executives need to ensure they take more actions to make fundamental changes in addressing racism in Tech, not just on Juneteenth but throughout every day of every year.
A more diverse and inclusive workforce creates stronger organizational performance. This can be broken down into several categories, including retaining talent, employee satisfaction and well-being, and greater workforce productivity.
Recent research by McKinsey & Company identifies that companies that have more racially and ethnically diverse workforces are 35% more likely to have increased financial returns than industry medians, and those with greater gender diversity are 15% more likely to see better returns.
Also, diversity and inclusion initiatives helps increase business value by retaining talent, increasing employee satisfaction, and driving productivity, so acknowledging holidays like Juneteenth makes a longterm impact on people and business. McKinsey finding also showcased that in the U.S., for every 10% increase in ethnic and racial diversity on the executive team, annual company earnings rise roughly 1%.
7 ways to honor Juneteenth, improve work environments and foster change
In order to see change, we must provide relevant resources and action plans for people to take so the future generation can see progress. Leaders, allies, board members, and beyond can see below ways to be apart of positive change.
Stand for something
Many companies and leaders loose track of insuring workers are treated fairly, mainly because they are concentrating on stocks, revenue, and pleasing the board. As a leader you have a duty to set expectations, have morals, and set an example. Set an example by pledging to provide a more equitable and inclusive work environment and most importantly remain consist with your pledges.
Educate yourself and prioritize diversity and inclusion
Executives who are looking to be innovative and run a successful business need to make space to educate themselves on people, history, and beyond. Executives should actively work to build diverse teams at all levels. When an executive makes this a key priority they are setting the tone and expectations for the entire company which drives real change. Take a look at companies that are performing poorly in today economy and look at the leader of the company. The leader is a reflection of its organization and the companies values and morals.
Hire and retain with intention
Establishing recruitment strategies that attract and retain black talent along with other minorities is a step in the right direction, setting diversity goals, and creating inclusive policies and practices are essential steps toward fostering an equitable workplace. Following the policies and staying true to your diversity goals and pledges is critical.
Address bias and discrimination
Companies must invest in diversity training programs to help employees recognize and address unconscious biases. Companies must also get rid of bad apples who have intentions of negatively effecting the culture and its people due to bias and racist morals. Regularly reviewing hiring and promotion processes to ensure fairness and transparency can help reduce bias and create equal opportunities for all employees.
Cultivate inclusive company culture
Fostering an inclusive environment requires more than just diversity numbers. Companies should actively create safe spaces where employees can share their experiences, provide feedback, and contribute to decision-making processes. Celebrating cultural events like Juneteenth and providing resources for employee education and awareness can also contribute to a more inclusive culture.
Mentorship and sponsorship programs
Establishing formal mentorship and sponsorship programs can provide black employees and other minority groups guidance and support in their professional development. Connecting employees with senior leaders who can advocate for their advancement can help break down barriers and foster growth opportunities.
Employee resource groups (ERGs)
Encourage the formation of ERGs dedicated to supporting and empowering underrepresented employees. These groups provide spaces for networking, mentorship, and community building, fostering a sense of belonging within the organization. ERG’s also help with mental health, retention, and motivation for employees to perform at their highest potential.
Fostering a supportive and thriving work environment
Overall, there is room for improvement and it will take executives to identify, educate, and remain consistent with their efforts to provide a safe, equitable and diverse work environment. Educate yourself if you are still not aware of Juneteenth and the impact American history has on African Americans.
Lastly, as we celebrate the emancipation of enslaved African Americans, on Juneteenth, it is essential for tech companies, corporate America and executives across the world to reflect on their commitment to racial equity and work toward creating an inclusive environment for black employees and other marginalized groups.
By addressing barriers such as underrepresentation, bias, and limited opportunities, tech companies can actively contribute to improving and fostering a supportive and thriving work environment.
