Deborah Biddle

Verona March for Racial Justice

in ,

June 17, 2020

Good evening.

As the events of the recent months and days have unfolded—Coronavirus, the killing of Black men and women, and the hateful threat to Christian Cooper, my thoughts and emotions have wandered from deep despair to anger to frustration.  I’ve seen and heard about incidents like these numerous times over the course of my life.

So, I try to guard myself from feelings of numbness and futility. I wade my way through the concern for my husband and sons … knowing, but for the grace of God, they could have been Treyvon Martin, Ahmaud Arbery, or George Floyd.  Or, I could have been Sandra Bland or Breonna Taylor.

I am glad about the outrage and interest and protests from people … people who don’t look like me.  But, I am also conflicted about the fact that it took seeing a man murdered in broad daylight for people to engage … to finally see what we’ve been saying … what we’ve been living for over 400 years in this county.

People are now asking questions because they are frustrated, disheartened, challenged and perhaps even convicted by what they see happening around the nation. They ask because they fear what could happen next. They wonder about their own complicity, if they say or do nothing. They question whether or not their voices or actions really matter when it comes to solving what seems impossible to resolve.

I can’t speak for every Black person. I can only speak for myself. And my answer is this:  Yes, it matters. It matters when you stop and take note of what it is like to be Black in America. It matters when you protest. It matters when you use your voice. It matters when you show up. It matters when you take steps to engage and partner in doing whatever you can with your influence, your power, your privilege and your resources to eradicate the evil of racism and eliminate senseless killing of Black people, and the discrimination, racial and ethnic bias, assaults, insults and aggressions against Black people. It matters when you extend yourself in friendship and allyship to the just causes of civil rights, human rights, equity and inclusion.

As individuals and leaders discerning a right response to the injustices wrought from discrimination, racism, cynicism, anger, fear and division, begin with self-examination. Know that your biases affect what you think and do. Consider the consequences. Look for connections versus focusing on difference. Examine ways you can use your privilege and resources to be part of the solution to end racial inequity.

After you’ve done the self-work or while you’re doing it, take a look at what is happening around you.  If you look, you will see the poverty, disparate educational, health and socioeconomic conditions.  If you open your eyes and look, you can see the injustices and inequities in the criminal justice system and housing and employment practices.  Don’t look away.  Don’t ignore it. Get in the fight.  It matters.

Commit to racial justice. Wherever you have influence—in your home, community, schools, workplace, marketplace, government, place of worship—use it to make those places free from racial discrimination and harassment, bias, and aggression.

Respond when issues of discrimination or harassment arise and take proactive measures to monitor for and prevent them.  Say something–Do something. It matters. Don’t let those jokes, slights and insults slide by.  Be an ally.  Be a voice for the oppressed.  Be a voice for change.

Be willing to purposefully identify, discuss and challenge issues of race and color and the impacts they have on people and in your neighborhoods, schools, and workplaces. Challenge yourselves to understand and correct any inequities you see.  Shift your perspective to see that racial equity is a journey worth embarking upon and a journey that will benefit the good of all of people in society.

Without a willingness to grapple with the impact of racial bias and talk about the effects of systemic racism along with the effects on our decision-making, engagement with one another, policies, practices, education, housing, healthcare and jobs—progress is fleeting when it comes to eliminating racism.

Racism is insidious and it corrupts. It threatens. Racism is just plain wrong.

To everyone here today, recognize that it matters what you do and say.  Your presence and action matters.  So, use your voice, power, privilege, resources and influence. Don’t watch another Black person die—and act to end racism.

If you’ve gotten anything at all out of what I have said this evening—if unity and love and dignity and respect have made any difference in your life—if being in community means anything to you—if you have a heart—and a brain—eyes to see and ears to hear—if you care— then do me a favor:

  • Stand for justice—better yet fight for justice
  • love each other, be deep-spirited friends
  • don’t push your way to the front
  • don’t always have to be right
  • put yourself aside, and help somebody else get ahead
  • don’t be obsessed with getting your own advantage
  • forget yourself long enough to lend a helping hand to someone else
  • make the hard choices, take the tough actions
  • agree to think better, do better and be better

And, end racism now.

Woman in a field with hands raised

Leadership Response During Troubling Times

in , , ,

June 6, 2020

I am occasionally asked by organizational leaders, “What should I do?” in response to societal issues involving bias and racism. Questions like, “What should I say?” or “How can I help?” come from compassionate well-meaning leaders and colleagues who sincerely want to know what to do. Read more

Three people sitting inside room

Becoming a More Inclusive Leader

in , ,

Recently, I trained for a group of leaders on unconscious bias and inclusive leadership. As we were discussing the impact of exclusion in work environments, particularly the impact of microaggressions, a leader commented, “Sometimes, I don’t have the time to worry about how I say something to a team member. Sometimes, they are wrong, and their ideas aren’t very good. Sometimes people are too sensitive. Where does it end? I worry that everything I say can be construed as offensive or microaggressive. How far is too far with all of this sensitivity and inclusion stuff?” Read more

Group of young diverse workers having a meeting

In Search of Workplace Civility During Uncivil Times

in ,

In nearly every arena of our society, there is a measurable increase in “bad behavior.” From abusive relationships and marriages, bullying at every age in schools, rude and insulting co-workers, raging motorists, contentious politicians, ranting newscasters, and snarky comedians to abounding racists and supremacists, each are becoming all too commonplace in America.

Read more

Man sitting near a street

Ouch! Workplace Microaggression Hurts

in , ,

According to Derald Wing Sue, PhD, of Columbia University, “Microaggressions are the everyday verbal, nonverbal, and environmental slights, snubs, or insults, whether intentional or unintentional, which communicate hostile, derogatory, or negative messages to target persons based solely upon their marginalized group membership.”

Read more

Woman sharing her presentation with her colleagues

Overcoming Unconscious Bias

in ,

You can find it in every work environment, but most of us don’t see it. It interferes with good management decision-making, affecting everything from hiring, promotions, layoffs, and teambuilding to advertising, marketing, product development, and product placement. It impacts our thought processes and can cloud our judgment.

Read more

photo of man sitting in front of people

Leading in the #METOO Era

in ,

In April 2018, Glamour magazine published an article, “Post-Weinstein, These Are the Powerful Men Facing Sexual Harassment Allegations.” The article referenced “legions of women” coming forward to share their #METOO stories of sexual harassment. With the recent news of allegations, convictions and the continued spotlight or sexual harassment, many companies are closely examining their work cultures, reiterating and reinforcing policy and requiring organization-wide training.

Read more

Diverse people talking and having a meeting

EEO, AA, Diversity — What’s the Difference and Why Does It Matter?

in ,

You’ve probably heard someone ask, “Why should I care about workplace diversity when the government has already taken care of it with the Equal Employment Opportunity Act?” or “Why do we need diversity when we have affirmative action?” Keep reading to learn the differences and best practices of recruiting and hiring a diverse team.

Read more

Colleagues looking at computer screen

Managing Generational Difference

in , ,

I trained a group of leaders last week on Improving Work Relationships and Company Culture by Conquering Hidden Bias. During the workshop, we had a tangential discussion about generational differences in the workplace.  One leader felt that too much is being made about the challenges faced among generations — that we’ve always had multiple generations in the workforce and we’ve adjusted.  Read more

Photo of women watching through the ipad

Making Room for One More, A Simple Act of Micro-Inclusion

in ,

Organizations have learned that workforce diversity affords a competitive advantage when selling to diverse consumers. Businesses recognize that diversity in the workforce leads to more highly engaged teams and provides a better arena for innovation to occur. Companies also know that diversity alone isn’t the answer and that lasting workforce diversity doesn’t happen without creating environments where multiple cultures, ethnicities, genders, and abilities are welcomed, included, and respected.

Read more