Equity in a Crisis: 7 Questions for Leaders
By Jared R. Francis | @jaredrfrancis
No one could have predicted (Everyone could have predicted)
It should surprise no one that the health and economic impact of COVID-19 is disproportionately impacting communities of color. Legacies of injustice and inequity, are colluding with the virus to lead to higher rates of infection, hospitalization, economic distress, and death among people of color.
We are still muddling through the initial phase of the crisis, yet as leaders, we’re called to look ahead. Unaware, as some of us may have been about the toll a pandemic would have, we know enough about what is ahead to consider how leaders of color must act going forward.
The worst is yet to come
There is little reason to expect that what is to come will be better than where things are today. We may have succeeded in flattening the curve in the short term; however, the medium and long term outlook is still to be determined. It is unclear how soon therapies and potential vaccines will be available to the general public. We do not know when our testing capacity will scale to the levels necessary to preempt future outbreaks. It remains an open question, to the extent to which practices such as contact tracing are likely to be adopted given American cultural norms. This level of uncertainty surrounding the prerequisites for a return to normalcy means that the health and safety of communities of color remain at considerable risk.
Equally as concerning, is the economic crisis that the pandemic has precipitated. Despite headlines to the contrary, the economic security of many families of color was precarious before COVID-19. The Great Recession eliminated wealth in communities of color at alarming rates, while the anemic economic recovery that followed left many people of color behind. Only recently, had Black America begun to experience “recovery” from the Great Recession. Meanwhile, younger people of color who entered the workforce during the Great Recession, are experiencing what has been termed “The Great Affordability Crisis.” Rising costs of housing, health care, and student debt are blunting the positive impact that a college education has historically conferred to young professionals and their families.
As unemployment is skyrocketing, private and public institutions are unfortunately preparing to engage in recession inducing austerity measures, as if nothing was learned from the Great Recession. The public and private sector “belt-tightening” will prolong our economic misery. The downstream impacts will hurt the most vulnerable American families, as well as young professionals who were getting a foothold in their careers.
7 Questions to Promote Equity
Given the potential impact of communities of color, we need leaders of color to thrive in this time of crisis. The third pillar of our framework—equity—must guide the work of leaders as we move forward. What does leadership in color look like in a time of crisis? In this context, equity requires us to act first mitigate and then to remedy.
Mitigate the Harm
Much of what is happening is beyond our control. Yet there are opportunities each of us have as leaders to mitigate the consequences of the health and economic crisis. When seeking to mitigate, consider the following questions:
How is your organization working to support local communities that are most impacted by COVID-19?
Securing the fiscal health of your organization may require pay reducutions, layoffs, and other measures. Will sacrifices be made equitably across race and gender?
Crisis necessitates rapid decision making. Expect a period of fluidity as circumstances and contexts may change daily. Speed does not mean that our teams have to sacrifice their values. How can you ensure that decisions are values-driven?
Remedy
The decline in movie going, increasing adoption of remote work, and the reassessment of the role of standardized exams in college admissions, are just a few examples of how the scope of the crisis is accelerating long-simmering trends in our culture and political economy. While the extent of change may vary, we can expect all of our organizations and industries to undergo a period of change and reform. The result is an opportunity for leaders of color to reshape our organizations and their work around principles of equity and justice. As your organization begins to look forward, consider the following:
The crisis has prompted many organizations to make policy changes regarding the flexibility of work hours/location, benefits, and paid time off. What, if any, policy changes prompted by the crisis should be made permanent? Who would benefit from them?
What has the crisis revealed about the most vulnerable members of your community or organization? Are they thriving right now? If not, what factors predate the crisis? Can those be addressed moving forward?
Individuals and communities of color will suffer disproportionate economic hardship as we move forward. What steps can your organization take now to adjust talent sourcing and hiring practices?
To what extent has the crisis revealed a gap in your organization’s mission? Can the promotion of racial equity fill that gap?
Leadership in Color, now more than ever
As the first chapter of the crisis comes to an end, we know that what is to come may further entrench racial inequity. It does not have to be this way. Leaders of color who lead skillfully, with courage, vision, and values, can chart a better path forward. Leadership in color matters now more than ever.
