2020 saw the largest civil rights and racial justice protests in U.S. history, bringing unprecedented attention to the realities of race and racism and exposing how deeply racism is embedded in our social structures, institutions, and businesses. This sparked a long-overdue demand for systemic change.

For business leaders, the question is no longer whether to address racial justice and equity—it’s how to do so effectively and authentically. This blog explores why racial equity must be a business priority, what meaningful action looks like, and how organizations can begin the journey toward transformation.

The Reality of Race in Business

Race is a driving force in shaping outcomes, opportunities, and access. To address inequalities within and beyond the workplace, businesses must first acknowledge how race and racism have been constructed and continue to operate in their systems. Historically, corporate responses to racial inequity have been narrow, often limited to diversity, equity, and inclusion (DEI) initiatives, multicultural marketing, and workforce demographic analyses. While these efforts have merit, they do not address the structural and systemic nature of racism.

The call for change goes beyond personal reflection or isolated DEI programs. Businesses must take structural action—examining their unique contributions to racial justice within and outside their organizations. This requires moving from surface-level solutions to deep, intentional work that dismantles inequities.

Have Businesses Gone Far Enough?

The short answer is no. While some companies have committed resources and initiated change, this is only the beginning. Addressing racial injustice requires more than financial contributions or public statements. It demands a willingness to embrace a fundamentally different way of engaging with race and racism.

Many businesses are just starting to recognize the depth of the work required. For those willing to learn and act, this journey presents an opportunity not only to build more equitable organizations but also to contribute to broader societal transformation.

Advice for Business Leaders: Where to Begin

1. Don’t Do It Alone
   Addressing racial injustice is not a task to tackle in isolation. Racism is deeply embedded in every system we navigate, and unlearning these patterns requires expertise, intentionality, and structure. Engaging a qualified professional can provide the guidance needed to navigate this complex work.
   Partner with an expert to design and facilitate a structured engagement informed by a comprehensive racial equity audit. This audit should include:
   • A deep analysis of how racism manifests within the organization.
   • An understanding of how racism impacts the business’s operations and workforce.
   • Clarity on why anti-racism is essential and how it aligns with the organization’s mission and values.
2. Start with an Honest Assessment
   Before making public commitments, organizations must critically examine their own inequities. What are the gaps in policies, practices, and culture? What has failed in the past, and what needs to change moving forward?
   Conduct a racial equity audit to uncover inequities and contradictions within the organization. Use these findings to create a roadmap for meaningful change.
3. Prepare for Accountability
   Public declarations of commitment to racial equity will inevitably raise questions about the organization’s “real” dedication to change. Employees and the public may question the authenticity of these efforts, especially if past initiatives have fallen short. Acknowledge these contradictions and communicate what will be different this time.
   Be transparent about the organization’s journey, including past failures, current challenges, and specific plans for progress.

Communicating Progress with Employees and the Public

When addressing racial justice and equity, communication is key. Organizations must strike a balance between acknowledging their own complicity in systemic inequities and demonstrating their commitment to change.

1. Acknowledge the Contradictions
   Recognize that an organization’s commitment to racial equity exists alongside its history of inequity. Be prepared to address skepticism and hesitancy from employees and the public.
2. Share Specific Actions
   Move beyond vague statements. Provide clear updates on what steps are being taken, why they matter, and how progress will be measured. Transparency builds trust and reinforces accountability.
3. Focus on Long-Term Impact
   Racial equity is not a one-time initiative but a continuous journey. Communicate how the organization plans to sustain this work over time, integrating equity into all aspects of its operations.

The Path Forward

For businesses, addressing racial justice and equity is no longer optional—it is a moral and strategic imperative. By committing to deep, systemic change, organizations can build more equitable workplaces while contributing to a society where everyone has the opportunity to thrive.

The journey toward racial equity is challenging, but it is also necessary. As leaders, the question is: Are you ready to take the first step?