68 DIVERSEability Magazine www.diverseabilitymagazine.com
BUSINESS 2 BUSINESS
impacting their performance and leading to absenteeism. So, employees need to have safe spaces to share their experiences freely, espe- cially when racist remarks are aimed directly at them. Dont overlook such incidents, however minor. Be sure to get back to them with the appropriate actions you intend to take as a company. This way, employees will feel safe - it shows that the management is serious about their wellness and safety. Thus, this will foster great relationships and improve work- place practices.
Create a Robust DE&I Strategy
Today, companies are pushing for diversity and inclusion in their teams. While this is a step in the right direction, its not enough with- out a robust Diversity, Equity and Inclusion (DE&I) strategy. Employees are more likely to feel safe when clearly defined cultural val- ues protect them from racial slurs and abuse. The ideal values dont unconsciously assume that The customer is always right. But they create an inclusive environment that both customers and employees are obli- gated to respect. Note that DE&I is not just for internal processes, but its more effective when integrated into the daily flow of work and customer experiences.
Fire Repeat Unruly Customers
In recent years, there have been lots of trending videos on social media showing bigoted customers blatantly insulting workers. Some small business owners even get racist emails from clients. The truth is, it gets to a point where you can longer turn a blind eye to such situations. Regardless of the value of a customer, it might be sensible to part ways professionally. Its wise to protect the mental health of your employees rather than trying to hold on to a high-value client that has no respect whatso- ever for your workers. FindLaw notes that business owners can ban disturbance-causing and employee-harassing customers. The fight to end systemic racism starts from the top. The executive team needs to deliver an anti-racism culture by restructuring work- places to advance racial inclusion and equity. This can only be successful if the top-level management buys in and commits to a racially safe workplace. Its possible to create inclusive culture by changing the hiring practices, offering ongo- ing training, ensuring equal opportunities and promoting employee participation. Ideally, its about making conscious decisions that pri- oritize employee well-being and foster shared values in the workplace.
Build a Safe Workplace
Not only is it important to ensure that your space is accessible for all customers and employees, whether it be wheelchair acces- sible or sensory friendly, but they also need to be prepared to address racist sentiments. Small businesses are the backbone of the economy, yet Black and AAPI entrepreneurs endure relentless racist hurdles that impact several areas of their operations. It may seem intractable, but racism in a small business is addressable with the right incentives, invest- ment and information. Ideally, it's a long-term process, which involves ongoing employee training, listen- ing to employees experiences and develop- ing a robust DE&I strategy. The management should lead anti-racist efforts and encourage everyone to speak out against racist work- place practices or incidents. You should also train employees to handle abusive customers or clients without losing their nerve.
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