We tend to think of MLK Day as a day off from the task of creating liberation spaces in our organizations, companies, schools, and groups. Many before us fought hard (and some sacrificed all) for this day of recognition, but we miss the opportunity to apply the lessons of the movement we celebrate today to the functions of our workspaces from which we are given a day off. In other words, we take this as a day off from labor instead of using it to build transformative practices and mindsets to apply to labor. The Civil Rights Movement of the 1950s and 1960s built the moral consciousness of this country, challenging systemic racism and advocating for equal rights for all. While the movement primarily focused on racial equality, its core principles and strategies hold valuable lessons for organizations and companies striving to create diverse, inclusive, and equitable environments today. Here are some valuable lessons from the movement to apply to our organizations.
Lesson 1: Working Toward Justice:
Martin Luther King, Jr., reminded us that “the arc of the moral universe is long, but it bends toward justice.” We expect our organizations to meet the needs of every staff person because we are well-intentioned. Intentions don’t drive change; they are simply a spark to ignite interest in change. Making changes in our organization is laborious, invigorating, frustrating, and impactful. Movement leaders were purposeful in employing diverse tactics, some that worked, some that had promise, and some that didn’t stick. It will be the same in our organizations. We might develop an aspirational five-year plan that might be thwarted by a once in a century pandemic. We might contract with a DEI firm that ultimately doesn’t meet the needs of our staff. We might hire a new Chief Diversity Officer, and a year-in staff feel like change is glacial and they don’t belong. We will try things, make mistakes, and need to pivot. But, every step we take should be in the attempt to bend the arc toward justice. Does this new process/system/policy create diversity of backgrounds, experiences, and perspectives within our group? Does it shift emotional labor from staff members who are most often asked to perform emotional labor for the organization? Does it welcome nontraditional voices and lift those who have often been subjugated? Does it free all staff to be the best version of themselves? If yes, then be courageous enough to give it a try, paying particular attention to minoritized voices during implementation.
Lesson 2: Leading with Empathy:
Leaders of the Civil Rights Movement demonstrated extraordinary empathy. We are reminded of Dr. King’s empathy toward sanitation workers in Memphis in their fight for safer working conditions, the people of Ghana in celebration of their independence, or the children of Vietnam suffering from napalm burns. Organizations can benefit greatly by incorporating empathy into their leadership styles. Sometimes we are so singularly focused on our own obstacles that we fail to see how staff within our organizations are limited by the invisible barriers of inequity. Understanding the diverse needs and challenges of employees fosters a sense of belonging and encourages collaboration. Compassionate leadership contributes to a promising corporate culture that enhances overall worker/learner well-being. We often see leadership respond with, “well, that has not been my experience.” or “I’ve never seen those things happen at this [company, org, school, etc].” A vertical leadership structure often shields those at the top of the organization from the struggles of those closer to the bottom of the organizational lattice. Empathy challenges us to hear dissenting voices and lean into discomfort.
Lesson 3: Empowering Grassroots Movements:
The Civil Rights Movement gained momentum through grassroots efforts, with ordinary individuals coming together and building the “movement” that we look back on inspirationally today. Similarly, organizations can empower their employees to voice concerns, suggest improvements, and participate in decision-making processes. This inclusivity fosters a sense of ownership and engagement among employees, leading to a more collaborative and dynamic workplace. Additionally, organizations should look outside of the organization for opportunities to build grassroots movements. Do we have a social cause that our organization supports (externally)? Does our company offer paid days off for staff to serve their communities? Do we invest in small organizations led by leaders from marginalized identities? We must invest in innovative approaches to movement building through our collective generosity.
Lesson 4: Foster Collaboration:
Collaboration was a key strategy of the Civil Rights Movement, as various groups united to address common goals. And, at times, some spoke out boldly as allies to the civil rights struggle at great cost to their own livelihood. Modern organizations can learn from this by fostering collaboration among diverse teams and standing up for what’s right even when other companies are putting the singularity of profit margins over people building. Breaking down silos and encouraging cross-functional collaboration not only enhances productivity but also promotes a culture of mutual respect and understanding. How do we ensure collaboration is not just the parroting of our organizations’ standard talking points? Are we pushing ourselves, by incorporating voices excluded in the past, to be a more dynamic and inclusive organization? Collaboration is the key to effective movement (and organization) building.
Lesson 5: Be Resilient in the Face of Challenges:
The Civil Rights Movement faced numerous challenges, yet its leaders remained resilient. One story that comes to mind is related to the civil rights leader Fannie Lou Hamer being arrested and beaten in jail. Although pained by the torture she’d endured, which impacted her health and wellness for the rest of her life, Hamer overcame adversity and became a prominent civil right icon. While most organizations don’t have the same stake in the life and death decisions of Hamer and other civil rights activists, organizations today must also cultivate resilience, adapting to changes, overcoming obstacles, and learning from failures. A resilient company can navigate uncertainties more effectively, ensuring long-term success. And the best way to ensure a resilient organization is by hiring, admitting, or recruiting resilient staff, boards, contractors, and strategic partners.
Conclusion:
The lessons from the Civil Rights Movement continue to resonate and inspire, offering a roadmap for organizations seeking to build diverse, inclusive, equitable, and resilient environments. By seeking justice, leading with empathy, empowering grassroots movements, fostering collaboration, and cultivating resilience, organizations can contribute to positive societal change while thriving in a competitive and ever-evolving labor/learning landscape. #HappyMLKDay
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