Portland, We Have a Racism Problem

As a manager, you have access to power. You have the power to decide whom to hire, how much to pay them, whom to promote, whom to discipline, and whom to terminate. And many of us in management positions believe we use this power judiciously. We believe we are good people who do not judge others on their gender identity, sexual orientation, class, age--and certainly not on their race.

The data tells us otherwise. Specifically in regards to race.

Consider this FACT: In 2014, in Multnomah County, people of color earned half the yearly income of white people. In fact, white people earned $33,093 annually, while people of color earned $16,636 -- this disparity is true regardless of a person's household and family configuration. (Coalition for Communities of Color, 2014)

There are countless other data points that tell us again and again -- Portland managers are not providing equal access to opportunity and outcomes. The striking disparities are at play because Portland managers have not adequately prepared themselves or their teams for the monumental shift in thinking and practice that must occur to close this incredibly unjust hiring and pay disparity.

If you believe yourself to be one of the good managers, ask yourself the following questions:

1) What is the percentage of people of color on my staff?

2) What is the average annual salary of the people of color on my staff versus the average annual salary of a white people on my staff?

3) What percentage of my "front line" or "direct service" employees are people of color? What percentage of my management or director employees are people of color?

My guess is, 99% of the managers who answer these questions will find their perceptions of racial outcomes in their workplace do not match their actual outcomes.

Do not lose hope! The first step in becoming the manager you believe yourself to be, is to acknowledge the problem. Congratulations--you are on the right track.

The next step is to educate yourself quickly so that you can begin the work of digging in for racial equity at your workplace. Here are some suggestions:

1) Get yourself and your team to racial equity trainings immediately to develop a framework for understanding institutional racism and personally mediated bias.

2) With a team of employees, analyze your hiring, training, promotion, discipline, and termination policies and outcomes (disaggregated by race).

3) Research what other businesses and organizations have done to create work environments that are racially and culturally responsive, safe, and equitable. And/or, hire an equity coach to help you implement changes that will promote racial equity. Immediately adopt those policies and procedures.

4) Be vigilant. Continue to monitor disaggregated employment data in your business. Continue to invest in both equity trainings for your team and in ongoing workforce/leadership development for your team members.

5) Find other managers who are taking on this work of racial equity. Share ideas and strategies with each other.

Ending the economic injustice done to communities of color in the Portland metro area means that EVERY manager must become a champion of racial equity. Use your power to disrupt institutional racism.