I’d rather you pay me what I’m worth
I’m a Black woman, and companies marking Juneteenth with a day off from work isn’t enough.
On May 25, 2020, America and the world watched as George Floyd took his last breath. The scenario and its aftermath caused us to question how and why this would happen in a nation as advanced as ours. Corporate entities, nonprofits and educational institutions began to respond with carefully worded messages on social media calling out their commitments to equity and fair treatment for all people. I call it “The Floyd Factor.”
Hashtags, marketing messages and philanthropic donations abounded. A week after Floyd’s death brought us to June and suddenly attention turned to the Juneteenth holiday. What is Juneteenth? June 19, 1865, is recorded as the date that the news of the 1862 Emancipation Proclamation, known to abolish slavery, actually reached the enslaved Africans in Galveston, Texas. Almost a full 2 ½ years later. In fact, it is said that some remained under the enslavement of their owners up to six years later. It should be noted that it was against the law to teach enslaved people to read at that time, so in many instances the news that should have emancipated them was not accessible. Slave owners depended on that.
And now here we are — one year after the death of George Floyd and preparing for Juneteenth.
A report by Seramount titled “From Pledge to Progress: Corporate America One Year After George Floyd’s Death” queries organizations that made pledges a little over a year ago to determine just what has changed in a year. What they found is that in spite of the pledges, there are some senior executives whose commitments might not be as authentic as they seem. In fact, there are those who would argue that these
corporate DEI efforts initiated as a result of the “Floyd Factor” are a bit overblown.
Is it a wonder, given many efforts began with the naming of a companywide holiday in honor of Juneteenth? A day off? How in fact does a day off impact racial inequality in our nation (or on the corporate stage)?
Last month, on the 100th anniversary of the Tulsa Race Massacre, the Biden Administration committed to take steps to combat racial inequity; in particular, mentioning the widening wealth gap between Black and white Americans. Consider:
■ The median net worth of Black households was less than 15% that of white families in 2019.
■ The median income for Black households in 2019 was roughly 60% of the median income for white households.
So, when we look to solutions to address racial inequity — given statistics like that — we must ask ourselves, is a day off sufficient?
The Seramount report found that only 5% of the companies that signed pledges after Floyd’s death mentioned addressing pay equity in their initiatives.
As a Black woman who spent more than a decade in corporate America, I can unequivocally tell you that I would be much more fulfilled if my pay was assessed in a way that actually valued my contributions. Rather than giving me a day off, a far more impactful option would be to conduct a pay-equity study and make the appropriate adjustments to close the wealth gap between me and my white counterparts. That’s a long-term solution, not a quick fix.
I absolutely believe it is important for all to recognize Juneteenth. It is a part of American history. One way to do so is to provide opportunities for your employees to engage in learning sessions that will help them to fill in the blanks around the history that most of us did not learn; share links to resources or invite scholars or practitioners in to provide information that will allow for the creation of space for dialogue; attend programs across the state that have been held for years commemorating Juneteenth — without a day off. Peel back the layers of the onion in your organization to identify the root cause of inequity in the same way you would relentlessly explore a gap in a process or a failed initiative. Resist the urge to simply “check the box” on the creation of symbolic activities and efforts; rather focus on those that bring sustainable and meaningful change — especially if that’s what you said you would do a year ago.
A day off for Juneteenth? Not necessary. Instead, allow Juneteenth to serve as motivation to drive equitable solutions in your organization.
Joelle Murchison is the founder and principal of ExecMommyGroup LLC, a diversity, equity and inclusion consulting practice whose goal is to support organizations to exceed their desired outcomes through a diversity, equity and inclusion lens. She is the former chief diversity officer for both Travelers and University of Connecticut. Murchison will be the keynote speaker at the city of Hartford’s Juneteenth celebration on Saturday.