The Movement Sparked by George Floyd’s Death: A Year in Review
George Floyd’s last three words became a global chorus, reigniting the Black Lives Matter movement from the streets of Minneapolis. Prior to this tragic killing of a black man beneath the knee of a white police officer, the Black Lives Matter movement was slowly gaining momentum. This movement began in 2012 when people took to the streets to protest the acquittal of George Zimmerman in the shooting of Trayvon Martin. However, aside from the occasional news stories that featured the co-founders of the movement and protests across the nation, Black Lives Matter was rarely the center of attention in the public eye.
On May 25, 2020, the brutal murder of Floyd increased attention towards the Black Lives Matter movement. The triggering video posted on Facebook showed police officer Derek Chauvin pressing his knee for over 9 minutes on Floyd’s neck. Floyd eventually became unconscious and died from neck compression. It was later found that Floyd was arrested for buying cigarettes with a $20 counterfeit bill.
Although the four officers involved in Floyd’s death were immediately fired, the life of yet another innocent black man was lost in the hands of the police. Civil unrest and protests rocked Minneapolis on the night of the tragedy, but this was only the beginning of a movement to raise awareness about police brutality and ultimately achieve political and social reform.
The Twitter Hashtag that Drove Industry-Wide Change
#BlackLivesMatter. After George Floyd’s death, the Twitter hashtag that had begun in 2013 was no longer just a hashtag — it was a rallying cry for the end of police brutality and systemic racism.
The death of George Floyd raised conversations about racial bias and the treatment of the Black community virtually everywhere, from classrooms in grade school to boardroom meetings in the corporate space. In particular, conversations surrounding diversity and inclusion (D&I) led to widespread changes to policies and practices across industries.
The largest employer in the U.S., the retail industry, was criticized for discriminatory hiring practices and treatment of employees, leading companies such as Walmart to solidify deeper relationships with historically Black Colleges and Universities for recruitment. Meanwhile, companies within the tech industry have taken action against the structural industry-wide racism towards Black employees; tech giants such as Apple Inc. and Microsoft launched a commitment to D&I by increasing representation within entry-level and leadership positions.
At a higher level, boards such as the FTSE 100 Index and Nasdaq released diversity proposals that required a number of underrepresented minorities to sit on the board of listed companies. However, diversity quotas are surface-level attempts at tackling deep-rooted issues. While policies such as Nasdaq’s Board diversity quota can move the dial from zero to one, they are no silver bullet for achieving true workplace inclusion — where all individuals are respected, accepted, and able to bring their whole selves to work. Boards may influence company direction, but executive teams have the largest impact on employees’ day-to-day.
One Year Later
One year later, “I can’t breathe” are three words that still echo the injustices faced by the Black community. From the streets of Minneapolis to boardroom discussions in Corporate America, Floyd’s death will be remembered as a catalyst that truly changed the world. The tragic deaths of innocent Black people that occurred before and after the death of Floyd due to police brutality, including Ahmaud Arbery and Breonna Taylor, further demonstrate the gravity of this issue. As executives reflect on how Floyd’s death has shaped diversity and inclusion practices within their respective companies, they should consider that D&I is a long-term and evolving commitment to those who need it the most.
How Diversio Clients are Walking the Talk
At Diversio, we use data analytics to diagnose the core problems within companies and help cultivate an inclusive culture through personalized solutions. Our technology platform tracks the progress made by clients to ensure meaningful changes are made. The Diversio Certification recently recognized Interac, OLG, and The City of Toronto, to name a few, for making a meaningful commitment to diversity, equity, and inclusion. Rather than offering lip service, these organizations are willing to walk the talk and drive lasting change in our world.
One Diversio Recommendation to Consider
Host a town hall to discuss D&I, understand perspectives, and establish frameworks. By leveraging employee and stakeholder perspectives, the senior leadership of any organization can use this town hall as a platform to demonstrate their commitment to being part of the solution. Employees will appreciate the transparency and accountability, translating into a more inclusive work environment.
Aside from this, the most important recommendation is to achieve Diversio Certification and showcase your commitment to driving sustainable change in our communities.
Call to action
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