Ohhh, #HumanResourcesLeadership… There Is One More Matter...

During the past couple of months, through partnerships with established companies in the US and Toronto, I began to discuss my concerns regarding employees in need of workplace accommodations under the American’s with Disabilities Act (ADA) and within  EEOC guidelines for reasons unrelated to COVID19.

As organizations continue to strategize to implement COVID19 processes to return employees; laid off and furloughed, I have reminded employers not to overlook the following:

·       Employees who were accommodated prior to COVID19, many of whom still need assistance.

·       Employees released from temporary total disability during the lockdown, many of whom remain on

Leaves of Absence who can return; some with and others without need for accommodations.

These groups of employees are those injured or who became ill during the course and scope of their

employment who have open Workers’ Compensation claims.    

HR leaders, it is recognized, many of you have and continue to work, extended and often stressful hours, tasked with a myriad of complexities inclusive of adherence to CDC guidance as we, as a country, strive to get businesses and employees back to work.  There is another national and pressing matter to address…   

Historical context for those who are unaware

Historians have published evidence documenting the first Africans who stepped foot in the US, brought by Spaniards as early as the 1500’s. From an Anglo-American perspective, 1619 is considered the beginning of slavery at Jamestown Colony in Virginia where slave laws were passed in 1705. Michael Guasco, Smithsonianmag.com author, writes “usage of the 1619 date is misguided.” Also, notable is that the first White House was built, with slave labor in 1792 with Capitol Hill following in 1793. Additionally, Benjamin Banneker, has been credited an accomplished mathematician, scholar, and astronomer, who was on the team of designers for the U.S. Capital and  surveyor of the land, inclusive of the boundary points,  along the Potomac River, which became Washington, D.C.

History shows from the founding of the US to this date, Black people have and continue to have an integral role in building this country in every aspect. Despite having been stolen and forcefully brought to America, and  sold as merchandise, we have continued to work to advance the economy, often without receipt of wages, helping to make this country one in which immigrants left their homes, employment and families to seek better opportunities. It is widely known that Indigenous people inhabited the Americas prior to the Spaniards, Europeans and Africans.

The ongoing brutal mistreatment of Black Americans from the founding of this country began with theft, fire, deceit, rape, pillage, looting, forceful separation of families, murder and more. To provide context, despite all of this, my father, both of his brothers and my grandfather served in World Wars I and II and the Korean War. My father completed tours in Germany and France where he was trained in Verdun as a Military Police. He also served at Bremerhaven Port of Embarkation guarding German soldiers.  My great uncle was forced from his home and threatened with lynching, in GA because he could read and write.

Fast forward…to the current national state of affairs

Most recently, Ahmaud Arbery was shot to death while jogging on 2.23.20, Brionna Taylor was shot to death in her home on 3.13.2020, George Floyd was murdered by a police officer’s knee preventing oxygen on 5.25.20, the same date Amy Cooper hysterically phoned 911, pretending to being threatened by a Black man watching the birds in Central Park. Prior to this there have been countless other, inclusive of Trayvon Martin, Tamir Rice, Eric Garner, Walter Scott and many others.

Call to Action

As employee’s continue to return to work across the nation, the additional matter, HR will need to address is the fact that many of your Black employee’s now are even more frustrated, saddened while possibly experiencing anxiety and PTSD.  Adding the historical and continued mental and physical abuse to the outcomes caused by COVID19, many Black employees may show up for work and continue to perform at the levels they did prior to COVID, however, it is realistic to know many are doing their best to balance two worlds. Because of all of this, sometimes… just sometimes…we become weary. Please recognize, that it is a heavy load to carry, yet Black people accomplish this and much more day in and day out, decade after decade.

It is important for the leadership at the organizations where Black people work and all businesses where Black people spend money for goods and services, to recognize a need to be radical in leading the fight toward equality. To continue the historical silence is an insult to humanity. To those who stepped up long ago, I ask that you continue and bring others along with you. There is a need for “each one to teach one.” Leaders are not just those in leadership positions. Those who are self-lead are also leaders. Please chose not to continue to remain silent and passive when you see and hear injustice. To continue to do so is indicative of acceptance. Let us unify to strategically change the narrative of the undeniable long- standing patterns of cultural inhumane insanity.

While we continue to navigate through COVID19, I believe we can unify, in ways never seen before, to cleanse the land to intentionally build the most cohesive nation to ever rise in America. The wrongs that have occurred cannot be righted, but new norms can begin, with unification, when the majority come together for a common cause. Only then, will the words written in the Constitution and Declaration of Independence become true.

As Americans continue to return to work, this is the prime time to set expectations of what will and will not be tolerated.  Let us assume positive intent and consistently not accept that which is not. The organizational changes needed must begin at the most senior levels. Who will initiate the processes to provide space for employees to begin to heal or will we continue to expect them to leave matters that hugely affect them at home, yet hold them accountable to provide quality work as though they haven’t experienced life changing variables? Who will initiate the outreach? Not everyone is equipped to do so. Who has or will be trained appropriately? Let us not wait, instead initiate. Obviously, these matters can be sensitive. As such, being authentic with your employees is vital and remaining open to inviting them to provide suggestions is ideal.

Donations to various organizations that are on the front line are needed. A few are: Color of Change, ACLU, Shaun King.

All hands-on deck are needed to begin to build a nation that truly embodies the “Land of the Free and Home of the Brave.” I trust that you will help. If you have not begun, tomorrow can be the day to go all out to begin. My hope is that I will see you out there.  I will be with those who’ve already begun. Together, regardless of where you begin, we can do this. . .together.

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Licia Thompson, ELI-MP is a Certified leadership Mindset Clarity and Confidence coach and Integrated Leave & Disability Return to Work Consultant who is passionate about working with HR decision makers at organizations to streamline complicated Return to Work processes with intent to create sustainable strategies to decrease lag time from the receipt of the limitations received from physicians to the actual date accommodations are in place for injured or ill employees with workers’ compensation claims. She built the national return to work program for Macy’s and Bloomingdale’s in 2009, which she led for 10 years.  During her time at Amazon, she saw expediency in return to work processes. Do you want an objective viewpoint, to close the gaps between leave of absence and return to work programs to increase R.O.I. and efficiency?  

Contact me to explore ways to collaborate.  Licia@LiciaThompson.com