Juneteenth, or June 19, first became a federal holiday last year. It was the first new federal holiday since Martin Luther King Jr. Day in 1983. The monumental event was one of many critical changes happening across the U.S. and around the world.
While this year’s Juneteenth fell on a Sunday, organizations can implement measures all year long to make the most of the civil rights holiday.
Before diving into how employers can take action to make celebrating Juneteenth more impactful, it is important to understand the history behind it.
What is Juneteenth?
Also known as Emancipation Day, Jubilee Day, and Black Independence Day, Juneteenth is recognized as the day slavery ended in one of the last remaining U.S. cities, Galveston, Texas. On June 19, 1965, General Gordon Granger led 1,800 Union soldiers into Galveston and delivered Order No. 3, whichsays:
“The people of Texas are informed that, in accordance with a proclamation from the Executive of the United States, all slaves are free. This involves an absolute equality of personal rights and rights of property between former masters and slaves, and the connection heretofore existing between them becomes that between employer and hired labor.”
While President Abraham Lincoln signed the Emancipation Proclamation in 1963, it wasn’t until years later that freedom reached the westernmost Confederate breakaway state, Texas.
And so, Juneteenth, now officially a federal holiday, has become a historic landmark for African Americans and people of color.
Organizations looking to participate in Juneteenth celebrations can do so in more thoughtful ways. Anarticle written by Ella F. Washington and Jasmine Sanders, published in the Harvard Business Review, identifies four steps for doing so. With these four steps, organizations can give celebration to Juneteenth in a way that lasts longer than the holiday itself and further helps advance civil rights.
To help employers create genuine recognition for the holiday, Trusaic has summarized the four steps below:
Step 1: Dedicate time to spreading awareness
Organizations are responding differently to the celebration of Juneteenth — some are taking the day off, others are facilitating group discussions for sharing information about the holiday.
Regardless of how your organization is partaking in Juneteenth, however, the special occasion serves as an opportunity to bolster your diversity, pay equity, and inclusion (DEI) efforts. Discuss how the holiday has impacted you and invite others from your workforce to join the conversation by sharing how it has affected them. This will foster a more inclusive work environment.
Step 2: Recognize Juneteenth in the larger picture
The HBR article says, “Juneteenth is not only a celebration of freedom, but also one of opportunity, equity and access.” The authors go on to say that “June 19 events also present an opportunity for companies to reckon and wrestle with their own DEI goals with an eye to access and advancement for professionals of color.”
What this means for your organization is that the holiday can be a tool for assessing how your organization is managing itsDEI goals and initiatives.
The landmark decision to make Juneteenth a federal holiday speaks to alarger cultural shift taking place across the U.S., and organizations should leverage the opportunity to expand workplace opportunities for employees that have historically been marginalized and underrepresented.
A great place to start is to review your current workforce makeup, pay policies, and hiring strategies to ensure your organization harbors a diverse and equitable environment.
Step 3: Focus on the message behind Juneteenth
Your organization can create meaning in celebrating Juneteenth through educational activities that expand employees’ understanding of the holiday. The authors encourage organizations to be active in their recognition of the holiday and promote engagement in activities that spread awareness, such as sponsoring trips to African American museums and cultural centers.
The HBR article specifically says, “Companies’ shift from passive to active commemoration of Juneteenth and other cultural holidays signals purpose and relevance rather than hollow recognition.” Organizations that focus on the meaning behind Juneteenth can further facilitate change while also positioning themselves as DEI leaders.
Step 4: Understand the importance of intersectionality
Intersectionality isdefined as the “interconnected nature of social categorizations such as race, class, and gender as they apply to a given individual or group” and while an event such as Juneteenth pays particular recognition to African Americans, this is an opportunity to demonstrate empathy amongst all workers and colleagues.
“There is room for everyone at the DEI table,” as the HBR article states, adding “And when we advocate for change, it inherently raises all the boats creating a more inclusive environment for all.”
In short, Juneteenth, while aimed at a particular subset of Americans, possesses the power to bring people together through shared experiences. Encouraging those sentiments and attitudes in the workplace is critical for organizations looking to foster more diverse, equitable, and inclusive workforces.
And so, this year let Juneteenth be a reminder of how to better enhance your organization’s DEI practices. Employers shouldleverage this opportunity to revisit their DEI goals and initiatives and focus on uniting their workforces on all fronts.
To learn more about how to create meaningful DEI progress, download our research report, Creating a Culture of Diversity, Equity, and Inclusion below.
With pressure mounting for organizations to prove they foster diverse, equitable, and inclusive workforces, employers must commit to prioritizing workplace equity. Our research report, Creating a Culture of Diversity, Equity, and Inclusion, details how organizations can ensure their successful with their efforts. Download it now to learn more.