Reimagine Inclusion

MYTH 5We Protect the A‐holes Because Our Businesses Wouldn't Run Without Them.

“What? He's staying?” I said incredulously. I couldn't believe he was staying. It seemed impossible to me.

“Yes,” the Human Resources colleague blurted out. “One of the leaders intervened on his behalf,” he confessed to me over lunch. “I was surprised as well. Apparently, the business can't run without him.”

Early in my career, I had a colleague confide in me regarding a group work email they had received. Another colleague had taken a picture of one of the vice presidents, who was a white leader, hugging a Black colleague at a team event, without their knowledge. This colleague then went on to email the picture with the following message to a number of team members: #ThisVPLovesDarkMeat

At the time, the mid‐sized company we worked for had a clear and detailed process when it came to reporting harassment and bullying: a 1‐800 number where you could call to report anonymously and also a specific email address; a zero‐tolerance policy on creating an environment where all were respected; a business integrity team that oversaw what was being reported; a thorough investigation process; yearly mandated all‐day anti‐harassment and bullying training. On paper, it was one of the best‐in‐class processes set up to protect “the inclusive culture” so many of us were working hard to build.

The colleague who had reached out to me about the email was a person of color; they had been included in this group work email ...