Chapter 1: Missed Opportunities for Corporate Support

As Judge Ketanji Brown Jackson approaches her confirmation as the first Black woman on the Supreme Court, it’s crucial to discuss a significant oversight by corporate leaders.

In recent years, there has been an increasing emphasis on nurturing a workplace culture that genuinely fosters diversity and inclusion. What actions have companies taken? Many have started to take visible stances supporting marginalized communities. For instance, Airbnb has openly backed the Black Lives Matter movement. Following Derek Chauvin's conviction for the murder of George Floyd, CEOs from major corporations like Apple, Facebook, and JPMorgan publicly commended the verdict. Additionally, companies are hiring high-level executives to spearhead diversity initiatives. Just this week, Sanofi revealed the establishment of a DE&I board with external advisors to enhance workplace diversity.

Organizations are holding seminars and workshops focused on concepts such as anti-racism and harassment prevention. Guest speakers are being invited to lead discussions aimed at sparking meaningful dialogue. For the first time in many workplaces, holidays such as Ramadan, Juneteenth, and the Chinese New Year are being recognized. Moreover, significant contributions have been made to organizations like the NAACP and Lambda Legal, with Fortune reporting in May 2021 that American companies pledged $50 billion toward racial equity following Floyd's murder.

In addition, the renewed enthusiasm for corporate wellness initiatives has gained momentum. While these actions are commendable, many business leaders regrettably missed a crucial opportunity during Judge Jackson's confirmation hearings to express support for their employees, many of whom were emotionally affected by the events.

During her confirmation hearings, Judge Jackson faced three days of intense scrutiny and biased questioning. Should she be elected, she will make history as the first Black woman on the Supreme Court. Thousands tuned in to witness this pivotal moment in American history and to support the accomplished Harvard alumna.

Despite her qualifications surpassing those of the current Justices, Republican senators transformed this landmark nomination into an aggressive attack filled with unfounded exaggerations and accusations. It was difficult not to see the racial dynamics at play in their behavior.

Throughout this period, many of us at work experienced a whirlwind of emotions. We observed Judge Jackson's strength and resilience amid relentless questioning, interruptions, and disrespect.

A powerful article from The New York Times captured the spectrum of feelings women experienced during this time. It highlighted moments of pride juxtaposed with frustration, anxiety, helplessness, disbelief, and exhaustion.

Petee Talley’s remarks during an NPR interview encapsulated this sentiment:

"It also reminded me of what we as Black women have to go through. We have to be three times as better as anyone else. And we are often in these occupations and these rooms where we're the only one. And our perspective is not always appreciated. And so we have to either make a decision to assimilate or to stand strong, and I'm so glad she stood strong. And she made all of us so very proud yesterday, over the past three days."

Personally, I spent three days with my earbuds in at the office, holding back tears, gritting my teeth, and striving to maintain productivity. Engaging in small talk felt impossible, and I kept conversations brief while muting my phone. The days dragged on, and sleep evaded me as I tuned into the news each evening, replaying the highlights of the hearings.

I often felt guilty for any productivity I might have missed and questioned whether others felt the same. Surely, I wasn’t alone in this; the nation was watching.

I know I’m not alone. Many of us felt emotionally and physically drained, yet employers seemed oblivious to our struggles.

How could they overlook such a significant event? Were they unaware that the hearings weighed heavily on us? For some, it was traumatizing to witness a qualified Judge endure blatant biases and judgments. This experience served as a stark reminder that for people of color, especially women of color, being twice as good is often still insufficient.

This was a missed opportunity for companies to genuinely demonstrate their commitment to diversity, inclusion, and employee wellness.

What could have been done?

• Create a Safe Space: Establish a communal space where employees could watch, discuss, and express their feelings about the hearings, possibly with therapists on hand to help process the emotional impact.
• Flexibility & Support: Allow employees to work from home, adjust their hours, or take time off, providing them the flexibility needed to manage their emotions alongside work responsibilities.
• Time, Space & Understanding: Consider postponing or canceling non-essential meetings and opting for emails instead of phone calls to give employees the necessary space.
• Acknowledgment: Simply acknowledging the events of the week can be powerful. Circulate supportive emails, post flyers in common areas, or share relevant articles to convey a clear message of recognition and solidarity.

Diversity and inclusion initiatives must extend beyond recruitment and donations. Companies should humanize their efforts, paying closer attention to the well-being of their employees. Business leaders must be ready to act as sources of support for marginalized employees when they need it most.

Corporations must strive for improvement and aim for greater heights!

New York Times: How Black Women Saw Ketanji Brown Jackson's Confirmation Hearings