In Solidarity With the Movement for Black Lives
“Injustice must be rooted out by strong, persistent, and determined action.”
- Letter from a Birmingham Jail
Martin Luther King, Jr.
(April 16, 1963)
We are outraged and devastated by the recent police killings of Black people, the endless stories of daily experiences of systemic racism against BIPOC communities, and the disproportionate impact of COVID-19 on BIPOC communities.
We support the Black Lives Matter movement, and we are actively engaged in the fight to dismantle white supremacy. We believe this is a moment where we need to call out the pain of racism while also boldly acting.
This firm has committed financial resources to BIPOC-led and white ally organizations working to create meaningful change; we are investing in our own training to make us more effective legal counsel to our clients committed to anti-racism at work; and we are working with clients committed to anti-racist policies and practices.
As labor and employment attorneys, we know the problem of systemic racism extends to the workplace. The evidence tells an alarming story of continuing discrimination, retaliation and harassment against Black people in workplaces. We urge employers to create anti-racist workplaces, find ways to support the mental health of Black employees during this time, and to take meaningful action against racism faced by its workforce.
Companies and organizations must do a thorough examination of practices and policies that perpetuate systemic inequality at work. Employers must ask themselves hard questions, such as:
Is there a gap in compensation, benefits, and promotion opportunities between white workers and workers of color? How does the gap show up for Black women, or Black employees who are LGBT+?
Do we listen to the ideas and concerns of our BIPOC workforce? Is our workplace a safe place for BIPOC, and do they feel valued and heard?
Do employees receive anti-racist training from a qualified trainer?
Are COVID-19 related layoffs and furloughs disparately impacting BIPOC workers?
Have hiring practices been examined to root out racial stereotypes and unconscious bias at the point of hire? If we want to increase the number of BIPOC people in our workforce and leadership, do we have the right procedures in place to do so?
Are the policies in our Employee Handbook clear about the prohibition against discrimination, harassment, and retaliation and our commitment to anti-racism, including using appropriate terminology?
Is there buy-in from leadership to combat institutionalized racism at work?
Are qualified investigators or mediators brought in to address complaints of race discrimination, harassment, or retaliation?
Do HR and People Operations departments have BIPOC leaders?
Are HR and People Operations departments given appropriate resources and support to combat racism at work?
Do we have outside employment law counsel committed to anti-racist practices in their professional and personal lives?
This firm was founded out of a desire to serve clients committed to improving the lives of others. We also wanted to provide excellent legal counsel to clients that are traditionally underserved by large, corporate law firms: start-ups led by women of color, immigrant-owned small businesses, and nonprofits that serve disadvantaged communities or are fighting for climate justice. We have been lucky to have all of these types of businesses and organizations as clients.
We look forward to continuing this work together.
In solidarity,
Angela & Danielle