It has been an eventful several weeks since my first post on this topic. Below is a list of some of the key events that have taken place.

• Several meetings in person and by phone with company representatives regarding racism in the workplace and discussion of specific incidents that were reported by employees of color
• Further discussion among employees of color about what we have experienced and witnessed since white management became aware of this dialogue
• According to company representatives, discussions by higher-ups of a few specific actions which might be taken to make this workplace more racially equitable, prompted by employees of color suggesting these actions
• More employees of color coming forward with accounts of racism they have experienced and/or witnessed at this workplace
• Outreach to certain employees of color with varying degrees of institutional power, to make them aware of selected issues and to ask if they will help
• Discussion between company representatives and employees of color about the culture of fear which prevents some employees of color from reporting their experiences with racism

Although the company has followed up with specific individuals who were identified as doing harm to employees of color, in general I am not seeing what I would describe as an overall, company-wide commitment to racial equity. I did not expect to see this commitment, but it is still frustrating. As of yet, no one in a position of institutional power has indicated a willingness to champion this fight, or even a willingness to acknowledge the true scope of the issue. There appears to be a lack of understanding about (or possibly outright indifference to) the efficacy of proactive versus reactive behavior. “If someone comes to us with a documented policy violation, then we will act,” seems to be the consensus thus far, but no one seems willing to acknowledge that this after-the-fact response does nothing to protect people from being harmed in the first place.

For now, I will observe, document, and report as necessary, while talking with more colleagues and hopefully identifying other strategies to push for robust policy and culture changes.