Editor’s note: Veteran entrepreneur and investor Donald Thompson is a regular contributor to WRAL TechWire. His columns are published on Wednesdays.

RESEARCH TRIANGLE PARK – Corporate social responsibility is no longer just “nice to have.” It’s expected of both you and your business. In fact, according to the 2021 Edelman Trust Barometer, 86% of Americans expect CEOs to speak out, and 68% want CEOs to step in when the government does not solve societal issues. “Business is not only the most trusted institution among the four studied [government, media, business, and NGOs],” they write “but it is also the only trusted institution, with a 61% trust level globally, and the only institution seen as both ethical and competent.”

Yet, here is a story I hear often from my executive colleagues when we talk about racial equity and injustice: “It’s important to me to be an ally. I want to say and do the right thing, but right now, that feels impossible. I’m scared of speaking up, and I’m scared of staying silent.”

In light of modern cancel culture and our seemingly unattainable standards for inclusive language, so many people and organizations are walking on eggshells, worried that if they say anything at all, they’ll be criticized or ostracized and end up looking worse than if they’d just stayed silent. And yet, recent events in Georgia are proving that there are consequences to silence too. So, what is the modern business leader to do?

Yesterday’s verdict from the Derek Chauvin trial, the resurgence of violence against Asian Americans, and so many more recent events are asking you to speak up and speak out. Yes, the fear of misstepping is real, but as a leader, you cannot let it stop you from trying.

Here’s what several Triangle companies are doing to boost diversity in tech

Stuck in place

By now, most of us can point to a handful of examples of people and businesses who have been called out or canceled online: people who lost their jobs, businesses who faced boycotting, or brands that took a big hit to their stock value. Let me be clear that I am not talking about fringe extremists who are posting genuine hatred. I am talking about people who have made well-intentioned statements and seen overwhelmingly negative responses, mostly because those statements seemed hollow or performative to others or because they didn’t use the correct terminology for someone else’s identity.

Watching those moments unfold in real time has left many people feeling scared to speak out, when they otherwise would have stood up in support of marginalized groups. In particular, I’m thinking of a few executives in my network who have invested their heads, hearts, time and money into strong diversity, equity, and inclusion (DEI) programs — leaders who are doing hard work behind the scenes to create positive and lasting culture change — but are afraid to say anything at all because they’re worried about backlash. As a society, is that what we want? Do we want people to stay silent and inactive? Of course we don’t. We want to make progress and heal.

Diversity, inclusion requires courage, leadership, says a top Microsoft exec from NC

People need space to practice without penalty

When you’re trying to do better, you need space to make mistakes, own them, and then grow. One of my teammates calls this “practice without penalty.” It means assuming positive intent and meeting people where they are, without judging them for being there, so that we can help each other move forward. It’s the way that teachers operate, and it’s something my team at The Diversity Movement does well in teaching business leaders how to navigate emotional societal issues like the Derek Chauvin verdict.

When we approach each other without judgment, we stand a much greater chance of creating individual change, but when we shut people down or make them feel ashamed for imperfection, we activate their defenses and close the door to progress.

I don’t mean to insinuate that anyone should tolerate overtly prejudiced language or behavior. But, there’s more nuance to this conversation than I usually see online. How do we create a culture where people can disagree, learn, and also get to know each other again? The answer is that we have to let our allies make honest mistakes and course-correct as necessary, as long as they are moving in the right direction. Otherwise, we will quickly discourage people from wanting to try at all.

How can you leverage diversity, inclusion in your business? Here are 4 steps to follow

What you should do as a leader

As an executive, it is your job to innovate and create strategies that solve big problems. If you’re afraid of misspeaking, that’s not an excuse to stay silent. It’s an opportunity to learn more and do better.

I’m not judging you for being scared or for however you got to where you are right now, but when you know better, do better. Maybe it feels uncomfortable or risky to release a statement. If so, skip the statement for now and start doing the work internally. As you make progress, share where you are in your personal development journey and your goals for more learning in the near future.

  • Commit to your personal diversity education.
  • Hire a DEI consultant who can give you good advice.
  • Learn more about unconscious bias and inclusive language.
  • Give scholarship money to your local HBCU.
  • Create a paid internship specifically for students with disabilities.
  • Build a mentorship program for first-generation professionals.
  • Listen to what your employees are saying about their experiences both in and outside of work.
  • And, eventually, get off the sidelines and get involved.

The more you know, the less scary it will feel to navigate diversity, equity, and inclusion in the midst of cancel culture. Don’t be afraid to make mistakes and keep learning. Remember, inclusion is an ongoing process, and no one is doing it perfectly yet. Instead of calling out other people’s inexperience, let’s start meeting each other where we are and moving forward, together.

About the Author

Donald Thompson is an entrepreneur, public speaker, author, podcaster, and executive coach, recently named one of Forbes’ Next 1000: Upstart Entrepreneurs Redefining the American Dream. He is currently the CEO of Walk West, an award-winning digital marketing firm, and co-founder and CEO of The Diversity Movement, a technology-driven diversity, equity and inclusion consultancy. He is also a board member for several organizations in healthcare, banking, technology, marketing, and sports, a Certified Diversity Executive (CDE), and a thought leader on goal achievement and influencing company culture. Connect with Donald on LinkedIn or by visiting donaldthompson.com.