The Foreign Service Journal, September 2020

THE FOREIGN SERVICE JOURNAL | SEPTEMBER 2020 39 PRFA peer networking has helped foster resilience among officers facing discrimination. But the efforts of an affinity group cannot possibly be expected to make up for State’s institutional failures. across the department will translate into systemic change. Here are some basic questions we can all be asking our- selves: How am I supporting my colleagues of color? If I am in a leadership position or one of influence, am I vocally supporting their work and suggesting their name(s) for career-enhancing opportunities? In meetings, do I ensure employees of color are present at the table and contribute, and do I value their input? When an employee of color engages in a meeting, do I aim to amplify their ideas and give credit to that person? Do I call out toxic or discriminatory behavior in the workplace? Have I taken time to learn about systemic racism to gain a greater understanding of how it affects our colleagues of color? Does my team reflect racial/ethnic diversity? Am I hiring racially and ethnically diverse candidates? Are employees of color working on priority and substantive policy issues, like white colleagues on my team? These questions will help to unpack the biases and percep- tions that can lead to a devaluation of employees of color and their contributions. The shared experiences of employees of color—including enduring toxic behaviors in the workplace, such as being second-guessed, undermined, harassed and deemed unqualified—indicates there is a widespread problem of discriminatory behaviors and perceptions within the State Department. Only action will combat systemic racial dispari- ties. How will you help turn the tide and achieve our organiza- tion’s dream of diversity and inclusion? n