Strategy and Empathy: How to support BIPOC employees after a hate crime

On an ordinary Tuesday in May, I took a mid-day walk in my suburban New York neighborhood, where my family has lived for almost two decades. Laughter from a comedy podcast was abruptly interrupted when a vehicle I didn't recognize stopped at a nearby stop sign. In those 30 seconds, my instincts as a person of color kicked in: Lower the volume, avoid eye contact, look straight ahead. This time, it didn't work. The driver hurled racial slurs, and in the heat of the moment, I verbally reacted. The stranger drove over the curb, aiming their car at me. I narrowly avoided being hit.

The subsequent events were filled with fear and confusion. A neighbor came to my aid, the police asked questions, and on the same curb where I could have been, I sat, tears filling my eyes. I couldn't comprehend such hate. As a first-generation child of South Asian immigrants, my life was about assimilation. I followed the rules, yet I couldn't prevent this violent incident. Helplessness was my only emotion.

Workplaces Must Acknowledge the Impact of Hate Crimes

The aftermath sent me into a downward spiral. I withdrew my complaint to protect my family's privacy but remained petrified to leave my house. Today, hate crimes are occurring at a disturbing elevated rate, at the highest level over the past 12 years in the U.S. Racial trauma, in particular, can have a lasting impact on an individual, resulting in symptoms of PTSD, constant safety fears, and increased sentiments of loneliness. However, despite these credible threats, cultural stigma makes it difficult to seek support at work. For example, the AAPI community has competing conflicts in navigating identity that make it difficult to self-promote our achievements, as our culture teaches us to remain humble, stay under the radar, and work diligently.

How Leaders Can Support Survivors and Their Mental Health

While mental health resources are becoming more prevalent across organizations, there is still a gap in how we create a culture where survivors of race-based violence feel safe to return to the office. In addition to the challenges many employers are experiencing trying to get employees back to the office almost three years into COVID-19, there is an added element of complexity organizations must consider when developing approaches for survivors. What do you do if an employee feels completely unsafe in leaving their home? What accommodations can you offer if an employee is petrified to take the same public route where they were attacked? How can you provide employees a sense of comfort that their physical and mental health are a priority at your organization?

Here are four ways to begin to answer these questions, rooted in both strategy and empathy:

1. Establish Psychological Safety: Create an environment where employees feel safe to discuss vulnerabilities. Build trust, provide transparency, and include diverse perspectives in decision-making.
   
2. Respond with Empathy: Extend empathy when employees disclose traumatic experiences. Listen without creating solutions, respect confidentiality, and offer resources sensitively.
   
3. Offer Flexible Working Arrangements: Tailor work arrangements for trauma survivors, such as remote work, adjusted schedules, and extended deadlines. Continuously check in and adjust accommodations as needed.
   
4. Invest in Tailored Mental Health Resources: Advocate for specialized mental health resources for marginalized communities. Diversify networks of culturally responsive mental health providers, host relevant events, and support DEI training.

Your organization can't prevent crimes, but your response to employees after traumatic events leaves a lasting impact. Implementing these approaches fosters an inclusive environment for all experiences, even the difficult ones.