Like one THE consultant running my own business, I know this job is not easy. I must constantly weigh the risks and benefits of incorporating DEI at all levels of my organization—and how to do it well. However, it is worth noting the risks businesses face around DEI implementation. Since that time The Supreme Court essentially ended affirmative action based on race in higher education in 2023, more companies and organizations have moved away from DEI, citing it as too “risky”.

potential legal review that comes with DEI programming can be too much to bear. Companies in almost all industries have been forced change their diversity policies to cover their legal grounds. But at what cost? I would argue the cost of fostering belonging, collaboration and the ability to create a workplace that celebrates diversity rather than hides from it.

We're fast approaching one of the most important black holidays in the US, the day enslaved people in Texas learned that slavery had been abolished and that they were finally free on June 19, 1865. I'm talking about June tenth.

Many companies have turned their backs on cultural holidays like June for fear of repercussions for celebrating or prioritizing diversity. Here's how they can approach it again, considering the risks and rewards.

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How to approach June again given the risk

Discovering a person was finally free and no longer enslaved and then having the courage to take action on that discovery was a revolutionary and terrifying thought in 1865. Enslaved people at the time had only dreamed of the taste of freedom after heard how other enslaved people in the South had migrated north to explore freedom in another part of the country.

Living as a full citizen in the United States at a time when dehumanization it was so common it was a reward at the end. It was dangerous to exercise freedom as a newly freed person. Clearly the risks were worth the rewards. Anticipating and working toward the rewards that come from celebrating diversity and engaging in DEI efforts DESPITE the risks are ones I would encourage companies to explore as well.

Make June a cultural celebration that everyone can relate to

Companies can connect the June holiday with other scenarios and historical events when freedom was given where it was not before. Most American workers can relate to the ideal of freedom. Note that Juneteenth is not only a black holiday, but a story of freedom, liberation, and the beginning of a certain group's ability to exercise free will. June's connection to larger themes not only covers the “danger” bucket—where you're not just celebrating a group of people and their story—but also invites others to connect emotionally with the universal value of individual freedom. This reframing invites inclusion and compassion into a celebration that would otherwise be seen as a “danger” to celebrate.

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Make Juneteenth a learning opportunity for the company

Not everyone knows a ton about June. They may have first heard about it in 2021 when President Biden declared the 11th a national holiday. Those unaware of the history may have seen June 12 as an additional holiday, like July 4. But it is more than that. Make Juneteenth a learning opportunity for everyone. Without necessarily treating black workers differently, HR, executives, managers, and leaders can share historical facts about Juneteenth so that all workers understand why it is a national holiday worth celebrating. There is no risk in sharing historical facts, so employees are more informed about the historical significance of the holiday. The payoff is a more informed and understanding workforce that can be appreciative of how freedom for some means freedom for all and how that is part of the fabric of American life—in and out of the workplace.

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Build a culture of appreciation and empowerment in June

When people know better, they can do better. The hostile environment that has recently engulfed DEI does nothing to create compassion, inclusion or cooperation among workers and within the company. So why not introduce June education as a tool for assessment? When people understand the challenges facing those who seek freedom, they can look at their fellow blacks not as victims of a cruel system of slavery, but as descendants of those who stood up and fought for their freedom with endurance. Avoiding Juneteenth and any mention of it robs employees, black or otherwise, of gaining an appreciation for the moment we live in and feeling grateful for the diverse workplace they enjoy. Before the 1950s, an integrated workforce was a pipe dream. Now, celebrating June 11th can be a day that highlights the power of sustainability, integration and freedom for all.

Final thoughts

There are risks and rewards with every aspect of business. However, the risk of neglecting to celebrate diversity, leaving the differences and commonalities between workers as a secret not worth mentioning, or ignoring the historical significance of certain events in the states is not worth it. Rewarding the encouragement of cultural awareness through discussion of historical events that have cultural implications can create a more appreciative, collaborative and empowering workplace – not diminish or undermine it. Reengaging in DEI can be rewarding. The key is to find the middle ground between risk and reward and recommit to celebrating diversity.