boomboomsroom

The “what” is often the easiest of the three parts.  The “why” can be tricky.  And the “what to do” can be debated.  It says here that if you get them out of order you risk getting caught in a wash, rinse, and repeat cycle.

Here’s what, for example.  Most shark bites occur in four feet of water or less.  Why?  It’s because most people swim in four feet of water or less.  What to do about it?  How about a lifeguard?  That might be too little, too late.  How about we kill all of the sharks?  That sounds harsh and it also sounds unrealistic.  How about we ban swimming?  Sounds like big brother is involved.

And so it happened.  This “what” is a terrible one.  A cop put his knee on George Floyd’s neck.  What is not in question.  Here comes the why.  And, then comes what to do.  Or does it?

It seems like what to do jumps in front of why.  We act (what to do) in many ways.  Many of those ways are natural and understandable.  Anger, outrage,  and sadness come to mind and spew out of our mouths.  Some are reasonable for a period of time.  It’s another racist cop we say.  It’s social injustice.  We march.  We protest. We hold rallies.   Some are not reasonable and do no good.  We throw rocks through windows.   We burn things to the ground.  We shoot other cops in other cities.

We submit that if we don’t solve the why then all of the actions and reactions go for naught.  The civil rights movement is 50 years old and counting.  How’s that coming along?  Based on the look of some cities, stores, and cop cars this morning we aren’t doing too well.

So, then, we say again.  We have to solve “why.”  Why do African Americans feel like they do?  And, why do many white folks dismiss those feelings?  “America is prejudiced, you dumbass” you just yelled at your mobile device or computer.   Or, “we’re tired of one unfortunate instance causing a national meltdown, you dumbass.”  Or, “other races/nationalities have come here, assimilated, and eventually prospered peacefully, why can’t they?”

The truth of the matter is that we don’t really share our inner feelings on matters that might hurt the deepest feelings of others.  How many times have you walked out of a meeting and heard someone say “I wanted to say that.  But, you know, you can’t.”  The fact is you should and if you did more people could.  You just don’t for fear of negative reprisal.

The CEO of 23andme wrote a very passionate email yesterday to her employees and customers for all to see.  Our management team, Board, and employee base must have greater diversity. I am ashamed to say I do not have a single black employee who is at the Director level or above. Our product is euro-centric but must expand to be inclusive and equitable. We absolutely have the potential to be better. Despite our efforts, I have to honestly say that we are also part of the problem.  It starts with me. 

That sounds great.  It’s not.  It skipped why.  Have a black director.  Have two.  And in two, five, or ten years ask yourself if why you did it was to appease other’s perception or if you understand why you don’t have one or two now.  The answer to why might be gut-wrenching.  It might cause you to search your soul.  It might be because the ones you did choose were most qualified in your eyes.  It might be because you’re prejudiced.  It might be somewhere in between.

Seventeen years after the Rooney Rule was enacted the NFL doubled down.  You cannot hire a head coach now unless you interview two minority candidates.  From 2003 till now you only had to interview one.  Feel better Roger Goodell?  Why don’t you have more black head coaches?  The what to do (force two interviews) is lipstick on a pig.  Maybe at this moment the 32 owners felt like they made 32 good individual decisions and only three are black.  Shouldn’t you always try to hire who you think is best qualified?  Maybe it’s ok to say that if it’s truly the “why” at this point in time.  Maybe in two or three years you’ll have eight, nine or ten black head coaches.  Maybe not.

Why was Policeman Chauvin still on the force?  How many times does one have to be cited for potential excessive force before you ask why?

“Why” makes people uncomfortable.  Until we have candid conversations in meetings that can make a difference we’ll be uncomfortable like we are today because we didn’t.

Why not try something different?