Juneteenth is more than a holiday; it’s a powerful opportunity for companies to foster meaningful engagement and allyship within their workforce. At Realized Worth, we recently launched an initiative that gave each employee $200 to spend on activities supporting Black-owned businesses and initiatives. This exercise not only honored Juneteenth but also encouraged our team to reflect on their choices and underlying biases. For CSR managers, there are valuable lessons to be learned here about designing programs that drive engagement and promote social good.
Why Intentional Giving Matters
Our biases, prejudices, and stereotypes often stem from what behavioral scientists call System 1 thinking. System 1 thinking is fast, automatic, and often unconscious. It’s the mental process that allows us to make quick decisions based on intuition and experience, but it can also lead to snap judgments and reliance on stereotypes. For example, when you make a decision without much thought, like choosing a familiar brand at the grocery store, you are using System 1 thinking.
In contrast, System 2 thinking is deliberate, slow, and reflective. This is the kind of thinking we engage in when we solve complex problems or make decisions that require careful consideration. System 2 thinking involves more effort and conscious thought, which helps us analyze situations more thoroughly and make more intentional choices. When you spend time researching the best investment options for your savings, you are engaging in System 2 thinking.
The Juneteenth initiative aimed to nudge employees out of their habitual System 1 thinking and into System 2 thinking. By giving them $200 to spend with the directive to support Black-owned businesses or initiatives, the initiative encouraged employees to pause, reflect, and make thoughtful, intentional decisions about their spending. This shift from automatic to deliberate thinking can lead to a greater awareness of unconscious biases, as employees are more likely to question their usual choices and consider new perspectives.
For example, an employee might initially think of donating to a large, well-known charity. However, when prompted to specifically support Black-owned businesses, they might take the time to research local options they hadn’t considered before. This process not only helps them discover new businesses and initiatives but also encourages a deeper reflection on why they hadn’t thought of these options previously. This reflection can illuminate underlying biases and foster a more conscious approach to supporting diverse communities.
Confronting Complicity: Social Impact’s Role in Dismantling Systemic Oppression
On this RealTalk, a week prior to Juneteenth 2024, we take an honest look at the dark history of slavery in America and how its legacy persists through the unjust mass incarceration of Black people today. We’ll explore the role we, as Social Impact professionals, can play in becoming proactively anti-racist as both companies and individuals.
Practical Insights for CSR Managers
1. Design with Intentionality
Creating programs that require employees to engage thoughtfully is crucial. Provide funds specifically for causes that align with your company’s values. For example, offer matching donations for contributions to organizations addressing systemic racism or supporting Black communities. Ensure that these funds are used ethically and transparently, aligning with legal guidelines.
2. Incorporate Reflective Practices
Encourage employees to reflect on their spending choices and the impact of their actions. Organize sessions where they can share their experiences and insights. Use guided questions to prompt deeper reflection, such as:
- What motivated you to choose the specific organization or business you supported?
- Did you notice any biases or assumptions in your decision-making process?
- For a longer more complete list be sure to check out the guide below.
3. Leverage Behavioral Science
Utilize principles from behavioral science to design effective programs. Nudge Theory, for example, suggests that subtle changes in the environment can significantly influence behavior. Here are some practical applications:
- Default Options: Set default options that encourage participation, such as auto-enrolling employees in giving programs.
- Choice Architecture: Simplify the decision-making process by providing curated lists of recommended organizations or causes.
4. Engage Your Champion Network
Involve your champion network in both the design and implementation of initiatives. Champions can provide valuable insights and help tailor the program to resonate with employees. Equip them with training on unconscious bias and effective communication strategies.
- Champions are crucial for driving engagement and influencing peers. Provide them with the tools and training needed to lead effectively. This includes understanding behavioral science principles and how to apply them.
- Create a supportive environment where champions can share best practices and learn from each other. Use platforms for regular communication and collaboration.
By designing programs that encourage intentional action and reflection, we can help employees become more aware of their unconscious biases and foster deeper commitments to social good. Leveraging behavioral science, engaging champion networks, and utilizing technology platforms can enhance the effectiveness and impact of these initiatives.
As CSR managers, we have the opportunity to create transformative experiences that benefit our communities and promote personal growth and social responsibility among our employees. By incorporating these insights into our program design and management strategies, we can create resilient and scalable champion networks that drive meaningful change.
Call to Action
Start by designing a pilot program that provides employees with funds to support a specific cause. Incorporate reflective practices and use technology platforms to manage and track the program. Gather feedback, analyze the impact, and continuously improve the approach. Engage your champion network and provide them with the tools and training needed to lead effectively. By taking these steps, you can create a transformative experience for your employees and make a significant impact on your community.
Rationale for Reflection Experience
These questions are designed to prompt deep reflection and self-awareness among team members. They encourage individuals to explore their decision-making processes, recognize potential biases, and understand the broader implications of their actions. By connecting the experience to behavioral science and neuroscience, these questions highlight how intentional actions can counteract System 1 thinking—automatic, fast, and often biased—by engaging System 2 thinking, which is more deliberate and reflective. This approach helps individuals recognize the impact of their unconscious biases and consider how to make more intentional, informed decisions in the future.
Questions for Reflecting on the Juneteenth Initiative
- What motivated you to choose the specific business or initiative you supported?
Rationale: This question helps individuals reflect on their decision-making process and what factors influenced their choice, revealing potential biases or values. - How did you feel when you were deciding where to spend the funds? Did you notice any hesitation or uncertainty?
Rationale: This question encourages self-awareness about any internal conflicts or doubts that may arise from unconscious biases. - Were there any preconceived notions or stereotypes you recognized in yourself during this process?
Rationale: This question aims to uncover any underlying prejudices or stereotypes that individuals may have noticed about themselves. - How did you go about finding Black-owned businesses or initiatives to support? What resources did you use?
Rationale: This question explores the intentionality and effort in researching and selecting where to spend the funds, highlighting how thorough or superficial the engagement might have been. - Did you have any conversations with others about how to spend the money? If so, what insights did you gain from these discussions?
Rationale: This question examines the influence of social interactions on decision-making and the potential for collective biases. - How did the experience of spending this money compare to your usual spending habits?
Rationale: This question encourages individuals to reflect on their everyday behaviors and how they might differ when prompted to act intentionally. - What, if anything, surprised you about the experience of supporting a Black-owned business or initiative?
Rationale: This question helps identify any unexpected realizations or changes in perspective that occurred during the process. - How do you think your choice of spending the funds contributes to addressing systemic racism?
Rationale: This question connects individual actions to broader societal issues, prompting reflection on the impact of their decisions. - What did you learn about the Black community or systemic racism through this experience?
Rationale: This question encourages individuals to consider what educational or awareness gains they made through their intentional spending. - How might this experience influence your future behavior and choices regarding supporting marginalized communities?
Rationale: This question looks forward, asking individuals to consider the long-term impact of this exercise on their behavior and decision-making.
