Anti-Black racism within the workplace has been negatively associated with psychological well-being, belonging, pay equity, and creativity (Neal-Barnett, Harvard Business Review, 2021; Tucker, SHRM, 2021). Moreover, after the deaths of George Floyd and countless other Black Americans, anti-Black racism has become a topic that has garnered international attention and demanded reformation of organizational culture (see Boykin et al., Equality, Diversity and Inclusion: An International Journal, 2020). During a time when academic research on these topics is still in their nascent stages, we have assembled a team of practitioners to offer advice on what we believe are some of the most critical topics to tackle. These issues are not only ones that we—as Black individuals—personally feel are critical. But additionally, we—as practitioners who have had experiences in a wide scope of organizational settings—feel they are under challenges that simply must be addressed through empirical research, which is currently lacking. Our “call to action” focuses on these six key topics: (1) avoiding short-term solutions to a long-term problem; (2) maximizing the effectiveness of diversity, equity, and inclusion officers; (3) engaging White men as allies; (4) ensuring fairer selection systems for hiring; (5) effectively leveraging diversity, equity, and inclusion data; and (6) leveraging employee resource groups as critical business drivers. After discussing each section, we provide recommendations regarding what we believe need empirical attention, attention we believe is key to ultimately mitigate anti-Black racism in the workplace.

工作场所的反黑人种族主义与心理健康、归属感、薪酬公平和创造力呈负相关（Neal-Barnett，哈佛商业评论，2021；Tucker，SHRM，2021）。此外，在乔治·弗洛伊德（George Floyd）和无数其他美国黑人去世后，反黑人种族主义已成为引起国际关注并要求改革组织文化的话题（参见 Boykin 等人，平等、多样性和包容性：国际期刊, 2020)。在有关这些主题的学术研究仍处于起步阶段的时期，我们组建了一个从业人员团队，就我们认为需要解决的一些最关键的主题提供建议。这些问题不仅是我们——作为黑人个人——个人认为至关重要的问题。但此外，我们——作为在广泛的组织环境中拥有经验的从业者——觉得他们正面临着挑战，而这些挑战必须通过目前缺乏的实证研究来解决。我们的“行动号召”重点关注以下六个关键主题：（1）避免长期问题的短期解决方案；(2) 最大限度地提高多元化、公平和包容官员的有效性；(3) 与白人结盟；(4) 确保更公平的招聘选拔制度；(5) 有效利用多样性、公平性、和包含数据；(6) 利用员工资源组作为关键的业务驱动力。在讨论了每个部分之后，我们就我们认为需要经验关注的内容提供了建议，我们认为关注是最终减轻工作场所反黑人种族主义的关键。