Racial Equity Pledge

I Pledge:

Greater Louisville’s Racial Equity Pledge challenges the region’s business community to build a more inclusive economy based on equal opportunity, advancing racial equity, and addressing the damage caused by systemic racism. By signing this pledge, we commit to pursuing inclusivity and equality for underrepresented and marginalized community groups and agree to increase efforts and transparency around conscious efforts to attack poverty, narrow the racial wealth gap, and increase equity for Louisville residents.

We recognize that living up to this pledge requires a necessary and comprehensive overhaul of the status quo; however, we are ready to seize the opportunity to create sustainable solutions over a multi-year horizon that will position Louisville as a leader in this work.

Signing this pledge is an agreement to pursue change intentionally and consistently within our businesses and the broader community. As business leaders, our time in history is now and our action matters, now more than ever. We pledge to make a difference by working toward minority business economic inclusion and actively supporting underrepresented and marginalized businesses and talent.

SIGN HERE

Guiding Principles:

For too long, systemic racism has persisted in greater Louisville. Now is the time to take a stand and take meaningful steps toward a more equitable region. GLI has had a number of member organizations who have successfully implemented DE&I policies after signing the Racial Equity Pledge. See those success stories here.

Here’s how you can also live up to that commitment.

INSTITUTING FORMAL DIVERSITY, EQUITY & INCLUSION POLICIES.

Establishing a formal DE&I policy keeps company leadership accountable and ensures that inclusion is prioritized at all levels within the company. Developing a formal policy ensures that all employees understand the company’s commitment to inclusion and creates the expectation to act when confronted with injustices. Unconscious bias training for company leadership is an important component to this policy so leaders can learn about challenges facing minority employees and effective ways to address other systemic issues.

DEVELOPING & EMPOWERING BLACK TALENT.

Louisville is the most diverse city in the Commonwealth of Kentucky, with the Black Community making up 22 percent of the population. According to the most recent data from the US Census Bureau, our Black Community, both adults and children, makes up 22 percent of the Louisville/Jefferson County population. As a working-age population (age 18 and older), Black Louisvillians make up 16 percent of the city’s workforce population. GLI also represents businesses in the state’s 10 county Metropolitan Service Area (MSA), which includes Louisville and Jefferson County and which has a Black working-age population of 11 percent.

Unfortunately, Black Louisvillians often face barriers to accessing high-paying jobs and building generational wealth. It is important the business community works to support the Black Community by reviewing hiring practices and working to ensure companies and their leadership are representative of the community they serve.

SUPPORTING BLACK-OWNED BUSINESSES THROUGH EQUITABLE VENDOR SPEND.

Awareness of vendor spend is an important component of promoting diversity and ensuring equitable opportunities for the Black Community to build wealth. Setting a tangible goal to diversify suppliers will allow companies to work with their Tier 1 and 2 suppliers and vendors, and ensure they are equitably spending their money and supporting Blackowned businesses in greater Louisville

CHAMPIONING TRANSPARENCY.

Equity will not be achieved overnight, however, transparency is key to allowing for course-correction along the way. Companies should be empowered to set their own goals and metrics and report to their employees, stakeholders, and community accordingly. We encourage you to utilize community resources that provide suggested metrics for reporting and sharing with your specific stakeholders.

BUILDING EMPATHY THROUGH MENTORSHIP.

Mentorships help to cultivate young leaders and talent within the community. Often, mentorships are limited based on personal networks which has traditionally left Black professionals at a disadvantage. Companies should encourage their leadership to mentor disadvantaged youth in partnership with community organizations as well as develop internal mentorship programs for employees

In addition, reverse mentoring offers leaders an opportunity to build empathy by walking in the shoes of a Black employee and uncovering unconscious bias that exists within their company.

Contact:

Dana Johnson: Senior Director of Diversity, Equity, and Inclusion
502.625.0155
[email protected]

Eric Jordan: Manager of Diversity and Inclusion Strategies
502.625.0128
[email protected]

I have signed the racial equity pledge: