Navigating Change With Compassion

Introduction to Juneteenth

Juneteenth represents the historic emancipation day for enslaved people who gained their freedom on June 19, 1865, two years after the Emancipation Proclamation was signed. Fast-forward to 2021, when Juneteenth became a federal holiday, many organizations and leaders grappled with how to observe the day then and in the future. A survey showed that 40% of large organizations made space for Juneteenth. Those committed to inclusion have persevered while creating new memories around Juneteenth. Given the diversity and inclusion challenges we now face in 2025, the experience of Juneteenth will undoubtedly vary. This article will highlight an example of how one CEO acknowledges Juneteenth and provide tips on how inclusive leaders can authentically observe the holiday.

An Example of Bold Leadership Commitment to Juneteenth

Penzeys Spices is on a mission to make the world a better place. I recently received an email from Bill Penzey, CEO of Penzey’s Spices. I have long appreciated the organization’s commitment to inclusion. Today’s message highlighted the importance of Juneteenth. It stood out because there’s not a lot of retail hoopla around Juneteenth sales in my region. The message boldly confronts injustice and racism, proclaiming that Black Lives Still Matter. We need to see more of this bold leadership when advocating for inclusion. In the past, I have dubbed Penzey’s as an Inclusion Hero of the Week. The article feedback was mostly positive, and I received messages from those who disagreed with the designation. Varied perspectives will also show up in the workplace. Not everyone will believe in the importance and priority of Juneteenth. That is expected because each individual is at a different place on the inclusive leadership journey.

Juneteenth Challenges

The new administration in the White House has pushed for changes around diversity, equity, and inclusion. Traces of Juneteenth proclamations and celebrations have vanished or archived. Since leadership sets the tone, many organizations have tweaked Juneteenth plans. As such, employees committed to inclusion will face more challenges in the broader adoption of Juneteenth in the workplace.

Tips to Support Inclusive Leaders in Acknowledging and Supporting Juneteenth

Inclusive leaders can take several steps to authentically observe Juneteenth.

1. Acknowledge Juneteenth

Acknowledge Juneteenth and have some fun with it. How? Participate in workplace programming activities, local libraries, or community organizations. Juneteenth activities are available for those intentionally seeking to participate and learn. If the organization hasn’t prioritized Juneteenth, consider being the trailblazer, creating a more inclusive space. Start small with a lunch and learn activity for the leadership team that’s low-cost but significant. Leaders set the tone, so showing inclusion and commitment will encourage team members to follow suit. When a leader acknowledges Juneteenth, the action provides deep meaning for impacted parties. It signals sponsorship and advocacy support that sometimes needs those in higher positions to help advance organizational changes. Leaders don’t have to be the experts on Juneteenth because there are many nuances around sensitivities of the topic of slavery, reparations, and more. However, it does mean there’s a commitment to inclusion that the leader is willing to make and take a stand for.

2. Commit to Personal Changes

Please pay attention to language and ensure it’s inclusive. Additionally, be self-aware of body language and words related to Juneteenth’s historical significance. For example, if courageous conversations about the impact of slavery in today’s workplace cause discomfort, additional resources may be required to strengthen the leader’s toolkit. These suggested actions help leaders build more meaningful relationships with employees.

3. Revisit Company Data

Connecting with the organization’s resource groups can help build awareness around cultural significance. These stakeholders can share impactful lived experiences and ideas to help leadership get involved. The key is being open to learning and leveraging mentoring through these groups. Additionally, engagement survey data can provide insights into the experiences of employee groups. If the data is unavailable, consider upgrading survey questions to gain insights into what actions employees want organizations to take around acknowledging and celebrating Juneteenth.

Conclusion

Juneteenth is a significant holiday that marks the emancipation of enslaved people in the United States. Inclusive leaders can play a crucial role in acknowledging and supporting Juneteenth by taking steps such as acknowledging the holiday, committing to personal changes, and revisiting company data. By doing so, leaders can help create a more inclusive and equitable work environment that values and respects the experiences of all employees.

FAQs

Q: What is Juneteenth?
A: Juneteenth is a federal holiday that commemorates the emancipation of enslaved people in the United States on June 19, 1865.
Q: Why is it important to acknowledge Juneteenth?
A: Acknowledging Juneteenth is important because it shows a commitment to inclusion and respect for the experiences of African American employees and communities.
Q: How can leaders authentically observe Juneteenth?
A: Leaders can authentically observe Juneteenth by acknowledging the holiday, committing to personal changes, and revisiting company data to better understand the experiences of their employees.
Q: What are some challenges that employees may face in observing Juneteenth?
A: Employees may face challenges such as lack of support from leadership, limited resources, and varying perspectives on the importance of Juneteenth.
Q: How can organizations support employees in observing Juneteenth?
A: Organizations can support employees by providing resources, education, and opportunities for engagement and celebration, as well as creating a safe and inclusive environment for employees to share their experiences and perspectives.