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Disrupting the Cycle


The past year has been a difficult one in many ways, Dr. Alisha Moreland-Capula said.

“It’s been a tough time with COVID. We’ve had a lot of uncertainly, a lot of loss, and we’ve also had a rise in racial tension and a disruption in the relationship between law enforcement and the community,” the psychiatrist and author of Training for Change noted.

But when addressing an issue like urban violence, what many people — even those working to solve the problem — often don’t understand is the impact of fear. Not occasional fear, but long-term, lived-in fear.

“If you can imagine a life that is completely consumed and shaped by fear, then it is not absolutely outside the realm of possibility to understand how toxic that can be on someone’s life,” Moreland-Capula said.

The occasion for her words was the keynote address of a virtual forum last month hosted by Roca, an organization that aims to disrupt incarceration, poverty, and racism by engaging young adults, police, and systems that impact urban violence.

Fear can be a positive, she noted, when it heightens one’s senses in order to escape a dangerous situation or seek help.

However, “being afraid is meaningful until it’s not,” she said — when it’s a constant presence in a young person’s life, due to stressors like racism, poverty, and violence. That’s why Roca aims to tackle the issue of violence by addressing the causes of other traumas first — engaging not only with young people, but with the systems that impact them, from education to law enforcement to child welfare.

Gov. Charlie Baker

Gov. Charlie Baker

“Roca has been a relentless force in disrupting incarceration, poverty, and racism by engaging young adults, law enforcement, and systems at the center of urban violence and relationships to address trauma, find hope, and drive change.”

“We know from brain science that the external environment around us impacts who we are and who we become,” Moreland-Capula explained. “What Roca says is that we have to work with those environments, change the systems, and help to change the trajectory of the young adults we seek to serve.”

Mike Davis, vice president of Public Safety and chief of Police at Northeastern University, as well as a Roca board member, understands that concept.

“We have before us a moral imperative to be better as individuals and collective members of society,” he told forum attendees, adding that, too often, people lose hope because change hasn’t happened fast enough or, worse, believe working for change is someone else’s responsibility.

“Both of these thoughts are not only wrong, but but if they serve as the guidance for our behavior, they will guarantee failure,” Davis went on. “Substantive change is everyone’s responsibility, without exception. What needs to animate our actions now is a sense of urgency based on a vision for what is possible.”

Roca has such a vision, he explained, based on the premise that all people have intrinsic value and potential to contribute something unique to their society — and has not only helped steered young people away from prison and toward better outcomes, but also worked with police to see their roles differently.

“The loss of life to homicide or prison not only not only impacts that individual, that community, or that city, it impacts all of our society,” Davis said. “Loss of life is loss of possibility.”

In a brief address to the forum, Massachusetts Gov. Charlie Baker noted that “Roca has been a relentless force in disrupting incarceration, poverty, and racism by engaging young adults, law enforcement, and systems at the center of urban violence and relationships to address trauma, find hope, and drive change. I’ve seen firsthand that Roca and its programming works.”


Fear Factors

Fortunately, Moreland-Capula said, Roca has been ahead of the curve in paying attention to the relationship between root traumas and their societal impact.

“They understand that, for whole communities to heal, for people to heal, there has to be keen attention paid to specific things like community violence, like trauma.”

Some of the chronic fear she mentioned earlier stems from a lack of basic needs, from food and water to shelter, safety, even love and belonging. By helping young people access education and employment, those cycles can be broken as well, she noted. “We know there are complex and structural challenges that require a complex and structural approach.”

Molly Baldwin, Roca’s founder and CEO, said the proliferation of drugs, violence, and guns in communities requires innovative approaches.

“Our old methods won’t work. Incarceration is expensive and a failure. Jobs and GED programs are not enough, and even the most credible messenger cannot convince a young person to do differently if that young person is living in a state of fight or flight and cannot access the thinking part of their brain for healthy decision making,” she said. “If we don’t address the impact of lived trauma, we can’t hope for healing and change.”

That philosophy is behind the recent establishment of the Roca Impact Institute, which works with communities and institutions that have a clear commitment to addressing violence by working with young people who are at the center of local incidents and trends.

Molly Baldwin

Molly Baldwin

“Even the most credible messenger cannot convince a young person to do differently if that young person is living in a state of fight or flight and cannot access the thinking part of their brain for healthy decision making.”

Unlike a typical training approach, the Roca Impact Institute is an intensive coaching approach that works with police departments, criminal-justice agencies, and community-based programs in sustained, collaborative partnerships over a 12- to 24-month period. Experienced Roca leaders engage these partners to learn new, trauma-informed strategies and apply them in their local context.

The idea, Baldwin said, is to change together. “If we hope for change for young people, we must change, too.”

At the virtual forum, Baldwin presented Roca’s James E. Mahoney Award to Peter Forbes, commissioner of the Massachusetts Department of Youth Services (DYS), which has implented some of the concepts Roca promotes. Back in the 1990s, he noted, juvenile justice was in a different place, using terms like ‘predator’ and ‘offender,’ and concepts like boot camps and scared-straight programs.

But those thing didn’t work, he said, instead generating poor outcomes for individuals and communities. “Since that time, our work at DYS has evolved. We’ve embraced the principle that young people can make positive change in their lives, that we as an agency can be part of that change, and that our investment in youth development actually contributes to community safety.”

He cited national studies demonstrating that therapeutic approaches to justice-involved youth drive lower recidivism than punishment strategies. “If we run a coercive system, we actually run the risk of young people being worse off for their contact with the system.”

It starts, Forbes said, with meeting young people where they are. “People who work with adolescents see disrespect, non-responsiveness, impulsivity, defiance — behaviors that are typical of adolescents. Those are not descriptors of juvenile delinquency; that’s typical adolescent behavior. So it’s really important, as adults working with young people, that we respond to the behavior, but not overreact.”


New Beginnings

The event featured a brief address by former U.S. Rep. Gabby Giffords, who has been an ardent gun-control advocate following her assassination attempt in 2011. Her message struck a different, more activist tone than the rest of the program.

“These are scary times — racism, sexism, lies, coronavirus. It’s time to stand up for what’s right. It’s time for courage,” she said. “We must do something to stop gun violence and protect our children, our future … to make our country a safer place, a better place.”

It will be a better place, Baldwin said, through the kind of relationship building, mutual understanding, and personal accountability that lie at the heart of Roca.

“We are humbled and honored to work with the young people at the center of urban violence — those who are traumatized, full of distrust, and trapped in a cycle of violence and poverty that traditional youth programs alone can’t break,” she said. “Today is a celebration of those who make this work possible, from young people to Roca teams and our partners committed to sparking new thinking about working with young people who are traumatized and stuck.”

Getting unstuck is a decision, she noted, offering a George Bernard Shaw quote: “Progress is impossible without change, and those who cannot change their minds cannot change anything.”

Roca is doing its part to create change, Baldwin said, but it can’t achieve its goals alone. “There is an opportunity for all of us to begin again.”


Joseph Bednar can be reached at [email protected]



Words and money.

That’s mostly what the business community has been throwing at the problems magnified by the deaths of George Floyd and Rayshard Brooks in recent weeks.

The words have come in the forms of statements from CEOs expressing outrage over what has happened and support for Black Lives Matter. And they’ve come from everywhere, including many companies in this region. Some went public, others were kept internal, but they all struck the same general tones.

The money? It has come in the form of pledges made by corporations to fight racism and increase black wealth, and there have been many of them — from Bank of America, Walmart, Bain Capital, and myriad others.

While the words and monetary donations are welcome, the corporate world, and we’ll include nonprofits in this, needs to do more — much more. It needs to take steps that are sustainable and, well, institutional, to generate the kind of real change this critical moment in time demands.

Businesses large and small need to take the inititiative to not only understand systemic racism and the many forms it takes — that’s the key first step, because so many still do not understand it — but then take steps to address it with changes that become embedded in these companies’ cultures.

As the story on page 6 reveals, there are some signs that this might happen. Signs such as phone calls and e-mails to the Healing Racism Institute of the Pioneer Valley (HRIPV), a 501(c)(3) created several years ago after several area leaders were inspired by what they heard while on a City2City trip to Grand Rapids, Mich. What they saw was a city making slow but steady progress in efforts to understand and combat racism by bringing diverse audiences together in a room and talking about an issue that so few want to talk about.

Through these discussions, individuals and groups come to better understand that racism is real, it is systemic, and it needs to be addressed.

In recent years, HRIPV has hosted more than 800 people for its signature two-day session, which, overall, strives to help attendees understand there is only one human race.

Many of the phone calls and e-mails mentioned earlier involve individuals, groups, businesses, and nonprofits that have attended one of these sessions and want to know, essentially, what more they can do to address this age-old problem.

And as Vanessa Otero, the interim director of HRIPV, told BusinessWest, the ‘what’s next’ involves helping businesses and institutions move beyond acknowledging and comprehending racism to a point where they become anti-racist.

To help them get there, the institute is working to formalize and institutionalize a broader roster of services that include half- and full-day training sessions for board and staffs, onboarding services for companies to help ensure that new hires are ready to engage with an anti-racism work environment, and policies and procedures audits, designed to identify blind spots that disproportionately have an adverse effect on people of color.

We hope the institute builds the infrastructure needed to build and sustain these programs and that area companies and nonprofits embrace them. In the meantime, these same businesses and agencies need to take a hard look at their policies and practices, as well as the makeup of their boards and workforces, with an eye toward creating not only diversity, but equal opportunity.

Many have taken some positive steps in these directions in recent years, and to their own benefit, but much work remains to be done.

In short, while the words in statements and press releases and the checks with several zeroes on them are welcome and often helpful, this moment in time — and that’s exactly what it is — cries out for more.

Cover Story

Seizing the Moment

Vanessa Otero

Vanessa Otero, interim director of the Healing Racism Institute of Pioneer Valley.

Vanessa Otero said the phone started ringing just a day or two after George Floyd was killed on a street in Minneapolis and the world, and this region, began to react to what it saw — and felt.

On the other end of the line were those in leadership positions at area businesses, institutions, and nonprofits who wanted to know what the Healing Racism Institute of the Pioneer Valley (HRIPV), the 501(c)(3) Otero now serves as interim director, could do to help not only educate those at these companies and agencies about racism — something it’s been doing for several years now — but take the conversation to a different, much higher plane.

And then convert the talk into far-reaching action.

“Every day, we have two or three organizations reaching out, people who have been through our two-day session, saying, ‘can we talk about what more we can do — the what now?’” she said. “And we’ve initiated a process to add that ‘what now?’”

Elaborating, she noted that, in response to these inquiries, HRIPV — which has seen more than 800 area residents and business leaders attend its signature two-day sessions, where participants learn, grow, and process the effects of racism within individuals and the community as a whole — is committed to formalizing and institutionalizing an expanded roster of services that includes everything from onboarding training for new hires at area companies and agencies to full- and half-day training sessions for staffs and boards (more on all this later).

These phone calls — and HRIPV’s commitment — provide just some of the many forms of evidence that George Floyd’s death, more than any similar incident before it or since, has created a real opportunity — as much as all those we spoke with regretted the use of that term in this circumstance — to bring about real and lasting change when it comes to systemic racism and equal access to opportunity.

“We’ve just reached a tipping point,” said Ronn Johnson, president and CEO of Martin Luther King Jr. Family Services in Springfield, who is being honored by BusinessWest as one of its Difference Makers for 2020. “We’ve reached that point where we’ve really grabbed hold of something that has the potential to change social policies.”

Frank Robinson, vice president of Public Health at Baystate Health, who has been actively involved with the Healing Racism Institute since it was blueprinted by John Davis, a director of the Irene E. and George A. Davis Foundation and others after they were inspired by a similar initiative in Grand Rapids, Mich., agreed.

Ronn Johnson

Ronn Johnson stands near a mural depicting the names of dozens of victims of police brutality. The art has become an inspiration to many visitors.

He told BusinessWest that the George Floyd killing, coupled with the way in which the pandemic has further exposed racial inequalities, has created a compelling opportunity to create a dialogue about not just racism, but the systemic racism that exists in many corporations and institutions.

“I call COVID the great magnifier,” he noted. “The pandemic has created an opportunity, if you look at the glass as half-full, to visit problems that have been magnified by its presence. Someone talked about COVID as a magnifier, and then they talked about the ongoing structural problems it has revealed as the virus of 1619, the beginning of slavery.

“We’ve done a good job of getting folks to understand racism and perhaps their role in it,” he went on, referring to the HRIPV specifically. “Now is the time to deepen that conversation so we look at some of the structural and systemic issues that perpetuate the problem — and that’s a slightly different conversation than the ones we’ve been having.”

But while there is general optimism that the confluence of events in this unforgettable spring of 2020 will indeed change the landscape in profound ways, those we spoke with acknowledged there is much work to be done, and none of it is particularly easy. So much work, in fact, that some are feeling overwhelmed by the assignment confronting them.

The place to start, said Christina Royal, president of Holyoke Community College (HCC), is with each business, each institution, and each individual asking what they can do to address this issue in their own way.

“And if they’re already taking some actions, they need to ask what more they can do,” she said, adding that this is exactly what HCC is doing. It already has a number of programs and initiatives in place to help level what has historically been an unlevel playing field when it comes to access to opportunities for individuals of color, but Royal acknowledged that more needs to be done.

Mark Keroack, president and CEO of Baystate Health, expressed similar sentiments.

“Just in the past few months, it’s become clear that it’s not enough to travel the personal journey yourself and get your head and your heart in the right place,” he said. “You also need to be aware of the fact that all around us is this system that tends to favor white people. And then the question is — what are you going to do about it? And it’s not straightforward; there’s a lot of thinking and learning, and trying this and trying that.”

“We’ve just reached a tipping point. We’ve reached that point where we’ve really grabbed hold of something that has the potential to change social policies.”

For this issue, BusinessWest takes an in-depth look at how the events of the past several weeks have indeed created an important opportunity to address the large and complicated issue of racism in this country — and how to maximize that opportunity.

Changing the Conversation

Tracing the history of the HRIPV, Davis turned back the clock almost a decade, to a trip to Grand Rapids that was part of the City2City program that also took leaders of this region to Greensboro, N.C., Bethlehem, Pa., and Chattanooga, Tenn. During that visit to Michigan, while hearing about efforts to drive economic development, revitalize the central business district, and improve schools, participants also heard about a program within the local chamber of commerce called the Institute for Healing Racism.

A small group of those participants returned to Grand Rapids to experience the two-day Facing Racism program firsthand, and upon returning, they established the regional anti-racism workgroup to gauge interest in pursuing the development of a similar initiative in Western Mass., said Davis, noting that, with the Grand Rapids program as a model, the Healing Racism two-day program and curriculum was established.

“The minute I saw it, I said, ‘we’ve got to get this going in Springfield,” said Davis, noting that this wasn’t the first effort to create such a program in Greater Springfield — others had been attempted in the ’90s — but it was the first that gained enough traction to get off the ground. And it was clearly needed, he noted.

“It was something I could see in the community — there was a clear lack of understanding about racism; no one wanted to talk about it,” he told BusinessWest. “Everybody talked about it in their own little worlds, but the conversations I witnessed were not the conversations that were needed. If you did a survey of the white population and asked them how many were racist, 99% would say they weren’t racists. But if you did a survey of people of color and asked them if they lived in a racist society, they’d all say ‘yes.’ So there was a huge disconnect that I could see.”

Frank Robinson

Frank Robinson says the COVID-19 pandemic has magnified issues of racism and inequality and helped provide a real opportunity to take the conversation to a higher plane.

In an effort to address this disconnect, two-day sessions, again modeled on those in Grand Rapids, were created where participants did a good amount of listening to those of other races. And by listening, participants, which included police, business leaders, nonprofit leaders, a district attorney, members of the media, and other constituencies, learned that issues of racism and inequality were real in the Pioneer Valley.

The challenge, and the assignment, moving forward is to continue the dialogue, but also take this initiative to a higher plane, Otero said.

“We’d like to get to the point where, as in Grand Rapids, we’re embedded in organizations so that we can leave them with capacity to train and have these conversations in institutions so that they become anti-racist institutions,” said Otero, who took the helm of this agency just a few weeks ago and is still awaiting her business cards. “Because the antidote to out-and-out racism is ‘I’m anti-racist,’ which means you’re taking action to address this issue and you realize your privilege within that system and are taking action against it.”

Elaborating, she circled back to those phone calls and e-mails and inquiries about ‘what now’ when it comes to educating people about racism, broadening the conversation, and institutionalizing new policies and ways of doing things.

“Building on what’s already there, we’ve created a menu of services that we could work with organizations to implement,” Otero explained, “to ensure that anti-racism conversations continue to happen and grow, to the point where the organization itself can make the decision to be anti-racist, because that’s the key to institutionalizing this kind of work and this kind of thinking.”

“We’ve done a good job of getting folks to understand racism and perhaps their role in it. Now is the time to deepen that conversation so we look at some of the structural and systemic issues that perpetuate the problem — and that’s a slightly different conversation than the ones we’ve been having.”

This ‘what now’ has been in place for some time, she went on, but it hasn’t been effectively “activated.” To provide this deeper roster of services, the HRIPV will need an infrastructure, she said, as well as a large cadre of trainers and facilities. And this will likely require funding in the form of a capital campaign.

But the need is real, and the agency is committed to having these programs in place later this year, she told BusinessWest.

Moving Beyond Words

Johnson acknowledged that, in the wake of the Floyd killing, statements condemning police violence and systemic racism have come from all corners of society — CEOs of major corporations, athletes, political figures, prominent actors and musicians, nonprofit leaders, and ordinary citizens.

These statements are appreciated, and do have value, he told BusinessWest, but the emphasis now must be on moving beyond words and into the realm of action to recognize, understand, and address actions and policies that contribute to systemic racism and inequality.

And this is starting to happen on a number of levels, he and others noted, citing everything from NASCAR’s decision to ban the confederate flag at its events to the NFL acknowledging it was wrong to discourage its players from kneeling during the national anthem to protest racial inequality and police brutality, to new bills aimed at banning police use of chokeholds.

But if the region and the nation are to fully seize this moment in time, they say, every business, institution, and municipality has to take a truly deep dive on this matter and make a commitment to effect real change.

And those we talked with expressed optimism there is now the requisite amount of momentum to do just that. And it has been created by what many described as a perfect storm of conditions — the incidents involving George Floyd, Rayshard Brooks, and many others over the years; the racial inequalities exposed by the COVID-19 pandemic; and the fact that so many were home watching these events unfold. Despite incidents of violence and looting, those we spoke with believe the protests and marches, such as those in Springfield and other area communities, have created mostly positive energy and, in many respects, resolve not to let this opportunity be lost.

“I give credit to the young people for doing this — they’re carrying the passion,” Johnson said. “I was talking to a vice president at one of the local colleges; he’s talking about meeting with students who are not even on campus and may not return to campus, but are intent on finding out what this particular college is going to have to do to change in terms of some of the social conditions they’ve experienced.”

John Davis

John Davis, one of the founders of the Healing Racism Institute, says the agency was created to start a much-needed dialogue about race and racism.

Others we spoke with agreed, but acknowledged that progress can only come if the words in those statements and advertisements that so many businesses and institutions have generated in recent weeks are backed up with action and a lasting commitment to change.

“I would to say to my colleagues at other nonprofits … ‘look at your organizational structures — you’re serving largely Latino and African-American families, but your boards are almost all white,’” said Johnson, adding that, at many of these agencies, diversity exists at the lower levels of the employment spectrum, but not at the top. “They need to take a look at the leadership and make sure it reflects the composition of the folks they are servicing; that’s important for us to do.”

Even before the events of these past few weeks, many area businesses, institutions, and nonprofits were already looking inward — at policies, practices, and procedures — with an eye toward making them more anti-racist, to borrow Otero’s phrase.

And now, this confluence of circumstances is compelling some to look harder and deeper at what they’re doing (or not doing) and how.

At Baystate Health, Keroack said, the events of past several weeks have brought greater urgency to the discussion about the many forms of systemic racism, especially when it comes to public health.

“Here, as in so many communities across the country, communities of color are disadvantaged in some very fundamental ways when it comes to chronic disease burden — more asthma, more diabetes, more obesity, more hospitalizations for mental health, more maternal mortality, more infant mortality,” he explained. “And a shorter life span at birth; in some neighborhoods in Springfield, the average life span is 70, versus other neighborhoods where it’s 80, and suburban communities where it’s over 80. Your zip code really affects your health status in a very fundamental way.”

In response to this, Baystate is working with accountable-care organizations to address the health concerns of an assigned group of people — in this case, 40,000 people who receive care at inner-city health centers.

“But practicing medical care is not going to get where you need to be,” he went on. “You need to address the social determinants of health — housing, nutrition, transportation, legal aid, and public safety … and there’s a ton of work to be done.”

Meanwhile, the company is looking internally, at its practices and systems, with an eye toward creating greater diversity at all levels.

“We need to look at the systems that are in place, both in society and for me in this large organization, around hiring, advancement, and representation around the table of diverse voices,” he told BusinessWest. “We’ve worked very hard to build diversity on our board of trustees, but we still have a long way to go in terms of our leadership ranks.”

At the Pioneer Valley Planning Commission (PVPC), there has been action in the form of new policies and procedures when it comes to hiring and posting positions, said the agency’s executive director, Kim Robinson.

These included the formation of something called the Race, Equity, Inclusion, and Social Justice Committee, which was formed by employees at the agency last year to address such issues within the organization. It was spawned in part by a housing study undertaken by the PVPC that revealed a number of disparities and what she called a “segregated community” across the region.

Christina Royal

Holyoke Community College President Christina Royal says racism is “structural and systemic,” so Band-Aid solutions are not going to fix root-cause issues.

“From that time on, we’ve been talking more and more within our organization about the need to do a race and equity plan for a region,” she said. “We think this is work that would be very interesting to undertake with other groups committed to this kind of work and seeing equity, social justice, and economic opportunity.”

While exploring when and how such a study might be undertaken, the PVPC has looked inward and seen a need to change language in its handbook and adopt several new policies when it comes to hiring.

“We’re going to require race, equity, and diversity training for every single one of our employees,” Robinson said. “And we’ve been evaluating where we post jobs to see if there was any inherent bias in that. We’ve added some additional avenues because we want to make sure we’re getting the word out to lots and lots of people.”

Looking Ahead — with Hope

At Holyoke Community College, Royal said the school continues to address issues of race and equality through initiatives designed to remove barriers and help see students through to completion of what they’re working to achieve. And it does so with the understanding that the problems are real and require lasting solutions.

“Racism is structural, and it’s systemic, so a Band-Aid solution is not going to fix the root-cause issues,” she explained. “It does start with having a commitment and an obligation to speak out against hatred, intolerance, and prejudice so we can really work toward building a truly equitable society.

“I feel a lot of pain with what’s happening in the world, but I also feel there’s a purpose to it,” said Royal, who is biracial and acknowledged that, five years before she was born, it would have been illegal for her parents to marry. “I do feel a sense of urgency and responsibility to contribute toward making our world better and our Pioneer Valley region better.”

She said equity remains a huge issue at her school and within society in general, and thus HCC has made it a priority to level the playing field when possible.

“We know that there are achievement gaps between our white students and our students of color,” she noted. “And we have a responsibility and a commitment to do better in this regard.”

She started with a town-hall meeting on June 3 to create dialogue about what was playing out on the news, but acknowledged that the school’s commitment goes beyond conversation.

“It starts with speaking out, but it doesn’t end there,” she said. “Authenticity of commitment to these issues is very important because, as I said, a Band-Aid approach isn’t going to work.”

Surveying the landscape around him, including a new mural at Martin Luther King Jr. Family Services that memorializes victims of police aggression and the people who have come to see it and take a selfie in front of it, Ronn Johnson reiterated his belief — and his hope — that real change is possible and perhaps even imminent, and that he feels privileged to be part of all that’s happening.

“I’m proud to be alive at this particular point in time,” he told BusinessWest. “I just feel that we’re at a place where we’ve really turned a corner; we’ve hit that tipping point where we’ll be able to look back two or three years from now and say, ‘that moment was worth it.’”

He’s certainly not alone in that sentiment — or the knowledge that much has to happen for people to be able to utter those words.

A seminal moment has arrived, and an opportunity has presented itself. It’s now incumbent on the businesses, institutions, and residents of this region to seize this moment.

George O’Brien can be reached at [email protected]


Riots Reflect Deeper Issue of Racism

Editor’s Note: In the wake of recent incidents in Minneapolis and other communities, MassMutual chairman, president, and CEO Roger Crandall issued the following letter to employees.

In response to the racist acts that have come to light over the past several weeks, I wanted to directly address the deep frustration, anger, and sadness weighing heavily on all of us, especially the African-American and black community. The tragic and senseless deaths of Ahmaud Arbery, Breonna Taylor, and George Floyd and the delays in bringing justice against those responsible, as well as the ugly confrontation in Central Park, have been vivid reminders of the prejudice and bigotry that continue to exist in our country.

Importantly, while we mourn for each of these victims, our hearts ache for many others previously killed under similar circumstances, including those whose names we don’t know, simply because there was no video or witness. These losses of human lives are staggering, unjust, and incomprehensible — and are taking a painful, emotional toll on our country.

The violence and riots of the past weekend are symptoms of the deeper issues of racism, inequality, and hopelessness that continue to exist in America today, and reflect the expressions of a community that feels its voice is not being heard. These issues have shaped everything from where people live to the healthcare they receive, to their access to education, to their treatment by the justice system. We see the results of this today during the COVID-19 pandemic, as people of color have shouldered a far greater impact, with the African-American and black community accounting for a higher proportion of deaths compared to other racial groups.

This is a vast, systemic problem, and I wish I was writing to you today with a crisp, detailed plan for how we will fix it. I don’t have this plan, and frankly no one does. But I can tell you instead what MassMutual is doing and what is on my mind.

First and foremost, I want to voice my — and the executive leadership team’s — support for our colleagues in the African-American and black community. Your voices, perspectives, and feelings matter to us. While I can’t begin to understand the full extent of your pain and hurt — how fear and discrimination are part of your everyday activities, or how you may worry as a parent when your child goes for a jog or enters a store — I want you to know we firmly stand with you as allies and advocates. Each of us can make a difference simply by asking how others are doing and spending time listening to their experiences, fears, and concerns, so we can learn more about what we can do as allies to take meaningful action and offer our support.

Secondly, at the heart of who we are and who we have been since our founding nearly 170 years ago is a company of people helping people. I want to reiterate that MassMutual’s commitment to diversity and inclusion is non-negotiable, and part of our core values and our promise to Live Mutual to make our world better. We will honor the memories of the victims of these senseless acts by influencing real change, and we are working with a cross-functional team, including representatives from our Passages Business Resource Group, to identify the best way to engage and act as an organization to advance how we address these complex issues.

Most immediately, Passages hosted a ‘Brave Space’ discussion recently to talk about these recent events and consider ways we can work together to build a sustainable, lasting effort to fight inequality and recognize and value the differences among us. While outside our walls, we are also actively working to unify business leaders to use our collective voices to drive change in our communities and workplaces.

In the meantime, I promise you this: MassMutual will stand with the victims of racism and hate crimes of any kind, with the people fighting oppression, and with everyone seeking to turn their sadness at recent events into actions that will build a better world. This is not the country I want to leave to my children and grandchildren. We can — and must — do better.