Get Stuff Done Blog:
Social Good Spotlighted, Evidence Explored.
Social Good Spotlighted, Evidence Explored.
... At The Free People of Color Museum In honor of Martin Luther King Jr. Day, the Get Stuff Done for Social Good blog is spotlighting The Free People of Color Museum (Le Musée de f.p.c), a museum in New Orleans that profoundly impacted me during my recent visit. Le Musée de f.p.c. is a testament to the resilience, courage, and enduring stories of free people of color, offering a rich narrative that intertwines history, art, storytelling, and culture.
A Poem That Inspired a Movie My visit began with a story that captivated me: a poem titled Ima Take Care of You. This powerful piece, narrated at the museum by the voice of a free Black man whose loved one was enslaved, hangs prominently on the wall. With the push of a button, visitors can hear this soul-stirring narrative conveying love and pain. Astonishingly, Quentin Tarantino spent five days in the museum listening to this poem, which inspired his Academy Award-winning screenplay for Django Unchained. Sadly, the museum was never credited in the film or its promotions, a stark reminder of the ongoing struggle for recognition and justice. A Tour Worth Taking The museum’s tours, available by appointment, are led by insightful and knowledgeable docents, many with deep connections to the free people of color community. During my visit, the museum director and docent guiding the tour brought a wealth of expertise and a warm, approachable demeanor. Their use of humor added a thoughtful layer to the experience as they playfully checked in with the few white attendees to ensure comfort in a room filled with Black individuals—a poignant nod to the historical reality that, at one time, the mere congregation of Black people was deemed illegal out of the fear it instilled among white Americans. Preserving History and Reframing Language Our docent skillfully connected the history of the past to the present, emphasizing the power of intentional language choices. One compelling example was the distinction between using the term “enslaved” instead of “slave.” The noun "slave" implies a fixed state of being, as though it simply happened, erasing the deliberate actions of those responsible. In contrast, the verb "enslaved" underscores the humanity of those subjected to this atrocity while explicitly attributing accountability to the perpetrators. This was just one of several examples the docent shared to illustrate the profound impact of language, reminding us how thoughtful word choices can help ensure we are not perpetuating false narratives. Le Musée de f.p.c. illuminates the unique history of New Orleans, where before the Civil War, the free people of color made up a more significant proportion of the population than anywhere else in the United States. By the time of the Louisiana Purchase, free Black residents constituted about 20% of the city’s population, mainly due to French and Spanish policies that allowed enslaved individuals to purchase their freedom. The docent also highlighted the three primary paths to freedom for Black individuals in the United States:
Why This Matters As Martin Luther King Jr. said in his Letter from a Birmingham Jail, "Freedom is never voluntarily given by the oppressor; it must be demanded by the oppressed." Le Musée de f.p.c. lifts up stories that might otherwise remain untold, making it an essential stop for anyone interested in understanding the full tapestry of American history. As we honor Dr. King’s legacy, let us also honor the freedom fighters whose stories must continue inspiring us. Their courage reminds us that the fight for justice and equality is unending—a call to action that feels especially urgent as we reflect on the inauguration of a new era where many of our hard-won rights are under attack. For more information or to schedule a tour, visit Le Musée de f.p.c.’s website. When Layoffs are NecessaryIn the GSD (Get Stuff Done) for Social Good blog, we share best practices in organizational leadership and change management that help drive success at non-profit organizations. Whether driven by financial constraints, organizational restructuring, or shifts in strategic priorities, the way layoffs are managed can have a profound and lasting impact—not just on the employees being let go but also on the morale of the employees remaining and on the culture and reputation of the organization. A humane and values-driven approach to layoffs is ethically sound and supported by evidence-based practice.
The Case for a Humane Approach to Layoffs Research consistently highlights the importance of treating employees with compassion and respect during layoffs. For example, a study in the Journal of Organizational Behavior highlights that organizations prioritizing transparency and dignity during layoffs report higher trust and organizational commitment among departing and remaining employees. While layoffs maybe necessary sometimes, they should be done with care. Honoring and acknowledging the departing employees’ contributions to the organization in a public setting is essential. Doing so demonstrates respect for the departing employees and fosters a sense of trust among the remaining staff, allowing them to move forward with confidence. Thoughtful Planning of Layoffs Thoughtful layoff planning is crucial to minimize negative impacts on employees and to maintain business continuity. For example, a Leadership IQ study found that after a single layoff, 74% of surviving employees reported a decline in productivity, and 69% noted a decrease in the quality of the company’s products or services. Similarly, according to the Harvard Business Review, layoff survivors experienced a 41% decline in job satisfaction and a 20% decrease in job performance. To mitigate these effects, it’s advisable to conduct workforce reductions in a single, well-planned phase. Timing also matters. Organizations should delay the layoffs until after the holidays if at all possible. This approach provides clarity and stability, helping to maintain trust and engagement among remaining employees. Delivering the News to Impacted Employees Layoff notifications should ideally be delivered by the employee’s direct manager and a Human Resources representative. Research published in the Journal of Business and Psychology shows that employees perceive layoffs as more fair when the news is delivered by someone familiar who provides a clear explanation and expresses empathy. Research from the Greater Good Science Center at UC Berkeley shows empathy during difficult conversations, fosters psychological safety, and helps individuals cope more effectively with change. As such, when delivering the news and afterward, leaders should show genuine care and concern, allowing affected employees to express and validate their emotions. The presence of HR ensures that practical details, such as severance and benefits, are communicated accurately. This evidence-based approach balances emotional sensitivity with logistical clarity, maintaining employee dignity and reinforcing the organization’s values. Severance Packages Research from the Society for Human Resource Management (SHRM) indicates that fair severance packages typically include one to two weeks of pay for each year of service. Additional benefits may include extending health insurance coverage or offering access to employee assistance programs (EAPs). Exit Protocols Abrupt actions, such as immediate account deactivations and rushed exits, can feel unnecessarily harsh to exiting and remaining employees. More compassionate exit protocols include:
Communication with Remaining Employees Transparency is the cornerstone of trust. Addressing the concerns of remaining employees regarding job security after layoffs is critical for maintaining morale and confidence and retaining desired employees. According to a 2023 survey by BambooHR, 60% of employees want to know what actions are being taken to prevent additional layoffs. This underscores the importance of providing layoffs in a single, well-planned wave, as discussed earlier. Organizations should clearly explain the reasons for layoff and provide as much information as possible to demonstrate fair treatment of the departing employees. Some organizations even explain the formula used to determine severance packages so that remaining employees know that compensation was provided and the formula for calculating severance was equitable. Likewise, organizations should review the financial, strategic, and structural challenges driving the decision with remaining employees. Transparent communication about the company’s plans and measures to stabilize operations can significantly reduce anxiety, boost morale, and improve retention. Beyond Financial Decisions: A Moral Imperative Layoffs are more than a matter of financial necessity or organizational strategy—they are a test of values. Behind every layoff is a person with aspirations, responsibilities, and relationships. All organizations should adopt a values-driven approach to layoffs as the evidence supports that this is a good business decision. For nonprofits, adopting a values-driven approach to layoffs is not only a good business decision; it is essential to advancing its mission effectively. |
AuthorKim Callinan is a social change leader, advocate, and author, dedicated to amplifying the efforts of those driving meaningful progress in society and the strategies that make progress possible. Blog
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