Three years after becoming a federal holiday in the United States, Juneteenth is being observed by employers and government agencies across the country.
Marked on June 19, Juneteenth is a commemoration of the day that slaves in Texas finally learned they were free—two years after slaves across the country had been emancipated in 1863.
In 2024, many organizations are marking the day with time off, while communities hold parades and celebrations.
We have gathered related articles about Juneteenth from SHRM Online and other outlets.
More Than a Day Off
On June 19, 1865, about 2,000 Union troops arrived in Galveston, Texas, to enforce the Emancipation Proclamation, which had taken effect two years prior.
Texas was the last Confederate state to free enslaved people of color, officially ending slavery in the U.S.
“In many ways, Juneteenth is a reminder that even though significant progress has been made toward building more diverse and inclusive company cultures, barriers still exist,” said Allison Ward, chief people officer for Walker Sands. “It’s up to us as HR professionals to evaluate our systems and processes in order to remove said barriers so that everyone can thrive at work.”
(SHRM Online)
The Role of Companies in the Commemoration of Juneteenth
Three years after Juneteenth became the 11th federal holiday, more companies are giving their employees the day off and more states recognize it as a public holiday. Data from the Mercer consulting firm found that 39% of private employers made Juneteenth a paid company holiday in 2023, up from 33% in 2022 and a major jump from 9% in 2021.
- In financial services, 63% of employers are now providing paid time off for the day, Mercer’s survey of 721 organizations found this year.
- U.S. stock markets, banks and the U.S. Postal Service will be closed in observance.
- Some companies are looking at adding another floating holiday or modifying their paid time off structure for employees who might want to take off for Juneteenth.
Viewpoint: Transparency and Reflecting on Juneteenth
The commemoration offers a moment for organizations to reflect on the progress made toward racial equality. It also allows us to reaffirm our commitment to the work that still needs to be done.
Transparency about the makeup of our workforces is not merely a tool for damage control, nor is it simply checking a box. It’s about honestly assessing current circumstances to catalyze progress. Diversity reporting needs to be an active part of an organization’s inclusion and diversity strategy.
Employers that openly share their diversity data are held to a higher standard, thereby accelerating meaningful change. In turn, companies can cultivate a greater sense of belonging for employees of diverse backgrounds.
The main goal of companies should be to strive towards fostering a safe and inclusive environment for employees. Organizations aiming to enhance workplace diversity are helping make significant strides where all employees feel included and embraced.
(SHRM Online)