Some black professionals say they are wrestling with difficult emotions between their personal and workplace identities amid the protests about police brutality. "As much as I want you guys to see me as a fully realized human, I also want you to see me as a top performer who can get things done," says Damon Munchus, an executive director at JPMorgan Chase.

Employers should continue running their employee mentoring programs, even during the current pandemic, to help keep staff engaged and build talent pools for succession plans, writes Gracey Cantalupo, chief marketing officer at MentorcliQ. Cantalupo offers tips for making these programs successful, including maintaining routines with participants and helping them mitigate feelings of uncertainty.

Employers should proceed with caution as they "reboard" furloughed employees, understanding the legal and tactical risks as well as being mindful of the loss of engagement among employees. "Even though a furlough is a 'better' option than a lay-off, the furlough was still a stressful event for all involved and likely eroded the trust between employees and the employer," said John Land, senior principal at Mercer.

New technology will help reopen offices, but it falls on employers to enforce social distancing and effectively use technology, writes Stacey Higginbotham. Door- and ceiling-mounted sensors can track room occupancy, while Bluetooth beacons can enforce distance rules, but "companies will need to invest in programs that educate employees about that technology, in particular what its role will be going forward," she writes.

Nationwide protests against police brutality and a public conversation about systemic racism have put the onus on HR leaders to be clear about their commitment to inclusion and diversity, and to engage with employees about issues of equity, writes Lauren Romansky, founder of the Gartner Diversity & Inclusion Leadership Council. HR leaders need to demonstrate empathy, proactive allyship and long-term action, Romansky notes.

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