Advancing Corporate Leadership Through History: What Juneteenth Teaches Us About Implementation and Lasting Impact

Every June 19th, organizations across the country commemorate Juneteenth, the day in 1865 when the final group of enslaved Black Americans in Texas learned of their freedom, two and a half years after the Emancipation Proclamation. While it’s a historical milestone, Juneteenth also offers an enduring lesson for our time: change doesn’t end with policy. The real, lasting impact happens in what comes afterward.

Systemic inequities in our environment will not disappear without intentional action. Addressing these inequities is not just an ethical imperative; it also drives business success. A report by McKinsey & Company found that businesses with gender-diverse leadership teams are 25% more likely to achieve above-average profitability, while those with various perspectives at the executive level see a 36% higher likelihood of financial success.

Leaders have the opportunity to build teams that reflect varied experiences and actively address longstanding barriers that have limited access to talent from underrepresented groups. The business case is clear: initiatives focused on anti-discrimination enhance creativity and innovation, broaden talent attraction and retention, and increase employee engagement.  

Still, companies must navigate significant challenges to reap these benefits fully. A new law, initiative, or company policy may signal progress. However, the day-to-day decisions, resource allocations, and cultural shifts determine whether those ideals translate into meaningful outcomes. Understanding these challenges—and finding solutions—requires looking at history. Juneteenth is a reminder that policy alone won’t close gaps. Action will.  

How Examples of the Past Shape Our Future  

The National Civil Rights Museum (NCRM), through programs such as the C-Suite Initiative and immersive exhibits, connects historical movements for fairness and justice to the challenges we continue to face today.  

UN Global Compact Network USA staff visited the institution located at the historic Loraine Motel for an intensive two-day offsite strategy session. During this time, staff could explore historical examples of progress through action and pull from those lessons to shape future strategic initiatives.  

In 2021, in the wake of George Floyd’s untimely death and a nationwide period of reflection that prompted the reevaluation of workplace culture, policies, and leadership practices, the National Civil Rights Museum launched a sustainable initiative focused on addressing this pivotal moment. The Corporate Equity Center was established as a dedicated arm of the museum, bridging its deep historical insight with the pressing need for strategic, culturally informed change. Focused on equipping and empowering leaders, the Center works to confront bias, dismantle systemic barriers, and strengthen leadership pipelines at the highest levels.  

Engaging with history offers a powerful lens to examine systemic inequities, address internal barriers to growth, and drive accountability at every level. History becomes a lesson and a catalyst, transforming how leaders think, lead, and measure progress toward a more sustainable future.  

The CEC’s message is simple: exploring and addressing these barriers is essential to operational strength and long-term competitiveness that opens the door to meaningful and measurable results.  

Actionable Steps to Lead Beyond Commitments  

The National Civil Rights Museum is a powerful reminder that history is not behind us but with us. Policies will continue to evolve and set precedent, but it’s never sufficient alone. The American private sector has the opportunity and, increasingly, the influence—to lead with intention in bridging the gap between commitments and progress.  

The UN Global Compact Network USA is committed to providing companies with tools and resources to advance human rights across operations, supply chains, and beyond.

Notably, its Business and Human Rights Accelerator has and continues to help leaders assess risks, develop mitigation strategies, engage stakeholders, and connect with experts to advance human rights due diligence. Meanwhile, the Business and Human Rights Peer Learning Group provides a confidential space for companies to exchange best practices in addressing current challenges, collaborate on sustainability issues, and gain insights from industry leaders in a trust-based environment.  

Whether through the structured learning of the accelerator or the collaborative exchange in the Peer Learning Group, businesses gain the knowledge, tools, and network needed to drive impactful change. These initiatives empower companies to embed human rights into their operations, strengthen due diligence processes, and lead the way in responsible business practices.  

This Juneteenth, let us use history not as a retrospective but to influence our strategic roadmap. One that serves as a reminder that all isn’t finished when the ink dries. It’s built on consistency and accountability in every choice we make afterward.  

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