Let's Fix It: Your Black History Month Backlash

Black History is supposed to be a time to remember and celebrate the history of blacks across the African Diaspora and their contribution to the world. 

The problem still lies in the fact that black history month is still viewed as an “outside” thing... Something that happened in isolation when rather, it is an integral part of American History. 

We have companies that are still trying to coordinate efforts for commemorating BHM as of today when it should already have been planned! 

Then, there’s the black professionals within companies that are so accustomed to their company doing absolutely nothing to commemorate the month, that they are appreciative of lack-luster efforts such as 

• faded, lack luster Zoom backgrounds with Black History facts, icons, sayings. 
• Weekly social media posts highlighting the same african american figures you see and hear about 
• Making small one time donations to NAACP and UNICEF 

I’m sorry but that’s an embarrassment to the black community. That’s an afterthought of black history. Better yet, that’s an indication of trying to pacify your black employees. 

Stop being paralyzed by fear of disrupting the white normative.

Here are 5 things to consider before Black History Month 2023: 

1. If black history is important to your company… why wasn’t the month planned the year prior? Black History Month planning should have been underway last summer/fall.
2. If black history is important to your company… how is the company keeping the conversations alive BEYOND February (and beyond June– because I know this will happen again for Junetenth). Note to the wise… if you don’t have Juneteenth plans, START NOW!! 
3. What about launching a company wide audit to do a pay analysis that breaks down the pay disparities by race and gender within your company… to celebrate BHM? 
4. If your company isn’t performative, What about a multi-part series educating the entire organization on racial injustices and how that impacts the effectiveness of organizational growth?

**Side bar– have you noticed trainings that are “deemed '' pivotal to business operations and revenue will be required but a training on Mitigating Unconscious Bias or Cultural Intelligence is often “optional”---- another story for a later article** 

1. What about providing black employees covered access to black mental wellness practitioners (therapists, counselors, etc) to encourage your black employees to take advantage of wellness resources. 

Accountability is needed for growth. If there’s no accountability, the resources are useless, education is useless, and diversity “statements” are useless. No one needs another social media post about a prominent black figure. No one needs a zoom banner, no one needs a kente cloth candle. What is needed is action that influences change coupled with action that contributes to the well being and growth of the black community.

Next time you’re in a meeting regarding initiatives or programs that are meant to benefit the black community, ask yourself… “How does this actually help black people and how do I know it will help?”

It’s a different world now, empty gestures are being called out and it’s becoming very clear who is for racial equity and who isn’t… 

Hopefully soon we’ll see— A Different Workplace. 

If anything here resonated with you, subscribe for next month’s newsletter, share this with your network, and drop a comment with your thoughts below! 

What other programs, initiatives, and or efforts have been impactful for amplifying the needs and solutions of black professionals experiences in the workplace?  

#diversity #business #leadership