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:
- 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.
- 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!!
- 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?
- 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**
- 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
Licensed Marriage And Family Therapist at Fig Tree Therapy Center
2yI came upon this today and I love it. I'm so tired of having Martin Luthet King Jr. being appropriated and conveniently trotted out to push tired empty platitudes. I'm tired of the conditioning that we've endured which is designed to generate a feeling of disregard, anxiety or awkwardness when discussing black issues, perspectives, history, social equity etc. Black history is American History. We've been grossly uneducated about the facts for so long that it needs more than a month.
Diversity, Inclusion & Belonging Leader| Program Management| Talent Acquisition| Employee Engagement| Human Resource| Informatics Education| Realtor
2yLove It!! 💪 💜 🖤
Visionary Executive Leader | Strategic Business Consultant |LinkedIn Branding Expert Passionate Community Advocate: Driving Impact and Empowerment"
2yGreat article and way to name truth and enlightenment needed for companies who care to "Fix It". Both companies I get to be apart of are looking at intentional ways to hold space for accountability to commitment and creating more than benchmarks and baselines of diverse faces but instead looking at true equity and belonging for black employees.
Human Resources Administrator | Onboarding | Facilitator | Relationship Builder | Collaborator |
2yI enjoyed reading your article and I completely agree with what you said. The truth must be spoken. I am glad you don’t sugar code. Also, A Different World was one of my favorite shows to watch! It inspired me to graduate from college. I still watch the reruns.
People Developer | Organizational Change | Learning & Development | Corporate Trainer | Empowering Working Moms to Achieve their Career Visions While Strengthening Organizations to Retain Them
2yI absolutely agree that employers should be more inclusive of their Black employees throughout the year. One of the things I have been encouraging organizations to do is have Black mentors and coaches who have successfully gone up the career ladder available to help the Black employees who desire to have the same mobility. And, to not have this available only in February, but to include it in their Employee Development/Training programs so that it is a consistent availability/need/opportunity. Thank you for your newsletter and for sharing the need for A Different Workplace!