As we move into Black History Month it’s important that to be intentional of how we will honor this time, rather than check a box.
The last year put pressure on companies and leaders to not just acknowledge the areas where we still need change but to actually do the work of growth, listening, and creating more equitable workplaces and culture.
Over the past several years there has been an increase in D&I in the workplace. However, sadly most of these initiatives have merely equated to Unconscious Bias training and Employee Resource Groups (ERGs), both are just stepping stones that shine a light on the areas we maybe didn’t know existed before.
But what good is it to shine light on a mess but then do nothing to clean it up?
Our employees are anxiously waiting to see how we will approach the situation. More than ever, leaders and companies are under a microscope. All employees are watching and examining each step, action, and decision we take. Will we use this time to practice self-awareness as leaders and organizations or will we gloss over it—highlighting a few shining employees and go back to our day-to-day? This is the definition of privilege, being able to check-in and check-out on the issues of equality and inclusion.
So what are some ways you can approach Black History Month and take measured steps towards improvement?
1. Empower your D&I, employee engagement, and culture team(s) to work together on creating meaningful dialogue and opportunities for engagement during this month.
Volunteer with a local group in supporting black and POC neighborhoods and organizations
Hold an event interviewing a black author or artist in your community
Share information or host a discussion about Black Joy. Highlighting aspects of black culture and family traditions.
Highlight various aspects of black culture by inviting black employees to share something: a poem, piece of artwork, song, dance, etc. You can send out links and articles to the whole organization showcasing the talents and culture of your employees.
Leading a book club. It could feature a new black author or go deeper in addressing issues of racial inequality, for example, So you want to talk about race by Ijeoma Oluo
2. Host a series of discussions or listening sessions. It is important to plan this, be very intentional of the structure, how you will hold space, and ensure it stays honoring and respectful. I have seen these turn negative very quickly. Follow the following guidelines to do this well.
Start with hosting discussions on topics such as a panel of employees sharing how their hair is part of their identity, how corporate America can be more inclusive of cultural differences, and hearing directly from Black leaders who share their career journey and lessons learned.
Bring in a guest speaker who specializes in leading these discussions on allyship and intersectionality.
Empowering 3 or more black colleagues to host a listening session. These should be from various levels, not all senior but a combination of senior level to emerging leader. Do not put this responsibility on 1 person, this puts them in the place of “speaking on behalf of their entire race” and can be counterproductive and offensive.
Have 3 or 4 questions planned for the discussion. Be sure to work with leaders who are black or person of color to form these questions. Present the questions you will be discussing at the beginning of the session, this way people know what to expect and can begin thinking about what they may want to share.
Have at least 1 executive sponsor the event. This person does not need to speak—in fact, it is probably best that they do not speak. But be present and thank those that share. This person also should serve as the person to take notes and feedback to facilitate a discussion with the entire leadership team later on areas they can work to build a more equitable workplace.
Be clear that this is a time to listen. Explain to everyone that the session is for all of us to grow, learn about other’s experiences that you personally may not be aware of, and become allies to our coworkers and colleagues to promote a more inclusive and equitable workplace.
Have parameters set up. If arguments start or insulting comments made, shut them down. They will not be tolerated.
Acknowledge that we are here to share experiences, not air opinions. Everyone’s experience is valid.
Don’t force anyone to talk, even by encouraging or asking someone to speak up. Not everyone will want to speak and this is ok. Even just encouraging someone to share something can violate that person’s comfortability and potentially put them in a situation they feel they have to share or it could hurt their career—this is not ok. Just hold space.
Lastly, but perhaps most importantly. Follow up with how you are going to use what you learned and make improvements. It is important for employees to not feel like they shared personal information and experiences for nothing. If you do nothing after February it will break trust with your employees and you will have to do even more to rebuild and move forward. Ensure most, if not all, the executive leadership team is present. Have one person take notes and facilitate an action planning session with ELT, D&I team, and HR after the event to discuss ways they can fix broken systems, grow, and improve the workplace for all employees.
3. Invest in training and support to help the organization as a whole create a more diverse, inclusive, and equitable work culture. The work here is deep. Do not try to take it on by yourself. A specialist will help you dig into all areas of the organization to uncover blind spots. Examples:
Talent acquisition practices
Values and culture
Pay practices
Processes, policies, and procedures that may be discriminating against members of your employees
Leadership and sponsorship
Learning how to discuss race, not hide from it, in respectful and empowering ways
None of this is an exhaustive list.
It is understandable that these can be uncomfortable conversations to navigate, but they are vital if we are to make progress in this space.
Remember, our goal is to practice brave leadership—that means we don’t shrink back in difficulty but choose courage over comfort.
If you have questions or need advice on any of these suggestions, reach out. You are not alone in growing and deepening your culture and leadership.