The celebration of Black History Month is a sign of respect. When done genuinely, it acknowledges the contribution of the black person and the individual who identifies as black to the progress we have made in the world of work and our communities and society. Â
This is all the more poignant in 2022 as the black community has been one of the worst hit by the effects of the pandemic, whether in their health, according to the Office for National Statistics and Public Health EnglandOpens a new window , or finances, according to the Office for National Statistics.Â
There is a significant opportunity to ensure this year’s black history month is one in which there is pivotal change and an acceleration of the inclusion agenda. This impacts not only the black talent in an organization but indeed all talent. Â
The key to getting it right is to be intentional and come from a place of love. Love is the unconditional acceptance of all of who you are — warts and all — and the unconditional acceptance of another person. It is the ability to see another human being for who they are and see the innate beauty that every human being has. Black History Month should, therefore, be a celebration of what it means to be human and, in the spirit of Ubuntu, acknowledge that without the black person, there would be no world.Â
Soapbox moments over, in addition to the exposition of history and culture, there are pragmatic ways in which HR can celebrate Black History Month in a way that makes a genuine difference. Â
Here are six ways in which this can be done:
1. Launch a Rallying CallÂ
Launch a recruitment drive for allies, mentors, and sponsors in your organization. Put awareness, training, and support networks in place and match them one-to-one with the black talent in your organization. Celebrate and acknowledge the pairings and ensure that you have adequate check-ins, reviews, and feedback loops to enable psychological safety and security.Â
This is important because, for both parties, being mentored and mentoring, for example, may be a new experience, and the very first experience people have must be positive. For something as important as this, there is no room for ego, and we all need to acknowledge we have something to learn.Â
2. Hire an Inspiring Speaker
Bring in a powerful, pragmatic, and impactful motivational speaker — an individual with charisma who will share their lived experience and hold the mirror up. However, if, when this happens, everyone is left feeling great, but nothing worthy happens afterward, you run the risk of leaving your people disillusioned. If you have a motivational speaker that comes along and lights the spark and energy around a renewed business case for black inclusion, what you must do in addition, is plan the “so what?†element. That means the actions to be taken, with whom, when, where and how so that the spark that is lit becomes a fire that continually burns.
3. Harness the Power of Storytelling
Do not underestimate the power of storytelling. It connects, and it unites. Sharing lived experiences sparks emotion and compassion amongst colleagues. This is, therefore, a great activity to curate with the support of key individuals from your black talent population across the organization. Doing this should, however, be accompanied by providing support for the individuals who share their stories. To ensure that they make a difference, there should be an action planning session afterward. Each storyteller should be asked the question, “who needs to be present and what actions need to be taken to ensure there is significant progress and by whom?â€
4. Take a Close Look In the Mirror
Assess the effectiveness of past activity surrounding inclusion and diversity and specifically for black talent in your organization. What has or has not worked and why? The insights gleaned from this will enable the activities and initiatives planned to be meaningful and impactful. Organizational leaders who learn from their experiences and implement that learning are leaders who succeed.Â
5. Call Allies, Sponsors, and Supporters to Action
It is good to consult the relevant employee resource groups and their equivalents on what should be done, when, where, and how. However, additional stakeholders should be consulted for their thoughts, contributions, and support, too — stakeholders who are and would love to be allies, mentors, sponsors, and supporters from across the organization, vertically and horizontally. Choose to go for the “different†by asking yourself, “who can we involve and/or consult that we wouldn’t ordinarily or immediately think ofâ€? Then include them.Â
6. Embrace Love-based Leadership
If there ever was a time to initiate dialogue on love-based leadership and culture, Black History Month is that time. When all your people, regardless of their race and background, feel genuine like they belong and are included, you create the backdrop for the possibility of ground-breaking innovation. It is also a great way to unite all parts of the organization. Engage in dialogue on how love can be defined in your business, the difference it would make if it were present, the barriers that exist currently, and how those barriers may be overcome. Then agree on the way forwards.Â
Celebrating Black History Month can be powerful, invigorating and enable pivotal change that benefits not only your black population and your people who identify as black but also ALL of your population without exception.
How are you celebrating Black History Month in your organization? Let us know on FacebookOpens a new window , TwitterOpens a new window , and LinkedInOpens a new window .