Carol Stewart MSc, FIoL’s Post

How can businesses and colleagues be effective allies to Black employees year-round? To truly support Black employees year-round, businesses and colleagues should gain insights and understanding into the Black history and culture. This could be done through events where everyone can share their backgrounds through food and stories.. thereby creating a space for honest conversations about experiences and challenges. #BlackHistoryMonth #LinkedInNewsUK

If your company's Black Employee Resource Group has low participation it may be due to a narrow view of Blackness and a lack of executive support OR both. Not every melanated person feels safe self identifying as Black. Some are racially ambiguous - they are perceived to be European, Indian, Indigenous or identify as multiracial; others immigrated from societies where Blackness (Afro-descendants) was erased as a way to explain away racism (there's no racism where race does not exist), and similarly others do not see the value in identifying as a racial group (out of fear that the group is exclusive). To address these concerns Black ERGs MUST BE as diverse as the diaspora! We are a multi-lingual, multi-ethnic and multi-generational community. We represent a thousand shades of melanin. And our ancestors have inhabited every livable continent. ZERO FUNDS for diversity initiatives highlights the lack of value placed on employee well being. Where companies choose to invest is equal to where they want to benefit. And your Black employees understand the correlation all too well. Here's how to turn that around in your favour. Spend on training, reward success, invest in supports and allocate resources for engagement events. This is what diverse investing looks like in DEI. With BHM wrapping up, please share how this Black History Month changed your employee experience. And let's build a stronger community together. I hope you enjoyed my contribution, LeRoy Briggs Visible Majority Advocate and Black Talent Recruiter

It can be lonely being a female black leader in the workplace. Over the last couple of years, I've noticed an increase in the number of clients who come to me because I look like them. When I ask why this is a factor for them, it is usually to do with having a safe place where they do not have to explain or justify their experiences with racism or micro-aggressions in the workplace. A place where they can explore the length and breath of their experiences at work without worrying about being understood. I'll be honest and say that makes me sad because it signals tiredness at not being seen or heard - even when it is crystal clear like with Diane Abbott in the UK's Commons chamber today. I cannot emphasise enough how important it is for organisations with black employees to ensure that they have a diverse group of coaches available to their teams. I make no apologies for this. If you are serious about well-being, psychological and psycho-social safety; this is a must. Certainly miles better than an awareness day during Black History Month. Not all global majority employees will want a coach that looks like them but having the option is a plus.

I once received a job description stating, "this role is reserved for a Black candidate." You can't make this stuff up. This from a business owner trying, in his clumsy way, to make space for Black talent. Obviously we declined working the role. In the wake of George Floyd, Ahmaud Arbery, and Breonna Taylor's murders, our world felt like it was on fire. Companies rushed to support Black Lives Matter, and DEIA efforts surged. Overnight, LinkedIn profiles transformed, with many suddenly claiming a decade of DEI experience to land those coveted roles. New positions were created, events launched, and corporations loudly professed their commitment to diversity. Recruitment agencies with a history of discriminatory practices started hiring Black and Brown talent and boasting about their DEI expertise. We even faced competition from an agency known for discriminating on behalf of clients, all because they spun a tale about being experts in placing diverse talent. The vultures were out in full force. Fast forward to 2024: Companies now claim they lack budget for DEI but still wanted Black speakers for Black History Month—for free. Here's the bottom line: DEI is not a passing trend or a marketing tool. If your company truly cares about DEI, it will commit to it, even when it's not convenient or profitable. Real change requires real commitment.

Great callout Samantha! There is an urgent need for us, as a society, to do so much more - "to make DEI a norm and not something we strive towards." Having a policy in place and a web-page dedicated to DEI is simply not enough. Yes, by all means, allocate a budget for initiatives/talks that contribute to educating and raising awareness among employees. But why stop at employees and recruitment? 1. Procurement / Sourcing Teams can be encouraged (and even rewarded) for onboarding minority-owned local vendor partners or providers who have an established DEI culture. 2. In Canada, I was surprised to see that many employers still require job applicants to write cover letters highlighting their suitability for a role. Perhaps recruiters/ hiring managers should insist on a Diversity Statement as well (especially for people leader positions)? 3. Schools / Universities must consider including DEI as part of the core "life skills/ foundation" curriculum for ALL study streams. 4. Industry Associations can look at how they can integrate and highlight this topic in various conferences and exhibitions etc. 5. Of course, we can have federal and provincial legislations but these often lack teeth and are ineffective on their own. What other initiatives can you think of? I (and a lot of other folks out here) would love to know.✌️ #dei #diversity

What's the scariest thing about Halloween? The number of organisations who after acknowledging Black History Month will wake up on the 1st of November and forget that it ever happened. Poof! All those social media banners disappear, the virtual meeting backgrounds vanish, and those 'lunch and learn' leftovers get tossed in the bin. But hey, at least we had that one off-the-shelf diversity training, right? If your organisation held a panel for Black History Month, what will you do tomorrow to ensure that Black employees will continue to hold power? If you shared inspiring quotes from Black leaders on social media, how will you support Black employees in becoming leaders within your organisation, with the compensation they deserve? If you acknowledged the historical injustices faced by Black people perpetrated by white people and institutions, how will you address the challenges Black employees face in your organisation today? #PerformativeActivism #BlackHistoryMonth #Accountability

The month of October is Black History Month in the UK. The theme this year is Reclaiming Narratives. To take control of the stories of black history, honour the heroes and shine a light on the diverse and profound impact of Black individuals across various fields. Here are a few things you can do in your business to celebrate Black History Month. Remember to bring this conscious inclusion through to the rest of the year as well. ⭐️ Check up on your suppliers 🕵️♀️ Make sure that you are using consciously inclusive and diverse suppliers throughout your business. 💫 Take your team for lunch in a black-owned restaurant. Spending cash in black-owned businesses is a great way to support the black community. 🌟 Research and discuss ‘unconscious bias’ with your team. Everyone has unconscious bias, and this chat is bound to make people feel uncomfortable. But, it's important for everyone to learn to identify, recognise and avoid this, especially in the workplace. I would love to hear what you are planning to do to celebrate this month 😀🤩

Black History Month is almost over...so have you thought about what you're going to do to maintain the momentum? Or is it just a topic to be left on the back burner for another 12 months? Check out the link in the comments to read my Q&A with Flexa and see some of my thoughts on how companies can continue to empower their Black talent throughout the year and throughout their careers! #BlackHistoryMonth #Flexa #KeepTheMomentum

With Black History Month around the corner, I want to address something that happens every year. Many organisations will soon be reaching out to people in the Black community, asking us to share our knowledge, our stories, our experiences for FREE. Let me make this clear: **that’s not okay.** Our expertise, insights and lived experiences have value and it’s high time we stop being expected to offer them up without compensation. The days of exploiting Black labor and knowledge for free are over ***slavery days are DONE.*** You want to have meaningful discussions about Black history, culture and diversity in your workplace? Great. But if you truly believe in equity and inclusion, that starts with paying us what we’re worth. If you’re not budgeting for it, then ask yourself if you’re genuinely invested in progress, or if you’re just ticking a box to look good for the month. Here at the Self Made Speakers Academy, we’re committed to showing our mentees how to get paid their worth and how to find clients who truly value them. Because *equity* means being recognised and compensated for the value we bring not just in October, but *all year round.*" ♻️ Repost, like & comment if you found this interesting 

Unlocking the Power of Rest: A Black History Month Imperative In the hustle and bustle of modern life, the value of rest often gets overlooked. However, during #BlackHistoryMonth, it's crucial to pause and reflect on the significance of rest within the context of the Black experience. In our latest report, inspired by the insightful article from Restful Leadership titled 'It's Black History Month: Prioritize Rest,' we delve into the profound importance of rest as a tool for resilience, self-care, and empowerment within the Black community. This article not only highlights the systemic challenges and historical injustices that have disproportionately affected Black individuals but also celebrates the resilience and strength found in prioritizing rest as a form of resistance and self-preservation. Through compelling narratives, data-driven insights, and practical strategies, we explore how embracing rest can foster personal well-being, amplify productivity, and ultimately contribute to the collective advancement of Black communities. Join us in recognizing the intrinsic link between rest and social justice, and discover how prioritizing rest during Black History Month—and beyond—can pave the way for a more equitable and empowered future for all. Read here: https://lnkd.in/gep2AeDU