Chikere Igbokwe (She/Her)’s Post

Day 24: Commit to Policy Change Within Your Organisation Black History Month is more than just celebrating achievements; it's a call to action. Today, let's commit to turning reflection into real change within our organisations. Here's how we can make a difference: 1. Review and Revise: Examine existing policies for inclusivity gaps. Do they actively promote diversity and combat discrimination? Are there barriers to career advancement for Black employees? 2. Listen and Learn: Create safe spaces for Black employees to share their experiences and suggestions for improvement. 3. Set Measurable Goals: Establish clear targets for increasing Black representation at all levels, from entry-level to leadership. 4. Invest in Development: Provide mentorship, sponsorship, and professional development opportunities specifically designed to support Black employees. 5. Hold Leadership Accountable: Ensure leaders are champions for diversity and inclusion, and that progress is regularly tracked and reported. Remember: Meaningful change requires ongoing effort. Let's make this Black History Month a turning point for lasting progress within our organisations. #BlackHistoryMonth #ActionNotWords #PolicyChange

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 want to elaborate on that final statement from my previous post. As Black professionals, our presence in corporate spaces is not just a win for diversity—it’s a win for innovation. Too often, we face environments that make us question our worth or whether we belong. Let’s be clear: we do. Understanding and articulating our unique value proposition is vital. Whether it’s our ability to bring fresh perspectives, our cultural competency, technical proficiency, or the leadership qualities forged through adversity, we bring indispensable value to the table. But recognizing that value is only the first step. We must also advocate for ourselves unapologetically. We deserve not only to occupy these spaces but to thrive in them. By embracing our worth and supporting one another, we can dismantle stereotypes and redefine the narrative around Black excellence in corporate America. Let’s continue to lift our voices, build opportunities , and inspire the next generation to believe that they, too, belong here. My experience with my colleagues at AFROTECH helped to reaffirm this initiative.

Being black in the workplace shouldn't feel like a taboo 🥴 But why is it that every year when Black History Month rolls around, senior members mention it, and suddenly, there’s an awkward glance at every Black colleague, like we’re a part of Madame Tussauds? Here’s the reality: Yes, we want an inclusive workforce, but some of you don’t realise these actions are microaggressions. And why is it always someone who isn’t Black leading the planning for Black History Month? What’s up with the fixation on “Black cuisines” as if food alone is the answer? We already have Enish, 805, and Lit Lounge. What we want is change: Why limit Black History Month to cultural food as the main attraction? Why not address the real issues of diversity and inclusion? There are plenty of Black faces in corporate, yet somehow we’re sidelined when it comes to organising events meant to honour our history. Instead of “celebrating” with food, how about focusing on real progress? ✊🏽We want to be recognised for our daily contributions, not just in October. ✊🏽We want inclusive hiring where names aren’t overlooked due to bias. ✊🏽We want Black employees in leadership, not just in token positions. It’s time for real change - not just cultural food as the incentive.

For #blackhistorymonth, Amex’s Black Employee Network (BEN) hosted a panel to discuss authentic and courageous leadership, both within the Black community and at Amex, featuring Marques Zak, Curtis Wilson, Sarah Dodds-Brown, Adarian Sneed, and Brittany Powell. Brittany has been on my team leading one of our Cobrand Partnerships for the past 2 years. I was inspired by the conversation and wanted to share 3 insights from Brittany that really resonated with me: 1. Drive change and be courageous to follow through: Advocacy doesn’t mean having the loudest voice in the room. We all can be a champion for change through daily actions, big and small. 2. Create comfortable spaces: It’s all of our responsibility to foster environments where everyone can be seen and heard. For Brittany, what’s given her comfort is knowing that her leadership has created a safe space for her to show up as her most authentic self. 3. Black History happens every day: Brittany reminded us that Black history is happening all around us and it’s important to celebrate those moments beyond February. Some ways she puts this into action is by following emerging Black talent, keeping up with changemakers across industries, and supporting Black-owned businesses.    I really loved Brittany’s comments. They were so simple, effective, and easy to put into practice. Having Employee Networks like BEN reinforces confidence and reminds colleagues they have peers of similar backgrounds in the workplace, and I am committed to continuing to support and elevate the voices of our Black colleagues within PML and across the Blue Box.

🌟 As #BlackHistoryMonth draws to a close, let's remember: the celebration, recognition and empowerment of Black voices shouldn't end today. Black excellence knows no bounds and should be celebrated EVERY day of the year! 🎉 👏 Today, we honor the incredible contributions of Black leaders in talent acquisition and recruitment tech. Their innovation and dedication have shaped industries and paved the way for future generations. 🚀💼 🔍 Let's spotlight just some remarkable Black leaders in this space: Stephanie VanPutten - Founder of BlendScore, challenging bias in hiring through innovative technology. Porter Braswell - Co-founder of Jopwell, creating opportunities for Black, Latinx, and Native American professionals. Arielle Loren Palmer - Founder of 100K Incubator, empowering Black entrepreneurs to thrive in the tech industry. Torin Ellis - A powerhouse in diversity recruitment, author, and advocate for equitable hiring practices. 🙌 Let's commit to amplifying Black voices, not just this month, but every single day. Together, we can build a future where talent knows no boundaries and opportunities abound for all. #BlackExcellence #DiversityInTech #InclusionMatters #RecruitmentMarketing

✨ Black History Month 2024: Reclaiming Narratives ✨ As we celebrate this year's theme, "Reclaiming Narratives, " we take time to reflect on the rich, powerful history of Black leaders who have pushed boundaries and reshaped society. It's crucial to not only honour the stories of the past but also recognise the incredible progress made today while understanding there's still so much work ahead. At Programme One, our mission is clear: breaking down barriers to retaining Black talent in the recruitment industry. We are proud to work in partnership with our agencies to uncover opportunities, bridge gaps, and ensure that Black professionals can thrive in spaces that have long been inaccessible. The next month is a great opportunity to reflect on the transformative power of change-makers before us and consider how we can play a role in advancing the narrative today. By supporting and empowering Black talent, we move closer to a future where everyone has a seat at the table. Together, we reclaim the narrative - creating a more inclusive, equitable industry for the future. 💼💪🏾 #BlackHistoryMonth #ReclaimingNarratives #ProgrammeOne #EquityInRecruitment Franklin Fitch Goodman Masson Gravitas Recruitment Group (Global) Ltd deverellsmith Levin Bruin 11 Investments The IN Group Finatal La Fosse McGregor Boyall Meet Signify Technology Spencer Ogden Sure Exec Search Venn Group Charlton Morris Clarence George

As we celebrate Black History Month, it's a moment for us all to reflect on the profound impact and invaluable contributions of black individuals throughout history. Celebrating contributions, legacy, history, and culture should not be limited to a finite period. It’s about recognizing the contributions publicly. But true celebration is about perpetuating those learnings in our actions, cultures, and communities no matter the time of year. Let’s commit to celebrating these achievements and learning from them. Let's engage in ways that enlighten, participate in initiatives that empower, and support endeavors that drive us toward inclusivity and equality. With that in mind, we want to recognize some of the leaders in our industry who have exemplified these values: Sequoyah Glenn, MBA is a guru of blending creativity and analytical skills into positive outcomes for her clients and colleagues. As the founder of The Black Marketers Coalition and founder of 924 CoOperative, she emphasizes the importance of relationships before business, contributing significantly to both national and local brands. Not to mention, a 2024 Greenbook Future List Honoree! Kai Fuentes is the founder of Ebony Marketing Systems and leads the way in improving understanding of ethic-bound perceptions and attitudes in the multicultural market. She is an IA Laurate, earning lifetime recognition as an outstanding member of the insights community. Pepper Miller of Hunter Miller Group is a nationally recognized speaker, author, and expert strategist. Another IA Laurate, she has been helping Fortune 500 companies better learn how to positively engage with Black America since 1995. Don’t miss out on her latest book, Let Me Explain, Black Again.  #blackhistorymonth #insightsassociation #recognizingexcellence

✨🖤As we mark Black History Month this October, we honor the rich cultural heritage, achievements, and contributions of Black individuals across the globe. But it’s not just about celebrating—it's also about confronting ongoing struggles, acknowledging systemic inequities, and taking deliberate action to drive change. So what can we do? - Critically examine hiring practices to remove bias—from job descriptions to interviews. - Invest in and partner with Black-owned businesses in your supply chain. - Support Black-led organizations and community initiatives through funding or resources. - Challenge biases and microaggressions in your workplace. - Mentor, reverse mentor, or sponsor Black colleagues - Facilitate spaces for open and honest dialogue and learning - Audit and reform company policies to ensure equity in pay, promotions, and opportunities Let’s move beyond words and take action, not just in October, but every day. #BlackHistoryMonth #TakeAction #EquityAndInclusion #BlackVoices #HerSpace #Diversify 

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