International WELL Building Institute (IWBI)’s Post

I was asked to delve deeper into the black leadership void and what could be done ! Well, the “Black Clergy” has been looked at as ineffective, and now they’ve been rejected. It does not diminish their contribution but acknowledges a shift in how leadership is perceived and accepted. We are at a point where it will take a concerted effort from Black professionals across various fields-people who possess both the intellectual rigor and cultural understanding of our community- to guide us through this crisis. These individuals, whether in education, healthcare, law, business, or urban planning, have the potential to inspire hope and empowerment. They have the knowledge and experience to develop actionable strategies that address issues while restoring confidence in leadership.   The solutions we need are not just spiritual; they are structural and require a deep understanding of policy, economics, and social frameworks. These leaders are not far removed—already embedded within our communities. They are the educators who understand the impact of underfunded schools, the doctors and mental health professionals who see the disparities in care, the lawyers working within the justice system, and the entrepreneurs building businesses despite barriers. Black professionals must step up to fill the leadership void in ways that reflect our people's modern needs. Only then will we be equipped to address the crisis by responding to its symptoms and dismantling the root causes with strategic, community-centered action. This is a call to action and a necessity for our community’s future.

How can businesses and colleagues be effective allies to Black employees year-round? #BlackHistoryMonth #LinkedInNewsUK Employers and colleagues can be effective allies to Black employees all year round by: 💡 Calling out microaggressions and discriminatory practices as and when they happen (and not remaining silent) 💡 Creating environments where everyone feels psychologically safe and like they belong 💡 Being mindful of the isolating impact that being the 'only one' in the room can have on some people 💡 Developing awareness of their own biases and not letting them influence their decision-making 💡 Making sure that DEI initiatives are not performative 💡 Looking at DEI initiatives through an intersectional lens 💡 Creating level playing fields 💡 Listening to understand 💡 Avoiding the 'birds of a feather flock together' and developing relationships with people who are different from them As we come to the end of another Black History Month here in the UK, remember that Black employees face challenges all year round and that Black history is for life not just October. What else would you add to this list?

Continuing our spotlight on #ReclaimingNarratives during Black History Month Nadine L. shares her three words on her experience as a black marketer: Me, myself & I – as a client-side marketer it’s only really when I’ve worked at large international or global organisations that I have worked with other black marketeers.   Change – because that has been my experience, I’ve made a conscious effort to support and advocate for a more diverse industry at all levels, as Join Our Table co-founder, Lollipop mentor, Bloom in Colour co-lead and more.   Resilience – Managing challenges, perseverance are all capabilities you need to be a successful marketer. When you are from a minority group you can sometimes be the person who has to advocate for different groups, that may have to say, that campaign lacks representation or is tokenistic and that can be a heavy burden. Increased representation, more awareness and a desire to do better would remove some of that weight from people’s shoulders. #BloomUK #TogetherWeBloom #BlackHistoryMonth

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

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.

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

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

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

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.

This event was about collective wisdom and great talent coming together causing new levels of Community, Connectedness and Compassion in our business. Our Theme: #Fearless #Focus #Forward!! J.P. Morgan Wealth Management is right on point!!