Ngozi Cadmus’ Post

Referring to Black people as part of the "People of Color" (POC) umbrella is both insulting and dismissive because it erases their unique experiences and minimizes the specific realities of anti-Black racism. While "POC" may seem inclusive, it fails to address the distinct history and systemic oppression faced by Black people in the U.S. Here’s why: ~Unique Historical Experience Black Americans’ history is marked by the transatlantic slave trade, systemic oppression under Jim Crow, and ongoing institutional racism. (An inclusive list would include billions and billions of barbaric & inhumane incidences/ events ) ~No other group in the U.S. has faced the same combination of generational enslavement, legal dehumanization, and systemic exclusion. ~Grouping Black people under "POC" dismisses this specificity and the need for targeted solutions. ~Euphemism to Avoid Discomfort "POC" is often used to soften conversations about race and avoid confronting the harsher realities of anti-Black racism. ~This euphemism makes discussions less direct and diminishes the urgency of addressing systemic anti-Blackness. ~Reclamation of "Black" Black Americans reclaimed and capitalized the word Black to signify identity, pride, and resilience. It acknowledges a shared history and culture, much like terms for other ethnic groups. ~Using "POC" undermines this intentional reclamation and strips away the respect owed to the term Black. ~Cultural and Social Leadership Black Americans have led pivotal movements for equity and justice, from abolition to civil rights. Their sacrifices have often paved the way for progress that benefits all marginalized groups. Grouping them under "POC" minimizes their leadership and treats their contributions as interchangeable with those of others. ~Specificity of Anti-Blackness Anti-Blackness is a unique form of systemic racism targeting Black people through mass incarceration, economic exclusion, and cultural erasure. ~While all people of color may face racism, anti-Blackness requires distinct recognition and solutions, which are obscured under the "POC" label. ~Oversimplification Lumping Black people into a broad "POC" category assumes a false equivalence between vastly different racial and ethnic experiences. This oversimplification erases the unique challenges Black communities face. ~Avoidance of Accountability The POC label can allow non-Black people of color to avoid confronting their own anti-Black biases. By framing all nonwhite experiences as equal, it obscures the ways in which some groups benefit from systemic anti-Blackness. ~In summary, grouping Black people under "POC" erases their identity, history, and leadership. It dilutes the conversation about anti-Black racism and undermines the intentional reclamation of Black. Recognizing the unique experiences of Black Americans is essential for fostering meaningful and lasting change.

Understanding is one of the best pieces of advice that has been embeded in me!

#BlackHistoryMonth #ReclaimingNarratives #Day14 Reclaiming Stereotypes As a Black woman, I've lost count how many times I have heard phrases like: 🙄 "You’re too aggressive." 🙄 "Why are you so angry?" 🙄 "Your people are lazy." 🙄 "Black people are always on Black-man time" For many Black professionals, these are not just words—they are everyday experiences that undermine their contributions, limit their opportunities, and create environments of exclusion. These stereotypes not only devalue Black talent but also reinforce harmful narratives that hinder personal and professional growth. If organisations are serious about inclusion, they must actively work to dismantle these outdated and harmful ideas. An inclusive culture is one where all employees, especially Black employees, can bring their authentic selves to work without fear of being reduced to a stereotype. Creating an inclusive culture for Black people goes beyond diversity initiatives or one-off events. It requires a sustained commitment. Black employees should not have to work under the weight of stereotypes that undermine their talent and capabilities. By committing to intentional, long-term efforts to create an inclusive workplace, companies can help to foster an environment where Black professionals are respected, supported, and empowered to succeed. Below are four tips to help you start building a more inclusive culture for Black employees. Do you have more tips? Drop them in the comments ❤️ #Inclusion #Diversity #BreakTheStereotypes

Reflecting on Change: How Much Has Changed in the Workplace Since The Black Lives matter Movement? The global 'Black Lives Matter' protests of 2020 ignited a wave of corporate pledges to foster diversity, equality, and inclusion in the workplace. These commitments promised to reshape the corporate landscape, making it more inclusive for Black professionals. Yet, as we navigate the complexities of 2024, marked by geopolitical tensions and culture wars, it's easy to feel that the world remains as divided as ever. In honour of Black History Month 2024, our panel discussion will delve into this pressing issue. We’ll explore the progress made since the 'Black Lives Matter' movement and critically assess whether these corporate promises have truly translated into meaningful change for Black professionals. This conversation, guided by this year's theme, will provide an honest reflection on the current state of workplace diversity and the challenges that persist. Join us as we bring together thought leaders, industry experts, and change-makers to engage in a candid dialogue about the realities Black people face in today’s workplace. We'll address the question on everyone’s mind: How much has really changed for Black people in the workplace in the post-'Black Lives Matter' era? This discussion is not just about looking back—it's about driving the conversation forward, identifying gaps, celebrating successes, and setting the stage for the future of workplace inclusivity. 🙌🏾 Don’t miss this opportunity to be part of a conversation that matters. Grab your tickets today 🔗 https://lnkd.in/e9Wrd-bB Co-op #blacklivesmatter #blackhistorymonth #webinar #education #onlinelearningplatform #onlinelearning

As October comes to an end we are also coming to the close of Black History Month and focusing on amplifying Diversity, Equity, and Inclusion (DEI) In workplace environments. As our previous post this month with Johnny Nelson MBE was so popular we promised to come back to "What Johnny had to say" on DEI within the workplace....... What specific challenges have you faced in your career due to your racial identity, and how have you overcome them? I boxed in a multi-cultural gym, where salty language was thrown at you on purpose to teach you to be able to rise above it. I’ve fought in countries where I had to wait over an hour after a fight because the community wanted to go after the ‘black man’ who had beaten their opponent. Racism is real today, but that’s why I encourage uncomfortable conversations. I try to create a safe environment for people to ask questions without feeling they’re going to get punished or embarrassed. If we don’t give people the chance to learn and evolve, how can we expect change to come? How do you encourage employees to engage in conversations about race and other aspects of diversity without fear of judgment or backlash? There’s no doubt people can feel uncomfortable talking about race – because they’re afraid of getting it wrong. It’s not necessarily a person of colour's job to educate people, there’s loads out there if people want to learn. But that said, I would never turn someone away who didn’t want to learn, and who was asking questions. We can all help each other and each other’s communities. If you feel like you could benefit from booking Johnny Nelson MBE within your workplace environment to come down and speak, please see the link below- https://lnkd.in/esA5xFrh #blackhistorymonth #HR #motivationalspeaker

Why Black Professional Organizations Matter More Than Ever. Freelance journalist Maya Richard-Craven highlights the importance of intersectionality in the workplace for Black individuals and the need for discussions on shared experiences faced by Black individuals and BIPOC. Educating oneself on these crucial topics is vital for workplace inclusivity. Highly recommend reading Maya Richard-Craven’s enlightening article “We Need Black Professional Organizations Now More Than Ever. Here’s Why.” It sheds light on the daily experiences of Black individuals and provides valuable resources for those looking to be part of the conversation. Even if you're not directly part of this community, understanding and supporting these initiatives are pivotal for fostering an inclusive workplace environment for all. Read more here: [Link to the article] https://rb.gy/ung95o #Diversity #Inclusion #WorkplaceEquality #Forbes #blacklinkedin #collegestudents #intersectionality

I am interested to hear from all the non-Black folks on socials right now, who are frankly performatively posting and liking photos of Diane Abbott to instead demonstrate the work they and their respective companies have done in the past three+ years since blacksquaresummer.... The approach that is being taken that I have seen thus far is very much telling a story that you think anti Blackness went somewhere else for a while until that statement from person-who-I-do-not-wish-to-name went public. I want to see action and spending and investment into my community at the personal and institutional level because as you were very clearly shown a few short years ago that sharing and liking images is not going to change anything. Here's some examples of what would be great to see... - How have your monitoring and evaluation structures changed to better recognise the invisible labour from Black staff each and every day? - What ongoing training and up-skilling programs do you have in place to develop race fluency across your organisation? - How many people in your Senior Leadership Teams have done more than an hour or so of unconscious bias training in the past three+ years? - Do your employee personal development roadmaps include support and up-skilling on inclusive practise in the respective roles? - How have your policies changed or been amended to incorporate transformational justice lenses that specifically address anti Blackness? - Do your staff satisfaction surveys include insight into how safe your Black staff feel and how supported they feel they would be if they were to encounter anti Black hostility or violence from a colleague? - What are some of the ways whiteness culture is addressed as institutional practise in your company and how have you approached some of those challenges AND found tangible ways to change them that has an impact report attached to it? - How is the participation of your employees/colleagues monitored in the day to day and/or at the training level when it comes to addressing and reducing anti Blackness in the workplace? - How many times have you seen an employee get called out or in? How many times have you done that yourself? - What has changed in the past three+ years for you in the way that you practise anti racism [specifically anti Blackness] both professionally and personally? -- It is not surprising that the bulk of labour in drawing attention to this topic has been done by Black women and Black folk. *A kind reminder that no one HAS to answer these questions, it will always be a choice. But, living in an anti Black society is not a choice for Black folks.

Microaggressions, often subtle and unintentional, can have significant effects on Black women in the workplace. Here are five ways in which microaggressions impact them:⁣⁣ ⁣⁣ 1. Undermining Confidence: Constant exposure to microaggressions can erode confidence and self-esteem. Being consistently subjected to comments or actions that question their abilities or intelligence can make Black women doubt themselves and their contributions to the workplace.⁣⁣ ⁣⁣ 2. Emotional Toll: Microaggressions can take a toll on the mental and emotional well-being of Black women. The accumulation of these subtle slights can lead to feelings of frustration, anger, and isolation, contributing to stress and anxiety.⁣⁣ ⁣⁣ 3. **Professional Marginalization:** Microaggressions can contribute to the professional marginalization of Black women in the workplace. When their ideas are dismissed or their achievements are attributed to affirmative action rather than merit, it can hinder their career advancement opportunities and perpetuate stereotypes.⁣⁣ ⁣⁣ 4. Workplace Dynamics: Microaggressions can create a hostile or unwelcoming work environment for Black women. Feeling constantly on edge or having to navigate interactions fraught with bias can impact their sense of belonging and overall job satisfaction.⁣⁣ ⁣⁣ 5. Physical Health: The stress resulting from experiencing microaggressions can also have physical health implications for Black women. Chronic stress is linked to various health issues, including high blood pressure, cardiovascular disease, and compromised immune function.⁣⁣ ⁣⁣ Overall, addressing microaggressions in the workplace is essential for fostering an inclusive and supportive environment where all employees, including Black women, can thrive.⁣⁣ ⁣⁣ At NANBPWC, Inc., we recognize the harmful effects of microaggressions and are committed to fostering inclusive environments where all members feel valued and respected. Join us in raising awareness about the pervasive nature of microaggressions and advocating for workplaces that prioritize equity and dignity for all. ⁣⁣

Breaking Down Barriers: Embracing Black Identity in the Workforce As National Minority Mental Health Awareness Month comes to a close, it's crucial to acknowledge the challenges faced by Black professionals in the workplace: 64% of Black employees feel the need to conceal their true identities while at work. 45% of them grapple with mental health issues stemming from workplace stress. Research shows that companies that prioritize not that check box diversity and inclusion witness a 35% increase in financial performance. To foster a supportive work environment, it's essential to appreciate the diverse backgrounds and experiences within the Black community. Avoid generalizations and stereotypes by: Understanding the unique roles and responsibilities of each individual. Identifying key resources for support and guidance. Respecting reporting structures to promote transparency and accountability. Let’s continue to celebrate the rich cultural tapestry of the Black community and promote inclusivity in the workplace. #ConsciouslyExposed #Inclusion #Diversity #MentalHealthAwareness #BlackIdentity #WorkplaceCulture

"Your anger isn't like other women's anger. It is. But it won't look the same to them." My mother's words echo in my ears every time I step into a professional space. 👑 When they get angry, it's passion. When we get angry, it's problematic. When they get frustrated, it's justified. When we get frustrated, it's "attitude." When they speak up, it's leadership. When we speak up, it's "being difficult." The weight of this double standard sits heavy on our shoulders. We learn early that our emotions come with a tax - the "angry Black woman" tax. A price we pay for daring to feel, to express, to exist authentically in spaces not built for us. I think about this as I watch Black women in workplaces: Swallowing their reactions to microaggressions Softening their tone in meetings Shrinking themselves to make others comfortable Calculating every response to avoid stereotypes And Lord, when we dare speak about race? We're not raising awareness - we're "race-baiting" We're not sharing experiences - we're "playing the race card" We're not seeking change - we're "causing division" At Happiworkers , we see you. We understand the exhaustion of navigating these double standards. Of having to police your emotions because society has already decided what they mean coming from your Black body. To every Black woman measuring her words, monitoring her tone, managing others' perceptions: Your anger is valid. Your frustration is justified. Your emotions are human. Your experiences are real. And to organisations claiming to want authentic employees: Are you ready for Black women's authentic emotions? Or do you only want authenticity that makes you comfortable? Because true inclusion isn't just about having us in the room. It's about letting us breathe in that room. Letting us feel in that room. Letting us BE in that room. #BlackWomenAtWork #WorkplaceEquity #AuthenticLeadership #RacialEquity #HappiworkersCommunity #ProfessionalDevelopment 🔍 Is your workplace truly inclusive? Find out in 2 minutes. Take our Racial Equity & Mental Health Survey now. Free, confidential, instant results. Link in comments.