Rhea Cartwright’s Post

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.

Here’s what UK Black History Month has taught me: Black History Month is a time to honor and celebrate black lives, talent, and excellence that shapes our communities, society and our world. I’ve quietly sat back this month, to see how many people put a spotlight on it 👀 From the content creators, to culture teams, the DEI experts and the proud business owners. And as someone who scrolls LinkedIn for hours everyday, proportionally speaking, it’s been poor. I’m no expert but as a human with eyes and a brain, I can see that black communities still face deep-rooted systemic challenges. Black people are still fighting for their rights to recognition, equity and justice. So you can tell yourself, that strides have been made and “but my best friend is black”. But it’s clear as crystal, that there’s a lot of work still to be done, on and off this platform. ✨✨✨ Follow me (Taq) and ring my ding dong 🔔 for more unsolicited recruitment advice on how to improve your hiring process, random stories and attention-seeking selfies.

Every October organisations devote significant resources to programming events for Black History Month in order to recognise their black talent and demonstrate their continuing commitment toward race equity. As we enter another BHM we ask: how valuable is it? Earlier in the year we met with representatives from our Signatory organisations to explore the current value of BHM in supporting the experiences of black talent and the business strategy of each organisation. In particular, we wanted to understand what is done well and valued by staff, and what could be considered more thoughtfully. The discussions yielded a number of insights including: 🔸 A struggle to adequately address the complexity of the global black diaspora, spanning any number of complex categorisations.  🔸 A lack of strategic direction from leadership as to what themes would best justify investment that supports the business objectives of the organisation.  🔸 Where there is a ‘bottom up’ approach toward Black History Month, a concern that work is driven by passionate, but often more junior, staff, who may become disillusioned by a perceived lack of support and prioritisation. 🔸 Where organisations are unable to allocate budget to a dedicated programme, it falls to minority staff to drive conversations. Black colleagues may then feel a pressure to become the champion and educator on race.  🔸 White leadership and other colleagues who are not of black heritage can feel that it is not their place to attend events, particularly when there are discussions about the need for safe spaces to discuss sensitive issues 🔸 Events can be a valuable opportunity for the small number of senior black leaders to have visibility with junior staff.  🔸 It is hypocritical to celebrate black colleagues, whilst not establishing corresponding pipelines for their progression within the organisation. 🔸 Black History Month is not the right vehicle through which to drive cultural change.  It places too much strain on a single month and on black colleagues.  Head over to our website to read the full article and our recommendations. https://lnkd.in/e-yZawTr

Today is Juneteenth. And while there has been some progress, and I love seeing more companies and leaders publicly recognize this day, the uncomfortable truth is that this was only 159 years ago. And there is a lot of work to be done. If you’re not sure where to start, here are some ideas: • Support Black-owned businesses • Educate yourself, your families, and your team about Juneteenth and Black history (rather than placing that labor on the shoulders of your Black colleagues, friends, and neighbors) • Advocate for diverse panels, speaking engagements, and events. And then pay your speakers (or offer a fair trade). Yes, even the Black speakers. Giving your employees the day off is great. Understanding this day’s history, traditions, and impact is even better. Anyway, if you need me, I’ll be celebrating one of my favorite holidays and building my company. 👋🏽

This post includes resources to learn more about #Juneteenth.

What did you do this Black History Month? This BHM I took time to listen and help identify how I can serve as a more effective ally. I'm so proud of the work my wonderful colleagues in our Black Excellence network did. And attending their external webinar yesterday, that facilitated a deeper understanding of the importance of the month, one of the questions got me thinking about the harnessing the power of the collective and just asking, what we can do differently? So before I engage further with other teams and our ERG on this, here's my first few musings on things we could do: 1. Pass the mic- get our ERG involved in our external social media - let them do a takeover to voice what they thought needed to be said. 2. Community engagement - highlight some of the great organizations our ERG works with and their efforts 3. Interviews - pieces on on how we can help address this like the racial wealth gap, navigating corporate culture while embracing authenticity, how to be a better ally What would you prioritize / add that you've seen that was really impactful?

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

There's a way to get Black History Month very wrong - but there's also a way you can get it right. Let's focus on how to get it right... 📝 Take notes from brands like adidas, YouTube & Ben & Jerry's who have been doing an exemplary job engaging with Black communities through the 'stewardship' framework ⏰ Find out where the future of brand engagement is headed when it comes to engage diverse communities 💡 Take actionable notes on how you can avoid critical mistakes and make sure your Black History Month Campaigns don't suck in our re-recorded webinar which you can find here: https://lnkd.in/eu84W-Dv

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.

Good morning, everyone. I'm just getting ready for my Confident Conversations session with a charity that booked well in advance. Initially, they wanted it scheduled for Black History Month, but their real aim is to gain the confidence to implement effective and meaningful inclusion work long-term. In every session, we go beyond awareness, grounding discussions with historical context to understand the journey—where it started and where we are now. We break down organisations' major fears around anti-racism, especially terminology concerns. For many, the fear of “getting it wrong” or offending others can prevent real action. Our role is to address these concerns and empower people with the tools to keep moving forward. Our session flows through three practical steps: historical context, addressing fears via real-life scenarios, and fostering brave, confident conversations. Initially, many focused on “getting comfortable with being uncomfortable,” but we now emphasize taking courageous action beyond discomfort. For us, the future of DEI and Antiracism and Allyship is in the implementation stage. If your organisation is ready to move forward, resources are available through our pRESPECT Academy! This month, I’ve embraced spaces celebrating Black achievements, like the inspiring Black Women’s Rise Gala, which reminded me of thewhich reminded me of the importance of nurturing transformative communities. So, if your team is ready to make real strides, book your Active Learning November session with us today.