How You Can Support Black Employees Beyond February
(Image Credit: Photo by James Eades on Unsplash)
Every February we unite to celebrate Black History Month and recognize the stories, experiences, and achievements of Black people around the world.
As we come together, it’s important to acknowledge how Black Canadians have contributed to our country’s evolution. As the honourable Dr. Jean Augustine said “Black history is not just for Black people - Black history is Canadian history.”
This year’s theme in Canada is “February and Forever: Celebrating Black History today and every day.” At Life Works Well we will be recognizing historical Black figures who have made a meaningful impact on our country. This year, we would also like to acknowledge current Black changemakers who are bringing positive change to our communities and inspiring others today.
While Black History Month is dedicated to amplifying Black voices and highlighting Black leaders, it’s also a valuable opportunity to consider how we are supporting Black people beyond the month of February. Are we listening to our Black employees? Have we created an inclusive culture? Are we addressing the challenges Black Canadians experience in the workplace?
If we aim to create meaningful change we need to understand the discrimination Black Canadians experience every day. This includes addressing the racism and systemic barriers that Black people face in the hiring process, in the workplace, and in their daily lives.
Although Black Canadians have demonstrated progress by employers on addressing systemic racism, it’s clear that there is still work to be done. Research by KPMG has revealed that 12% of Black Canadians believe their company’s promises to be more inclusive are lip service and 20% say their companies have taken no action to address systemic racism.
Here are a few ways that you can support black employees this Black History Month and demonstrate your commitment to creating an equitable and inclusive workplace.
Create a Safe Environment
Building an inclusive environment means creating a safe space for Black employees to discuss the discrimination they face in the workplace. Many employees remain silent when they experience racism in fear of retaliation. Listening to the experiences and perspectives of Black employees shows that their voice is not only heard but also valued. 40% of Black Canadians have reported discrimination in the workplace. These reports indicated dismissiveness, being passed over for promotions, lower pay, or insensitive comments or jokes.
Initiating an open discussion will help you understand and address the racial microaggressions your Black employees have faced in the workplace. An open conversation also allows non-Black employees to challenge their own biases and internalised racism. When you provide a safe environment for Black employees to contribute to the conversation, you can also learn where you need to improve.
Review Your Previous Initiatives
While you celebrate Black History Month, review your previous diversity and inclusion efforts. Reflect on whether you have made progress and identify areas that need improvement. What practices and policies need to be improved to challenge racism? What are you doing to support Black employees throughout the year and not only in February? Consider how you are addressing racist or discriminatory comments in your workplace.
Despite progress by employers, many black employees continue to report discrimination in is the hiring process. According to a report by Harvard Business Review, 25% of Black candidates in the U.S. received callbacks from the resumes where they changed their names or removed their association to Black organizations compared to the 10% who didn’t make any changes. Determine whether your hiring process is fair and identify ways to eliminate racial bias when recruiting.
The survey by KPMG also offered several recommendations by respondents, including 84% who suggested appointing more Black Canadians to the board of directors and 83% of respondents who suggested more anti-racism training and education. Including diverse voices in this process can help organizations show that they are taking significant action and following through with their plans.
Develop Mentorship Opportunities
Creating mentorship opportunities allows underrepresented employees to overcome the obstacles and barriers that prevent them from acquiring leadership positions. A mentor can help their mentee develop new skills, expand their network, and introduce them to new opportunities. As many Black professionals continue to be overlooked during promotions, mentorship can enable Black employees to build relationships with senior employees.
Developing mentorship initiatives is also beneficial to creating a diverse and inclusive culture. Reverse mentorship is a productive way for those in leadership positions to understand the experiences and challenges of minorities. Mentors and mentees can celebrate Black History Month together by sharing why Black History Month is important to them, attending events, or supporting Black-owned businesses.
As we celebrate and recognize the achievements of Black Canadians every February, it’s also important that we reflect on our progress and determine how we are supporting Black people every day. Listening to your Black employees and incorporating their feedback is crucial to demonstrating your commitment to a more equitable and inclusive workplace.
Join us on Friday, February 25 at 12:00 p.m. for our next Life Works Well Mentor Circle: Reinventing History and Ourselves. Register here.