Black History month 2023 – ‘Saluting our sisters’

October is a special month filled with inspirational stories of success and achievements made by Black people. The theme of this year is ‘Saluting our sisters/Celebrating our sisters,’ which highlights the crucial role that Black women have played in inspiring change, in our workplaces and communities. It’s not solely focusing on Black figures from decades ago which misses the modern history-making Black women in our midst.

Black people have always been at the forefront of social justice movements, fighting against oppression and paving the way for change. Yet, the achievements of Black women have too often been overlooked or forgotten, despite their countless contributions to society.

Various research findings have highlighted how Black women’s experience of a workplace differs from others, when compared to Black men or white women. Black women have unique experiences in the workplace, and they face a double burden of both sexism and racism. (Gallup centre of Black voices, 2020). In a BITC, 2018 survey, Black women reported that they were overlooked for promotion (BITC, Race at work, 2018). In March 2021, an article highlighted that Black women are missing in the UK’s top 1%. (QLFS), T. Almeida, E. Brodnock, G. Lordan). Although we celebrate the achievements of Black women, the stats shine a torch on the inequalities that are still prevalent in our workplaces and society.

Celebrating the contributions and achievements made by Black women, should not be confined to 31 days, sadly, this is often the case. It’s time we change this. We need to build workplaces where every employee feels they belong, can be their authentic selves, are valued and respected.

Employers must commit to sustainable change, implementing action plans and processes to support Black women feel they are respected, valued, included, heard, and can succeed. These processes should be measured and monitored for progress.

 

Employers must commit to:

    1. Build consensus on strategy and gain commitment and buy-in from senior leaders on driving and leading inclusion in the workplace.
    2. Set inclusion objectives for management groups and measure the elements of inclusion.
    3. Engage, and genuinely listen to diverse groups to understand needs and develop policies, practices, or approaches that support and nurture inclusion.
    4. Employers should proactively and appropriately sponsor, promote, protect, advocate for Black women. The focus needs to move beyond mere inclusion.
    5. Educating and raising awareness of different diverse cultural values for all employees.
    6. Ensure Line managers are equipped with skills to manage diverse teams and have confidence to call out inappropriate behaviours such as:micro aggressions, workplace slights and affronts.
    7. Focusing on strengths and individualising the support i.e., adopting an equity lens approach where those who need a bit more help can get it.
    8. Celebrate success.

#WEMATTER