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When it comes to black history, all too often we look only to the past and recognize extraordinary leaders like Dr. Martin Luther King Jr., Rosa Parks, and Frederick Douglass. While it’s important to honor the shoulders we stand on, now is the perfect time to recognize and appreciate how today’s leaders are making a big impact in the business world. Whether an employee is a top executive or just a staff member, this month — and throughout the year — you can and should show appreciation for your Black employees in the following ways.
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Mark their contributions
In business, we know that leaders are often portrayed as white and male, but the proportion of African American leaders in all sectors of the business world is on the rise. Spotlighting modern black leadership and paying attention to their contributions is a powerful way to recognize black excellence in your company.
Consider spotlighting (with permission, of course) black leaders in your company. Showcase the impact their leadership has had on the company, what they are working on now and what they plan to achieve in the coming year.
If you don’t have many black leaders in your company, work hard to change that, but in the meantime, think about what other black employees are doing good work that often goes unrecognized. Offer to share their accomplishments, awards, and achievements company-wide – not just this month, but throughout the year.
No matter how big or small the role of a Black executive, all employees can benefit from seeing contemporary Black excellence live and breathe throughout the organization. Representation is important, and for many Black staffers there is a hunger to see people similar to them recognized for their company-wide contributions. Highlighting Black excellence can be a powerful way to foster an environment of belonging and appreciation throughout the year.
Related: Here’s how to make the most powerful DEI calls
Remove the burden on black employees to plan for Black History Month
Who in your organization typically manages Black History Month programming? Is it the Chief Diversity Officer? The HR department? Or a lone black worker? Whoever it is, it’s worth recognizing that Black History Month planning weighs heavily and often falls on the shoulders of those most affected by it, such as women and people of color. It is time for a shift in that paradigm.
Instead of addressing the lone black employee in the office, whose job may not fall into the diversity, equity, and inclusion (DEI) department at all, consider talking to that employee instead. By that I mean getting their feedback on what they would like to see or experience during Black History Month. But not without doing your own homework first. Gather feedback from Black employees who can inform Black History Month without expecting them to do the activities. Ask if they would like to see a keynote from a particular speaker at a company event or if they would appreciate a private lunch with other Black employees. Would a day off be appreciated instead of a busy day of activities?
In addition, there is a unique opportunity for leadership (whether they identify as black or not) to be initiators of programs centered on black excellence. They can learn to recognize the contributions of Black employees in a way that puts those employees in control of what being appreciated for them looks like. The ultimate goal is to help black workers feel supported without overwhelming them with the burden of all the work.
Related: Don’t Call It for Black History Month: 5 Ways to Show You Get Called All Year Long
Encourage non-black employees to educate themselves
Black history is happening now. Every month there is a new book released by a black author, a Netflix special directed by a black creator, and a conference with a black keynote. It’s time non-black employees took the initiative to educate themselves without putting the burden on black employees to be educators.
For example, one of my friends, Minda Harts, published a book called Right Within: How to Heal from Racial Trauma in the Workplace that shows women of color and people who mentor women of color how to navigate trauma in the workplace in a thoughtful way. This book is a great self-study resource for learning how to support Black employees who may be experiencing workplace trauma.
Another fantastic black ghost is that of Issa Rae. She is the writer and producer of Insecure And Clumsy black girl. She uses media and storytelling to tell black stories in a modern way. Your employees and millions of others can access her work across platforms.
Finally, a connection I have on LinkedIn, Madison Butler, shared a post listing over 2,000 black speakers available across the country. Whether it’s Black History Month or not, there are hundreds of speakers from a variety of disciplines ready to share their expertise and insights. All they need is an invite from your organization with a commitment to pay them what they’re worth.
All this to say that if your company and its employees want to educate themselves about the current Black experience, the resources are plentiful.
Collaborate with Black-Owned companies and organizations
From retail brands to consultancies, there is a plethora of companies looking for allies and partners. Using your company’s resources and directing them to black-owned businesses is not a charitable act; it is an act of solidarity. Often, black businesses lack not a quality product or service, but opportunities and partnerships. Making the conscious choice to redirect funds that would otherwise be spent on a non-black company can build solidarity, increase black resilience, and enhance economic opportunity.
Related: 6 Ways You Can Long-Term Support Black Businesses
Invest in the growth and development of your black employees
If your company has black employees who have great potential but for some reason fail to climb the corporate ladder, there may be a discrepancy in opportunities. One way to find out if your company has systems that disadvantage black employees is to dig deeper and look under the hood of the company.
A good example is one of my larger national clients who decided to take a deeper look at what keeps their black executives from growing up and fitting in. This client conducted a study that underlined that African-American women’s perception of their company differed dramatically from that of other groups of employees. They wanted to bridge the gap, so they did something they had never done before: they invested a significant amount of money in an executive coaching program for their most senior black female leaders. They placed those leaders in a cohort where they each received executive coaching, monthly recurring sessions, peer-to-peer support, and more. My advice was part of their leadership program, and we helped leaders create monthly learning experiences on pressing issues such as overcoming imposter syndrome, engaging in personal branding, and implementing a radical self-care routine.
Investing in your black staff is worth it. Find out where your company is leaving black employees wanting more and choose to invest in their success and advancement throughout the year.
Related: Managing a black woman? Here’s how to become her success partner and ally
Going beyond black history and putting black excellence at the center of today may look different for every organization, but the ways mentioned above are good places to start. As you think through this concept, come back to the question: What can my company do that is meaningful to Black employees? Consider how it can make a measurable difference by encouraging non-black employees to educate themselves, seek feedback from black employees, and invest in the success of black employees. If your organization really cares about black history, focus on meaningful strategic steps that can lead to more opportunities and recognition for the black people in your organization.
