Relationships between black community leaders and your employees should be continually nurtured, to continue the dialogue throughout the year. (Getty Images / Luis Alvarez)
Black History Month, celebrated every February, is a time of recognition, reflection and celebration of black people, their contribution, their achievements, their culture and their history.
It should be emphasized in boardrooms and workplaces as it is in our communities, schools and legislatures.
Here are three tips to highlight the Black History Month
1) PUT THE MANAGEMENT INTO THE BLOW
Direct investment from top management is essential to the success of any project, says Jenny Okonkwo, CPA, founder of Black Female Accountants Network. This is especially true of those dealing with diversity and inclusion.
“This sends the message that the project is taken seriously,” she says. This is the first step in employee engagement. ”
The leaders of the organization must be actively involved in every black initiative and take it upon themselves to carry the message to the staff. They can foster diversity and inclusion by setting the tone, articulating their expectations and promoting the importance of the project, adds Tamara Glasgow-Cox, Manager, Partner Services, at the Canadian Center for Diversity and Inclusion ( CCDI).
“Leadership support and involvement are key ingredients to the success of Black History Month,” she says. It is about leading by example, participating and fully encouraging. “
In this way, senior management will inspire other members of the organization to participate and answer the call. Those who do not particularly care about Black History Month or the Black experience will have the opportunity to broaden their horizons and rethink their attitudes, while Black employees will see the authenticity. initiative and will be encouraged to participate.
This is a first step towards an inclusive workplace alliance, says Stachen Frederick, CEO of Frontlines, a charity serving youth in Toronto’s Weston neighborhood.
“This month isn’t just for black employees,” she says. Anyone can participate in Black History Month because this past is also part of Canadian history. Rather than simply wishing each other a Happy Black History Month, we can live and celebrate this thematic month in a deeper and more meaningful way. ”
2) Reach out to the community
The relationship with the black community – whether inside or outside the organization – should be continually nurtured, not just a celebration of Black History Month, argues Ms. Frederick.
“In the black community, you often feel like you are being ‘used’ during Black History Month,” she explains. To undo this sentiment, businesses, organizations and individuals should interact more with the community throughout the year, and work to develop a relationship. ”
Because reaching out and keeping the dialogue going shouldn’t happen until February. And planned activities should aim to diversify this dialogue, adds Ms. Okonkwo.
“It’s about fostering communication: bringing people together, getting them to participate, eliciting their comments, getting them to exchange their points of view, listening to them,” she says. It’s a very effective way to engage people. Everyone tells their own story, and it prompts a bunch of interesting questions from the audience. ”
Whether in the form of a panel, a webinar, or a more informal discussion, listening to the perspective of people inside and outside the organization helps broaden the conversation, while helping to strengthen teams, bridge the gaps, and foster understanding of Black history and experience. Among other things, CCDI recommends obtaining employee suggestions, through a survey, for activities to be organized during Black History Month and throughout the year.
“It is important to think carefully about programming, to ensure that it will reach and affect staff members and that it will provide a positive return for the organization and for society in general,” advises Ms Glasgow-Cox. .
3) EXTEND ITS REACH THROUGH A PARTNERSHIP
Forming meaningful partnerships with like-minded organizations that represent and support the black community helps build trust, legitimize outreach efforts, and extend the reach of its initiatives.
“Partnering with organizations such as CCDI has significant benefits that will generally promote diversity and inclusion within the organization,” noted Glasgow-Cox.
However, such a partnership must be well prepared and stem from a clear intention, emphasizes Frederick. The organization must analyze its values, mission and short and long term goals in order to establish commonalities with potential partners and to build a healthy relationship.
“What is important for your organization? What do you want to do? What is your orientation? She asks. “If it’s about supporting young people, look for an organization that helps black children. If it’s about improving food security, survey the black community to find an organization that works in the area. ”
This process, adds Frederick, should not be driven by what your organization wants to bring to its partner, but by how you move forward together. Working with young people, for example, could lead to recurring mentoring and internship opportunities, which would aid both professional development and the preparation of future talented employees.
In other words, it’s about taking the relationship beyond the annual Black History Month activities, to a longer-term goal – a common goal built on shared values, such as contributing to eradicate theracial injustice and make the world of work more fair and inclusive.
“When I consider a partnership with a company, I examine the values of the company, and if these values are not observed in the very structure of the organization, if they do not show through in its actions, for me it’s a wake-up call, ”she said.
“When considering a partnership, look for an organization with which you can build bridges that will lead to a much more fulfilling relationship. “
DEVELOPING YOUR TEAM WITH EQUITY
Read about what you need to know, especially as a leader, to build an inclusive team. Check out some tips on what to do to be a true ally at work. And learn how Wes Hall, CEO of Kingsdale and creator of the Black North Initiative, plans to break down the systemic barriers that hinder the advancement of executives from under-represented groups.
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