Honoring the history and contributions of Black people is especially important this year, as we reflect on the collective trauma that we all experienced in 2020 (the global pandemic, the murders of George Floyd, Ahmaud Arbery, Breonna Taylor, etc.). Additionally, recent events have spotlighted the disparate response to, and treatment of people marching in support of the Black Lives Matter movement juxtaposed against the responses to the perpetrators of the domestic terrorist attack on the Capitol.
There is much work to do.
As you consider the many suggestions and recommendations I share below, be thoughtful and responsive to the ways in which Black employees within your organization feel that they belong, are valued, and are included.
If they have not planned anything yet, ask for their thoughts or ideas as to what can be done. Note: This is a place for suggestions from them, not a mandate that they provide you with their ideas or resources. As I have spoken about before,
one of the ways in which Black people are continually traumatized within the workplace is by having to do extra work around diversity, equity, and inclusion, which is generally not compensated with time, money, or any other recognition.
If you don’t have affinity groups or a diversity council (why?), check-in with your organization’s leadership for ideas and support. If applicable, you should also consider collaborating with your clients on an event or initiative.
a. Another idea is to have a fireside chat or a speaker series that features impactful or prominent Black people within your industry (i.e. someone who is an author, researcher, or speaker). You might feature them to discuss their perspective on topics such as history, current events, the work that they’ve done, or their particular career trajectory and accomplishments.
Along the same vein, bring in a historian, author, or speaker to talk about the history and impact of anti-Black and systemic racism in this country, how it continues to perpetuate itself in society today, and how to have difficult conversations
on the topic.
4. Incorporate company-wide activities.
a. Facilitated dialogues are a great way to engage your colleagues and I recommend that you do so with a trained facilitator. Those conversations tend to go smoother, and employees feel safer, especially if anonymous feedback tools are used during the discussion. A dialogue or town hall could include discussions with leaders, and/or employees (who would like to participate, not who are compelled to do so), or industry leaders.
Commit to supporting Black-owned and operated businesses.
This could include supporting a Black-owned bookstore
, for example, if you’re planning a book club or group recommended reading.
If not already in place, you can commit to implementing an organizational initiative to increase the use of Black vendors and consultants
Promote Black art
, and literature
. Consider providing a list
with links to different artists and/or asking for recommendations from your employees (this doesn’t have to be just Black employees) on films, art, music, etc.
f. Another idea is to host a film viewing and networking event. The framework might include providing an afternoon off work where employees commit to using the time to view the same film, and then having either a post-viewing happy hour and discussion, or a virtual discussion via Zoom, Slack, or another internal chat function utilized (making sure it is a moderated forum for the comfort/safety of all participants).
A fun way to let loose and engage your employees while celebrating Black History Month is to host a Black History Month trivia event
. Light competition also provides an opportunity for colleagues to de-stress and form stronger bonds. There are a number of places to find potential questions
for trivia, but it’s important to have diverse employee perspectives who will have the opportunity to review the questions and the answers before the event. This is not just for accuracy, but to ensure inclusivity.
Plan a workshop. The workshop could be on a myriad of topics, including starting the conversation on unconscious bias, exploring allyship, and anti-racism. For your reference, I am including my speaker sheet
Organize a volunteer project for employees. Make sure you have multiple options, including virtual volunteer opportunities. There are a number of different things you can do
together to make an impact in your community collectively.
Create a reverse mentorship opportunity. This is a harder suggestion to implement, but if you do it right, it can be really impactful. The idea is based on a library in Denmark that implemented a Human Library
to “Create a safe space for dialogue where topics are discussed openly between our human books and their readers
”. Unlike the Human Library, this event would be focused solely on diversity, equity, and inclusion. To do this, gather a group of diverse volunteers
(note the volunteer part) who then take part in a speed-networking type session, where volunteers can share their experiences and answer questions. The event would be open to everyone, making sure that there are different levels of leadership represented as well as a variety of affinity groups. The event would provide an opportunity for visibility and learning for all employees by highlighting shared experiences and encouraging dialogue.
k. Create an employee share opportunity. Turn your next all-staff meeting into an engaging event where employees can voluntarily speak about their heritage and share what Black History Month means to them. Get creative with presentations and décor (this can be done via Zoom and in person).
l. Create a Slack channel: as mentioned earlier, Slack is a fun and easy way to communicate and keep employees engaged and informed all month long. Create a #blackhistorymonth Slack channel to share “Slack Facts”, keep employees up to date about relevant events and more. Seek volunteer employees to post regularly in the channel about historical figures and other facts about Black history to encourage a culture of learning.
5. Observe best practices. Make sure that your event(s) and initiatives go smoothly by following these best practices.
a. Make it a company-wide effort
b. Ensure leadership is on board, vocal, and visible in their interactions.
c. Don’t single anyone out to plan or present (make sure that any participation from Black employees is voluntary only)
d. Consider areas for growth and continuity: Reflect on what you’ve done previously for Black History Month, or other diversity efforts to see if you can incorporate additional DEI building blocks for continued learning and engagement. For example, what did your company do for Juneteenth? What were your post George Floyd and other racial injustice responses? What initiatives does the organization currently have in place to support Black employees, to educate all employees and what else can be done to continue these efforts?
What is your organization doing for Black History Month? What other ideas or recommendations do you have? I would love to hear your feedback! Please let me know if you use any of the ideas I have shared, and what the response was to the initiative. Please share this with colleagues who might need this resource!
Make sure to tag me on social media (Twitter
, and Instagram
) #CoachPaula, #BlackHistoryMonth, #DiversityEquityInclusion, #AntiRacism, #PGEConsultingGroup, #DiversityTrainer, #DiversityConsultant
Paula T. Edgar, Esq.
CEO, PGE Consulting Group LLC