Black History Month – The Journey to Progress and Representation GITA WILLIS
It’s important to acknowledge the progress made during Black History Month while also acknowledging that much work remains.
We’ve seen some positive changes in the diversity, inclusion and equity efforts over the years, especially within organisations that are striving to create more equitable workplaces.
The journey is not yet over.
More Black role models in business
We need to make more progress in the representation and advancement of Black professionals at leadership levels. Black employees remain underrepresented in key decision-making positions, such as the boardroom, C-suite and other important roles. Recent Business in the Community Report revealed that Black employees only make up 1.5% of senior positions in private UK organizations. How is this possible? Since a few years, we have known that diverse leadership teams are better equipped to handle complex issues, respond to market needs, and develop more inclusive and innovative business strategies. Why aren’t things moving more quickly? This gap is a major problem, and it will continue to be a challenge until we have diverse leaders in positions of influence and power.
It is important to have Black role models as leaders, not only to inspire the next generation, but also because it creates an environment where different perspectives can be incorporated in decision-making. Representation is important. It’s not about optics, but about the tangible business benefits of diverse leadership. Black professionals in leadership positions show younger employees and potential leaders that they can achieve success and that there are many opportunities to become a leader. It challenges the status-quo and helps to dismantle barriers that have been in place for a long time.
It Takes a Village…
How can we change this vicious circle into one that is virtuous? It is not the job of Black professionals to bring about meaningful change. Instead, it’s the job of all members of an organization to cultivate and support Black talents.
Many organisations have taken significant steps to improve diversity. However, these efforts must be sustained and not treated like temporary initiatives. DEI needs to be woven into the business strategy and culture in order to create an environment where everyone can succeed. It must come from the top of the organization and be pushed through.
Listening and understanding must be the first step. What are the challenges faced by Black employees and why do they not rise in your organization? Understanding the story of each individual is key to driving the change that we all desire. This is the foundation for a culture of active allies in the organization – calling out bad behaviours, supporting those that need it and actively challenging perceived values. It’s about being a leader who is inclusive – it’s about giving everyone their voice.
Second, what is measured gets done. It is important to create clear paths for advancement. From entry-level jobs to leadership positions, companies must ensure that Black employees are given equal opportunities to grow. It is important to implement transparent promotion criteria and offer leadership development programmes.
It is important to ensure that employees are given the same opportunity for success by providing clear, accessible pathways.
Mentorship programmes and sponsorship are crucial to support Black talent. These initiatives must not only provide career advice, but also actively advocate for Black staff within the organization. They should help them navigate corporate structures and overcome any potential barriers. Sponsorship can be an effective tool to drive advancement because it involves senior leaders actively championing Black staff and pushing for growth within the organization. What is measured ….
In the end, maintaining momentum in DEI requires that companies and their leaders remain committed to a long-term journey to foster inclusivity and inclusion at all levels. It is not enough to have diversity reports or Black History Month. Diversity must be part of the culture and strategy of a company.
Looking forward
Our collective willpower is needed to continue the journey towards true diversity, equality and inclusion. We cannot afford to lose sight of the goal.
The work is not done yet.
We have an opportunity to create a future which reflects diversity’s true potential. Success will not be determined by race but rather by talent, passion and opportunity.
The first time this post appeared was on Human Resources News.
