Over the years, my relationship with Black History Month has evolved. My most significant engagement with it came during university, shortly after the London riots of 2011. Fast forward to the riots in 2024, and it’s clear that not a huge deal has changed. For me, this month has become an opportunity to learn, connect, celebrate, and recognise the invaluable contributions of Black individuals to society. From inventors to medics, artists to entrepreneurs, there’s a wealth of achievements that are often overlooked but have shaped the world we live in today.
So, why am I writing a blog on Black History Month now? I believe the lessons and conversations sparked by Black History Month should extend beyond the month itself, encouraging a year-round celebration of differences. It’s through continued action and understanding that we can begin to prevent the unrest we’ve seen and work together towards a more inclusive future.
As a black man navigating the arts, corporate, and executive coaching spaces, Black History Month has taken on new meaning, particularly as many organisations now emphasise diversity and inclusion. Despite the progress made, I’ve noticed that the contributions of Black individuals are still largely unacknowledged in many professional spaces.
There is also a disparity when it comes to opportunity and access to training. In corporate training rooms, I’m often one of only a few people of colour, if not the only one. Participants have also commented on how rare it can be to see a trainer of colour. Both instances potentially point to broader issues: reduced access to training opportunities for people of colour, fewer pathways to roles that benefit from such training and underrepresentation in learning and development roles. It’s a reminder that, whilst progress has been made, there’s still much work to be done to create equal access to opportunities for growth, development and advancement.
My experiences in the workplace and within this space have taught me valuable lessons on how to maximise learning, build understanding, and foster trust within diverse environments. Below are a few suggestions that I’ve found helpful for creating spaces where differences are not only acknowledged but truly embraced:
Create Space to Say the Wrong Thing
One of the most revolutionary tools for learning is the freedom to make mistakes without fear of judgment. As long as the intent isn’t to offend, creating a space where individuals can express themselves, even if
imperfectly, can spark open conversations about unconscious biases. By bringing these biases to light in a supportive environment, we can discuss the impact of certain assumptions openly, reducing the harm that can occur when they are left undiscussed.
Challenge Traditional Hierarchies
Hierarchies, especially in predominantly white spaces, can often reinforce subtle power dynamics. To boost inclusivity, organisations could consider ways to break down these structures. For example, creating opportunities for senior leaders to engage with direct reports on a personal level to help dismantle barriers and build trust. When everyone feels they have a voice, it can help create a sense of safety and belonging.
Make Inclusion a Habit
Black History Month can sometimes feel like a token event, a once-a-year focus that doesn’t lead to long-term change. To honour the contributions of diverse communities, we need to make learning about and celebrating diversity an ongoing practice. I encourage organisations to find ways to build habits that promote continuous dialogue and understanding throughout the year, not just during special months or days.
Shine a Light & Be A Buddy to Difference
Being the only person of colour in a room can make you hyper-aware of your visibility. There’s often an unspoken pressure to represent and challenge the norms of the space. Be an ally and buddy to someone of difference and support them. Supporting someone in this position can take many forms, listening, advocating, or simply being a buddy. It’s also worth asking how you can best support them, as everyone’s needs are different. Being an ally not only helps create a more inclusive space but also encourages the sharing of valuable new perspectives.
Ask Ourselves
We must continue to ask ourselves: Where are we actively celebrating differences? And not just in terms of ethnicity, sexuality, or ability, but also in personality, viewpoints, and perspectives. It’s through these celebrations of difference that we create truly inclusive environments and build stronger, more connected teams.
