Diversity and equality should be for life, not just for February
Black History Month is well underway in Canadian organizations, with leadership teams taking the time and space to build and grow their internal diversity, equity and inclusion policies. But, while this month is an important reminder of the poignancy of DEI at work, it’s by no means a one-off celebration.
Diversity and equality should be for life, not just for February.
Speaking to Peninsula HR manager Kiljon Shukullari, he tells HRD that in order to make a real difference in 2023, senior leadership teams need to lead by example in DEI.
“When people who are in leadership roles take initiative about inclusivity, it showcases how serious and committed the organization is to take the necessary steps for an inclusive workplace environment,” he says.
“Senior leaders must be on board with any Black-focused initiatives by taking an active and engaged role rather than just being responsible for passing message down to all employees. This is the first step towards employee engagement. Leaders should encourage inclusion efforts by setting the tone, communicating expectations, and highlighting the importance.”
Putting mental health at the fore
Mental health for Black employees has taken a nosedive post-pandemic, with research from City Mental Health Alliance finding that two thirds of Black employees suffer from poor mental wellbeing. Despite this, only 60% of Black employees say they’d be comfortable accessing mental health support at work – something that one diversity leader believes needs to change. And quickly.
“Periodically, employers should be looking at their EAP (employee assistance programs) and update them,” adds Tamisha Parris, founder of diversity leadership coaching Parris Consulting. “Mental health services are in ever-higher demand, and there are often cost-effective services that employers can offer as a value-add. Of course they end up benefiting too, because employees are able to address their mental health.”
Parris also told HRD in a recent interview that, while salary isn’t everything, it most certainly matters when it comes to attraction and retention. Namely, she says, that if an organization wants to recruit more people from underrepresented groups then you need to “pay them a salary or wage that aligns with what they pay other employees” – that’s just the starting point.
Using sponsorship and community as a connecting tool
The importance of connection, community and culture can’t be overstated in the fight against racism – with mentorship and allyship taking precedence. A recent report from McKinsey found that while 87% of Black employees agree that having an organizational sponsorship program would help them both personally and professionally, only 33% report having any sponsors or allies.
It’s important that employers bridge that gap this year, which begins with connecting to the community at large.
“Engaging with the Black community, whether that is within or outside your organization, should occur often not only during Black History Month,” adds Shukullari.“It’s important to not only take action but to understand the history and background. Whether it’s a panel or webinar, listening to the perspectives of others will give a broader meaning to the conversation while helping to unite teams and encourage further understanding.”
And if you’re not all in the office, don’t fret! There’s plenty of activities leaders can engage with in hybrid or remote models too.
Showcase your commitment
Finally, don’t shy away from difficult and confronting topics this month. As HR leaders, the buck falls on you to have those heavy conversations – because if you don’t, nothing will ever really change. But, that’s not to say they’re easy. In fact, according to research report ‘The Learning Habits of Leaders and Managers, 50% of managers label “difficult conversations” as their biggest occupational challenge – with 34% of managers admitting to having delayed awkward chats.
When you’re approaching tough diversity topics – or issues that make you nervous – just stay calm, compassionate and curious. Shukullari recommends showcasing your HR commitment to tough issues with tangible, real-time actions – such as promoting learning tools and hosting roundtables.
“Use your company email to provide a Black History Month overview and include links for additional resources and charities that directly serve Black communities,” he says. “Organize a thought-provoking and engaging panel discussion with guest speakers and thought leaders to drive a meaningful conversation with employees.”
How are you celebrating Black History Month? Tell us in the comments.
