WORTHy Thoughts on this Black History Month
Black History Month serves as a wonderful occasion to learn about, celebrate and reflect on the immeasurable contributions of Black individuals and communities throughout Canada’s history and today. With this year's theme, "Black Excellence: A Heritage to Celebrate; a Future to Build," the emphasis is not only on recognition and appreciation but also on building a more inclusive and just future.
Oftentimes during this month, businesses and organizations in our sector will contribute to the public discourse by sharing well-meaning messages of solidarity and commitment to Equity, Diversity, and Inclusion (EDI) efforts. While a thoughtful and necessary act, this has the potential of being a bit of a misstep, as it runs the risk of conflating the spirit and purpose of Black History Month with the ongoing work of EDI in our professional landscape.
In L. Newton's insightful 2022 article, "Know Better, Do Better: Why Only Celebrating Diversity in February is Dangerous," we are urged to recognize the distinctive nature and histories of both Black History Month and broader EDI initiatives. While these efforts share a common goal of addressing systemic racism and discrimination, it’s important to remember that they originated in different contexts and serve unique purposes.
Originating in the U.S. in 1915, Black History Month was officially recognized in Canada in 1995 and serves as a dedicated time to celebrate and honor the enduring legacy and contributions of Black individuals and communities. Conversely, the discourse around diversity and inclusion emerged in the 1960s in response to the introduction of equal employment laws for all protected classes. In recent years, this topic has gained prominence in conversations surrounding workplace equity.
It is no coincidence that this conversation seems to be everywhere in February. Black liberation in the workplace is undeniably pertinent and aligns with the focus of the month. However, with some organizations, the only time or the most we’ll hear them speak publicly about workplace equity, anti-racism, and EDI is during Black History Month. But conversations about and commitments to racial equity and diversity should not be confined to a singular month or day of recognition for an equity-seeking group. 2SLGBTQI advocacy extends beyond Pride month, just as reconciliation efforts are ongoing and not just limited to September.
As Newton incisively underscores, the approach of highlighting these discussions only during specific time periods dilutes the challenges faced by diverse demographics and hinders progress and equity for all. To platform EDI exclusively during Black History Month is to undermine the spirit and efforts of both movements. “Ignoring one denies the other.”
So how can we avoid this misstep and navigate the month more mindfully? Here’s my two cents:
Embrace the spirit of the month by acknowledging and celebrating the achievements of Black Canadians in our sector. Take time to explore the wealth of information that will be circulating in online and professional spaces to learn about and appreciate this rich history and vibrant future. You can start right now by reading about Vie Moore and her iconic Hogan’s Alley restaurant Vie’s Chicken and Steak.
And then…
Incorporate recognition as a constant theme in organizational culture. Feature stories, achievements, and milestones of diverse individuals regularly. This includes acknowledging and celebrating the achievements of Black Canadians throughout the year and actively supporting local Black-owned or led businesses and organizations at any time, such as Women of WORTH's Judith Kiasma of Colour the Trails and Theresa Ito of Blue Mountain Solutions.
This month provides us with an opportunity for learning and introspection. Reflect on how we, as individuals and as part of organizations, can better support the Black community, attract and retain Black talent, and champion initiatives against anti-Black racism. Engage thoughtfully with resources like the CCDI BLM Toolkit, considering how to implement its teachings and strategies and review these tips from Tolu Aladejebi for Tackling Anti-Blackness in Hospitality and Tourism.
And then…
Integrate these considerations into EDI efforts throughout the year. Make them foundational to broader organizational initiatives aimed at addressing the intersectional and specific issues faced by all equity-seeking groups in the workplace. Where possible, implement initiatives such as employee resource groups, regular training sessions, workshops, and discussions. Provide resources and opportunities for education to foster a culture of continuous learning and a collective commitment to understanding and dismantling systemic barriers.
During this time of celebration, reflection, and meaningful action, let's view Black History Month not as a standalone event but as a call to sustained commitment year-round. As we work to pave the way for a future where Black excellence is recognized and celebrated consistently, we can incorporate the insights shared during this month into ongoing efforts to create truly diverse, inclusive, and equitable workplaces in our sector.
References:
Canadian Centre for Diversity and Inclusion. (2021, May). Sustaining the Black Lives Matter movement in the workplace: A toolkit for employers. https://ccdi.ca/media/2957/20210805-ccdi-blm-toolkit-final.pdf
Government of Canada. Black History Month. https://www.canada.ca/en/canadian-heritage/campaigns/black-history-month.html
Newton, L. (2022, July). Know Better, Do Better: Why Only Celebrating Diversity in February is Dangerous. Sogolytics. https://www.sogolytics.com/blog/diversity-and-inclusivity-beyond-february/