Beyond February: Investing in Black Futures Beyond Black History Month

Authors : Sherilyn Trompetter and Sky McLaughlin

Black History Month was first recognized in Canada in December 1995, following a motion introduced by the Honourable Dr. Jean Augustine. But beyond this month-long celebration, how are you including Black history, and investing in Black futures, in your business? Celebrating in February is not enough to create a strong, sustainable culture of diversity in your workplace. If you aren’t sure where to start, we are here to guide you with some jumping off points.

Re-examine your vendor lists

When shopping for caterers, sourcing client or staff appreciation gifts, or planning your next event, you may have vendors already in mind. The next time you are looking for services or products for your business, research into local, Black-owned businesses to add to your list of possible vendors.

Shopping locally generally stretches the value of your money by supporting the communities immediately around you. Creating professional relationships with Black-owned businesses and supporting Black entrepreneurs further supports diversity in the marketplace. And who knows? Maybe your business’ next great professional partner is one of these vendors. You might even find your next favourite food, too!

Review your HR policies to embrace diversity

The definition of “workplace-appropriate” or “business attire” can be different for everyone. You may not know it or intend it, but it’s possible that your company dress code could be exclusionary or discriminatory. When it comes to creating a workplace environment that is welcoming of Black employees, culturally significant, natural, and protective hairstyles have a history of being prohibited by dress codes developed to uphold white norms. Revisit vague language that lends itself to biassed interpretations. Revise descriptions that prioritise safety and sanitary requirements according to the duties on the job, without overreaching into personal expression.

In this vein, also take a look at your hiring practices and policies. When it comes to application screening, how does your business account for unconscious biases against racialized candidates? In Canada , and in the U.S. having an obviously non-Anglo name has been shown to negatively impact candidates’ applications, because of (conscious or unconscious) racial stereotyping. Taking steps to lengthen review processes (to allow for more time to assess applications), and implementing panel-based hiring practices are two ways to start making it easier to hire more diverse and capable candidates at any level of your business!

Conclusion

While these suggestions may seem simplified here, there is no need to worry! Throughout any time of year, there are opportunities to celebrate Black excellence, and acknowledge Black history. There are professional and personal connections to be made with Black businesses and organisations around you, if you just take a look! And if you are ready to make changes to improve your company’s diversity and equity practices, we are here and ready to help.

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.

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