How HR Professionals in Alberta Can Champion Black History Month: Strategies for Recognition and Support

Author : Rachael Lusk 

Black History Month (BHM) is an annual celebration held every February in North America.  It is a month of reflection when all persons, regardless of heritage, honor and recognize the achievements of persons of Black ancestry.  It is a celebration of both past and present events and achievements.

More than this, though, BHM is an opportunity for people to learn from each other and, in doing so encourages an environment where authentic inquiry not only emerges organically but thrives.  Intentional dialogue on race and ethnicity is the result.  This lends itself to healthy and well-intentioned conversations on BHM and other related themes of inclusion and diversity.  

This can include topics that have been traditionally viewed as challenging and, as a result, avoided because they are too political.  BHM, in this context, serves as a catalyst where people feel more empowered to admit they may not have all the answers.  They do, however, possess a desire to seek answers through meaningful conversation.  In the workplace, this focus on healthy dialogue increases employee engagement and, in keeping with this spirit, transcends to a greater emphasis on collaboration. 

Many forms of recognition of BHM may be considered by the employer.   Whatever the focus, employee participation is important.  If each event is viewed as just an “HR Thing” or something recognized by a few, the significance is lost.  In keeping with this mindset several ideas are cited here.   

Bring in a speaker or even several speakers who can speak about the topic of BHM.  This, by extension, lends itself to presenters who can speak on the overall theme of diversity.  BHM, by its very nature honors uniqueness and, by extension, celebrates diversity in all of its many forms.  

In this regard, as a suggestion, perhaps once a week during the month of February a new speaker is brought in on the topic of inclusion.  One speaker may speak about notable achievements within the local Black community.  Similarly, another individual may come in the following week to discuss what it means to be a member of a new community where, although they may not possess black ancestry are a visible minority because they are new to Canada and have an accent.  BHM opens the doors to many types of conversations on inclusion and the goal of embracing all persons regardless of our differences.

By extension, a speaker series may translate nicely to a workshop on inclusion with a focus on BHM.  In this environment, there is potential for the participant to engage at a level that extends to the active learner.  There are many workshops on diversity and inclusion.  For example, one such theme may be the idea of blind spot training.  Specifically, how our personal biases may inadvertently limit us in both our personal and professional lives and thereby limit our opportunities for collaboration and partnership with others.     

Other unique ideas can include a monetary donation to an organization that embraces and supports persons of black ancestry.   A related idea is to allow employees the opportunity to volunteer at an organization of their choice that supports the black community whether locally or nationally. This can also, by extension, include other similar charitable organizations that embody the same spirit of inclusion. 

A book club during the month of February is a great way to encourage conversation.  Each week during the month of February a round table is hosted where different chapters of the book are reviewed and discussed by the group until the entire book is completed.

BHM is an excellent opportunity to commence innovative ideas that can be employed during the month of February and beyond.   In this regard, the excitement that is achieved during the month can be leveraged across many other diversity and engagement-based initiatives and platforms thereby ensuring the momentum continues well beyond the month.  

Considering this, BHM can be used as a great starting point for concepts that, although commencing in February, are recognized throughout the entire year.  This can include a global diversity map with interesting facts about the different countries where your Employees are from, or a wall calendar with distinct cultural themes are addressed by month.

Rachael Lusk, BA Hons., M.Sc., CHRP, SHRM-SCP, Certificate in Professional Management

Rachael Lusk, BA Hons, M Sc, CHRP, SHRM-SCP | LinkedIn

rachael@hammerheadbs.com

Current Experience
VP Operations, Fractional HR Consulting, Hammerhead Business Solutions, June 2023 to current

About :

An enthusiastic and results-orientated Human Resources (HR) and Organizational Development (OD) Professional, Rachael Lusk of Hammerhead Business Solutions, is committed to building strong relationships through collaboration. Operating successfully with an emphasis on agility and a commitment to organizational objectives, Rachael has worked in various industries across both Canada and the United States, including Fortune Five Hundred companies, unionized and non-unionized, and the private and public sectors.

Rachael possesses a strong and unwavering commitment to helping clients and employers meet regulatory HR compliance and organizational objectives with Fractional Solutions. Providing peace of mind and increased operational efficiency without full-time overhead.

Rachael is delighted to serve as a committed organizational development consultant in support of enhanced talent management and training solutions focused on engagement and regulatory matters. While working full time she is currently enrolled in the Skills for Success Workplace Practitioner Program sponsored in part by the Workplace Connections Project.

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.