October 1st 2024.
Organisations often use symbolic gestures during Black History Month, according to Susan. She recalls a past experience where a buffet was set up to celebrate the cultural heritage of Black people, but it seemed to have missed the mark. The only vaguely "Black" dish was made by a white woman using an online recipe. While the intentions were good, it felt problematic and unrelated to actually celebrating the unique experiences and contributions of Black communities.
This extends beyond just one month, as organisations often miss opportunities to authentically celebrate and integrate diverse perspectives into their everyday practices. Black communities in the UK face different challenges and outcomes compared to other races, such as higher levels of unemployment, lower paid jobs, and exclusion from school. Despite this, organisations will often focus on presenting themselves as anti-racist externally, rather than taking meaningful action throughout the year.
Susan emphasizes that it's not just about being inclusive, but rather focusing on Black people and not conflating all people of color. Using food to "teach" or "share" culture can be uncomfortable and even alienating, as some people may approach it with awkward, rude, or racist questions. There is a thin line between someone trying a dish and truly reflecting on the experiences and contributions of Black people. It's all part of a wider problem that has become more apparent in light of the racial awakening in 2020.
Instead of engaging in meaningful dialogue and taking concrete steps to address systemic inequities, organisations will often prioritize performative actions and events. As a Black woman working in a predominantly white charity sector, this is something that is all too familiar to Susan. She recalls a time when a white manager was tasked with writing a blog for Black History Month, but the first draft was vague and lacked genuine engagement. Susan assisted in rewriting the article and recommended specific resources for people to learn about the history of Black-British people and the racism they face.
The problem with Black History Month, according to Susan, is that organisations often focus on external optics rather than reflecting on what they can do internally. Institutional racism cannot be solved with a well-meaning blog or social media post, but it's about the everyday actions that organisations can take throughout the year. This includes embracing diverse narratives and promoting inclusive leadership by actively recruiting and supporting minority-ethnic staff for leadership positions.
Susan believes that if organisations were less focused on external optics and more focused on engaging with their Black employees, they would feel more seen and valued. When organisations make blunders, such as celebrating with food or token gestures, it reduces the complex and rich history of Black people to a stereotype. It can make Black employees feel like they are only there to fill a quota, rather than being valued for their skills and contributions. This highlights the importance of consistently approaching diversity and inclusion initiatives throughout the year, not just during designated months or occasions.
In order to truly foster an inclusive workplace that celebrates and respects the contributions of everyone, organisations must consistently demonstrate a real commitment to diversity and inclusion. Black History Month serves as a reminder to reflect on the achievements, cultures, and contributions of Black people, and to educate others about the diverse history of those from African and Caribbean descent. As individuals, we can also share our own experiences and perspectives to further this important dialogue.
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