thrively’s Post

As we close another Black History Month, it's a great time to highlight the ever-growing disconnect between corporate cultural celebrations and on-the-ground inclusivity at work. It can be beyond demoralizing to witness the persistent underrepresentation of Black leaders at the C-suite level, the systemic undermining and undervaluing of Black talent, and the way Black women's tireless labor continues to go unrecognized—especially when it comes to promotion and advancement. It's well past due for us to move beyond performative “allyship” so we can actually create workspaces where Black employees are not only celebrated but elevated… and their salaries too!💰💰💰 Let’s remember this as we continue to work at dismantling structural inequities in corporate spaces every day of the year. #blackhistorymonth #realchange #corporateaccountability #inclusionmatters

🌍 Diversity in recruitment is more than just a goal—it’s a business imperative! 🌍 In our latest blog, we delve into why embracing diversity is key to driving success and innovation. As we celebrate Black History Month, we’re reminded of the invaluable contributions Black individuals have made to society and the importance of fostering a truly inclusive workplace. Take a moment to reflect on how your recruitment strategy can support diversity, not just during Black History Month but all year round. 📖 Read the full blog now and join the conversation! https://lnkd.in/eV552Kz9 #BlackHistoryMonth #DiversityAndInclusion #InclusiveRecruitment #RecruitmentStrategy #CelebrateDiversity

"Racial discrimination has not declined significantly in the last 50 years." – PNAS Study We are halfway through Black History Month, so let’s make it matter. This year, let’s take a step beyond performative gestures and focus on real change. Black History Month is not just about celebrating the past; it’s about understanding the lessons history teaches us and using them to shape a better future. It’s an opportunity to examine the ongoing structural issues in our workplaces and society—and address them in meaningful ways. Too often, companies mark Black History Month with superficial posts or temporary logos. But to create real impact, organizations need to focus on the systemic barriers that marginalize Black people. According to a recent EU report, nearly half of people of African descent in Europe experience discrimination in some form, with employment being one of the most common areas. Even in progressive workplaces, there is much work to be done. So, how can we move from performative gestures to meaningful change? Here are 3 ways to make Black History Month matter, every month of the year: 1️⃣ Leadership Commitment Leaders must commit to driving change, holding themselves and their teams accountable for fostering an inclusive and equitable workplace. 2️⃣ Build Equitable Processes Focus on creating fair processes for assessing performance and ensuring that everyone has equal opportunity to rise based on merit, not just symbolic representation. 3️⃣ Tackle Recruitment Barriers Address biases in recruitment by adopting fairer processes, such as skill-based hiring or AI tools, to provide better access to employment. Lasting change can only come from listening to each other, that’s why it’s crucial to listen to black people and understand the barriers they face. Whether through data or collaboration with employees and external partners, listening enables organizations to address challenges more effectively. If you need help getting started, we are always here to support you. Black History Month must be part of a broader, year-round strategy to create workplaces that reduce harm and foster inclusion for Black employees. Let’s commit to moving beyond words and into action—this month and every month. #blackhistorymonth #EDI #DEI

I call October Black Europen (hi)Story Month. I also celebrate our Story Month of February, but I think October is particularly great at emphasizing the topics going on in the European region and context. And just like every day, it's hard to talk about racism and anti-Blackness. In our society, institutions, and in our workplaces. It can be hard to know where to start and there is no real manual to follow. However, it's always so important to start by listening! We can't know a problem until we unpack it and we can't find a solution unless we know who it benefits and how it adds value. If you need a research and insights partner to help you understand your organization and culture better - and how you can improve it for everyone - let's talk about it. "It’s crucial to listen to black people and understand the barriers they face. Whether through data or collaboration with employees and external partners, listening enables organizations to address challenges more effectively. If you need help getting started, we are always here to support you. 👇 "

As always some fabulous resources from the CIPD! Following #nationalinclusionweek let's recognise #blackhistorymonth and continue to build inclusive workplaces for all! #inclusiveworkplaces #diversityandinclusion #resources #HR #Learninganddevelopment

As decision-makers, it's essential that you recognize the significant contributions of Black Americans in shaping and structuring many industries. By supporting ERGs and listening to the needs of your Black employees, you can create a more inclusive and diverse work environment. This not only benefits your employees but also contributes to the success of your companies and your communities. Studies have shown that diverse teams are more innovative, productive, and profitable. Additionally, supporting ERGs can help us identify and address any systemic issues that may be hindering the advancement of Black employees within your organizations. As decision-makers, you have the power to drive positive change and foster a more inclusive and equitable workplace. Let's prioritize diversity, equity, and inclusion in your decision-making processes and ensure that Black Americans receive the recognition and support they deserve. #decisionmaker #blackexcellence✊🏾 #inclusiveworkplace #erg #diversityequityinclusion #ergsupport #workplacediversity #blackhistorymonth #corporatelife

Anti-racism is not Black History Month events and diverse images on leaflets.     As US Black History Month comes to an end, let’s recognise that true anti-racism work involves deep, systemic changes – from re-evaluating our hiring practices and fostering diverse leadership to ensuring equitable opportunities for growth and advancement for everyone, especially Black employees. It's about listening to, amplifying, and acting upon the voices of those who have been historically marginalized. It means challenging the status quo, confronting biases, and dismantling the structures that perpetuate inequality.    The latest figures reveal a near-record high with 1.6% of Fortune 500 companies led by Black CEOs, yet this starkly contrasts with the 14.4% share of Black Americans in the population. This disparity underscores the urgent need for proactive measures to address systemic barriers to Black leadership in the corporate world.   If you’re not sure where to start, I encourage you to reach out. Let's extend our efforts beyond this month and work tirelessly to create a workplace and a world where everyone, regardless of their race, has the opportunity to thrive.   #BlackHistoryMonth #BHM2024 #RealWorldChange #EDGEEmpower #DEI #InclusiveLeadership #HR #BusinessLeaders #CEO #RacialEquity #AntiRacism #LeadersForChange 

Today marks the start of #BlackHistoryMonth, and I’ll be honest – part of me cringes at the thought. Why? Because we, as Black people, are Black all year round – every day, every hour, every minute. So, why do we need a specific month for recognition, especially when society constantly reminds us of our race? Whether it’s the stark underrepresentation of Black professionals at senior levels, the fact that Black women are five times more likely to die from pregnancy-related complications than their white counterparts, or the unsettling frequency of stop-and-search incidents, we are reminded daily of our Blackness. Add to that the microaggressions we face in the workplace, and it’s clear that our experiences are never far from the surface. This year’s theme for Black History Month is #ReclaimingOurNarratives, and it’s made me reflect on the stories I’d like to reclaim, particularly in the workplace: 🎖️ Reclaiming the narrative around leadership- We need to challenge the assumption that Black professionals aren’t in leadership roles because of a lack of skill or ambition. The reality is that systemic barriers continue to hold many back. It’s time to shift the conversation towards creating equitable access to opportunities. 🎖️ Reclaiming the narrative around belonging: Too often, Black professionals find themselves in environments where they feel like they don’t quite belong. It’s time we reclaim our right to be in every room, not as tokens, but as valuable contributors whose presence and perspectives enrich the culture of the workplace. 🎖️ Reclaiming the narrative around Black excellence: Black excellence shouldn’t mean we have to be extraordinary just to be recognised. We should be allowed to show up as our full selves – celebrated for our strengths, supported in our growth, and valued for who we are, not just for what we achieve or bring to the table. Black History Month is a valuable time to engage in meaningful conversations and reflect on the role each of us can play in supporting our Black colleagues. It’s not just about raising awareness, but about taking responsibility as individuals to listen, learn, and actively contribute to creating an inclusive environment where everyone feels valued. #DiversityAndInclusion #Leadership #Belonging #EquityInTheWorkplace

February is Black History Month! We recognize, honor, and celebrate the achievements, contributions, and history of Black individuals and communities.   At Beacon, our cultural diversity training dives deep into BIPOC perspectives, showcasing Beacon's commitment to DEIB practices. During recruiting, there is a strong focus on eliminating hiring practices that are discriminatory or based on bias. Additionally, our training initiatives visually represent more cultures and focus on accessibility, while acknowledging and eliminating microaggressions in the workplace. Our internal leadership development provides opportunities based on strengths and abilities, fostering a more inclusive environment. Yet, as we navigate inclusivity, it's vital to acknowledge the color divide persists, particularly in leadership.   Together, we can commit to a future of equality. #blackhistorymonth #celebratediversity #unityincommunity #beaconspecialized

As we come to the end of US Black History Month, let's shift our focus from simply commemorating historical Black achievements to a broader call to action: improving the Black employee experience year-round. Let’s recognize that being an ally and showing solidarity during Black History Month goes beyond performative gestures. It requires a genuine commitment to fostering inclusivity and dismantling systemic barriers in our workplaces. Each day presents an opportunity for us to cultivate a workplace where diversity thrives, where employees feel empowered to bring their whole selves to work, and where everyone has equal opportunities to succeed and grow. This requires ongoing education, open dialogue, and tangible actions to address systemic barriers and biases. #BlackHistoryMonth #BHM2024 #RealWorldChange #EDGEEmpower #HR #BusinessLeaders #CEO #InclusiveLeadership #AntiRacism #WorkplaceInclusion #Allyship #DiversityandInclusion #DEI