How to Celebrate Black History Month at Work

Black History Month is a great time for your organization to recognize Black voices and Black contributions to your industry. But often, these programs become more performative than substantial. So how should you celebrate Black History Month at work?

By connecting Black History Month programs to ongoing diversity, equity and inclusion initiatives, you can both celebrate Black history and change its future course.

But that starts with education.

“In order to celebrate Black voices, you have to understand the full context of the Black experience,” says Elizabeth Leiba, founder of the Black History & Culture Academy.

Here’s how to celebrate Black History Month at work in February and throughout the year.

Learn with Purpose

Many Americans don’t have a thorough understanding of Black history beyond the basics, and that may extend to your workforce. Encouraging employees to learn more about Black history and how it affects today’s culture is an important way to celebrate this month.

Compile a list of learning resources to point employees to during Black History Month. But don’t promote learning without purpose: Find ways to help employees apply what they’re learning. If the workforce is learning about environmental racism, for example, consider hosting a workforce volunteer day to clean up an area that has historically been impacted by that issue.

Look at the intersection of Black history and your industry.

“There hasn't been an industry that hasn't been in some kind of alignment—or misalignment—with the Black community,” Leiba says. “It’s really important for organizations to think about the communities they serve.”

For instance, the lending industry has historically denied mortgages, insurance, loans and other financial services to Black people and communities, based on the practice of “redlining”. Health care history reveals a troubling amount of health disparities, which became even more evident during the COVID 19 pandemic. By learning about your industry’s impact on Black history, you can begin to develop a plan for eliminating bias in your company culture and across your larger sphere of influence.

Addressing problems in your company can feel uncomfortable, but that’s a necessary component of moving forward.

“If you’re uncomfortable, that’s when you start making changes,” says Jessica Pharm, founder of Blackness and the Workplace.

Be available to answer employees’ questions as you begin the process of untangling Black history in your sector.

Amplify and Listen to Black Voices

One important strategy to amplify Black voices in your organization is to start by listening. Understanding where they are, and how they feel they’re being treated by your organization, could be an important step to taking more steps toward inclusivity.

You may also highlight the accomplishments of Black employees company-wide, especially their volunteer and activist work, Pharm says. Highlight and support the Black-owned businesses your company partners with.

DEI Councils and Employee Resource Groups give employees the chance to voice concerns and foster inclusion in the workplace. These groups need to be guaranteed safe spaces where employees can share their thoughts and concerns.

Without executive sponsorship, efforts to improve the Black experience at your company won’t have the impact you need.

Ways to Celebrate – in February and every day

Employers can and should encourage employees to bring their whole selves to their workplaces – including their culture.

You may choose to celebrate Black History Month at work by encouraging Black employees to share their culture – traditions, recipes, stories, and customs – through internal channels, including email, team chats, or informal social events.

Going beyond history to give all employees a sense of Black culture can be a critical step to appreciating one another and having a voice within your organization.

Black History Month Is Just the Beginning

To really make an impact, Black History Month programming should align with your overall diversity, equity and inclusion initiatives. Don’t limit your attention to issues affecting Black people to February.

Look internally at where you can improve: Are there barriers that prevent Black employees from getting hired or moving up in the company? What reasons have they given for leaving? Addressing those issues will have a much greater impact on actual Black lives than posting “Black Lives Matter” slogans on your social channels in February.

Understanding Black history is an essential component of a comprehensive diversity, equity and inclusion program, but it can’t be confined to one month of the year. “Black employees can’t separate their Blackness from who they are authentically as a person,” Leiba says.

The best way to celebrate Black History Month at work is to make a commitment diversity, equity, inclusion and belonging throughout the year.