INvolve - The Inclusion People’s Post

💛🖤 Reclaiming the narrative isn’t just for Black History Month. ❤️💚 The Black Marketers Council is dedicated to reshaping how ‘Black Britain’ is understood, represented, and valued within the Data & Marketing industry—every month of the year. In this third post, we’re highlighting three inspiring members of the Black Marketers Council, sharing what being Black in the workplace means to them. Join us in fostering important conversations about the challenges and opportunities that shape career paths for Black talent in our industry. ✨ Featuring: Lorna Forbes, Head of Brand Engagement, RNIB Colin Gillespie, Co-founder & CEO, All Response Media Sheryl Agyemang, Marketing and Media Professional ➡️ Apply to join the Council and be part of this change: https://lnkd.in/eMDNV2y6 #BlackHistoryMonth #ReclaimingNarratives #DMACouncils #BlackMarketersCouncil #DiversityInMarketing #BlackVoicesMatter #Inclusion #BHM2024 #DataAndMarketing

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

It’s Black History Month in the UK! This year’s theme is *Reclaiming Narratives* and is a crucial reminder to celebrate the heritage, history and the vibrant cultures of the UK’s Black communities while also confronting the urgent work that still needs to be done for change. At Audeliss, The Black British Business Awards and INvolve - The Inclusion People we work with global businesses to make sure that Black inclusion in business goes beyond platitudes to tackle the systemic inequalities that Black employees still face. Some sobering facts: • According to the 2023 Parker Review, Black people make up just 1.5% of board positions across the UK’s top companies, and only 3.2% of senior leadership roles. • Extensive research shows that Black women face a “double glass ceiling” where they are held to higher standards yet rewarded far less. They report having to work twice as hard to get half as far, and the pay gap, promotions, and sponsorship opportunities for Black women continue to lag far behind. • Microaggressions, bias, and systemic discrimination continue to make the workplace a hostile environment for many Black employees, which both limits their career progression and is a serious safety and wellbeing issue. These barriers are deeply ingrained and must be addressed if we’re to foster workplaces where Black employees can truly thrive. This Black History Month, businesses need to take an honest look at their own practices and establish ambitious plans for change. What systemic barriers exist that stop Black talent from progressing through your organisation? What are your policies for dealing with racism, and how are these enforced? Do you have tangible talent development programs and data-driven solutions in place that enable your Black employees to thrive safely, with confidence and with career progress at the centre? If you’re not sure where to start or you want to refine your approach – get in touch with me and we can make that happen. Let’s ensure your business goes into another year with the policies and strategies it needs to ensure that your Black employees can achieve success. 🤎 #BlackHistoryMonth

As part of Black History Month, LinkedIn asked me, “How can businesses and colleagues be effective allies to Black employees year-round—not just in October?" Here’s my perspective: It’s important to recognise that for many Black employees, the workplace can sometimes feel unwelcoming because they are treated differently or held to higher standards, often without the same support. This can lead to heavier workloads, fewer opportunities for advancement, and performance evaluations shaped by unconscious biases. Black professionals often lack the high-level connections that can accelerate a career, and their contributions are sometimes overlooked or undervalued, prompting them to seek opportunities elsewhere to advance. Being an ally means more than observing Black History Month or short-term diversity initiatives. It’s about consistently advocating for Black employees—speaking up when you witness unfair treatment, championing Black high performers, and ensuring their voices are heard in decision-making spaces where they’re often absent. Support Black women in particular, as they frequently endure unique challenges and often feel under-represented. True allyship involves actively dismantling systemic barriers, promoting equity, and enabling a workplace environment where everyone is treated fairly every day of the year. Let’s continue working towards creating inclusive spaces where Black talent not only survive, but thrive. #BlackHistoryMonth #LinkedInNewsUK

It’s Black History Month, and the theme for this year is 'reclaiming narratives'. How many of us can remember being taught about important Black figures throughout history in our schools? And hearing their stories? It was limited at best, but often non-existent. This is why it's so important for us to keep educating ourselves, learning, and re-learning about Black history, so that we can be active allies. How can we do that? Here are three key ways to be an active ally and create an inclusive work environment (all year round, not just in October!): 💡 Educate Yourself: Take the time to educate yourself about the history and experiences of the Black community. Read books, listen to podcasts, watch documentaries, and engage with resources that provide insights into the struggles and accomplishments experienced. Understanding the context and challenges faced by Black individuals can help you become a more informed and empathetic ally. 💡Amplify Black Voices: Use your platform and privilege to amplify the voices of Black colleagues. Encourage and support black colleagues to share their perspectives, ideas, and experiences in meetings, discussions, and projects. Acknowledge and recognise their contributions and ensure that they have a space to be heard and valued. By actively listening and promoting their voices, you can help create a more inclusive and equitable workplace environment. 💡 Take Action Against Discrimination: Stand up against discrimination, bias, and microaggressions directed towards your Black colleagues. Be an active bystander and intervene when you witness unfair treatment or offensive remarks. Use your influence to advocate for policies and practices that promote diversity, equity, and inclusion within your organisation. By taking consistent, concrete actions to address and combat racism in your workplace, you can show your commitment to being a supportive ally to your Black colleagues. Remember that allyship is an ongoing process that requires continuous learning, reflection, and advocacy for creating a more inclusive and equitable workplace for all. This isn't just an activity for October. We all need to continuously and consciously keep learning and re-learning. #BlackHistory #BlackHistoryMonth #Inclusion #Diversity

Reclaim your narrative! Black History Month in the UK is a time to reflect on the remarkable contributions of Black people and the importance of diverse voices in shaping our society. Since its first celebration in the UK in 1987, this month has grown into a vital part of our cultural calendar. This year’s theme, “Reclaiming Narratives”, encourages us to uplift and share stories that have often been overlooked. Investing in Ethnicity (IIE) is committed to creating a more equitable future, working with organisations to champion diversity and inclusion. Share your unique experiences and stories – your voice is crucial in helping us understand and celebrate the rich diversity within our community. 🖊️ Fill out the questionnaire and help us continue the conversation: 🔗 https://bit.ly/47MYQ2m Let’s work together to reclaim the narratives that matter, and build a workplace culture where everyone can thrive regardless of background. 🤳 Photo by RDNE Stock project #BlackHistoryMonth #ReclaimingNarratives #YourVoiceMatters #BHM2024 #ShareYourStory #InvestingInEthnicity #DiversityAndInclusion

How can businesses and colleagues be effective allies to Black employees year-round? #BlackHistoryMonth #LinkedInNewsUK To be strong allies to Black employees year-round, businesses and colleagues can: 1. Commit to Learning: Provide ongoing education on racism, bias, and equity. 2. Create Safe Spaces: Offer open, judgment-free environments for Black employees to share experiences. 3. Support Growth: Provide mentorship and fair access to opportunities and promotions. 4. Elevate Voices: Value Black employees' contributions and ensure meaningful representation. 5. Hold Leadership Accountable: Set clear diversity goals and ensure leaders actively support them. Consistent actions create lasting support and inclusion for Black employees. Leaders should be active in promoting diversity and inclusion. Set clear goals around diversity and make sure leadership follows through on them. 6. Celebrate Year-Round: Recognize and celebrate the contributions of Black employees throughout the year, not just during Black History Month. Highlight their achievements regularly. 7. Engage with the Community: Support Black-owned businesses and local organizations working toward racial equity. Encourage employees to get involved in community service that promotes equality. Effective allyship is about consistent action, not one-time gestures. When businesses and colleagues are committed to learning, fairness, and support, Black employees can feel truly valued and supported year-round.

Are you investing in the development and success of your Black employees? Many organizations are still falling short in providing Black employees with the tools, networks, and opportunities they need to thrive. Barriers to progress remain, and systemic issues continue to limit their ability to achieve career success. In recognition of Black History Month in the UK this October, it’s crucial to reflect on the steps we’re taking to support Black talent. It’s not just about celebration—it’s about action. Check out this insightful case study on how INvolve - The Inclusion People partnered with a leading organization to elevate their Black talent and foster equitable growth. Interested in taking meaningful action in your own business? Get in touch at engagement@involvepeople.org to learn more about how you can create a more equal and inclusive workplace where Black employees can truly succeed. Discover the RISE program here: https://lnkd.in/eAxbuz-4 #BlackHistoryMonth #BlackExcellence #TalentDevelopment #DiversityAndInclusion #InclusiveWorkplaces #EqualOpportunities

Do you have targeted and specific talent development programs in place for your Black employees? Are Black employees able to achieve and succeed in their careers at your organization? Black employees continue to face barriers to progress and success within business. On a systemic level, many global organizations are not doing enough to ensure that their Black employees have an equitable chance for success. Black employees are often not provided with the tools, knowledge, network and access to opportunities that they deserve and their success is not invested in at the level it needs to be. Take a look at the case study below on some of the work we've done with a well-known organization to support them in elevating their Black talent. October marks Black History Month in the UK, a time to celebrate and equally commit to ambitious actions for much-needed change. Get in touch with us to deliver on your commitments to create fairer and more equal workplaces where your Black talent can succeed at engagement@involvepeople.org Learn more about RISE program here: https://lnkd.in/eAxbuz-4 #DEI #Blacktalent #Diversityandinclusion #TalentDevelopment #FutureLeaders #Seniorleadership #Allies #Allyship #Advocacy #CultureTransformation #Casestudy #TalentDevelopmentProgram #BusinessDevelopment #BlackHistoryMonth #BHM2024 #BlackHistoryMonthUK

How can businesses and colleagues be effective allies to Black employees year-round? #BlackHistoryMonth #LinkedInNewsUK Beyond Black History Month: Black History Month should be more than a fleeting moment; it is an opportunity to celebrate Black history and culture throughout the year. Just as we cherish birthdays and other special occasions year-round, we must actively embrace diversity and inclusion daily. As a parent, I understand the importance of creating an inclusive environment. Celebrating, engaging with, encouraging, and treating everyone fairly, regardless of their background, is essential to create a supportive space where everyone thrives. Businesses should adopt a similar approach. To ensure businesses and colleagues are effective allies to Black employees year-round, here are some key strategies I recommend Cultivate a Culture of Inclusion: Promote diversity, challenge biases, and create opportunities for everyone to contribute. Make education and training a priority update and provide ongoing training on diversity, inclusion, and unconscious bias to build an understanding and address these issues. Seek out the experiences and perspectives of Black employees to gain valuable insights. Encourage participation in ERGs that represent Black employees. Ensure Black employees are represented at all levels of the organisation. Acknowledge and celebrate Black history and culture year-round. Be mindful of and address microaggressions that may negatively impact Celebrate diversity and promote inclusivity. Businesses and colleagues must be intentional in demonstrating can genuine commitment to creating a positive workplace for Black employees. Beyond October black people should not be invisible for 11 months of the year Celebrate Black History Month and but make inclusion a year-round the real priority. #BlackHistoryMonth #DiversityAndInclusion #WorkplaceAllyship #CorporateSocialResponsibility