Nora Kalnina’s Post

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

🌟 How to Be an Effective Ally to Black Employees Year-Round 🌟 To be effective allies to Black employees, businesses and colleagues can: 📚 Commit to Continuous Learning: Engage in ongoing education about racial issues and the experiences of Black individuals. This can include reading books, attending workshops, and listening to Black voices. 📜 Create Inclusive Policies: Ensure that company policies actively promote diversity and inclusion. This includes fair hiring practices, equal opportunities for advancement, and zero tolerance for discrimination. 🗣️ Foster Open Dialogue: Encourage open and honest conversations about race and inclusion in the workplace. Create safe spaces where Black employees feel comfortable sharing their experiences and concerns. 🤝 Support Black Talent: Actively mentor and sponsor Black employees. Provide opportunities for professional development and ensure they have access to the same resources and networks as their peers. 🏆 Celebrate Black Achievements: Recognize and celebrate the contributions of Black employees not just during Black History Month, but throughout the year. Highlight their successes and ensure they receive the recognition they deserve. 🔍 Hold Everyone Accountable: Make sure that all employees, especially those in leadership positions, are held accountable for fostering an inclusive environment. This can include regular reviews and feedback on diversity and inclusion efforts. By implementing these practices, businesses and colleagues can demonstrate genuine allyship and support for Black employees all year round. 🌍✨ #BlackHistoryMonth #LinkedInNewsUK #DiversityAndInclusion #Allyship #SupportBlackTalent #CorporateResponsibility #InclusiveWorkplace #CelebrateDiversity #YearRoundAllyship

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

How can businesses and colleagues be effective allies to Black employees year-round? 🌍🤝 As Black History Month Comes to an End, supporting Black employees year-round is essential, and genuine allyship takes intentional, consistent action. Here’s how companies can make it happen: - Representation at All Levels 🧑🏿💼👩🏾💼: Fair hiring and promotion practices mean Black professionals have a seat at the table, from entry-level to leadership. - Create Safe Spaces 🛡️🗣️: Structured forums and ERGs empower employees to share experiences and foster learning without fear of retaliation. - Invest in Mentorship 🌱✨: Mentors and sponsors open doors and drive career growth – offer pathways to leadership for Black talent. - Address Bias Head-On 🚫👀: Regular training on unconscious bias and zero tolerance for discrimination helps build an inclusive culture. - Celebrate Culture Beyond One Month 🎉📅: Recognise Black voices year-round in events and learning initiatives. Be Transparent on DEI 🔍📊: Share your DEI progress—the wins and the challenges—to build credibility and trust. - Practice Active Allyship 💪🏿👂🏾: Listen, learn, stand up, and advocate daily. - Ensure Pay Equity 💸⚖️: Conduct regular audits and commit to fair pay and opportunity access. Allyship isn’t a campaign; it’s a year-round commitment that makes workplaces stronger for everyone. 🌟 #BlackHistoryMonth #LinkedInNewsUK

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

How can businesses and colleagues be effective allies to Black employees year-round? As we celebrate Black History Month, it is important to recognise that allyship is a year-round commitment, not just something observed for one month. True allyship in the corporate world means taking consistent action to create inclusive, equitable environments for Black employees. Here are some key strategies: Listen and Learn: Provide platforms for Black employees to share their experiences and perspectives. Listen with the intent to understand, rather than just respond. Mentorship and Sponsorship: Actively support Black talent through mentorship, offering opportunities for growth, and advocating for their progression within the workplace. Review Policies: Regularly assess company policies and practices to ensure they are anti-racist, equitable, and supportive of diversity in all its forms. Training: Deliver regular anti-racism and unconscious bias training, embedding these conversations into your company culture. Representation: Commit to diverse recruitment at all levels, from entry roles to leadership, ensuring Black employees have a voice in decision-making processes. Allyship requires sustained effort, accountability, and action. Let’s make sure Black history and excellence are recognised and celebrated all year round, not just in October. #BlackHistoryMonth #Allyship #Inclusion #Diversity #Equity#LinkedInNewsUK

💛🖤 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

Not my usual post. However, in support of Black History Month, I was recently asked to share my thoughts on how businesses and colleagues can be effective allies to Black employees all year round. Here’s my message. To support Black employees year-round, businesses and colleagues must move beyond performative actions to foster sustained, meaningful diversity, equity, and inclusion (DEI). Here's how: Active Listening Create safe spaces for Black employees to share their experiences and concerns, ensuring they are heard without fear of retaliation. Empathy and understanding are key to addressing challenges effectively. Ongoing DEI Education Continuously learn about systemic racism and unconscious bias. This can include workshops, reading, and personal reflection to ensure that allyship is rooted in action, not just words. Advocate for Opportunities Support Black colleagues by recommending them for promotions, leadership roles, and development opportunities. Ensure they are included in high-visibility projects and mentorship programs. Challenge Injustice Speak out against discrimination, micro-aggressions, and pay inequities. Allies must take an active stance in advocating for fair treatment and addressing bias. Systemic Change Encourage anti-racist policies and transparent recruitment practices that diversify talent pools. Institutionalise policies that protect and empower marginalised employees. Celebrate Year-Round Recognise and celebrate Black achievements throughout the year, not just during designated cultural months, to ensure Black employees feel valued and appreciated consistently. Finally, I trust that many businesses are already striving to adopt these practices and more. I encourage you to continue doing so as we work towards more inclusive workplaces where EVERYONE thrives. ————————————————————————— Hi, I’m Eve ATAT! As a Business Consultant, I help businesses navigate change, improve communication, and resolve disputes in both B2B and B2C contexts. Read more in my bio and Let’s connect! Change | Innovate | Communicate | Resolve #BlackHistoryMonth #LinkedInNewsUK #DiversityandInclusion #EquityInTheWorkplace #WorkplaceDiversity #InclusiveLeadership #SupportBlackEmployees Photo: Taking a step back to appreciate life

As an active member of our Black Employee Network during my tenure in corporate America, I was deeply aware of the urgency and fleeting opportunity to address the unique challenges faced by Black professionals. The murder of George Floyd was a grim reminder of the systemic injustices that seep into every institution, including corporate environments. It highlighted the critical need for spaces that truly understand and address the specific issues Black employees endure, ensuring that equity and inclusion aren’t just buzzwords but are actively practiced realities. Now, although I have moved on from corporate America, the narrative for many Black professionals remains distressingly familiar. There is a troubling trend towards re-closing the windows of opportunity that had briefly opened, a regression to the norm where superficial diversity and inclusion efforts dilute the real, pressing needs of Black professionals. These individuals often find themselves having to mask up to 100% of their identity just to blend into the expected corporate framework. For a short while, we were empowered to voice our pain and stand unapologetically in our truths. We must not let this be a mere blip in the timeline. The creation of initiatives like the Fearless Fund and the ongoing need for affirmative action in education are crucial—they offer a chance to level the playing field and should be staunchly defended and supported. Our commitment to diversity, equity, and inclusion must extend beyond Black History Month and Juneteenth; it needs to be a consistent part of how businesses operate year-round. The experiences of Black professionals in corporate America are not just seasonal topics to be explored during cultural observances; they are persistent realities that require ongoing attention and action. We owe it to ourselves and to those who will follow to keep pushing, to keep speaking out, and to ensure our voices are heard and acted upon, not just looked at during specific months but recognized and integrated every single day. #DiversityAndInclusion #BlackLivesMatter #CorporateResponsibility #FearlessFund #AffirmativeAction #Equity

October marks Black History Month, a time to celebrate the achievements of black people, recognise the ongoing struggle for racial justice, and reflect on how we can contribute to a more equitable and inclusive world. We believe that this work is crucial for our industry as a representation of society. This #BlackHistoryMonth, we're taking a moment to appreciate the contributions of our black colleagues, members, and partners who make our industry stronger, more vibrant, and more innovative. We acknowledge that our journey toward a truly equitable and diverse recruitment sector is ongoing, and we remain committed to driving meaningful change. Here are some ways we're working toward these goals: 👉🏿 Diverse representation: We strive to ensure that our boards, committees, and staff represent the diverse communities we serve, bringing a range of perspectives and experiences to the table. 👉🏾 Education and resources: We provide ongoing training and resources to our members, staff and partners, helping them create more inclusive workplaces and understand the benefits of diverse teams. 👉🏽 Advocacy and allyship: We advocate for policies and initiatives that promote diversity and inclusion in the recruitment industry and foster a culture of allyship among our members and partners. As we celebrate Black History Month, let's also remember that the work of equity, diversity, and inclusion is a continuous effort. We must listen, learn, and take action to create meaningful change, not just this month but throughout the year. Together, we can build a recruitment industry that truly reflects and celebrates the diverse talent and communities we serve. Please share your stories, experiences, and ideas with us as we continue to champion #equity, #diversity, and #inclusion. 🔗To learn more about our available #EDI resources, please visit our EDI hub: https://bit.ly/4eDE33A