Why Convert Doesn’t Celebrate Black History Month and Why We Encourage Other Businesses to Do The Same

My blood pressure rose 100 points at the thought of publishing this for fear that my Black Card would be snatched away! 

If you don’t know what a Black Card is (no, not the Amex), it is an imaginary “Carte” Exclusive to the Black community acknowledging your level of Black Pride and “Blackness.” 

I’ve seen many lose it - it’s not a pretty sight. (I won’t name names here, but a quick online search will reveal everything you want to know about this phenomenon).

This article may put mine in question. But I decided; I am alright with that. Progress doesn’t come from 100% consensus. It's created when outliers disrupt the norm and new options and perspectives are presented.

So what’s the deal with this provocative (maybe even bordering clickbaity 🤭) title?

I won’t make you read all the way to the end before sharing the punchline (I am breaking all the rules on this one). Here it is:

Convert doesn’t celebrate Black History Month because our goal is to celebrate what’s at the heart of Black History Month daily - Equity, Equality, Inclusion, Appreciation.

(Are we wrong for this? Tell me in the comments. What do you think?)

This is our intention and what we aspire to become. While we don’t always achieve that vision, from my experience, it is not mere lip service. 

Convert’s commitment to inclusion and diversity is not because of a policy, or a statement blast out on our social media channels. It results from five distinct characteristics that make Convert Convert:

• Diversity by default 
• Transparency as the foundation 
• Sustainable in our DNA 
• Progress not Perfection 
• Freedom as the End Goal

Even though I already revealed the punchline, if you want to know how these values stimulate inclusion and how you can apply them in your businesses, I compel you to continue reading. I will also go over the four invisible complacency traps your company and team can fall into when celebrating BLM out of obligation. 

But before we can dive in, let’s take a quick look at the historical origins of Black History Month. 

The Origins of Black History Month (BHM)

“Even though history is in the name, many people celebrate Black History Month without a full understanding of its origins”

Don’t worry, this won't be a full lesson in United States history. However, it is important to understand the circumstances that laid the groundwork for BHM.

The Political Climate that Set the Stage for Black History Month

The Association for the Study of Negro Life and History (ASNLH) and beloved Harvard-trained, historian, educator, scholar, Carter G. Woodson created the seed of what is now BHM in 1926. It began as “Negro History Week,” a dedicated period to celebrate the contributions of African descendants who were left out of American history even though that history was built upon their backs. 

In the wake of 2020’s BLM movement, it may be difficult to imagine a climate more hostile or divisive in the US, but it existed. America relegated African Descendants to live in the shadows as three-fifths of a person. Racial violence was commonplace, inequality was the law, and one could confuse segregation as Divine natural order.  

It wasn’t until 1976, on the heels of the Civil Rights movement, and several assassinated African American leaders, that BHM received its full month designation by U.S. presidents. The UK and Canada also adopted the celebration.  

If you want to know more about Black history in America, check out this timeline: Black History Milestones. 

A Radical Opinion?

The roots of Black History Month are noble and respectable. When you study excellence, there is an opportunity to expand one's mind. 

So, you are probably asking, “How does someone understand the power of celebrating great minds yet concludes they want to opt-out of the official BHM?”

It comes from a deep desire for tangible progress, and authenticity. 

As the principal content creator for Convert’s social channels, I spend a lot of time online. On Feb 1st, the official start of Black History Month, the customary posts started rolling out. I bucketed them into the following categories:

1. Individuals paying tribute to our rich history and legendary figures. 
2. Parents sharing their children’s Black History Month projects. 
3. Promotion of Black History month events. 
4. Corporations sharing polished statements declaring their support for these 28 days of celebration. 

  The last bucket turned my stomach.

Inauthentic B.S. never sits right on the stomach. It’s like getting a gourmet meal infested with e. Coli, it looks good, but if you eat it, you'll pay a high price.

-NYAIMA

After seeing one too many of these lifeless corporate declarations, my cynicism boiled over.

A quick search of many of these companies would reveal a C-Suite filled with lookalikes, and uniformed management staff. Further investigation would uncover disgruntle employees, and internal culture, structure, and systems il-positioned to support genuine change.

If you think I am being dramatic or judgemental, just look-up the statistics yourself. Here’s a head start: 

• Companies are making bold promises about greater diversity, but there’s a long way to go
• The Most Diverse and Inclusive Companies in the World
• Employer review site Glassdoor adds diversity and inclusion ranking

Who were these declarations for anyway? African Americans or Corporate Stakeholders who wanted to keep up appearances?”    

Conversely, Convert backs their commitment to inclusion and diversity. They work with companies that are aligned and clearly outline what non-alignment looks like:

Another factor that brought me to this decision was, actions taken out of obligation suck. 

You know this from your own experiences. Think about the difference you feel getting a gift on a major holiday versus receiving an unexpected gift on a random calendar day.

I decided Convert wouldn’t add to this lifeless pool of corporate declarations. 

Black history month is like this: Thousands and thousands of people take part because they think it is the right thing to do. It’s not because they are passionate about it, care about the social implications, or really desire political or systematic change. 

Black History Month Has Other Critics

As much as my ego would like to take credit for being the only one who’s taken this radical stand, there are many who hold a similar opinion: 

• BHM Dissenter #1: Harrold Jackson critics BLM in a piece, Black History Month Failed Negros
• BHM Dissenter #2: Sincere Kirabo, in an article in the Humanist, “Why I’m a Black Man Against Black History Month, explores his desires to create more depth and integration of BHM into the fabric of American history and culture.
• BHM Dissenter #3: Even a Pennsylvania High School student, Simeon Barrett, weighs in on an opinion piece in his school's newspaper, The Problem with Black History Month. 

But this conscious dissent is not as radical as it seems…

Convert also stands in splendid company with organizations who are on the leading edge of growing through diversity and inclusion, including, Natura & Co Holding SA. (See full 2020 ranking of the Top Most Diverse and Inclusive Organizations Globally by Refinitiv)

Too Radical or Not Radical Enough?

If you believe you are slighting your staff by not celebrating black history month, just play the “would you rather” game. Ask them the following question and full-body listen to their response:

Do you prefer Black History month celebrations or would you prefer equality, more opportunities, and everyday appreciation within this organization?

Let’s play another game to illustrate a point. Send a petition around the office to advocate for a White (American) History Month or Men’s Celebration Month. Most will probably think it's a joke. Again, listen to the conversations that happen. You will get insights into the REAL thoughts of your people. 

Those with the power to write the story ensure they are celebrated daily.

-NYAIMA

Respect The Past But Build upon it to Create Something New and Better

As we can see, Black History Month was needed. But in 2021, continuing to celebrate BHM the way it was celebrated in 1926, even in 1976, is a trap of complacency. This trap has several faces. Let’s examine each of them and see how to counteract them.

Complacency Trap #1: We Celebrate Black History Month, We’ve Done Our Part

No, you haven’t. 

Celebrating Black History Month does nothing to change systemic issues of inequality. 

Sharing the history and greatness of Mohammad Ali or Paul Robeson is beautiful, but it doesn’t translate into people of color feeling more included, receiving fair treatment or opportunities in the workplace. 

How to Counteract Complacency Trap #1

Set a goal and create a clear why. What do you really want to accomplish by celebrating BHM? Share it with all the members of your organization, set accountabilities, and measure your success.

Complacency Trap #2: All Black People Are Happy When Our Company Celebrates Black History Month 

No, they are not. In fact, many of them are downright disgruntle and on the edge.

Who cares about a -day program that highlights the achievements of Black people of the past when black people of the present are still disenfranchised in the very organizations that they give their life-energy working in? 

How to Counteract Complacency Trap #2

Find out what people really want. No need to assume, just ask them. 

Look for creative ways to celebrate your team members. Reference companies who are already doing exceptional jobs in this area and model that behavior. 

Complacency Trap #3: The Invisible Message Embedded in Black History Month 

Black people still sit outside of “regular” history. To continue to cram the contributions and accomplishments of African descendants into a single month perpetuates this artificial separation.

How to Counteract Complacency Trap #3

Time to change this antiquated narrative. Black History is American History. American History is Black History. They are one, forever connected like the ingredients of a stew.

Create safe, inclusive environments, which recognize the accomplishments of staff without prejudice.

Complacency Trap #4: Black History Month's Performance Data

Black History Month has a poor record of achievement when you examine its empirical success. For example:

In a Fortune article, “Only 19: The lack of Black CEOs in the history of the Fortune 500,” author Phil Wahba asks, “In the history of the Fortune 500 list, there have been only 19 Black CEOs out of 1,800 chiefs. Why, after so many years of awareness of this problem, is that number still so stubbornly low?”

As a data-driven, optimization and growth-focused A/B testing company, it is hard for Convert to ignore what this data suggests. A self-proclaiming post won’t bridge the gap that exists here.  

How to Counteract Complacency Trap #4

If you want to make a real impact, quantify your goal, measure and track it, optimize what’s working, and kill what’s not. Make it easy for people in your company to see this data. #transparency.

The #1 Complacency Killer 

Simply, come up with SMART goals and internal values that support inclusion and diversity. It must be funded and measured. Without these two components it is not a goal, only a wish.

Convert is an excellent model, let‘s revisit a few of their values: 

• Diversity by default 
• Transparency as the foundation 
• Sustainable in our DNA 
• Progress not Perfection 
• Freedom as the End Goal

The theme that emerges is, being human-centered and conscious to create better experiences. This shows up as:

• Encouraging inclusive language. 
• Respecting and learning about the cultural differences of team members so we can have better interactions (we are a fully remote team across 16 countries). 
• Emotional safe spaces for expression with simple processes in place to report if you feel like someone has violated your rights. 
• An interview process that tries to remove bias.  

How are your company values, goals, and metrics aligned with true inclusion?

What’s Necessary for Progress

One of the primary goals of a business is growth.

Stagnancy is Death

If this is true, we are all required to build upon the foundation of BHM. 

It takes Courage to go against the norm. But isn’t that what businesses do daily? They look for new pathways to serve clients and internal stakeholders better.

It takes Respect to see the depth of a community 365 days a year. 

It takes True Interest and respectful Curiosity.

It takes Radical Self-reflection.

How are you complacent or taking actions that go AGAINST inclusion?

Bringing It All Together...

Black History Month is positioned to show the richness of African American culture and instill pride in a people who are told that their contributions to the development of the United States of America are not important, or worst, non-existent.

I am going to break more rules here. Instead of concluding with the customary summary and CTA, I would like to leave you with some Universal truths.

All people want to feel appreciated and Loved.

No one wants to be relegated to a 28-day box. One person living in the present has accumulated enough history to be put into volumes. So how can an entire culture be placed in such a small box?   

Never forget the universal needs people are reaching for. It is the same thing you want for yourself or those you love.

The truth is this is not an all-or-nothing conversation. Continue to celebrate BHM, but now that you have insight into the complacency traps, and understand the true spirit behind the celebration, I hope it inspires you to create a more progressive system and approach to your inclusion and diversity program. 

RESOURCES and TIPS

Tips

• Don’t try or assume you can do it yourself. Bring in an expert to give you structure, language, context, and tools to incorporate inclusion into your culture. 
• Get help, but don't forget you have power to create change as an individual.
• Be okay with making mistakes, because, more than likely you will. Remember, progress not perfection. 
• Find mentors in companies who you respect and are doing a good job ushering positive change.
• Please, do not ask the Brown person on your team to lead this. Unless this is their job or they Volunteer to take charge of it. 

Resources

Not sure how to implement an inclusion program into your organization, call on an expert: 

• Diversity, Equity, Inclusion & Belonging (DEI&B) Lean Enterprise Transformation
• Advocate for anti-racism in business
• Collective, a human-centered diversity, equity, and inclusion consultancy and research lab that is shifting how millennial-driven organizations build, grow, engage, and retain diverse teams. 
• ThinkHuman

If you want to take a more holistic path to DE&I, offering your team one-on-one coaching services is an excellent opinion. The following company has exceptional services and exceptional coaches:

• Bravely, connects people to on-demand confidential coaching in the moments that matter across the employee experience.

Are you an executive coach or HR professional? Become certified as an inclusion and diversity executive coach:

• Dr. Vivian 
• Amber Mayes Consulting

Join A Movement:

• The C-Suite Paradigm Project, Establishing parity with the C-suite by providing a unique Diversity and Inclusion certification program and offering corporate coaching to grow a diverse pool of C-Suite ready women.

Take a Course:

• The Diversity Movement

Love Music? So many songs deal with the Oneness and Universal thread that connects us all, here's one of my favorites: 

• A Time To Love, Stevie Wonder featuring India Arie