It’s Black History Month – a time dedicated to celebrating the achievements of African Americans and recognizing the central role they have played in shaping U.S. history.
Companies across the globe have released statements in support of the holiday and many use this month to spotlight the valued contributions of Black community members within their organizations and beyond. And while this acknowledgement is certainly necessary, Black employees continue to face extra hurdles and economic barriers in the workforce today, which is why there is still so much work to be done.
Today, the wealth gap between White and Black Americans is nearly as large as it was back in the 1950s, with the current median White household having $285,000 in wealth, compared to $45,000 for the median Black household, per the National Bureau of Economic Research. Recent cross-industry layoffs have also disproportionately affected underrepresented groups, – with listings for DEI roles down 19% in 2022 and companies increasingly cutting these positions – which has significantly hindered business pledges to boost minority representation and equity.
Many Black employees also experience frequent microaggressions and hostility at their workplaces, and find themselves code-switching – the practice of changing one’s appearance, body language, or expressions to fit in with the dominant culture – in order to feel accepted at work. Research by the Harvard Business Review found that code-switching increases chances of raises, promotions, and perceptions of professionalism for Black employees, and an Indeed survey released this month revealed that half of surveyed Black workers believe that not code-switching would negatively affect their professional careers. This statistic is alarming because code-switching is tied to burnout, emotional distress, and reduced commitment to one’s company.
So, as a leader, what can you do to build an inclusive, welcoming, and supportive environment for the Black members of your team and organization? We sat down with Michaelangelo Garland, Danya Humeida, Ejamike Mbanefo, and Malik Osumah, members of monday.com’s Black Employee Resource Group (ERG), to get their insights and advice.
Acknowledge it directly
Even if your organization released a statement or has organized initiatives to celebrate Black History Month, as a manager, a good practice can be acknowledging it directly with your team members. If you have Black employees on your team, sit down with each one of them individually to make space for them to share what you can do, as their leader, to support them and address the significance of the month with the rest of the team. During events or holidays like Black History Month, ask your Black employees how it impacts them and what it means to them.
When it comes to conversations about Black History Month with your team, you can also give members of the community the opportunity to lead the discussions if they want to. Offering them the chance to choose whether or not they want to direct the conversation and decide what kinds of issues are addressed is the best way to ensure the topic is acknowledged in a way that honors their voices and needs.
Invest in education
When you lead a team, it’s important to take a genuine interest in your employees in order to be a present and effective manager. A great place to start is by trying to stay informed on what’s happening in their communities – from new legislation and policy changes to major events being talked about in the news – so that you can be a more effective support system for your team members. Recognize that certain news updates or political changes may influence their sense of safety and belonging, so do your best to validate the emotional burdens they carry and remember that you don’t have to personally relate to an experience to appreciate the difficult feelings that may come with it.
On that note, without putting pressure or pushing a certain agenda, give Black community members on your team the opportunity to openly share their experiences and challenges with their colleagues. By helping your employees express the obstacles they face with their teammates, you make a clear statement that this is a safe space, inspire others to feel comfortable opening up, and pave the way for greater awareness and intentional behavior on your team going forward.
Convey your commitment
As mentioned above, it’s very common for Black employees to feel pressure to adjust their appearances, body language, and expressions at work in order to feel more accepted, which can be really draining and alienating. So, as a leader, it’s important to convey your commitment to creating a culture in which everyone on your team feels like they are welcome as their true selves. In one-on-one conversations, try asking your team members individually if they feel comfortable being themselves on your team and if there’s anything you can do to make the environment more welcoming. This can open the door for Black employees and members of other minority groups to honestly voice their needs and help you identify actions to take in order to promote a greater sense of belonging within your team.
Be a mindful leader
Get to know your team members so that you can spot when someone seems down or uncomfortable and actively check in. If you notice a normally vocal team member sitting silently in multiple meetings or seeming tense after a particular conversation, be sure to privately reach out. Create space for them to be honest with you if they were offended by something or are having a hard time, and allow them to guide the conversation without pushing for details. Saying things like “No pressure at all if you don’t want to talk about it, I just wanted to check in and see if there’s anything I can do to help,” can make a real difference.
Remember that everyone is different
No single person can represent the feelings and experiences of their entire community, so don’t just take what one team member shares as reflective of the needs and priorities of every Black member of your team or organization. Make sure to have a conversation with each individual to ask about their personal challenges and identify what they may need from you as their leader. And remember, conversations about race and representation can be sensitive, and some people might not actually want to talk about it, which is okay! Your goal should be to simply open the door and make space for your employees to decide what they feel comfortable sharing with you. The most important thing is to show your team members that you care, and to avoid making assumptions solely based on limited information and identifiers.
Demonstrate trust
If someone on your team comes to you about an experience they had in which they felt excluded, disrespected, or uncomfortable – whether it be by a teammate, client, or more senior colleague – make it clear that you’re not questioning their experience of what happened. Rather than trying to justify the situation or play devil’s advocate, actively listen, validate their feelings, and let them know the next steps you plan to take. If they’re comfortable, you can speak directly with whomever else was involved, and if they prefer you not say anything, thank them for coming to you and let them know that you will do what you can to ensure these occurrences don’t happen again. When you do this, you show your team members that you trust their word and that they can count on you to have their backs.
Encourage community-building
Having a sense of community can make all the difference for employees who may feel isolated. So, if your company has relevant Employee Resource Groups (ERGs), let your team members know these exist and encourage them to join if they’re interested. And if there are no formal community groups, do your best to create opportunities for your team members to get to know each other better on a more personal level through team lunches, group nights out, or even team-building activities.
Be their advocates
Recent research by McKinsey & Co has revealed that companies have lost momentum in promoting Black professionals into managerial positions. Back in 2020, following the murder of George Floyd, U.S. companies made noteworthy strides in hiring and promoting Black professionals. However, the data now shows that they have reverted back to near 2019 levels, particularly when it comes to that critical first promotion to management, which has the power to set a person’s earning trajectory for years to come. Getting left behind at this stage is making it that much harder for Black professionals to grow into more senior and high-paying roles.
So, as a manager, recognize your power in correcting this. DEI initiatives shouldn’t be based on societal pressure – when a Black employee on your team is a star, push for their growth, even if they haven’t asked for it. Do your part to advocate for your employees, empower them, and help them advance. And if you notice that your Black employees are paid less than their white counterparts, don’t just stay silent – do your part to correct it.
Lead by example
As a manager, your employees look to you to set the tone for the team and model expected behavior. When you are an effective advocate, it empowers others on your team to be as well. So from educating yourself on current events and showing that you’re informed about what’s going on to speaking up when you witness microaggressions toward your team members and showing up to BHM events or initiatives, be present and make it clear that you care. The more you model this behavior, the more you can inspire other team members to support one another, which really goes a long way in promoting a sense of community and belonging on your team.
