Black History Month – perspectives on career progression

Kim: I mostly agree with this suggestion because I believe that, unfortunately, there are numerous cases where black individuals are disenfranchised in their workplaces – either by systemic design, or those black individuals lacking confidence and ambition to progress because of a lack of representation in higher positions. 

Joy: The article is very apt, but unfortunately not news to many working black employees. As a black woman who has previously worked in corporate settings,  this issue needs more than conversations and statistics about race inequality. There needs to be a total change in the working culture towards race and a zero-tolerance policy on issues relating to microaggression.  

Black people are likely to be stereotyped by our peers and referred to as 'sassy' or 'aggressive' when we speak up against microaggressions by colleagues. We are also less likely to be given opportunities to be promoted based on our hard work due to these same microaggressions. This is also prevalent in other institutions such as education, as microaggression is deeply ingrained. 

Bonnie: I think it’s something that has always been an issue for people of colour because most of us have seen others try to progress and be rejected, even though we are competent and qualified in doing so. As for me, I’d like to think it’s also dependent on what profession you are in. For example, I haven’t witnessed any issues in the healthcare industry but I think in other professions it’s hard for black people to progress.

Kim: These recommendations are certainly a sufficient starting point to improve the issues highlighted. Transparency and accountability on issues of race, achieved through reporting and dialogue between stakeholders, should be mandated by government. These actions should produce statistical and qualitative data that is necessary to assign accountability. Provided that the mandates and incentives from government are strong enough, businesses and employers will benefit from equal workplaces.

Joy: The recommendations in the report for how companies can tackle issues regarding racial inequalities are good pointers. However, companies should work on listening to their black employees and taking action when issues are reported. I agree that senior leaders should sponsor black talent. Mentorships in the workplace can be very rewarding for black employees and senior leaders, as they provide an in-depth understanding of how race and identity play into development in the workplace.

Bonnie: The suggestions are achievable and paramount for organisations. They will play a key role in ensuring black people feel valued and included when it comes to opportunities for promotion.

Kim: I'm a firm believer in transparency and making individuals accountable for their behaviours in workplaces. From experiences and observations, both societal and individual biases are the drivers of workplace inequality and barriers. However, rather than calling out false beliefs and attitudes about race, individuals often choose to stay silent due to fears of 'rocking the boat' and/or feeling that it's simply 'not their place to get involved'. Therefore, any hope of removing barriers will depend on collective action and empowering people to speak openly on these issues, without the fear of negative consequences on their careers.

Joy: Schemes that can help to remove racial barriers in the workplace include; counselling for black employees, peer to peer/senior leadership mentorship, grants/capital funds directed towards black-owned businesses, further study sponsorship for black employees, open door career progression policy for senior leadership roles, graduate schemes for black students from low-income households.

Bonnie: There has been a scheme within the Dorset NHS Trust to support BAME people in terms of trying to figure out why they’re more affected by Covid-19. I think surveys and continued organisational support from management can have a positive impact. Some black people feel they’re not heard so ways to improve this at workplaces will be a good idea.

Kim: For readers to understand just one perspective of what most black employees feel in workplaces, this piece by Ashley Kirkwood is a great read. In particular, it sheds light on black people's common mentality that they must work harder than their counterparts in the workplace.

Joy: In order to remove racial inequality and the race pay gap, employers must do more than box-ticking exercises for their race and equality charter marks. The onus needs to be on organisations and not on black employees to implement policies and create a safe space in the workplace.

Bonnie: I think it's important to recognise that Black History Month is every month!

• Senior leaders should actively sponsor black talent in their workplaces
• Employers must convene big conversations in the workplace, with active listening – and then make plans on agreed actions together with their black employees
• Sponsor, support and encourage their employees to participate in the Race at Work 2021 survey
• Set targets to increase the representation of black people at senior levels within their organisations
• Demonstrate a commitment to diverse supply chains as well as asking suppliers how they are doing the same.