I have already begun my Black History Month tour, and surprisingly there are a few noted observations to help you along. I am encouraged. Hope you will be too. 🙌🏿✨
Of course, there are the usual logistics of having to navigate administration and communications lines, which come with the territory of organising such an impressionable event. 📝📞 Then there is the focus and energising creativity of the contact I’m linking up with and who is leading the event. And of course, there’s the usual paraphernalia of art, exhibits, music, food, regalia, drama, speakers, discussion panels, etc., which all help to engender an ambience of colour, tastes, smell, sounds and motion that brings corridors, offices, open rooms and cafeterias to life.
Now I say, ‘paraphernalia’, not to diminish these essentials but to foreground the deeper elements of what BHM might constitute for an organisation. Without getting too pedantic, I want to highlight a few takeaways of good practices to help make my point. They follow in no particular order of importance:
👉🏿 Take advantage of the month. People are thinking about leveraging the month to onboard transformational discussions about inclusive itineraries, briefings, systems and seminars, if only to harness the sense of belonging of minority customers and stakeholders. 💬🌍
👉🏿 Prioritise budgets. Significant budgets are created, signalling insight into the importance the organisation attributes to BHM. No lip service. People are putting their money where their mouths are? 💸💼
👉🏿 Mount a creative communication campaign for the event. I’ve seen creative messaging that speaks to the month as a “levelling-up” exercise to take us closer to the parity of “All History Months”. Clever! 💡📣
👉🏿 Have a comprehensive communications strategy. As part of the communications strategy, a strong message from the CEO of one of the events indicated the level of importance given to it. This was followed by statements from Heads of divisions/ departments. Yep, organisational leadership is key to ensuring that all colleagues are on board and teed up. There will always be the indifferent, the denier and the antagoniser whether among the uninitiated or not. So, directional leadership is critical to establishing that BHM is part of its organisational values system. 🏛️🔝
👉🏿 Be aware of the trauma. In one session, an announcement was made, suggesting that while we celebrate BHM, for some black people (and others) this might induce significant trauma. So, safe spaces and support for resilient building and mental health were amply shared.
Just some observations. Have you noticed anything positive in your experiences of BHM so far? 🤔🖤✨
For more insights, check out my website www.rockstoneconsultancy.com and book a free consultancy session www.rockstoneconsultancy.com/free-consultancy🤝🏿💡
#blackhistorymonth2024 #organisationaldevelopment #diversityandinclusion