Has your organisation ever been asked to plan for Black History Month?
Mine have. My consultancy, Rockstone, have been asked to organise this week as an intensive at a university, and it’s been exciting for several reasons. Of course, there are the usual logistics of having to navigate administration and communications systems, which come with the territory of organising such a mammoth task. Then there is the focus and energising creativity of the students who are leading the week. 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, classrooms, lecture halls and dining halls 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 to help make my point. They follow in no particular order of importance:
👉🏿 Take advantage of the month. Leverage 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. Budgets give significant insight into the importance an organisation attributes to a function. Are they paying lip service or what?
👉🏿 Mount a detailed communication campaign. A central message could be that while Black History Month is every month we’re giving particular focus on this month as a “levelling-up” exercise to take us closer to the parity of “All History Months”. The likes of this message should be strategically communicated way in advance of BHM. This should include internal communications with staff and associates alike. People in your organisation need to know at least two months in advance what the ethos of BHM is before its delivery. Universities, for example, might need to plan in the summer before since the semester starts typically in October, BHM.
👉🏿 Have a comprehensive communications strategy. As part of the communications strategy, a keynote message led by the CEO should be given, followed by statements from Heads of divisions/ departments. Organisational leadership is key to ensuring that all staff is on board and galvanised. 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. While we celebrate BHM, for some black people (and others) this might induce significant trauma. Therefore, balance presentations with safe spaces and support for resilient building and mental health.
Here are my thoughts. Why don’t you share yours…
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