In 2020, with the Black Lives Matter movement, there was a flurry of activity and interest in Black communities. But the true answer to inclusivity is to make it a year-round effort, not something we celebrate once a year, or when the news reminds us.
In Canada, there are an estimated 1.2 million people of African Caribbean and Black descent. An exhaustive report developed by the Canadian Black Chamber of Commerce found three areas that need major improvement: more funding for Black-owned and run businesses, better mentorship for these entrepreneurs, and greater financial education for Black founders looking to raise capital and manage the finances of their companies.
Support can extend beyond finances though, including to those Black employees who are working within a company structure and not looking to start their own venture.
First, it is necessary to understand what performative allyship is. According to Forbes, performative allyship “isn’t about actually helping underrepresented communities. The focus is actually on the ally being rewarded and getting benefits from being ‘one of the good ones,’ whilst doing the bare minimum.” The black squares on Instagram and endless company statements in support of BLM come to mind with this phrase. Understand what it truly means to be an ally–both on the employee and company level. Consult, but do not depend on, Black employees to lead diversity initiatives or Black History Month celebrations. Encourage non-Black employees to educate themselves through reading, watching, donating, and listening. One idea is to support local Black businesses as a company. Check out Black Business Direct for Black-owned restaurants for a company meal and WeBuyBlack to find a collection of Black-owned goods.
On the company level, evaluate where your supplies come from and who provides services. See if there are any ways to adjust and support Black business owners. Consult AfroBiz.ca which is a search engine for Black businesses. 76% of Black entrepreneurs, surveyed by the African Canadian Senate Group, report that their race makes it harder to succeed, so this is a great moment to collaborate and work with them.
Another great way to cultivate meaningful change is to partner with a mentorship group with students, especially young people in your industry. Mentorship helps young people see a path forward in their chosen careers, and professional resources can help make it smoother. Mentorship groups can be found in student groups at local high schools and colleges, or consider putting the call out in your local neighborhood.
Examine your small business’s hiring practices by first looking at the racial breakdown at your company. A diversity of perspectives is necessary for a number of reasons, one of which is healthy company culture. If overwhelmingly white, consider changing hiring practices. Look at where your employees have come from, and see what can be tweaked. Another option is to work with a recruiting firm to find specialized, diverse talent.
One of the simplest, but most powerful, actions you can take is to invest in your Black employees. Find impactful ways to foster their development. Recognize their contributions to the business on a personal and company-wide level. Check-in with them, and listen to their goals. Ways to foster development can be monthly one-on-one goals meetings, finding business development courses and workshops, and listening to their experiences.
As a company, consider putting together an accountability report and publishing it. Many businesses made grand statements of support during the summer of 2020, but as the saying goes, action speaks louder than words. Consider how your company is showing support on multiple levels. Publishing this report adds to accountability and lets consumers know where you stand.
If you’re not sure where to start with this report, take a page out of Girls’ Night In. Their Pathways to Racial Equity Accountability Report is posted on their website. They also were inspired by East Fork’s values page and The Adaway Group, a black woman-owned firm that provides consulting and training services in the areas of race equity, inclusion, social justice, strategic planning, and organizational change. In short, take a look at various small business sites and see what resonates with your company and vision.
Girls’ Night In’s report included several sections, including team makeup, internal practices, training, giving back and fundraising, equitable pay and access to opportunities, diverse representation and inclusivity in content and creative, accessibility in content, feedback, and a dictionary of terms. These are all helpful arenas to examine implicit bias and racist practices.
Their report also included several concrete goals, which is highly recommended to create lasting change. Some of these goals include: “build a more transparent and equitable pipeline and criteria for how we hire contributors, reach out to guest editors, and select interviewees” and “implement guest and reader recommendation programs in our Friday newsletter to build space for ideas from outside our team.” All of the goals were then rated on a scale from incomplete to complete and detailed where the business was at in the process. The specificity of the goals and timeline adds to the integrity of the business.
Essentially, actions speak louder than words when it comes to working with underserved communities.
This article is intended for general informational purposes only and does not constitute legal advice or an opinion on any issue. It should not be regarded as comprehensive or a substitute for professional advice.