Barbara Banda’s Post

So much for bringing your authentic self to work that many organisations say they want employees to do. Really? Extract-98% of Black Brits have to compromise who they are at work A stunning 98 percent of 8,558 Black Brits who answered this question revealed they felt compelled to tone down their Black identity to avoid negativity from co-workers and bosses. Experts say this shows that many workplaces were “hostile environments” for Black workers, and this could be having a detrimental impact on employees mental health. Extract- The majority ( 80%) of respondents believed that racial discrimination was ‘the biggest barrier’ to academic achievement, with 8% having trust in the education system. Another 95% of survey participants believed that black people were not sufficiently represented in history in the national curriculum. Additionally, 87% of respondents reported that they expect to receive substandard levels of healthcare because of their race, and around three quarters ( 74%) of those surveyed disliked the term ‘BAME’ (Black, Asian and Minority Ethnic). In other areas studied, more than half of respondents ( 55%) stated that portrayals of black culture in advertising (including TV ad campaigns) were ‘somewhat better’ than they were 10 years ago, while 22% said they were ‘much better’. Dr Kenny Monrose, lead researcher and Cambridge sociologist, said: “A lot of nonsense is talked about black communities being hard to reach. They’re not hard to reach, they’re easy to ignore. But if there’s 10,000 people speaking, attention needs to be paid. You might not want to agree, but you’ve got to listen to what’s being said.”https://lnkd.in/ePxFV9FD https://lnkd.in/euHSUe9x

Black workers are able to make the necessary adjustments. Furthermore, it is feasible to change the culture such that Black workers are included rather than excluded. It can be accomplished, but it will need work on the part of managers and staff. #DEI #Diversity #Equity #Inclusion #InclusionWins Creating an Organizational Culture That’s More Inclusive for Black Employees

October is Black History Month and I would urge all employers and HR professionals to promote this in your workplace. The article below contains some great advice on what you can do to celebrate Black History Month within the workplace. It remains a sad reality that race discrimination is still an everpresent problem in many workplaces. The highest compensation awarded by the Employment Tribunal in 2022 was £228,117 & this was for a race discrimination claim. Please don't hesitate to get in touch if you would like any advice on how to tackle race discrimination in the workplace #employmentlaw #blackhistorymonth2023 #racediscrimination #hrcommunity https://lnkd.in/eJuuKMF4.

🌟🌟🌟 Ensuring the Well-being of Black Workers in Corporate America 🌟🌟🌟 📢 Dear Corporate America, 🙋♀️ I hope this post finds you well, as we acknowledge the progress we have made in diversifying our workforce. While we have come a long way in advocating for equality, it is high time we address an issue that continues to affect the well-being of our Black employees. Today, I want to shine a light on the detrimental impact of the "Black workplace exceptionalist" mentality and urge you to embrace a more inclusive and supportive approach. 🎯 Problem: The burden of being the "only ones" or a select few Black employees within an organization is an incredibly exhausting and isolating experience. We often find ourselves navigating through corporate environments that fail to recognize the toll this takes on our mental health and overall well-being. The prevailing notion that because we are compensated with six-figure salaries, we should be superhuman in our work, is not only unfair but detrimental to our overall satisfaction and productivity. 📚 Historical Perspective: It is crucial to acknowledge that this distorted perception stems from a deeply rooted historical context. The long-standing slave systems ingrained the notion that Black individuals are impervious to pain, mere workhorses designed to withstand anything. This narrative, subtly interwoven into our societal fabric, has perpetuated a culture of undervaluing the humanity of Black workers, diminishing the importance of their emotional and mental health. 🔑 Solution: In order to rectify this situation, it is imperative that Corporate America collectively moves beyond the flawed mindset that has persisted for far too long. Let us embrace a new narrative, one that normalizes and celebrates Black representation at all levels within organizations. Creating diverse and inclusive environments not only promotes equality but also fosters a sense of belonging for all employees. 📣 Call To Action: I challenge each and every one of you to actively engage in the process of dismantling this damaging mentality and creating a healthier work environment for Black employees. Let us normalize diversity, equity, and inclusion, not just as buzzwords but as values deeply embedded in our corporate culture. It is high time that we treat Black workers as human beings, worthy of care, respect, and compassion, just like any other colleague. 💪 Together, let us pave the way for a new era of inclusivity and understanding. By working hand in hand, we can foster environments where diversity is celebrated, talent is uplifted and all human workers are treated fairly. #diversityrecruiter #angelasolomon #asolomonrecruits #coachangela #workplaceequity #blacktalentadvocate #hispanictalentadvocate

Happy First Day of Black History Month! Let's talk about an issue that is affecting black women in the corporate world today. "To wear a Wig or to not wear a Wig?" Believe it or not-this is a valid, common question black women have running through their minds when in the workplace. Although most work places consider themselves to be equal opportunity employers, this is simply a front when faced with hiring managers who still hold a bias towards ethnic groups. Dating back to history, black women have always had negativity inflicted upon their natural hair. We used to be forced to cover our kinks and curls. Now, in today's society, it can effect our employment if we don't. Same consequences, different timelines? I myself have had several, awful encounters in the corporate world when wearing my natural hair. So much so that I wore a wig just to avoid being the center of attention for the day. This is a topic often ignored. A topic that outsiders may not consider. I hope this post sheds light to an issue that is pressing and needs immediate awareness. Hiring managers- please make sure to check your bias at the door. #equalopportunities #equalityforall #blackwomeninbusiness #wigornowig #corporatecommunication #hrcommunity #hr #blackhistorymonth

🌟 Redefining the Narrative: Empowering Black Talent in the Workplace 🌟 🔥 The work that I do is not for the faint-hearted. Every day, I am faced with the challenging task of redefining what truly constitutes Black talent and advocating for it in a world where biases and skewed perspectives still exist. However, I firmly believe that the time for change is now, and I am committed to making a lasting impact. 💪 At A. Solomon Recruits, we have a mission - to create safe workplaces for Black people. We understand that representation and exposure to job opportunities are key factors in bringing about true equality and justice. We are not just another diversity and inclusion initiative; we are driving a movement that aims to transform the very fabric of corporate America. 🌍 The challenges that we currently face are undeniable. Despite the progress that has been made, there is still a long way to go. It is disheartening to witness talented Black professionals being overlooked due to unconscious biases and systemic barriers. This is why our firm and I are dedicated to breaking down these obstacles and paving the way for a new era of inclusion and diversity. 🤝 We call upon each and every one of you, in the corporate world, to do more - to actively make a difference. It is not enough to simply acknowledge the need for change; action is crucial. We urge you to challenge your own biases and preconceived notions. Take a leap and hire Black professionals who may not fit the traditional mold. Diversity of thought and experience is the catalyst for innovative and transformative success. 🔍 Seek out Black professionals who may not have had the same opportunities for exposure as their counterparts. It is our collective responsibility to level the playing field and ensure that every talented individual has an equal chance at success. By doing so, you not only build stronger teams but also contribute to the growth and prosperity of your organization as a whole. ✊🏾 Together, let's redefine what success looks like - not just based on race or ethnicity, but on the merits and capabilities that each individual brings to the table. Let's challenge the status quo and embrace the power of diversity, knowing that it is the driving force behind innovation, creativity, and genuine progress. 🔗 I invite you all to connect with me to learn more about our mission, and how we can work together to create lasting change. #diversityrecruiter #asolomonrecruits #BlackWomanOwnedStaffingFirm #DEIExecutiveSearch #hireBlacktalent #empoweringpeoplelikeme

Navigating the workplace can be particularly daunting for Black, Indigenous, and racialized individuals due to persistent systemic barriers and biases. Here are some of the reasons: 1. Subtle Discrimination: BIPOC individuals often encounter microaggressions, which are subtle yet harmful behaviors or comments that undermine their sense of belonging and well-being in the workplace. 2. Tokenization: Being the only person of color or one of a few can lead to feeling tokenized, valued solely for diversity optics rather than for their skills and expertise. 3. Bias in Career Progression: Biases in hiring and promotion processes can hinder BIPOC individuals' advancement opportunities, perpetuating inequality within the workplace. 4. Cultural Pressure: BIPOC individuals may feel pressured to assimilate to dominant cultural norms, leading them to suppress aspects of their identity to fit in. 5. Lack of Representation: Limited representation of BIPOC individuals in leadership positions deprives them of role models and mentors, hindering their professional growth. 6. Unequal Treatment: Disparities in treatment, pay, and access to resources further marginalize BIPOC employees and contribute to a hostile work environment. 7. Emotional Toll: BIPOC individuals often carry the burden of educating their colleagues on racism and diversity issues, which can drain their emotional energy and distract from their work responsibilities. Addressing these challenges necessitates a commitment from organizations to foster inclusive cultures, implement fair policies, and actively challenge biases and discrimination. Creating workplaces where everyone feels valued, respected, and empowered to be their authentic selves is crucial for building a truly equitable and diverse workforce.

What does a supportive environment look like for Black professionals? It starts with acknowledging that although there are more conversations around racism and anti-racism, the effects still impact Black employees in the workplace. 💼 From inequities in opportunity and pay, to the "emotional tax" we discussed last week, Black professionals need employers and organizations that are willing to listen to their unique needs and engage in initiatives that better the work environment for everyone. 🙌 Here are some insights and suggestions to think about when fostering a more supportive environment for Black professionals: ⬇️ - Let go of the ‘colorblind’ myth - Hire equity-minded Black professionals for leadership positions - Respect and value Black professionals across the board - Extend anti-racist values to your partnerships and affiliations - Find the gaps within your organization and take action While these tips can help transform the workspace into a more inclusive and equitable place, it only scratches the surface. Dive deeper into this topic at our February 6 webinar "Reflections on Racism and Transforming the Black Employee Experience" at 12 pm EST. Register for free today at https://hubs.li/Q02ht_lC0! 🔗✨ While you're there, you can also read the full blog post "Creating a More Supportive Environment for Black Professionals" at https://hubs.li/Q02htPPw0. 💡 [Alt Description is located in the comments.] #Webinar #Webinars #BlackProfessionals #Inequity #Racism #AntiRacism #Inclusivity #Inclusion #InclusiveWorkplaces #WorkplaceInclusion #WorkplaceEquality #DEI #SGO #WorkplaceEquity #DiversityandInclusion #DiversityEquityInclusion #SheGeeksOut

I first became aware of this term many years ago at a Black History Month event in the UK. And though not reserved for people of colour and people from different cultural backgrounds to the majority, it is a pressure they often feel disproportionately to others. And Women of Colour Australia define it perfectly here. In the workplace it is more common than you realise, and can generate positive and negative outcomes. For women in male-dominated workplaces it might manifest as engaging in ‘banter’ you wouldn’t usually deem as funny or acceptable. It might mean dressing differently, wearing less make up or even lowering the tone of your voice. For black employees, the Harvard Business Review identified 3 main reasons people code-switch in the workplace: For black employees, HBR identified 3 main reasons people code-switch in the workplace: 1. For black people and other racial minorities, downplaying membership in a stigmatized racial group helps increase perceptions of professionalism and the likelihood of being hired. 2. Avoiding negative stereotypes associated with black racial identity (e.g., incompetence, laziness) helps black employees be seen as leaders. 3. Expressing shared interests with members of dominant groups promotes similarity with powerful organizational members, which raises the chance of promotions due to affinity bias. At the same time, we know that code-switching comes with social and psychological repercussions. Downplaying one’s racial group can generate hostility from in-group members, increasing the likelihood that those who code-switch will be accused of “acting white.” But going to work every day and playing a part that’s not really you is hard work. It depletes your energy and cognitive resources, and can lead to inner conflict and eventual burnout. The more racial diversity in your organisation (at all levels) and the more inclusive the culture, the less the study found that code switching was a problem. So you know what to do…. Check out the full article here: https://lnkd.in/dyZ2mu4 And view post on instagram: https://lnkd.in/gJfgdDk5 #codeswitching #peopleofcolor #workplaceculture #diversity #inclusion #race

Coined by Dr. Kecia M. Thomas, "Pet to Threat" happens when women, particularly Black women, are supported by their managers/colleagues, but only up to a certain point. According to Dr. Thomas’ theory, Black women are initially seen as likable novices, but when they tap into power and equity, it threatens the dominant group. Transparently, this is an experience that is all too common among Black professional women, including myself. However, sharing our experiences and stories as Black professionals is critical to creating space for difficult conversations as well as challenging the status quo at employers that have not done the work to create spaces for black professionals to consistently thrive. Once aware, the transition from "pet to threat" can be a particularly challenging period to navigate. Why?  Oftentimes the response to this form of treatment causes some to be labeled as "the angry Black woman," or perceived as having a negative attitude, with a blind eye to the preceding events. The resources below are a few that are helpful with understanding and navigating these occurrences: 1. https://lnkd.in/gP-VUzz5 [theinclusionsolution.me] 2. https://lnkd.in/geNkTvhS [forbes.com] 3. https://lnkd.in/ghKmbrPr 4. https://lnkd.in/gV4vC8Sy