UK Black Comms Network’s Post

Back in 2020, nearly half of Black communication professionals reported never having received an internal promotion. That's shockingly dismaying! As a 100% BME-staffed agency, we encourage every Black PR professional to join the survey. Let's see what progress (hopefully) has been made, and most importantly, affect change!

We went through all the categories on this year’s @observer PR Power list to fully understand the scope of the firms and agencies recognized. Upon seeing these numbers, it’s hard not to feel that something is amiss, as there are Black-owned agencies out there meeting metrics and doing impactful work. The only plausible explanation for their absence is a lack of care and attention from those compiling these lists. It exemplifies the industry’s tendency to pay lip service to diversity without following through with meaningful action. In 2020, there was a shift, with Black PR professionals becoming more outspoken about the challenges they face in this industry. Our industry claimed to listen, learn, and take actionable steps towards improvement in an effort to spur honest efforts toward change. However, instances like this list’s glaring omissions call that into question. This reflects larger systemic and industry issues and is another recent example of the dismissal and outright discrimination the media displays in amplifying or suppressing the work of Black talent across PR, marketing, and advertising. We must continue pushing for true equity and inclusion in tangible ways, not just empty platitudes. If you believe in the importance of diversity and inclusion in our industry, please consider adding your name to this open letter. Together, we can make a difference. Read the letter and sign via https://lnkd.in/eHfxE_-i

Black employees, even during #BlackHistoryMonth, you have the right to say "No." Last week, I spoke with a Black employee from a large organisation who used my 'Call a Sista' Service. She felt guilty for refusing to organise a last-minute Black History Month event for her company and wanted to 'check' if she was wrong to say no. She works in IT, not EDI! This work is mentally and emotionally draining. Don't underestimate the toll it takes on you—especially when it's unpaid and on top of your regular duties. I know this first-hand! So in case you need to hear this, 'yes', the work does need doing, but 'no' it doesn't have to be YOU doing it. Set your boundaries, and drop the guilt. You have the right to unapologetically OPT OUT! If your leadership is truly committed to EDI and anti-racism, they should: 1️⃣ Plan well in advance, as they likely do for other national and cultural observances. 2️⃣ Hire experts and compensate them fairly for their specialised work. 3️⃣ Stop burdening their Black employees with the responsibility to educate them for free. 4️⃣ Recognise the emotional labour involved and offer adequate support. 🌟 Need help setting workplace boundaries? COMMENT below or DM me, and I'll send you my FREE Masterclass and Workbook on 'Setting Workplace Boundaries as a Black Woman in Corporate.'

💪🏿 Happy Juneteenth!! We at PeakHR commemorate this complicated day, recognizing the harsh realities of history, reflecting on the very real impact of systemic racism over time, acknowledging the inequities that exist today but also celebrating Black culture, excellence and joy. 🙌🏿 As HR practitioners, we have had a front row seat at how companies have navigated Juneteenth over these past years. We have a few thoughts we’d like to share: 1️⃣ Juneteenth is not new. It has been recognized and celebrated by Black Americans, especially Black Texans, for decades, and thanks in large part to activists, including Opal Lee, it is finally a federal holiday.  2️⃣ As individuals, we encourage you to advocate for a deeper understanding of the Black experience in America - in your community, at home, at schools and in your workplace. Don’t pretend that deep, systemic inequities don’t exist and do not allow legislators or corporations to pretend either.  3️⃣ As HR leaders, create the systems and processes that hire, promote and pay Black talent fairly for their work. Open doors, create safe spaces and conditions for Black talent to thrive and contribute.  4️⃣ As investors, consumers and entities, support Black entrepreneurs and Black businesses. Peak HR is proud to be led by a Black Texan and today, we celebrate Morgan Williams' story, contributions and experience. And we encourage you all to join us in making this not just another day on your calendar. Open thread below for sharing resources, stories, or whatever you'd like to contribute to the Juneteenth discourse on LinkedIn. Let's use our platforms for good today.👇🏿

This Juneteenth, it’s crucial for company leaders and organizations to recognize that asking Black employees to recount traumatic experiences to educate their larger employee base is not acceptable. Here’s why: - First and foremost, such requests place a burden on Black employees, forcing them to confront painful memories that can retraumatize them. - It disregards their emotional well-being and autonomy, reducing their experiences to tools for the education of others. - It perpetuates a harmful dynamic where Black employees are expected to serve as educators on racism, further marginalizing them within the organization. This burden should not fall solely on the shoulders of those who are already navigating systemic inequalities and biases in the workplace. Here’s what you can do: - Create affinity groups or employee resource groups (ERGs) where marginalized employees can find support, camaraderie, and opportunities for professional development. - Leaders, take this time to publicly speak out in support of Juneteenth. - Encourage non-marginalized employees to take the time off to research the history of the holiday. - Partner with Perfeqta! Our company training sessions are tailored to help your entire organization hold engaging conversations about building a safe and inclusive workplace.

This is your friendly reminder that Black History Month is approaching and your organization's social teams are likely scrambling to come up with what to post in February. Here is what NOT to do: ● If your organization has not highlighted or featured black employees before now, please sit this one out. We can tell and in 2024, this is the bare minimum you could be doing. ● If all you have is your basic "Happy Black History Month" template, sit this one out. It's 2024, you're organization has been around how long and all you have to contribute is the same "Happy Black History Month" you have likely recycled every year. Shame on you. ● If your organization claims to care about DEI initiatives, but this is the only month you address any, sit this one out. There are plenty of important DEI causes to address all year. Don't wait until February to speak on them. Here are some creative ideas you COULD do. - Celebrate black owned business leaders or companies in your space. - Highlight clients or C-Suite executives that are of color. - Speak up about a cause that you truly advocate for. - Allow your black employees to "takeover" social for the month. (Post a day in the life working at ______) - Feature a recent promotion of a/an employee(s). - Highlight a black owned business you or your employees frequent for breakfast, lunch, or dinner. - Highlight a black owned business that has supported your business in the past or that you do business with. This list is only a start but we have to continue to push beyond the bare minimum acknowledgments and it starts here. #BlackHistoryMonth #DEI #SocialMedia #Marketing #SocialMediaManager

Did you know last week (November 16) was National Black Marketer's Day? The holiday celebrates the achievements of Black marketers in America and marks the role Black culture played in influencing the marketing industry. To find out more about it - go to [Link to Article] https://lnkd.in/d5htdQ2T On a scale of 1 to 5 -with 5 being the highest - how would you rank the current state of marketing in your business? #NationalBlackMarketersDay #Marketing

Black marketers make up 7.2% of our industry’s workforce*, woefully below Black representation in the U.S. population. Representation matters, so this year, we’re celebrating Black History Month on our social channels by creating more visibility for Black marketers. We asked our people to tell us about some of the most extraordinary Black brand-side marketers they’ve been lucky enough to work with, and why they’re legends in the making. Keep an eye on our social channels throughout Black History month to find out which Black marketing rockstars we’ll be buzzing about for years to come. *According to ANA #BlackHistoryMonth #JackMorton #LegendsInTheMaking #BlackHistory #BlackMarketers #BlackTalent #BlackInAdvertising #BlackAtJack #DEIB #culture #Diversity

Welcome to Black History Month! It’s that one time of year corporations use marketing to signal—virtuously—how important the achievements, legacy, and lives of Black people in America are. But only if you act now because this is a limited time offer of “support,” routinely producing cringe worthy ads, emails, and social posts—and right on schedule they’re already popping up in my inbox. (I put “support” in quotes because often times what you see is marketing acknowledging the month but not taking any meaningful, sustained action to make the lives of Black people better.) And it’s a huge missed opportunity. But not one you may have considered. Marketing, advertising most visibly, doesn’t merely reflect culture and society. Marketing actually produces and recreates norms and biases that shape social perceptions and that we internalize. Marketing then is an incredibly powerful tool. It doesn’t just work to sell us on products, services, and causes. It works to sell us on what is normal, beautiful, healthy, and desirable. If corporations really wanted to demonstrate that they care about Black people during Black History Month, interrogating their own marketing, how they represent Black people, and creating campaigns from here on out that champion difference and and diversity would be a fine place to start.

How to find black talent and get your roles in front of them. (The unwritten guide to engaging black talent) I hear the question "Where can we find black talent?" All the time from employers, with some questioning whether black talent even exists in their sectors. Truth is, black talent does exist and it exists in ALL sectors. Here are some market-tested hacks I’ve found from running 100’s of black talent attraction campaigns. We've been using these over the last 18 months with incredible results. P.S. Repost if you learned something new ♻️