It’s That Time of Year Again… You know the one. That time when organisations and institutions scramble to put on the best show of inclusivity and then put us all back in the cupboard, only to dust us off again next October. Yes, it’s Black History Month – the annual event where we celebrate Black culture and history with fanfare… and sometimes a side of corporate virtue signalling.
Let’s take a moment to remember why Black History Month exists. Black History Month has been knocking about in the UK every October since 1987, thanks to the efforts of Ghanaian-born Akyaaba Addai-Sebo. Inspired by our American cousins to give Black Britons, especially children, a space to reconnect with their roots, recognise their history, and take pride in their identity. It was meant to challenge the Eurocentric narrative that dominates British historical discourse. Thirty-seven years on, we’re still here, so perhaps we need to talk about how organisations are approaching it—and how we can move beyond the tick-box exercise and make it more meaningful and long lasting.
The Problem
Now don’t get me wrong, many UK organisations, despite their best intentions, have fallen into the trap of treating Black History Month like a perfunctory exercise. A post here, a panel event there, maybe an all-staff email acknowledging the month. You can almost hear the collective sigh of “phew, we’ve ticked that box!” But here’s the issue: it’s not enough. It’s surface-level engagement that often leaves Black employees and the community feeling more like an afterthought than a focus.
These gestures, while seemingly well-meaning, often come across as an attempt to be seen as “woke” or an ally, rather than a genuine effort to drive change. This can lead to frustration among Black employees, who see through the smoke and mirrors, and scepticism from the wider public, who might be quick to call out organisations for their performative allyship.
This is not what Black History Month was meant to be—a once-a-year PR blitz that does little to tackle the systemic issues within organisations or promote real understanding and inclusion. But the good news is, it doesn’t have to stay this way. With a bit more thought and commitment, organisations can move beyond the one-off approach and make Black history a part of their DNA.
So, What Can We Actually Do?
Here’s where we ditch the lip service and get practical. No, this isn’t a revolutionary new list, but perhaps it’s one we need to revisit with fresh eyes and a bit more conviction:
- Spread Black History Throughout the Year Instead of cramming all your Black history content into 31 days, why not create a year-round programme of education? Monthly seminars, book clubs featuring Black authors, or regular shout-outs in your internal comms highlighting Black British achievements could be a good start. The more consistent the message, the more embedded it becomes in your organisational culture.
- Give Black Employees a Real Platform It’s time to amplify Black voices beyond October. Let us do the talking. Create opportunities for Black employees and leaders to share their experiences, ideas, and expertise regularly. Why not start a mentorship programme that pairs Black employees with senior leadership? It fosters career development and creates genuine pathways to leadership positions.
- Revamp Your Curriculum and Training For schools and educational institutions, it’s time to give your curriculum a good audit. Make sure Black history isn’t just a footnote but woven throughout the year. And for organisations, how about some ongoing cultural competence training? No more one-off unconscious bias workshops—let’s make it a regular thing to help employees combat everyday biases.
- Build Long-Term Partnerships One-off donations to a Black charity won’t cut it. Form long-term partnerships with Black-led organisations, charities, and Black-owned businesses. Sponsor events, volunteer regularly, collaborate on projects—there’s so much that can be done to foster ongoing relationships with the community. Don’t just talk the talk, invest in the future of Black businesses and communities.
- Be Transparent About Diversity We all love a bit of accountability, don’t we? Regularly assess and publish data on diversity within your organisation. Make sure you’re tracking representation at every level and paying attention to pay equity. Setting measurable goals and publicly sharing your progress throughout the year shows you’re serious about racial equity.
- Support Black Culture Beyond October Whether it’s sponsoring Black artists, musicians, or cultural events, don’t limit your engagement with Black culture to a single month. By supporting Black talent all year round, you’re showing that Black contributions are an integral part of your organisational life, not a once-a-year feature.
- Address Workplace Inequalities Head-On Organise deep-dive workshops on topics like microaggressions, racial bias, and systemic inequalities in the workplace. These sessions shouldn’t just be about airing grievances—make them actionable with concrete steps for employees and leadership to create a more inclusive environment. Empower everyone to make a difference.
Let’s Make Black History Month a Catalyst, Not a Conclusion
Black History Month should be the starting point for deeper, year-round engagement with Black history, culture, and advancement. It’s time to move away from virtue signalling and embrace a more holistic, long-term approach. When organisations make Black history a permanent fixture in their strategy, they not only honour the past but help shape a future where racial equality is an everyday reality.
Let’s celebrate Black history not just in October but every month, making it a part of the everyday fabric of society. Because when we commit to that, we honour the true spirit of Black History Month, and only then will we create the lasting change we all hope to see.
Let’s move away from “see you next year” and make Black history something we live and breathe—365 days a year.
