Evelyn Adams’ Post

As we celebrate Juneteenth, we must also acknowledge the invisible chains that still bind our country due to systemic racism. The legacy of slavery continues to impact the lives of Black Americans today, from disproportionately high rates of incarceration to limited access to quality education and opportunities. We must all commit to being actively anti-racist and dismantling the systems that uphold white supremacy. This means advocating for policies that promote equity and justice, supporting Black-owned businesses, and amplifying the voices of marginalized communities. As a professional in the corporate world, I recognize the importance of creating inclusive workplaces where all employees feel seen, heard, and valued. We must actively work to dismantle the barriers that prevent Black professionals from advancing in their careers and ensure that everyone has access to the same opportunities for success. Let us use this day of celebration as a reminder of the work that still needs to be done to create a truly equal and just society. We must continue to educate others, have difficult conversations, and take action.

As we enter Black History Month, it's crucial to recognize that addressing microaggressions goes beyond a mere month-long observance. "As a white person or other non-Black ally, if you get called out for a microaggression, it’s your duty to apologize, listen to the criticism and be open to learning. It doesn’t matter if you meant well: Your intentions are irrelevant. And if you witness a microaggression occurring, you can step in to help lighten the burden placed on Black people." Listening, apologizing, and actively working to dismantle these microaggressions are essential steps toward creating inclusive and equitable environments. By speaking up we can foster a workplace culture that values and respects all individuals. Let's commit to protecting our Black colleagues, loved ones, and friends on the receiving end of microaggressions. Together, we can do the work for a future where everyone feels seen, heard, and valued and it not be the responsibility of Black people to educate us all. Read more about the common microaggressions faced by Black individuals and why they're harmful: https://lnkd.in/g9UsqMEq

To those who attempt to define the roles or capabilities of Black professionals, I would like to offer some perspective. As an educated and empowered Black woman, I stand as a testament to the vast potential and diverse contributions that Black professionals bring to every field. From educators and doctors to computer technicians and professors, Black individuals excel in a myriad of professions, not because of any predetermined societal roles, but because of our dedication, expertise, and passion. It's essential to recognize that talent, ambition, and intelligence are not bound by race or ethnicity. Limiting beliefs about what Black professionals can achieve are outdated and rooted in stereotypes that have no place in our modern, diverse world. I choose to surround myself with positivity and empowerment, and I encourage all Black professionals to embrace their unique talents and pursue their goals with confidence. Let us continue to break barriers, redefine expectations, and inspire future generations to dream without limits. Our success is not just a personal victory but a collective stride toward a more inclusive and equitable society.

Really appreciate this post from Bethany Younkers about BHM. As a wyte person, it will be easy to get caught in a flurry of posting MLK and James Baldwin quotes, but that does nothing to create change. Also, it's hella insensitive and violent if you aren't creating positive change all year round and just capitalizing on the "it" thing in Feb. Managing and correcting your own micro-aggressions is one of the ways we can continue to create positive change. If someone calls me out for saying something ignorant or problematic, it means they care enough about me to help me do better. Is it embarrassing and does it sting? Sure, but my ego will heal. That micro-aggression on the other hand may be the only thing standing between someone and a psychologically safe working environment, which is why it's extra important. The intention is irrelevant when the impact is huge. Just because it doesn't feel like a thing to you doesn't mean it isn't someone else's world. It's imperative we tuck our egos aside for the 30 seconds it takes to absorb the lesson (drink that nectar), and do better the next time. Imagine if we all committed to doing this every day, in 29 tiny ways for the month of February? Imagine what kind of change we may be able to create. Then, imagine we did it for March, and then April, and then it just became how we moved through the world. What might we create then? I don't remember where I saw it, so please feel free to credit, but it said "I am just one tiny voice - what difference will it make....said 7 billion people." What are you doing with your tiny voice this month?

Empowered Solutions is proud to present our Black History Essay Series titled "Exploring the Black Experience in the Workplace" This February, we invite you to join us on an enlightening journey through a specially curated collection of essays that illuminate the vast and vibrant narratives of Black history, with a lens focused on professional environments. We will traverse through historical epochs to highlight the formidable achievements, the unwavering resilience amidst adversity, and the persistent inequalities that Black professionals encounter. Each piece in our series is carefully crafted to unveil the myriad aspects of the Black experience in professional settings—from the trailblazers who shattered racial confines to the contemporary figures driving change within their fields. We will scrutinize the systemic obstacles that have impeded progress, applaud the victories and contributions of Black professionals in diverse realms, and provoke thoughtful discussions on ways to forge ahead. Our series aims to do more than just recount historical events; it aspires to recognize the invaluable contributions of Black professionals and to confront the ongoing inequities that impede equitable progress. This is an opportunity for enlightenment, understanding, and a pledge towards fostering workplaces that are truly inclusive and fair for all. We encourage you to engage with us as we pay tribute to the enduring legacy and achievements of Black professionals, extending beyond a single month and into our continual dedication to diversity, equity, and inclusion. #BlackHistoryMonth #InclusiveWorkplace #DiversityAndInclusion

In “Building A Pro-Black World: Moving Beyond DE&I Work and Creating Spaces for Black People to Thrive”, we explain how to shift from simply critiquing white supremacist culture and calling out anti-Blackness to actively designing for pro-Blackness. Order yours today: https://bit.ly/3YwpCY4

I once received a job description stating, "this role is reserved for a Black candidate." You can't make this stuff up. This from a business owner trying, in his clumsy way, to make space for Black talent. Obviously we declined working the role. In the wake of George Floyd, Ahmaud Arbery, and Breonna Taylor's murders, our world felt like it was on fire. Companies rushed to support Black Lives Matter, and DEIA efforts surged. Overnight, LinkedIn profiles transformed, with many suddenly claiming a decade of DEI experience to land those coveted roles. New positions were created, events launched, and corporations loudly professed their commitment to diversity. Recruitment agencies with a history of discriminatory practices started hiring Black and Brown talent and boasting about their DEI expertise. We even faced competition from an agency known for discriminating on behalf of clients, all because they spun a tale about being experts in placing diverse talent. The vultures were out in full force. Fast forward to 2024: Companies now claim they lack budget for DEI but still wanted Black speakers for Black History Month—for free. Here's the bottom line: DEI is not a passing trend or a marketing tool. If your company truly cares about DEI, it will commit to it, even when it's not convenient or profitable. Real change requires real commitment.

Great callout Samantha! There is an urgent need for us, as a society, to do so much more - "to make DEI a norm and not something we strive towards." Having a policy in place and a web-page dedicated to DEI is simply not enough. Yes, by all means, allocate a budget for initiatives/talks that contribute to educating and raising awareness among employees. But why stop at employees and recruitment? 1. Procurement / Sourcing Teams can be encouraged (and even rewarded) for onboarding minority-owned local vendor partners or providers who have an established DEI culture. 2. In Canada, I was surprised to see that many employers still require job applicants to write cover letters highlighting their suitability for a role. Perhaps recruiters/ hiring managers should insist on a Diversity Statement as well (especially for people leader positions)? 3. Schools / Universities must consider including DEI as part of the core "life skills/ foundation" curriculum for ALL study streams. 4. Industry Associations can look at how they can integrate and highlight this topic in various conferences and exhibitions etc. 5. Of course, we can have federal and provincial legislations but these often lack teeth and are ineffective on their own. What other initiatives can you think of? I (and a lot of other folks out here) would love to know.✌️ #dei #diversity

To those who attempt to define the roles or capabilities of Black professionals, I would like to offer some perspective. As an educated and empowered Black woman, I stand as a testament to the vast potential and diverse contributions that Black professionals bring to every field. From educators and doctors to computer technicians and professors, Black individuals excel in a myriad of professions, not because of any predetermined societal roles, but because of our dedication, expertise, and passion. It's essential to recognize that talent, ambition, and intelligence are not bound by race or ethnicity. Limiting beliefs about what Black professionals can achieve are outdated and rooted in stereotypes that have no place in our modern, diverse world. I choose to surround myself with positivity and empowerment, and I encourage all Black professionals to embrace their unique talents and pursue their goals with confidence. Let us continue to break barriers, redefine expectations, and inspire future generations to dream without limits. Our success is not just a personal victory but a collective stride toward a more inclusive and equitable society.

7 actionable ways to celebrate #BlackHistoryMonth. The group behind Anti-Racism Daily has a 28 Days of Black History email series that starts today. You can sign up here: https://lnkd.in/gXE-vQy6 Valuably, they're kicking the month off by telling you *exactly* what you can do to talk the talk AND walk the walk this month (and I pray you don't work in an organization that only discovered TODAY this was coming). Their advice includes (the below is copypasta from their email): 1) Address pay equity in your organization. Use this month to solve the pay inequity at your organization. If you’re not in a leadership position to do this, start by inquiring: what were the findings of the latest pay audit performed by your company? What initiatives were put in place to solve them? Talk about your salary with your coworkers, regardless of their race or gender identity. A culture of pay transparency can help mitigate these discrepancies in the future. 2) Rally for DEI. At a minimum, continue to champion DEI initiatives at your organization. Show up to DEI council meetings, and tell your managers how much it matters to you. Keep conversations going with your peers about its importance, and invest in alliances or other initiatives to keep DEI going in your industry. 3) Just rally. Change isn’t created in silence. Continue showing up at protests and other demonstrations as best you can. This includes protesting physically in the streets and providing essential services to protestors. This can also include consistently sharing action items on social media and defending protestors through advocating for legislation and donating to bail funds and other emerging needs. 4) Celebrate Black History all year long. The calendar might mark the occasion, but Black people deserve recognition and support 24/7, 365. Make the time this month to plan for how you're supporting Black history. As an individual, this can look like planning time to watch movies, or learn about a new leader each week. As a workplace, this can look like ensuring that your internal speaker series isn't just melanated in February, exploring other holidays related to Black culture, adding reminders to check specifically how your equity and inclusion initiatives support Black employees, and making an ongoing financial commitment. Discover the rest at the link above.