Bringing Black History into the Workplace: Cutting Through the Tokenism

With October’s Black History Month on the horizon, it's time to ask: how can we genuinely integrate Black history into the everyday culture of our workplaces? Well, one way of answering this, is to think of black history as black narratives; i.e., a collection of stories, experiences, and perspectives told from the unique vantage point of Black people.

Then Black history is not just a collection of facts but a series of stories that challenge the historical neglect of fuller stories of British history. Can you see now that we will have to go beyond the corporate performance of diversity, the glossy campaigns and shallow social media posts??

Challenging Ignorance in Core Workspaces ??

Team meetings. Departmental reviews. These aren’t just routine checkpoints. These are where the decisions that shape your organisation are made. If Black voices aren’t part of these conversations, they’re not part of your company’s future.??

So, why not inject Black experiences into team discussions or monthly reviews? Black people have their ears to the ground and know what’s going on in the lives of ordinary people but from a ‘diversity’ perspective. If you’re talking about innovation or leadership, you can’t ignore the diverse minds who’ve pushed boundaries in your industry. Start small – allocate time in departmental meetings to highlight different viewpoints from the diversity of the market. Let it become the norm, not the exception. These are the spaces where the most subtle but profound shifts in thinking happen.

Training Isn’t a Checkbox, It’s a Catalyst for Change ??

Your training programmes aren’t just opportunities to tick the diversity box – they should be radical spaces for deconstructing the myths that have kept Black voices on the margins. Instead of limiting Black diversity to a single month, why not make it part of your onboarding process? Let it sit alongside compliance and ethics training because, frankly, inclusion is ethics. ??

And for those organisations running diversity and inclusion workshops, use Black History Month as a starting point for ongoing conversations – not a one-off, feel-good session. This is where Black narratives can be centred, where you confront the uncomfortable truths about the market, and where transformation begins. ??

Making Black Perspectives Visible in the Everyday ??

We can’t just ‘spotlight’ Black history in the confines of boardrooms and training seminars. We need to normalise it in the spaces where employees and clients intersect. Think about your internal communications, your newsletters, and the company intranet. ??? These channels reach everyone – they can challenge ignorance where it lurks unnoticed.

Why not use these platforms to regularly highlight the contributions of Black pioneers relevant to your diverse customer base and sector? Create space for weekly features on Black figures in your industry or stories about Black-owned businesses in your client-facing materials. If your company isn’t consistently recognising Black excellence, then it’s complicit in the same old narrative of exclusion. ??

Reclaiming Public Spaces for Representation ???

Your client meetings, digital platforms, and physical office spaces are more than just functional settings – they’re sites of power. Whether it’s in your reception area or on your homepage, your brand should speak volumes about whose voices you amplify. ??

Consider a long-term strategy of having client presentations interspersed with Black innovators or Black-led initiatives relevant to your field. In these public-facing environments, the tokenism of diversity fades quickly. But what if Black excellence was featured year-round, visibly challenging your clients to rethink what leadership looks like? ??

The Boardroom: Where Real Power Lies ???

We need to be brutally honest: boardrooms are the spaces where power truly resides, and too often, Black voices are absent from the discussions that shape the future. Presenting Black-lived experiences in this setting isn’t just about education, it’s about redefining who gets to influence strategy and direction. ??

What better time than quarterly strategy reviews to confront the lack of representation at the top? Commit to featuring Black voices in these rooms, not just as a token of diversity but as leaders shaping long-term strategies. Without Black diversity informing leadership decisions, you’re continuing a cycle of ignorance and exclusion. ??

Aligning Black History with Client Engagement ????

Your clients see what your brand stands for, and they expect more than lip service. Embedding the rich diversity of Black experience into client-facing engagements – whether through presentations, roundtables, or events – demonstrates a commitment to more than just profit. ?? It shows your organisation understands that inclusion isn’t a trend, it’s a principle.

Why not use client events as platforms to highlight Black trailblazers in your field? Not only does this foster meaningful relationships, but it also challenges your clients to think beyond the narrow frameworks they’ve been operating within. Diversity isn’t just about internal culture – it’s about reshaping the way we engage with the world. ??

Breaking the Cycle of Historical Neglect ??

The neglect of Black narratives in the workplace is deliberate. It’s a product of systemic exclusion that will not be undone by a couple of PowerPoint presentations in October. To break the cycle, organisations need to be intentional about where and when the rich diversity of Black experience is presented. From team meetings to client-facing spaces, boardrooms to company newsletters, every space is a battleground for shifting the culture. ???

Rockstone is your foundation, and I’m here to make it work for you. Ready to take the next step? Visit www.rockstoneconsultancy.com or book a free mentoring session to begin your journey toward lasting change.??