At times, it can seem that petitioning for Black inclusion in the workplace is a controversial subject that goes against desires that “only the best person for the job should be hired or promoted.” For some, it can feel that advocates for Black inclusion are really trying to solve social problems to the detriment of the commercial success of the organization. Or it can feel like Black inclusion means discriminating against non-Black employees.

If this is the dominant feeling of key decision makers, then Black inclusion can seem an impossible goal. Therefore, one of the first tasks for fostering Black inclusion is to ensure that the organization’s executive team understands why there is a need for it.

This can come in the form of awareness training or interactive workshops.

Building Awareness

One of the first activities is to begin building awareness of the benefits of Black inclusion and how it aligns to the organization’s mission and vision. It is important that diversity, equity and inclusion (DEI) efforts are not tackled as standalone elements.

Building awareness for the need to change is an important first step and can pave the way to more extensive training and development within the organization.

Here are some themes that this initial phase could address in outlining how Black inclusion is a benefit to the organization:

• Diversity of perspectives.
• Improved decision-making.
• Enhanced creativity and innovation.
• Better understanding of markets.
• Attracting top talent.
• Increased employee engagement.
• Social responsibility and corporate responsibility.
• Legal and ethical considerations.
• Reduction of bias and stereotypes.
• Innovation in problem solving.
• Employee well-being.
• Competitive advantage.

Once the executive team can see that Black inclusion is more than a “nice to have,” then they are more likely to want to see the benefits cascaded throughout the organization. There are several different training and development interventions that can be utilized to create a more inclusive and diverse work environment. Ensuring that these interventions are aligned to the organization’s mission is more likely to ensure their success.

Here are a few interventions that can foster Black inclusion:

Diversity and Inclusion Training

These types of programs focus on building awareness and enabling behavioral change within the workplace. Successful programs include awareness around stereotypes, bias and fostering a culture of belonging and respect.

When you include cultural awareness within these programs, by celebrating diversity for example, you can open essential dialogue and facilitate greater understanding between employees.

Cultural Intelligence Training

This type of training can break down barriers between Black and non-Black employees and foster a more inclusive environment. By understanding the unique lived experience of Black employees can help non-Black employees appreciate the barriers — both covert and overt — that Black employees face.

There is also an opportunity to break down stereotypes and appreciate the different cultures within the workplace. In the U.K., there is not a dominant “Black” culture, as the Black population originates from many different countries and communities, which have their very own distinct culture and experiences. For example, the Caribbean culture is very different to the African culture, as are the individual subcultures that derive from the countries that reside within them.

Leadership Development That Has Inclusivity at Its Heart

To be a great leader means that you are inclusive, and that you strive to understand and seek different perspectives — without bias. Organizations that welcome diversity, including cognitive diversity, are smarter ones. They are able to innovate better and are more likely to exceed stakeholders’ expectations.

Inclusive leaders tend to understand their own (and the organization’s) inherent biases and will work toward eliminating them. By reducing bias in the workplace, employee engagement will improve.

Mentoring Programs

Black women can often face the concrete ceiling in their career, and Black men can often experience negative stereotypes being used against them. Therefore, mentoring programs can help Black employees navigate the often-turbulent working landscape, especially if coupled with senior-level sponsorship. By enabling Black employees to access networks that they were unable to do so before can mean being able to access new opportunities that they may have been excluded from before.

Tailored Skills Development and Programs

By designing and deploying skills development and career advancement programs that incorporate the unique needs of Black employees can ensure that the organization supports Black inclusion and talent. This will also signal that the organization is serious about ensuring that Black employees feel included and supported.

Allyship Programs

It is important that organizations foster an environment where allyship is natural and expected. This often means that the organization will need to design and deliver training (or commission it from a third-party resource), that explores allyship and provides the right tools and strategies that make allyship possible.

Skills acquisition in this area is vital for allyship to succeed, and to create a more collaborative and engaging environment.

The above are examples of training and development programs that can foster Black inclusion in the workplace. If the organization sees their desire for Black inclusion as an ongoing event rather than a “final destination,” then they will support continuous learning opportunities for the workforce to enhance and enable their understanding of diversity and inclusion as it pertains to Black employees.