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How to Make Black History Month Matter: Addressing Inequity in Hiring
We can honor Black History Month now and every day by tackling issues in the workplace. In this post, we learn to address the inequity found in hiring and ways to fix it.
As a gentle reminder: Black history isn’t just something we celebrate with some picture we post on our social media. No, Black history is created daily by the people we know. With the ones we work for and with. And sometimes by those we love and are related to. Last week, I wrote “How to Make Black History Month Matter: Addressing the Racial Wage Gap” as part of my Black History Month series. This week, I am continuing my exploration of ways institutions and companies can make Black History Month matter in real ways to their staff and clients.
This is the second in a series of posts about how to make Black History Month matter in your workplace or organization; it will address systems of inequity and doing something about them. Last week, I highlighted how Black and African American staff received less pay than their White counterparts. This week, I’ll continue to address other systems of inequity — such as the hiring and advancement process.
Change the Hiring Patterns
Last summer, in the midst of companies that looked at addressing systemic racism in their…
