UN Global Compact Network UK’s Post

National Black Business Month is a time to celebrate the vital role of Black-owned businesses in the U.S. economy and their contributions to diversity and equity. In The Beta District and beyond, supporting these businesses shows solidarity and helps advance equality. With Black-owned businesses making up about 3% of U.S. companies, there are many ways to get involved. Discover five impactful ways to celebrate and support Black-owned businesses, as recommended by SHOPPE BLACK: https://lnkd.in/gkxuNdgz #BlackBusinessMonth

Have you read the Congressional Black Caucus's Corporate Accountability Report on Diversity, Equity, and Inclusion? The report asks questions, provides context, and shares key findings about workplace DEI best practices to address systemic injustice, the wealth gap, and opportunity gaps. "What Does Good Look Like" is a question we all should ask, and continue asking, and reevaluate. Real diversity, equity, and inclusion work is good business. https://lnkd.in/e9C7G7tZ

Are you interested in learning about Jacqueline Potter Jones, author of the book “Through it All?” For information about her professional background, social activism, additional details about the book, and to preorder the book, Click Here to secure your copy today! https://lnkd.in/dx8QjGTx Through it All: 30 Black Women’s Stories on Navigating Workplace Discrimination

As we move through October 2024, we once again celebrate Black History Month as a time to honour, share and celebrate the rich and diverse history, culture, and contributions of black individuals and communities. BHM serves as a powerful reminder of the resilience, creativity, and strength that have shaped the black experience throughout history and continues to inspire us today. Black people have been a fundamental part of British history for centuries, however, their contribution to society is often overlooked which can also be reflected through experiences in the workplace. This year’s theme for BHM is “Reclaiming Narratives,” which marks a significant shift towards recognising and correcting the narratives of Black history and culture. It’s about acknowledging and appreciating the contribution of black individuals throughout history, embracing, educating and empowering one another through the art of storytelling. There are so many ways to celebrate BHM month in the workplace; however, when working remotely it can seem quite limited (or so, I thought). Fortunately, ECITB are members of the Employers Network for Equality & Inclusion (enei), so today I had the opportunity to listen to this incredible discussion, where the speakers shared insightful stories on how they empower themselves and individuals from black and ethnic minority backgrounds to speak up and let their voices be heard in order to evoke change. They provided insight on how we can honour BHM through storytelling, enabling people to be their authentic selves and using their voice to speak about their experiences. The leading message I took from the session was 'if you can't see it, be it'. As a mixed race female, during the early stages of my career I found it quite daunting not seeing people who looked like me, either not in managerial/leadership positions or in the workplace at all. Today's discussion triggered a change in mindset that if you can't see a role model, be the role model - be a trend setter and inspire the next generation. However, for this to be done, we need allies to help black and ethnic minority voices be heard, make these conversations accessible and work on ways to overcome barriers that are faced. This BHM and for the foreseeable future, I'll be dropping the PowerPoint presentations (for the most part 😂), and using my voice to tell my story as well as listening to those who are willing to share theirs. Thanks to the Employers Network for Equality & Inclusion (enei) for organising such an insightful and interesting discussion!

Grounded in insights from direct care workers, our "Top Five Solutions" report offers research-backed ways to recruit and retain caregivers. As care workers, Black women face some of the most extreme challenges in occupational segregation. By employing an “earn-and-learn” approach coupled with wraparound supports, we can ensure Black women caregivers receive wage increases consistent with their expanded skills and pathways to advance their careers. Learn about worker-centered, industry-responsive training and more solutions by reading the report. https://lnkd.in/gfxD52j6

🗣 Reclaiming Narratives: Empowering Black Voices through ERGs 🗣 This morning, I co-hosted an insightful discussion with Dionne Eldridge Assoc CIPD for Black History Month, where we explored how Employee Resource Groups (ERGs) can elevate Black voices in the workplace. Our fabulous speakers Emily Abbam ACIPD, Zina King, and Aisha Minhas brought forward thought-provoking perspectives that made one thing clear: ERGs are often expected to drive massive change, yet the people leading them are volunteers, balancing their day jobs with the work of dismantling systemic barriers. It's a heavy load to carry, and the truth is, many of these employees already know what needs to be done—they're just not empowered to act. So, the real question becomes: how can organisations truly support these employees, beyond lip service? What’s being done to give them the resources, time, and backing they need to turn plans into action? We need to rethink how we expect marginalised employees to shoulder the weight of change. ERGs can’t be the only solution, and the people behind them shouldn’t be left to fight these battles without real support. Let’s start looking at what empowerment actually means in practice. Thanks to our incredible speakers for sharing their stories and insights today. 🙌🏻 #BlackHistoryMonth #ReclaimingNarratives #ERG #DiversityAndInclusion #WorkplaceCulture

Rest, Joy, Ease, and Thriving Aren't Luxuries—They Are Our Birthright. ~ Rachel Cargle In leadership, prioritizing rest and care isn’t just an act of self-preservation—it’s an act of resistance and survival. For Black women, who are often leading in systems not designed for our well-being, reclaiming rest, joy, and ease is essential. Studies suggest that engaging in intentional self-care can improve both mental and physical well-being, allowing us to thrive, not just survive, in our professional lives. Prioritizing care is an act of resistance, allowing Black women to reclaim our time, bodies, and mental well-being. Let’s lead from a place of wholeness, knowing that thriving is our birthright. https://lnkd.in/gEXzt8Uh

🌟 Calling all Change-makers! 🌟 Have you noticed the glaring lack of spaces for Black women to thrive professionally? We have recognized a critical gap in our community—a knowledge disparity in job attainment, industry insights, and overall career exploration between our Black and white peers. And when you factor in gender, this gap is exacerbated even further. But here's the good news: we have the power to make a difference. We can create a supportive community where Black women can grow, excel, and shatter barriers. That's where Sister in Success (SIS) comes in. SIS is more than just an organization—it's a movement. We're dedicated to empowering Black women at the University of Wisconsin-Madison by providing mentorship, professional development, and celebrating the essence of womanhood. Imagine a space where you have access to industry secrets, career guidance, and a supportive network of like-minded individuals who are rooting for your success. That's the power of SIS. However, I recognize that true success requires the collective effort and support of our community, that's why I'm reaching out to women in the Madison area who share our passion for empowering Black women professionally. Your support is invaluable in ensuring that SIS thrives and fulfills its mission of creating a supportive environment where Black women can excel. Whether you can offer mentorship, provide resources, or simply spread the word about our organization, your contribution makes a difference. Together, we can make a meaningful impact and pave the way for a brighter future for Black women at UW-Madison. So, if you're ready to make a difference and take your professional growth to new heights, join us! Together, we can bridge the knowledge gap, empower one another, and redefine success for Black women at UW-Madison. Don't miss out on this opportunity to be part of something truly transformative. Join Sister in Success today and let's grow together!

This quote from a Black C-suite employee captures the harsh reality that many Black women face in the workplace. Despite their hard work, education, and ambition, Black women are often overlooked, underpaid, and discriminated against for being both Black and women. They have to deal with racism and sexism at every level, from hiring to promotion to leadership. They also have to work harder than their non-Black colleagues to prove their value and competence. This is unacceptable and unjust. We need to challenge the systemic barriers that prevent Black women from advancing and thriving in their careers. We need to celebrate and support the achievements and contributions of Black women in every field and industry. We need to amplify the voices and stories of Black women who are breaking the glass ceiling and paving the way for others. We need to demand equity and inclusion for Black women at work and beyond. If you resonate with this message and want to join a community of Black women who are supporting each other, we invite you to our Open Circle meeting tomorrow. This is a free and open event where you can connect with other Black women, share your stories and challenges, and get inspired to lean in and lift each other up. Register now and get ready to lean in with us! https://lnkd.in/gqx3JRWV

Workplaces are no longer psychologically safe for us black women. A psychologically safe environment requires exceptional leadership which will safeguard minorities within organisations and set a precedence to address inequalities. Workplace abuse is not taken seriously it is minimised, and covered up. Not because no one cares but because of the fear people hold in terms of repercussions. And this is entirely the responsibility of leaders who fail to protect their people. Accountability is non existent and so an organisation loses the very best of its people; the minorities who make a big difference in terms of value in performance and for organisational survival in an economically diverse climate. This sense of dumbing down is detrimental to organisational progression; in the long run lack of diversity will eventually lead to the collapse of systems which do not address the obvious, perceptual bias and injustice. An organisation without a strong moral compass and lack of ethics no matter how much it tries to put on a show of perfection is one that fails the hearts of people. Our leaders need to think seriously about how we as minorities are portrayed. An invaluable loss if psychological safety is not addressed. People only gravitate to where they are loved, embraced and appreciated. And those that remain in an environment that excludes them merely become the slaves to leaders no different from the times of days gone by when slavery was acceptable as was all manner of atrocities. The latter if permitted to exist by leaders of organisations is a sure sign of organisational failure and ethical corruption. It is not rocket science to embrace your silent voices. Kindness, compassion, integrity and fairness are not difficult to achieve but the leaders must ensure that their systems and processes have to capacity to ensure this. If they do not it is a case of the blind leading the blind and encouraging all sorts of atrocities to occur right under their noses. Turning a blind eye in the short run might work but in the long run it is like leading your ship into a Titanic disaster. #diversityequityandinclusion #workplacementalhealth #alliesforequity #diversitymatters #inclusionmatters #equitymatters #fairleadership