Black History Month 2023: Celebrating Our Sisters - #WEMATTER

Click hAs another Black History Month unfolds, we are presented with the perfect opportunity to acknowledge and celebrate the invaluable contributions of Black women to British society. This year's theme is all about recognising the achievements of these remarkable women while also recognising the challenges they have faced - challenges such as having their contributions ignored, their ideas appropriated, and their voices silenced. It's a time when the #WEMATTER movement takes centre stage, aiming to amplify Black women's voices, stories, and achievements, inspire future generations, and challenge the oppressive systems that have held them back for too long. 


In the spirit of this powerful theme, I want to take a moment to encourage my fellow Black women in the workplace. Yes, we matter, and it's time to take a stand. You might wonder why I'm making this claim. Let's delve into some eye-opening statistics: 

• Black women in the UK are significantly less likely than White women to be among the top 10% of income earners. Shockingly, Black women in the 26-to-35 age range earn 36 per cent less per hour than their White male counterparts. Black women are missing in the UK's top 1% | LSE Business Review 
  
• A staggering 52% of Black women have plans to quit their jobs, and a troubling 68% of Black employees have had to navigate workplace racial bias. Over 50% Of Black Women In The UK Quit Jobs Due To Racial Inequalities - BYP Network 
  

• As of 2019, a mere 0.6% of UK professors are Black, and only about 29% of that population are women. ucu_rollock_february_2019.pdf 
  
• Four in ten Black women don't believe they're offered the same career advancement opportunities as their non-Black female colleagues, with almost half feeling overlooked for promotions. Research | Black Women In Leadership Network (bwilnetwork.org) 
  
• Two out of three Black women have experienced racial bias at work, and a third have resigned due to race-related unfair treatment. Research | Black Women In Leadership Network (bwilnetwork.org) 
  
• Four in ten Black women believe they earn less than their non-Black female colleagues in equivalent roles, attributing this disparity to racial bias. Research | Black Women In Leadership Network (bwilnetwork.org) 
  

  
And here's a staggering fact: "If Black talent is fully utilised, the economy could receive a £24 billion boost." Race in the workplace: The McGregor-Smith review (publishing.service.gov.uk)  


I've chosen to present these published statistics to emphasise my point, recognising that there are countless untold stories, lived experiences, and unaccounted-for statistics. I'm pleased that we're celebrating Black women's contributions across various domains - literature, music, fashion, sport, business, politics, academia, social work, and healthcare- this Black History Month. I hope that in the years to come, we'll continue celebrating the Black sheroes in our midst. 


Nicola Rollock's research, centred in academia, paints a vivid picture of the challenging path to professorship. Black, Bangladeshi, and Pakistani women are twice as likely to be told they don't fit culturally or value-wise with organisational culture compared to men, or they might not receive feedback at all. I've witnessed and experienced micro-aggressions at work, including a senior director who, after mainly ignoring me during our interactions, decided to offer feedback on my appearance. He needed something to critique because there was nothing amiss in my work. And let's not even get started on the topic of hair… 


Drawing inspiration from the Women in the Civil Rights Movement, we can glean valuable lessons that apply to Black women in today's workplace: 

1. Importance of Collective Action: Women in the Civil Rights Movement joined forces, forming local organisations and supporting national initiatives. If you can't find a group to join, help a fellow Black woman around you through mentoring or coaching. Let's advocate for one another and unite to challenge the status quo because, as they say, we are stronger together. 
   

1. Challenging Societal Norms: The Civil Rights Movement encouraged participants, particularly women, to question and challenge societal norms. In the workplace, let's challenge gender stereotypes, advocate for equal opportunities, and push for policies that support work-life balance and equal pay. While it's natural to conform to survive, consider the alternative: challenging low-risk norms and exploring opportunities to be brave. For instance, you can ask open-ended questions, like asking questions about the gender and ethnicity data and what actions are being taken based on those findings. 
   

1. Recognising the Contributions of All Women: Mainstream histories often overlook the contributions of Black women. It's time to change that narrative by recognising every step in the right direction and valuing the contributions of all women, including those from diverse backgrounds and experiences. 
   

1. Continued Activism: The fight for women's rights didn't end with the Civil Rights Movement. We must persist in advocating for equal opportunities, fair treatment, and representation in the workplace. 
   
   
   

As we embark on this journey, self-care, self-compassion, and a curious mindset are essential. We must treat every expression of 'otherness' as a hypothesis to be tested to avoid polarisation. However, we must also be intentional about addressing the status quo. 
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In the words a shero- Maya Angelou, "We may encounter many defeats, but we must not be defeated." To all my sisters, I salute you - You Matter. 
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