{"id":102,"date":"2022-02-12T12:10:00","date_gmt":"2022-02-12T12:10:00","guid":{"rendered":"https:\/\/sites.thesrgroup.com\/taylorroot\/?p=102"},"modified":"2026-01-20T16:31:13","modified_gmt":"2026-01-20T16:31:13","slug":"how-to-educate-yourself-on-discrimination-and-black-history","status":"publish","type":"post","link":"https:\/\/www.taylorroot.com\/de\/market-insight\/dei\/how-to-educate-yourself-on-discrimination-and-black-history\/","title":{"rendered":"How to educate yourself on discrimination and Black History"},"content":{"rendered":"\n
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Taylor Root is proud to celebrate Black History.<\/p>\n\n\n\n

We recognise that honouring Black History goes beyond the duration of February and that we should actively look to celebrate Black History, uplift the voices of our Black colleagues,<\/strong> and genuinely continue to uncover ways we can eradicate discrimination, unconscious or active, of any sort, during the recruitment, hiring and employment processes.<\/p>\n\n\n\n

Being aware of the fullness of our history allows us all to challenge ourselves on internal biases. Black History Month is a reminder to actively champion diversity; it\u2019s a chance for us to find more ways to commemorate an overshadowed history and overlooked voices.<\/p>\n\n\n\n

In this article celebrating Black History Month, we look at resources that will promote a fuller understanding of Black History, see how to combat unconscious bias, and how we can support Black colleagues.<\/p>\n\n\n\n

Origins and Milestones<\/h2>\n\n\n\n

The history of Black Britons and their myriad contributions is deeply ingrained into the roots of the country. Much of that same history has been under-recorded, undertaught, not celebrated, and has been subject to deliberate revisionism, appropriation, and erasure. We have compiled some resources sharing important milestones that we should all be aware of. Take a look below!<\/p>\n\n\n\n

Black History Month: What is it and why is it celebrated?<\/h3>\n\n\n\n

This article from Al Jazeera <\/a>is a good starting point to use as a guide to understanding what Black History Month is and how it is celebrated. It contains videos discussing \u201cAre Black Britons the true \u2018founding fathers\u2019?\u201d and shares another looking into the Lives of Black Women.<\/p>\n\n\n\n

Here’s the story behind Black History Month \u2014 and why it’s celebrated in February<\/h3>\n\n\n\n

An insightful piece from NPR diving further into the origins of Black History Month, including a look into how Carter J. Woodson, the \u2018father of Black history,\u2019 chose February as the month to celebrate, and the themes assigned to the month by the ASALH. Read the article<\/a> here, or more on black history themes<\/a>.<\/p>\n\n\n\n

Google on Black History<\/h3>\n\n\n\n

This exciting piece by Google is all about celebrating key milestones in Black History, from the Civil Rights movement to women who changed the world \u2013 Google has shared snippets of personal stories from some brilliant people in the Arts and Culture sector, like Yara Shahidi and Angela Rye, and you can easily explore more content on Black Creators and Black History by navigating the options at the end of the page. [Read here]<\/p>\n\n\n\n

Workplace Discrimination<\/h2>\n\n\n\n

\u201cBlack, Latinx, and Asian workers feel more belonging working remotely\u201d.<\/strong><\/p>\n\n\n\n

This statement from the below Well + Good article reflects how workplace discrimination and microaggressions can isolate our Black co-workers. Whilst hybrid working offers a temporary solution, the root of the problem lies within internalised discrimination materialising in the office.<\/p>\n\n\n\n

The resources below are good educational pieces on how we can make the workplace a more inclusive environment.<\/p>\n\n\n\n

Black, Latinx, and Asian Workers feel more belonging working remotely, which says a lot about workplace culture.<\/strong><\/p>\n\n\n\n

Well + Good\u2019s article<\/a>, mentioned above, explores the reasons why employees of colour might feel more comfortable in a hybrid or fully remote workplace and discusses what leaders can do to be aware of discomforts and aim to create a more welcoming environment.<\/p>\n\n\n\n

White people say they’re allies at work. Black And Latina women disagree<\/a>.<\/strong><\/p>\n\n\n\n

This impactful piece, written in 2020 during the height of the recent Black Lives Matter movement, delves into a study exploring the misconception that there is a strong sense of allyship in the workplace. This moving article is a real eye-opener as to what we think we\u2019re doing right, compared to what actions we should instead be taking as allies. <\/p>\n\n\n\n

Exploring the ways internalised oppression shows up in the workplace<\/h3>\n\n\n\n

Janice Asare\u2019s Forbes article<\/a> brings up the tough subject of the role of internalised oppression in the workspace. She discusses how marginalised groups can often internalise negative tropes, which can then in turn manifest in negative attitudes, such as having a scarcity mindset or developing imposter syndrome. A must-read article. <\/p>\n\n\n\n

If you\u2019re not sure what workplace microaggressions look like, here are seven examples.<\/p>\n\n\n\n

The final resource looking into how to educate yourself on discrimination lists variations of microaggressions that people of colour are all very familiar with. From articulation to attitude, this article is a great piece to read to find out the common microaggressions that our Black co-workers fac<\/a>e. <\/p>\n\n\n\n

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In recognition of Black History Month 2023, we are celebrating and sharing the stories of Black leaders and colleagues from across The SR Group and our networks. We are delighted to have been able to interview Terryl Brown,<\/a> Chief Legal Counsel, Deputy Commissioner for Legal Affairs and Administration for the Fire Department of New York City.<\/p>\n\n\n\n

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In addition to providing advice and counsel to the Fire Commissioner and senior leadership, Terryl is responsible for overseeing the management of the Fire Department\u2019s Candidate Investigations, Drug Testing, Enforcement of Violations, General Law, Health Law, Health Care Compliance, Human Resources, Investigations and Trials, Labor Relations and Regulatory Compliance Units. On behalf of the Fire Commissioner, Terryl chairs the New York Fire Pension Board, the New York Fire Investment Board and is a Trustee on the New York City Deferred Compensation Board.<\/p>\n\n\n\n

Terryl also recently served as a Commissioner of the New York State Joint Commission on Public Ethics.<\/p>\n\n\n\n

What challenges have you faced during your career journey as a Black leader, and how have you overcome some of these?<\/h2>\n\n\n\n

I have been very fortunate and have had great career opportunities, support and mentoring. However, these opportunities did not always come easily. I have faced quite a few obstacles and challenges along the way, beginning with a high school guidance counselor who did not think that I was \u201ccollege material,\u201d and who attempted to dissuade me from pursuing college; to professors in graduate school who would not acknowledge my contributions to class discussions; to being assumed to be a paralegal rather than an attorney; to needing to work twice as others to demonstrate my competence and value, in order to receive promotions. These experiences strengthened rather than weakened me, built confidence rather than doubt, and made me more determined to succeed.<\/p>\n\n\n\n

How do you celebrate Black History Month? Are there any figures that you most admire or resonate with, whether they are famous or not?<\/h2>\n\n\n\n

I celebrate differently each year.  This year, the Fire Department of New York kicked-off its inaugural MLK Day of Service. In partnership with Hunger-Free America, we went out into the community distributing informational pamphlets on fire prevention and safety, and how to access economic and food assistance.<\/p>\n\n\n\n

Regarding figures that I admire, there are many to choose from. A person who has been in the forefront of my thoughts recently and whom I greatly admire is Mamie Till-Mobley, the mother of Emmett Till, a fourteen-year-old Black boy from Chicago who was brutally murdered (shot, beaten beyond recognition and found in the Tallahatchie river) in 1955 while visiting relatives in Money, Mississippi.  Ms.Till-Mobley with quiet strengthen and pose, made the courageous decision to have an open casket at her son\u2019s funeral service at a time when people would not dare to speak out about lynchings. She also allowed a magazine to publish photographs of his corpse. These photographs were circulated and expose to the world the horrific ways Blacks were being lynched and murdered in the south.<\/p>\n\n\n\n

Is there a policy or legislation in the workplace that comes to mind as something which positively or negatively impacts Black workers in particular?<\/h2>\n\n\n\n

The CROWN (Creating a Respectful and Open World for Natural Hair) Act positively impacts the self-esteem of Black workers and students. The Act prohibits employers and schools from enforcing purportedly \u201crace neutral\u201d grooming policies and prohibits race discrimination based on natural hair or hairstyles. It empowers Blacks to confidently wear their hair in its natural state.<\/p>\n\n\n\n

Any advice for early career talent within the Black community who are navigating the workforce?<\/h2>\n\n\n\n

First and foremost \u2013 believe in ourself!! Show up, put in the effort, take the time to learn \u2013 the job, the company, the culture, the industry. Seek out mentors. Continue to educate yourself. Always be willing to take on new tasks and new responsibilities even in instances when there is no immediate financial gain. Be reliable, be accountable, be available, be honest and be authentic. <\/p>\n\n\n\n

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We are delighted to have been able to interview Willie Grant,<\/a> Global Head Human Resources at CooperSurgical.<\/p>\n\n\n\n

How can corporations create an ecosystem based on DEI to specifically benefit Black communities?<\/h2>\n\n\n\n

It is simple, ask a group of Black employees what they need. Engage with them in a conversation. Every company is different and the ecosystem should be based on the needs of the company and employees. Build and nurture an environment that is supportive, provides recognition and provides a fair opportunity to compete. The approach has to be led by senior leaders and supported by the next level down. The middle management level is where the ecosystem starts to break down if metrics are in place to hold the organization accountable.<\/p>\n\n\n\n

What challenges have you faced during your career journey as a Black leader, and how have you overcome some of these?<\/h2>\n\n\n\n

I would say there are two challenges that I faced during my career journey. The first one, was early into my career. I would wait until everyone spoke in the room before I said anything. I wouldn\u2019t interrupt people who were talking and would wait until they would finish their point, however, by that time someone else would start speaking. I had a manager say, \u201cwhen you speak up, you are very insightful and on point. I need you to speak up more often and lead from the front.\u201d Now, I have no problem interrupting people, speaking first or last or having a dissenting point of view. The second challenge was later in my career. I was not promoted to Vice President when I thought my work and the scope of my role supported it.  My manager at the time, shared with me that at the VP level, in addition to your skills and capabilities, people at that level and above need to \u201csee\u201d you as one of them. And a senior leader told her, that I used too many colloquiums. And from that point on, I would modify my approach to the audience I was addressing.  Now, I am who I am and I may not be for everyone and I am ok with that.<\/p>\n\n\n\n

How has hybrid working impacted Black workers specifically (and\/or historically excluded\/historically underrepresented groups) and equity among workers? Have these impacts been positive, negative, or a bit of both?<\/h2>\n\n\n\n

I believe hybrid work has both positive and negative impacts to and on Black workers. It has had a positive impact by allowing space for employees to have better control over their home and work responsibilities. Additionally, it has created an environment where Black workers feel free to be themselves. There is this concept of \u201ccode switching\u201d where I must be someone else in the office.  This can have an emotional toll on BIPOC workers. A hybrid work environment allows people to take a break from code switching. Hybrid has had or can have a perceived negative impact on BIPOC workers, particularly new hires, as they may feel they are missing out on the informal networking opportunities you get when you are in the office. There is a concern that I will not be given the prime project or be considered for promotion if I am not seen. There is a perspective of \u201cyour work will speak for itself\u201d that does not always ring true with the BIPOC community and there is a belief that face time with your peers and leaders are important. This thought could have a negative impact on retention, well-being and performance.<\/p>\n\n\n\n

Any advice for early career talent within the Black community who are navigating the workforce?<\/h2>\n\n\n\n

The advice that I would give to early career talent is the following:
\u2013 Act like you belong in the room, because you do
\u2013 Always contribute to a meeting. Don\u2019t talk just to talk, ensure you are contributing and furthering the discussion
\u2013 It is ok to disagree with someone without being disagreeable
\u2013 Take the tough assignments, you will learn and grow like never before
\u2013 Don\u2019t be afraid to ask for what you want. Closed mouths don\u2019t get fed
\u2013 And lastly, I would advise early career talent to seek out a mentor, a sponsor as well as develop their own personal Board of Directors<\/p>\n\n\n\n

How do aspiring Black leaders secure their rightful seat at the table?<\/h2>\n\n\n\n

You should always contribute to the discussion. Irrespective of who is in the room. Often time, aspiring Black leaders will defer to the most senior person in the room as a sign of respect. That approach is ok some of the time, not all of the time. Bring ideas and advance the discussion in any room you are in. And deliver on what you say you are going to deliver, when you say you are going to deliver it, if not sooner.<\/p>\n\n\n\n

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In recognition of Black History Month 2023, we are celebrating and sharing the stories of Black leaders and colleagues from across The SR Group and our networks. We are delighted to have been able to interview\u00a0Nicole Francis<\/a>, Recruiter at\u00a0Taylor Root<\/a>.<\/p>\n\n\n\n

Tell us about your heritage?<\/h2>\n\n\n\n

I am first generation American. My mother was born in Bahamas but raised in Jamaica and my father is also from the beautiful island of Jamaica. I was raised in Crown Heights and Flatbush, Brooklyn. A very vibrant neighborhood with the largest concentration of Afro-Caribbean people. I\u2019m very proud of my heritage and spent many of my adolescent years traveling to Jamaica and staying with my family in a small parish called St. Catherine.<\/p>\n\n\n\n

How does having a multicultural background impact you?<\/h2>\n\n\n\n

Having a multicultural background has allowed me to have an appreciation for other people\u2019s diversities and from a professional standpoint, has enabled me to be more relatable to other minority groups in the workplace. One of my favorite parts of my job is when I meet a candidate or client that is of Afro-Caribbean ancestry, and we immediately bond over shared experiences.<\/p>\n\n\n\n

What would you like to see from allies to support Black History Month?<\/h2>\n\n\n\n

I think the best way everyone can support Black History Month is by getting educated on the issues that affects Blacks not only in America but around the world. There\u2019s a lot more to our history than what mainstream media displays and it would be helpful if non-Blacks learned more. I also believe allies can show support by supporting more Black-owned business and aide in promoting these companies.<\/p>\n\n\n\n

What do you think of the progress society has made so far?<\/h2>\n\n\n\n

Of course, as a society we\u2019ve progressed tremendously, and we\u2019ve broken through many glass ceilings. I\u2019ve had opportunities that my ancestors could never fathom for themselves, but I do believe in many ways we still have a long way to go in terms of equity.<\/p>\n\n\n\n

What does Black History Month mean to you?<\/h2>\n\n\n\n

Black History Month for me is a time of reflection of how far as a people we have come. Blacks in the US overcame major adversaries to be the successful group of people that we are today and this time of year always highlights the achievements that used to only be a dream for Blacks \u2013 but now many of us are actually living it.<\/p>\n\n\n\n

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In recognition of Black History Month 2023, we are celebrating and sharing the stories of Black leaders and colleagues from across The SR Group and our networks. We are delighted to have been able to interview Jenifer David,<\/a> Director of Human Resources and Operations Manager at Entertainment Partners.<\/p>\n\n\n\n

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Jenifer has been an HR professional for over 15 years and has served as an HR Generalist, HR Manager, Director of Human Resources including DEI and VP, HR. Her work has involved advising on all types of HR issues across multistate and she has played an instrumental role in DEI implementation and imbedding DEI into the fabric of the organization. Jenifer has also provided compliance management, advice and employee training across the US. She has a Master\u2019s degree in Human Resources Management and Organizational Development. Jenifer is in the final stages of completing her PhD in Organizational Leadership.<\/p>\n\n\n\n

How can corporations create an ecosystem based on diversity, equity, and inclusion to specifically benefit Black communities?<\/h2>\n\n\n\n

ERGs (Employee Resource Groups) are a great resource and medium for employers to make positive sustainable change in the workplace. ERGs create a psychologically safe space for employees to bring their whole authentic selves and openly make their voices heard. ERGs empower employees to take impactful, intentional actions on the things that matter to them, thereby creating an inclusive environment.<\/p>\n\n\n\n

What challenges have you faced during your career journey as a Black leader, and how have you overcome some of these?<\/h2>\n\n\n\n

As a Black woman I have encountered discrimination and many microaggressions. I have used the challenges I experienced as learning opportunities and invested in my own professional growth, my emotional intelligence, confidence and willingness to take risks. I use my experiences to encourage others and to create a space where the people I encounter walk away feeling better after the experience. Unfortunately, we live in a world where Black women must work harder than their white counterpart and even Black men. I choose to stay positive! Embrace the challenges you encounter, know that they will make you stronger, stay true to who you are and allow yourself the grace to make mistakes and recover from them. Stand in your truth and faith.<\/p>\n\n\n\n

How do you celebrate Black History Month? Are there any figures that you most admire or resonate with, whether they are famous or not?<\/h2>\n\n\n\n

I use the time to reflect on the sacrifices of the activists that came before us and celebrate their achievements. I engage in conversations with members of my team and co-workers who are willing to talk and learn more about Black History. I share my knowledge about my culture, but I also learn so much about other cultures too. I think about what we can do to move the needle forward so that my children and their children can get closer to equity and parity.<\/p>\n\n\n\n

Each year I read Dr. Martin Luther King\u2019s \u201cI have a dream speech\u201d \u2013 I am always overtaken with a wave of emotion and languish in the stark realization that despite Dr. King\u2019s dream for Black people, we have not made much improvement for all Black people since then. As a people when we hear of the success of few Black men and women, we become content in the comforting thought that \u201cwe have made it\u201d when our fight for equality for ALL people has only just begun.<\/p>\n\n\n\n

When Dr. King made his speech in 1963, he spoke about the lack of meaningful change for all Black people after 100 years that slavery was abolished. Today \u2013 158 years since the abolition of slavery, Black people and marginalized groups still fight for equality in America. In his speech Dr. King eloquently spoke about police brutality and the plight of Black people \u2013 a speech that is now historic with present context.<\/p>\n\n\n\n

As the fight continues for equality of all people, let us reflect on an excerpt from Dr. King\u2019s iconic speech:<\/p>\n\n\n\n

But there is something that I must say to my people who stand on the warm threshold which leads into the palace of justice. In the process of gaining our rightful place, we must not be guilty of wrongful deeds. Let us not seek to satisfy our thirst for freedom by drinking from the cup of bitterness and hatred.We must forever conduct our struggle on the high plane of dignity and discipline. We must not allow our creative protest to degenerate into physical violence.<\/p>\n\n\n\n

Dr. Martin Luther King<\/em><\/p>\n\n\n\n

Is there a policy or legislation in the workplace that comes to mind as something which positively or negatively impacts Black workers in particular?<\/h2>\n\n\n\n

Historically policies and legislation have been created with a blanket, one size fits all approach. Time and research need to be dedicated to the intersectionality of minorities and the unintended negative impact of some policies and legislation on diverse communities of employees. Employers need to focus on creating equitable spaces for all employees and ensure that diverse communities have the support and structures necessary to capitalize on growth and development opportunities.<\/p>\n\n\n\n

How has hybrid working impacted Black workers specifically (and\/or historically excluded\/historically underrepresented groups) and equity among workers? Have these impacts been positive, negative, or a bit of both?<\/h2>\n\n\n\n

Let\u2019s start with the good \u2013 the hybrid workplace has minimized many microaggressions in the workplace as employees have transitioned to a virtual workspace. The hybrid work environment has also placed a spotlight on individual contributions and have forced everyone to be more communicative.<\/p>\n\n\n\n

The bad \u2013 there has been a marked decrease in employees feeling a sense of connection and for diverse communities that isolated feeling has increased. While equity on the basis of race, gender and other protected classes is a key component of DEI, the discipline is actually broader \u2013 it\u2019s about creating an even playing field for reward and advancement regardless of variables. Currently, companies are most focused on the day-to-day logistical challenges of balancing remote and in-person teams. But we can\u2019t overlook the bigger issue of ensuring a level playing field. This starts with acknowledging and addressing the biases managers may hold toward in-person and remote work.<\/p>\n\n\n\n

Any advice for early career talent within the Black community who are navigating the workforce?<\/h2>\n\n\n\n