{"id":24648,"date":"2023-02-01T06:11:00","date_gmt":"2023-02-01T06:11:00","guid":{"rendered":"https:\/\/www.taylorroot.com\/?p=24648"},"modified":"2023-02-01T13:15:34","modified_gmt":"2023-02-01T13:15:34","slug":"celebrating-black-history-with-jenifer-david","status":"publish","type":"post","link":"https:\/\/www.taylorroot.com\/de\/market-insight\/dei\/celebrating-black-history-with-jenifer-david\/","title":{"rendered":"Celebrating Black History with Jenifer David"},"content":{"rendered":"\n
\n
\n
\"\"<\/figure>\n\n\n\n

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. <\/h2>\n\n\n\n

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?<\/strong><\/p>\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?<\/strong><\/p>\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?<\/strong><\/p>\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

\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>\nDr. Martin Luther King<\/cite><\/blockquote>\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?<\/strong><\/p>\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?<\/strong><\/p>\n\n\n\n

Let\u2019s start with the good<\/mark><\/u> \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<\/mark><\/u> \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 – 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?<\/strong><\/p>\n\n\n\n