February is Black History Month.
In 1926, Carter G. Woodson, the “father of Black history,” first set out to designate a time to promote and educate people about Black history and culture. The idea eventually grew in acceptance, and President Gerald Ford officially established Black History Month in 1976 to focus attention on the contributions of African Americans to the United States. It honors all Black people from all periods of our nation’s history, from the enslaved people first brought from Africa to the United States hundreds of years ago to African Americans living in the United States today. February was chosen primarily because the second week of the month coincides with the birthdays of both Abraham Lincoln and Frederick Douglass. Douglass, a former slave, was a prominent leader in the abolitionist movement, which fought to end slavery.
How Can Employers Observe Black History Month?
In the current political and regulatory climate, some employers are reassessing how they approach formal Diversity, Equity, Inclusion, and Belonging (DEIB) programs. Even so, recognizing Black History Month can remain a lawful, voluntary, and values-based way for employers to acknowledge the contributions and experiences of African American employees.
Employers that choose to recognize Black History Month may consider inclusive, educational, and business-aligned activities such as:
- Hosting optional internal programming focused on history, leadership, or professional development, including guest speakers on workplace-relevant topics;
- Supporting local economies by using Black-owned vendors for catering or events;
- Sharing educational resources for employees who wish to better understand African American history and its impact on the modern workplace;
- Organizing voluntary community service opportunities tied to broadly defined civic or charitable causes;
- Encouraging employee visits to local African American history museums or cultural institutions;
- Offering training or workshops focused on workplace professionalism, respect, and bias awareness, without targeting or favoring any protected group; and/or
- Reviewing existing workplace policies and practices to ensure they are applied consistently and comply with equal employment opportunity laws.
Recognizing Black History Month can help demonstrate awareness of employees’ varied experiences and foster a respectful workplace culture. While such recognition should not replace ongoing, legally compliant evaluations of hiring, promotion, compensation, and performance systems, it can be one component of a broader effort to promote fairness, inclusion, and compliance in the workplace—without running afoul of evolving federal priorities.
Employers should consult with experienced human resources professionals and/or labor and employment counsel when in doubt about the appropriate course of action regarding DEIB initiatives. For all MEA Members, the Hotline is available to provide this assistance. For MEA Essential and Premier Members, a Member Legal Services attorney is also available.
To learn more, contact us today to schedule a consultation, help us understand your needs, and learn how we can help.
Editor’s Note: This post was originally published in February of 2024 and has been updated for accuracy and comprehensiveness.
About the Author
Amy McAndrew is MEA’s Director of Legal and Compliance Services and has been representing management in labor and employment matters for over twenty-five years.
