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?
Recognizing Black History Month can be part of a company’s broader Diversity, Equity, Inclusion and Belonging (DEIB) initiatives and demonstrate a commitment to its values. Employers may want to consider ways to celebrate:
- Having an internal celebration that provides educational opportunities, such as guest speakers who are invited into the workplace to speak on current issues;
- Supporting local Black-owned businesses by, for example, catering breakfast or lunch from a local, Black-owned restaurant or catering company;
- Providing resources to those who want to be allies or otherwise demonstrate support for social justice issues, but do not know how;
- Organizing volunteer outings that are connected to racial and social justice;
- Sponsoring employee visits to local African American history museums;
- Scheduling one or more workshops on topics, such as unconscious bias, that can help foster DEIB in the workplace; and/or
- Taking the opportunity to examine and discuss with employees the employer’s internal DEIB initiatives.
The recognition of Black History Month can go a long way to demonstrate awareness and support for employees’ varied experiences, particularly those of African American employees. While observing Black History Month does not substitute for conducting ongoing evaluations of hiring, promotion, evaluation, training, compensation, and other systems and processes that DEIB initiatives are intended to address, it can and should be part of a broader DEIB initiative.
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 also is 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.