The recent Black Women in HR Annual Networking Conference featured an impressive line-up of motivational speakers and powerful discussion on the challenges and opportunities faced by Black HR professionals. Louis Henry, Associate Partner in Eton Bridge Partners’ HR Practice, moderated a panel at the event exploring the elevation of Black excellence through a global lens.
Louis was joined by a panel of highly experienced professionals from around the world:
· Hannah Smith – VP, Talent Management – First Abu Dhabi Bank
· Ellen Jefferson Kearney, PhD – Director, Global HR Operations ERMCO, United States
· Marcus Riddell – Chief People Officer at Hertfordshire Community NHS Trust
· Sanchia Alasia – Diversity and Inclusion (EDI) practitioner, public speaker and community change-maker
· Ifeoma Okoruen – Head, HR Mouka Limited, Nigeria
· Nkechi – Associate HR Director and Founder of Corporate Curly
What are the barriers faced by Black HR professionals, how do these vary around the world and what can they, and the organisations that they work for, do to promote the advancement of Black excellence? In this blog, Louis summarises the key themes that were explored by the panel.
Barriers to Black talent still persist in many regions
According to the 2024 Parker Review, which consults on the ethnic diversity of UK boards, the Black community remains underrepresented at senior levels. Systemic racism, stereotypical profiling, conscious and unconscious bias, perceived ‘otherness’ remain a complex and potent mix that can derail and demotivate careers.
Black professionals in leadership positions can experience feelings of isolation and self-doubt. “As the only Black leader, you can think ‘are you there just to check the boxes?’” said Ellen. She felt she always had to work a little harder than others to not only crack the glass ceiling, but also escape the ‘sticky floor.’
Sometimes barriers come from within, from values we have grown up with, noted Hannah; “We carry our culture, we think this person is older than me, so I’ll let them speak first.” She recounted seeing people of other ethnicities asking for promotion whilst she stayed quiet and says it’s vital to, “learn the rules of the game.” This might require unlearning what you’ve previously learnt but, “don’t play a different game to what is being played.”
Overcoming barriers with courage, confidence and creativity
Black excellence is something to celebrate as it speaks to triumph over adversity. As Sanchia pointed out, “It highlights our resilience and creativity, particularly when many of us have had to overcome systemic racism and other barriers.” That takes bravery and self-belief, something that Ellen says starts from within; “It’s how you overcome things and shatter your own self-doubts to grow your career.”
Sometimes the brave choice can be to stay in a job when you are under pressure; at other times it can be to leave. And, if you do find yourself in an organisation with a ‘sticky floor,’ Hannah says you need to “take off your shoes and run out the room”. When you make a move, go for roles that challenge you, advised Nkechi; “Don’t be afraid to toot your own horn and speak to your accomplishments.”
Marcus spoke of the need to control your own destiny and steer your career with courage and conviction. A sentiment echoed by Ellen; “Don’t put your pursuit of excellence in someone else’s hands, take charge of your career and be the driver of it.” And don’t forget the ones who follow, says Ifeoma; “Black excellence is not complete where the legacy is not left.”
Sponsorship can be a powerful strategy for career progression
Finding the right sponsor can be a game changer as they will advocate for you and speak about you in places that you can’t access. Sanchia advises seeking a sponsor in your current organisation if you want to progress there, or in a different organisation if you plan to move. Think about who you already know or ask someone to introduce you; ideally, a sponsor should be director or C-suite level.
If the sponsor is going to stake their reputation on you, they need to believe in you, so have a clear idea of how they can help you and demonstrate why you deserve their backing. This could be by sharing positive feedback, evidence of success on projects, or showcasing a strong personal brand with an active LinkedIn profile on which you write articles and post regularly.
Creating a culture of Black brilliance with impactful initiatives
The right policies can have an impact, but our panel spoke of a need for a considered and comprehensive approach. Marcus noted that many programmes fail as they are not tailored to particular challenges faced by ethnic minorities or honest about the obstacles they face. He flagged a programme that had been successful because it was “rooted in truth” and accepted that the organisation was systemically racist; “We then gave people the tools to navigate the environment they were working in.”
Sanchia flagged the need for a multi-pronged approach that included:
- Appointing executive sponsors and champions for diversity and having accountability for this in KPIs.
- Diversifying recruitment – consider barriers, bias, broaden the recruitment pool, reflect on where you advertise and the wording of job adverts.
- Capturing diversity data to allow targets to be set – go beyond minimum requirements for data capture in order to shine a light on any issues.
Be cognisant of location and diverse Black backgrounds
Conditions for the promotion of Black excellence vary from region to region. “There are different battles in terms of being Black in different places,” said Hannah. She noted that the D&I picture in the UK was very different to that in the UAE, where diversity isn’t about the Black female. Ifeoma also noted variations in different geographies, drawing on her experience in Nigeria she said it’s essential for organisations to adapt policies; “It’s important that as you globalise, you also localise.”
“Shift the lens according to the geographical location and historical context when creating policies to drive Black excellence,” advised Nkechi. The Black experience is nuanced, so HR professionals need to be mindful of people’s varied experiences to allow their excellence to shine through. Organisations must strive to create policies and practices that navigate bias, dismantle barriers and provide mentorship and career pathways for Black talent.
As an ally, this session was a powerful reminder that the ability to challenge the status quo is possible at every level of the organisation, and even stronger as you edge closer to the top. it’s everyone’s responsibility to take actions to facilitate inclusion and excellence in the workplace.
My thanks go to the panel for sharing their professional insights and personal experiences; I hope that I have captured what was an inspirational and empowering discussion in this blog. Please do get in touch if you would like to discuss your own aspirations in confidence.
About Black Women in HR: Black Women in HR is a platform for Black Women in Human Resources to come together to share ideas, encourage, empower & support each other.
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