Introduction

This 8-question audit aims to assist organizations in critically evaluating their commitments and actions towards fostering a more inclusive and equitable environment for their Black employees. As we honor the rich heritage and contributions of the Black community throughout February, it is crucial to reflect upon the ongoing challenges still faced by many Black, and systemically marginalized identity-groups, in the workplace. By undertaking this audit, your organization can consider ways to intentionally address disparities, genuinely promote diversity, and ensure that all employees are given equitable opportunities to thrive and succeed.

However, before proceeding, there are a few important things to note regarding my personal perspective and motivation for writing this piece:

• While I do not believe this conversation or list of questions is solely relevant to the plight of Black employees, I do hope to model the importance of being intentional when it comes to naming the unique barriers that exist as a result of our socially and historically assigned identities. Based on where you are positioned, racial justice or equity may not be at the forefront of your cause. Nevertheless, understanding how constructs of racial oppression are reflected in identity-centric oppression of all kinds, creates a framework by which we can better understand what dismantling and re-imagining these constructs might look like for all of us.

• The political conversation around race and racial equity has not been lost on me. As a Diversity, Equity, and Inclusion consultant, I recognize that the efforts of my profession are under scrutiny—now, more than ever. In choosing to specifically name Black identity as an area of intentional focus in employment equity, some may consider my lens too narrow, obsolete, or discriminatory. I do not intend to spend time invalidating those perspectives, but rather offering a reframe. As a Black-identifying person writing about and from a (not to be confused with THE) lens of the Black experience, every question included in this audit was derived from some aspect of my own experience or similar experiences trending across my networks of Black friends, colleagues, and acquaintances who are currently, or have been employed. Representation, pay equity, inclusion, opportunities for mobility, microaggressions, bias, belonging, and systemic/institutional accountability, are all areas of perpetual harm for many Black team members across region, profession, organization and title.

• These are not easy or quick conversations to have; and not every individual or organization is ready or feels the need to have them. That is not a decision I can make for you. However, for those who are ready—to ignite change, to challenge the status quo, and to champion equity, this is a resource intended to empower and help guide you on your journey. This audit is my call to action for all those—namely with positions of decision-making and investment privilege and power—to break down the barriers, name and dismantle systemic biases, demand spaces of inclusion; and help rewrite the perpetual narrative and practices of inequity that have been allowed to persist. If that isn’t your aim, then this isn’t for you.

The Audit

Conclusion

This audit can be leveraged as a tool that can drive significant change and promote equity for Black employees in the workplace. Committing to ongoing evaluation and improvement, equips leaders with justification and insights to make meaningful progress towards true racial equity; and create a workplace where everyone has the opportunity to excel. Bringing awareness to barriers and biases, skills up individuals and teams to implement targeted strategies dedicated to creating a more inclusive and empowering environment. Organizations can foster a culture that values and supports the contributions of all employees—not just some—through robust diversity training, mentorship programs, and fair hiring practices. By asking questions like those posed in this Black History Month audit, we can inspire a collective commitment to equality, ensuring that ALL employees are not just seen and heard, but truly valued and celebrated at work!