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How to Ensure Your Black Employees Feel Included and Valued

Black employees deserve to feel both valued and included, but to do that, organizations must create fair systems. It involves removing systemic barriers, curating intentional leadership, carefully listening to your employees, and more. There’s no denying that inclusion can lead to a workplace that’s healthier and more effective across the board. Doing this can ensure that your […]

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Black employees deserve to feel both valued and included, but to do that, organizations must create fair systems. It involves removing systemic barriers, curating intentional leadership, carefully listening to your employees, and more.

There’s no denying that inclusion can lead to a workplace that’s healthier and more effective across the board. Doing this can ensure that your star players don’t slip through the cracks. Organizations should invest in the full potential of all their team members.

Clear actions will guarantee real results that you and your employees can be proud of. It all starts with leadership accountability, transparent growth pathways, and other staple aspects.

Why Is Inclusion Especially Vital for Black Employees in the Workplace?

Inclusion acts like the glue that affects all other aspects of a functional workplace. Examples include the following and more:

  • Employee retention
  • Team morale
  • Overall performance

If one or more employees don’t feel like they’re a respected and important part of the process, then you can expect to see a decline in everything from productivity to brand reputation. This is where a well-thought-out work culture comes in. It should be based on a foundation of fairness.

It’s important to emphasize that Black professionals, in particular, often face specific challenges that others may never fully experience themselves. For instance, they may encounter day-to-day bias, an overarching lack of representation in leadership, and a more narrow access to development opportunities.

Instead of tiptoing around these issues, it’s always far better to discuss and address them with understanding and frankness. Doing so can demonstrate a keen sense of respect for your employees, as well as set the stage for longstanding credibility.

Let’s not forget how beneficial such actions can be for business as a whole. Diversity in teams can eliminate tunnel vision and lead to better decisions moving forward. You can also expect a higher degree of creativity and adaptability.

What Actions Can Support Black Employees?

Black employees should also have a crystal-clear idea of the opportunities available to them. That way, they can work toward having a real career rather than a mere job. As such, higher-ups should explain what it takes to get a promotion and what each promotion comes with.

Some employees may want to pivot into another sector, so this is something that should be clear as well. Perhaps there’s an employee who has discovered a passion for working with people rather than behind the scenes. How they can take that step without losing the progress they’ve made so far can make all the difference.

Employers should also consider the following practical steps as a way to get started toward nurturing a more inclusive and valued workforce:

Conduct Honest Culture Assessments

While it can be hard to view situations with an unbiased eye, one way you can do this is by focusing on data-driven assessments. These are some examples that can contribute to a more accurate picture of the situation:

  • Anonymous engagement surveys
  • Listening sessions
  • Equity audits

Each of these options can work with the others to fill in any blind spots that may exist. Doing so can help leaders pinpoint undue gaps in pay, promotions, and even employee experience. Over time, you’ll have a more inclusive workplace.

Strengthen Leadership Accountability

Inclusive behaviors are cemented in fair and obvious expectations. For instance, when evaluating managers, be sure to include aspects tied to the following measurable goals:

  • Mentorship
  • Team equity
  • Retention outcomes

Also, when you invest in training that doesn’t brush over cultural sensitivity in the workplace, you’ll create leaders who are better equipped to get the most out of their teams. They’ll even have the tools to correct biases in real-time.

Build Structured Mentorship and Sponsorship

Access to advancement often hinges on relationships, visibility, or both. Formal mentorship programs are a great way for Black employees to receive necessary guidance and skill development. Executive sponsorship ensures that high-potential employees can get the strategic opportunities they need and deserve.

Career growth pathways shouldn’t be confusing. That’s why you must define criteria for promotions, leadership development programs, and more.

Recognize Contributions Equitably and in a Public Manner

Diversity and inclusion initiatives should be backed by real recognition. With recognition comes a keener sense of belonging. By having ongoing peer-to-peer recognition programs, you’ll encourage deeper appreciation across all of your business departments.

Of course, these recognitions should be done equitably. Make sure that they align with the company’s values and depend on data-driven factors. Kudos’ employee recognition software makes this process far easier and more streamlined.

Frequently Asked Questions

How Can Companies Measure Progress in Diversity And Inclusion Initiatives?

Everything begins with dependable data. You can gather such data through engagement surveys and retention rates. Promotion statistics and pay equity analyses can also fill out the larger picture.

Be sure to note how many people are participating in any mentorship programs or leadership pipelines you’ve instituted. By reporting these numbers transparently, you can fine-tune your process and achieve even better results over time.

How Exactly Can Managers Better Support Black Employees?

Managers are at the forefront of inclusion. By taking their role seriously, they can do the following to support Black employees:

  • Listening actively
  • Providing clear and constructive feedback
  • Advocating for equitable opportunities

Consistent one-on-one conversations can carve out spaces for employees to share both their concerns and aspirations. Fair performance evaluations and visible sponsorship are also staples that can solidify trust and lead to long-term growth.

Black Employees Deserve Inclusion and Recognition

In a world where people can feel left behind, it’s important to ensure that your Black employees are able to contribute to their fullest potential without having to deal with biases and other workplace issues. Everything starts with acknowledgment, but it also calls for an in-depth assessment and real action. The sooner you start, the sooner you can create a team that celebrates everything strengths and brings the best out of each other through employee engagement.

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Black Artists in America, Installation Three Wraps at the Dixon Gallery and Gardens

TRI-STATE DEFENDER — With 50+ paintings, sculptures and assemblages, the exhibit features artists like Varnette Honeywood from Los Angeles, whose pieces appeared in Bill Coby’s private collection (before they were auctioned off) and on “The Cosby Show.” Also included are works by Alonzo Davis, another Los Angeles artist who opened one of the first galleries there where Black Artists could exhibit. 

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By Candace A. Gray | Tri-State Defender

The tulips gleefully greet those who enter the gates at the Dixon Gallery & Gardens on an almost spring day. More than 650,000 bulbs of various hues are currently on display. And they are truly breathtaking.

Inside the gallery, and equally as breathtaking, is the “Black Artists in America, From the Bicentennial to September 11” exhibit, which runs through Sunday, March 29. This is the third installment of a three-part series that started years ago and illustrates part of the Black experience through visual arts in the 20th century.

“This story picks up where part two left off,’’ said Kevin Sharp, the Linda W. and S. Herbert Rhea director for the Dixon. “This era is when we really start to see the emergence of these important Black artists’ agency and freedom shine through. They start to say and express what they want to, and it was a really beautiful time.”

With 50+ paintings, sculptures and assemblages, the exhibit features artists like Varnette Honeywood from Los Angeles, whose pieces appeared in Bill Coby’s private collection (before they were auctioned off) and on “The Cosby Show.” Also included are works by Alonzo Davis, another Los Angeles artist who opened one of the first galleries there where Black Artists could exhibit.

“Though [Davis] was from LA, he actually lived in Memphis for a decade,” said Sharp. “He was a dean at Memphis College of Art, and later opened the first gallery in New York owned and operated by black curators.”

Another featured artist is former NFL player, Ernie Barnes. His work is distinctive. Where have you seen one of his most popular paintings, Sugar Shack? On the end scene and credits of the hit show “Good Times.” His piece Saturday Night, Durham, North Carolina, 1974 is in this collection.

Memphis native James Little’s “The War Baby: The Triptych” is among more than 50 works featured in “Black Artists in America, From the Bicentennial to September 11” at the Dixon Gallery & Gardens, the final installment of a three-part series highlighting the impact and evolution of Black artists through 2011.

Memphis native James Little’s “The War Baby: The Triptych” is among more than 50 works featured in “Black Artists in America, From the Bicentennial to September 11” at the Dixon Gallery & Gardens, the final installment of a three-part series highlighting the impact and evolution of Black artists through 2011.

The exhibit features other artists with Memphis ties, including abstract painter James Little, who was raised in a segregated Memphis and attended Memphis Academy of Art (before it was Memphis College of Art). He later moved to New York, became a teacher and an internationally acclaimed fixture in the art world in 2022 when he was named a Whitney Biennial selected artist at the Whitney Museum of American Art in New York.

Other artists like Romare Bearden, who had a Southern experience but lived up North, were featured in all three installments.

“During this period of time, he was a major figure,” said Sharp. “He wrote one of the first books on the history of African American art during a time when there were more Black academics, art teachers, more Black everything!”

Speaking of Black educators, Sharp said the head curator behind this tri-part series and Dixon’s partner in the arts is Earnestine Jenkins, Ph.D., an art history professor at the University of Memphis, who also earned a Master of Arts degree from Memphis State University (now UofM).  “We began working with Dr. Jenkins in 2018,” he said.

Sharp explained that it takes a team of curators, registrars, counterparts at other museums, and more, about three years to assemble an exhibit like this. It came together quite seamlessly, he added. Each room conjured up more jaw-dropping “wows” than the one before it. Each piece worked with the others to tell the story of Black people and their collective experience during this time period.

One of the last artists about whom Sharp shared information was Bettye Saar, who will turn 100 years old this year. She’s been working in Los Angeles for 80 years and is finally getting her due. Her medium is collages or assemblages, and an incredible work of hers is on display. She’s married to an artist and has two daughters, also artists.

The exhibit catalogue bears some of these artists’ stories, among other scholarly information.

The exhibit, presented by the Joe Orgill Family Fund for Exhibitions, is culturally and colorfully rich. It is a must see and admission to the Dixon is free.

Visit https://www.dixon.org/ to learn more.

Fun Facts: An original James Little design lives in the flooring of the basketball court at Tom Lee Park, and he makes and mixes his own paint colors.

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Grief, Advocacy, and Education: A Counselor Reflects on Black Maternal Health

SAN DIEGO VOICE & VIEWPOINT — Last month healthcare leaders, birth workers, and community members gathered to honor the legacy of Charleston native Dr. Janell Green Smith, a nurse-midwife and doctor of nursing practice who died in January from childbirth complications. She had participated in more than 300 births and specialized in helping Black women give birth safely.  

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By Jennifer Porter Gore | Word-In-Black | San Diego Voice and Viewpoint

In 2024, the number of U.S. mothers who died as a result of pregnancy or childbirth dropped compared to 2023. But while slightly fewer Black mothers died that year, they still had three times the mortality rate of white women.

South Carolina’s rates of maternal deaths outpaced even the national rates. In fact, the state’s overall rate of maternal deaths between 2019 and 2023 was higher than all but eight states and the District of Columbia.

Last month healthcare leaders, birth workers, and community members gathered to honor the legacy of Charleston native Dr. Janell Green Smith, a nurse-midwife and doctor of nursing practice who died in January from childbirth complications. She had participated in more than 300 births and specialized in helping Black women give birth safely.

Her death shocked the community and her colleagues who are determined to address concerns about Black maternal health. The event also covered the importance of protecting mental health during grief and of men’s role in solving the maternal health crisis.

As both a therapist and a father, Lawrence Lovell, a licensed professional counselor and founder of Breakthrough Solutions, discussed ways the event’s attendees could process their grief over Green Smith’s death. He also shared ways male partners can advocate for women’s maternal health during pregnancy and childbirth.

Lovell spoke not just as a therapist but also as a father whose own family had briefly crossed paths with Green Smith. The event, he said, emerged organically from a moment of collective mourning.

Despite the grief, “it was still, like, a really beautiful event, a much-needed event, and it almost felt like we were all giving each other a collective family hug,” says Lovell.

His connection to Green Smith, Lovell says, was brief but meaningful during his wife’s pregnancy with their second child. Green Smith was practicing at the same birthing center where they had their child. She began practicing in Greenville a short time later.Even that short connection carried significance for Lovell, given the small number of Black maternal health professionals.

Lovell did not initially plan to become a mental health practitioner; he chose the career path after graduating from college, when someone suggested he consider psychology. His interest deepened when he noticed how few Black men work in mental health.

“Being Black man and playing football in college, there weren’t a lot of people that look like me talking about mental health,” says Lovell. “[I wanted] to give people that look like me an opportunity to work with someone that looks like them.”

Working with Expectant and New Parents

Lovell often counsels couples preparing for parenthood by, helping partners understand what a successful pregnancy, childbirth, and postpartum recovery look like. That often means helping women manage postpartum depression.

As a man, Lovell says, it’s “humbling” that a woman “just trusts me enough to work with me through their pregnancy or their postpartum recovery.”

In his work, Lovell has noticed how few men understand pregnancy before they experience it with their partner. Because early pregnancy symptoms are often invisible, he says, men may underestimate how much support a mom-to-be actually needs.

“Sometimes they may not realize they don’t know much about pregnancy and what to expect in those three trimesters,” Lovell says. “I tell a lot of the men that just because you can’t see [she’s pregnant] doesn’t mean that she won’t appreciate your intense support in that first trimester.”

Education about pregnancy and postpartum recovery, he says, can change how men support their partners.

Teaching Advocacy in the Delivery Room

Another major focus of Lovell’s counseling is preparing men to advocate for mothers during labor.

“Helping men understand what pregnancy looks like: what delivery is going to look like, and what are the realistic expectations that I should have of myself in postpartum,” he says.

Lovell encourages partners to be honest about their expectations for what will happen during delivery. He helps them prepare for the big day by discussing the birth plan and knowing how to quickly recognize problems. Clear communication, he says, prevents misunderstandings.

He regularly trains men to ask their partners detailed questions about their expectations during and after pregnancy. Advocacy in medical settings can be especially important and requires attention to details the mother may not be able to address.

“It’s always important to fine-tune things and truly understand what helps your partner feel most supported,” Lovell says. “Instead of guessing, you should ask.”

Lovell recalls a moment during the birth of his first child when he had to take that role.

During the delivery, “I felt like something wasn’t as sanitary as I’d like it to be,” he says. “I asked, ‘Hey, can you switch those out? Can you change your gloves?’”

Lovell has a succinct but powerful message he regularly shares with clients’ families, and he shared it with attendees at last month’s event.

“Just to believe women,” he says. “I’ve worked with different couples, and sometimes I’m not really sure that there’s enough empathy from the men.”

That includes how women express pain.

“If a woman says, ‘my pain is at a nine,’ just because how you would express yourself at a nine is different than how she’s expressing herself at [that level] doesn’t mean you shouldn’t believe her,” he says.

Empathy, he says, can change outcomes far beyond the delivery room.

“We’ve got to believe women when they’re talking about their experiences and their feelings and their pain,” he says. “I think there’s a lot that we can prevent if we empathize better.”

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Future of Florida’s Black History Museum in Limbo

JACKSONVILLE FREE PRESS — A proposal sponsored by Tom Leek, a Republican from Ormond Beach, has now passed the Senate in back-to-back legislative sessions. But the House version, filed by Kiyan Michael, a Jacksonville Republican, did not receive final approval in either year, effectively stalling the effort.

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Jacksonville Free Press

Plans to establish a long-awaited Black history museum in Florida are once again on hold after legislation needed to advance the project failed to clear the state House for a second consecutive year, despite repeated approval in the Senate.

A proposal sponsored by Tom Leek, a Republican from Ormond Beach, has now passed the Senate in back-to-back legislative sessions. But the House version, filed by Kiyan Michael, a Jacksonville Republican, did not receive final approval in either year, effectively stalling the effort.

Under Florida law, identical or similar bills must pass both chambers before heading to the governor’s desk. Without House approval, the legislation has been unable to move forward, leaving the project in limbo. Long journey, contested location.

The proposed museum, formally known as the Florida Museum of Black History, has been years in the making, with lawmakers and community leaders framing it as a long-overdue institution to preserve and showcase the state’s African American heritage .A central point of contention has been the museum’s location. St. Augustine — widely recognized as the nation’s oldest city and a site deeply tied to both slavery and early Black history — emerged as the leading contender. Supporters argue the city’s historical significance makes it a natural home for the museum. However, competing interests and regional considerations have fueled debate, slowing consensus among lawmakers.

While the Senate-backed measure has consistently advanced, the lack of alignment in the House has underscored ongoing divisions about how and where the project should take shape.

The holdup in the Florida House appears to be less about opposition to the museum itself and more about a combination of procedural bottlenecks, unresolved structural issues, and lingering disagreements over how the project should be formalized and governed.

Despite the legislative setbacks, Republican Gov. Ron DeSantis has publicly voiced support for the museum. Speaking last month during the unveiling of a statue of abolitionist Frederick Douglass in St. Augustine, DeSantis said the project would move forward “one way or another,” signaling an intent to see the museum built regardless of legislative hurdles.

The anticipated museum has already cleared several hurdles. St. Johns County signed an agreement last year with Florida Memorial University to use the land that once housed its campus last year’s legislative session netted $1 million in funding for St. Johns County to work on planning and design for the museum. However, its anticipated that a million $3 million is needed.

Still, without statutory approval to finalize key components — including governance, funding mechanisms and site selection — the project remains largely conceptual.
With the House bill failing again, the timeline for the museum’s development is unclear. Lawmakers could revisit the proposal in the next legislative session, but any further delays risk pushing the project back several more years. Advocates warn that continued inaction could stall momentum for a museum many see as critical to telling a fuller, more accurate story of Florida’s past. For now, the effort remains paused — caught between political support at the top and legislative gridlock within the Capitol.

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