Black History Month and the Importance of Allyship
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February is Black History Month, a time to reflect on the contributions of Black Americans and the ongoing fight for racial equality. For Black LGBTQIA+ individuals, this month carries an added layer of significance. In this article we, will continue our conversation on the importance of allyship and how we can acknowledge the unique challenges Black LGBTQIA+ employees face in the workplace while taking action to support them.

 

The Intersection of Black and LGBTQIA+ History

Many prominent figures in the fight for civil rights were also advocates for LGBTQIA+ rights.  For example, Bayard Rustin, a key organizer of the 1963 March on Washington, was both a close advisor to Dr. Martin Luther King Jr. and a gay man who faced significant discrimination within the civil rights movement because of his sexual orientation.

Similarly, Marsha P. Johnson, a Black transgender woman, played a pivotal role in the Stonewall Uprising in 1969, which sparked the modern LGBTQIA+ rights movement. Her activism highlights the crucial role Black LGBTQIA+ individuals have played in both movements, advocating for equality and justice across multiple fronts.

 

Why Allyship During Black History Month Matters

Allyship during Black History Month carries particular significance because it acknowledges the layers of discrimination that Black LGBTQIA+ employees face.

For many Black LGBTQIA+ employees, the workplace can be a source of isolation. They may encounter racism from within LGBTQIA+ spaces and homophobia or transphobia within Black spaces, leaving them with little room to express their full identities. This is where allies can step in to bridge these divides and create a more inclusive environment.

 

How Allies Can Actively Support Black LGBTQIA+ Employees

Here are specific ways allies can support Black LGBTQIA+ considering both history and current struggles:

 

  • Educate Yourself on Black LGBTQIA+ History: One of the most meaningful ways to be an ally is to educate yourself about the history and contributions of Black LGBTQIA+ individuals. From Bayard Rustin to Audre Lorde and Marsha P. Johnson, Black LGBTQIA+ leaders have played critical roles in shaping both the civil rights and LGBTQIA+ movements. Learning about their legacies helps allies better understand the unique challenges Black LGBTQIA+ employees face today.

 

  • Celebrate Black LGBTQIA+ Leaders in the Workplace: Use Black History Month as an opportunity to celebrate the contributions of Black LGBTQIA+ employees within your organization. Highlight their work, feature their stories in internal newsletters or blogs, and ensure their voices are heard in leadership discussions. Recognizing these employees can inspire others and demonstrate the value of diverse perspectives.

 

  • Recognize the Mental Health Impact of Intersectional Discrimination: Many Black LGBTQIA+ employees face a heavier mental health burden due to the compounded discrimination they encounter. Allies can advocate for workplace mental health resources that specifically address the needs of Black LGBTQIA+ individuals. Offering support, whether through Employee Resource Groups (ERGs) or counseling, shows a commitment to their well-being.

 

 

Black History Month is an opportunity to remember the past while taking tangible steps to improve the present. Allies have the power to make workplaces safer, more inclusive, and more equitable for Black LGBTQIA+ employees—not just during February, but every day.