Growing up as a first-generation Bajan-Canadian in a predominantly white neighborhood, I learned at a very early age how important it is to feel belonging. Today, as I raise two children of mixed heritage, my personal journey is a constant reflection on identity, inclusion, and belonging.
Black History Month reminds us of the importance of creating spaces where everyone feels valued and empowered. The lessons I’ve gained from creating a nurturing and affirming home for my children closely mirror what it takes to build truly inclusive workplaces. At home, I work to ensure my children feel seen, valued, and celebrated for who they are—and I believe workplaces should do the same. When employees are empowered to show up as their authentic selves, they thrive, and so does the organization.
Here are the parallels I’ve drawn between raising my children and building inclusive workplaces, along with actionable steps employers can take to create spaces where everyone feels valued.
Representation: If You Can See It, You Can Be It
In our home, representation is vital. From the books on our shelves to the stories we tell, my husband and I ensure our children see themselves reflected in positive, empowering ways. Providing this visibility helps them feel proud of their unique heritage and assures them they belong.
In the workplace, representation is equally critical. Employees need to see diverse leadership and role models who reflect their identities and experiences. Without representation, it’s easy for individuals to feel like outsiders or doubt their potential.
Actionable Step: Audit your workplace’s leadership and teams to identify gaps in representation. Set measurable goals to diversify your workforce, particularly in leadership positions, and celebrate the contributions of employees from underrepresented groups.
Acknowledgment: Celebrating Individuality
At home, I make it a priority to celebrate the unique aspects of my children’s mixed heritage. Whether it’s sharing my favourite Bajan music, exploring Canadian history, or diving into Greek food and mythology, these moments of acknowledgment affirm their identity and build a sense of pride.
In the workplace, acknowledgment looks a little different but is just as meaningful. It’s about creating space for employees to share their stories and be valued for who they are. This goes beyond surface-level gestures—it requires genuine curiosity, engagement, and a commitment to understanding and embracing diverse experiences.
Actionable Step: Encourage employees to share their cultural backgrounds, holidays, and traditions through team events, storytelling opportunities, or internal communications. Recognize and celebrate milestones and achievements in ways that respect their individuality.
Education: Building Understanding and Empathy
Education is the cornerstone of fostering inclusivity at home. I strive to teach my children the value of empathy, respect, and a genuine interest in understanding others. This often means having open, age-appropriate conversations about race, privilege, and systemic inequities.
The same principles apply in the workplace. Thriving organizations commit to ongoing education around diversity, equity, and inclusion (DEI). Building true understanding and empathy takes continuous learning—and unlearning—for everyone involved.
Actionable Step: Implement regular DEI training that goes beyond compliance and focuses on fostering cultural competence, allyship, and empathy. Create safe spaces for open dialogue and encourage employees to ask questions and share perspectives.
Creating Spaces Where Everyone Feels Valued
During Black History Month, we’re reminded of the significant contributions Black people have made to society and the importance of creating spaces where everyone feels safe, valued, and empowered. Just as I work to ensure my children feel safe and valued at home, employers must actively build environments where employees can thrive without fear of discrimination or exclusion. This involves more than policies; it requires a cultural shift toward inclusion.
Actionable Steps for Employers:
- Celebrate and Foster Belonging: Support initiatives like mentorship programs and employee resource groups (ERGs) that provide support and community for underrepresented employees.
- Prioritize Psychological Safety: Cultivate an environment where employees feel comfortable sharing their ideas, concerns, and needs without fear of judgment or retaliation.
- Be Proactive: Regularly seek feedback from employees about their experiences and use that feedback to implement tangible improvements.
- Lead by Example: Ensure leaders model inclusive behaviors and hold themselves accountable for fostering a welcoming and inclusive culture.
Final Thoughts
Raising my children has taught me that inclusion is not a passive ideal but an active practice. It’s about intentional choices, open conversations, and a deep commitment to valuing every individual’s unique contribution.
This Black History Month let’s reflect on how we can create spaces where everyone—both at home and at work—feels valued, supported, and empowered to succeed. Because when we nurture belonging, we create a future where all voices are heard and celebrated.
Author
Fanta Selman (Senior Director Employer Brand and Culture)
About Blu Ivy Group
Blu Ivy Group is a global consultancy specializing in employer brand, recruitment advertising, belonging and culture transformation. We partner with organizations across industries to develop sustainable talent strategies, creative recruitment campaigns, culture strategies, and leadership alignment initiatives. Our award-winning team is dedicated to helping businesses become employers of choice.
Explore our services or connect with us to discover how we can elevate your employer brand.