Black History Month arrives each October in the UK, marked by educational events, cultural celebrations, and corporate acknowledgements. But here's the uncomfortable truth: for many organisations, meaningful action begins and ends within these 31 days. The real question isn't whether your company recognises Black History Month, it's whether you're using it as a catalyst for lasting change.

As HR leaders and people teams, you have the power to transform Black History Month from a calendar obligation into a springboard for genuine, year-round inclusion. Let's explore how.

This blog will cover:

• Why Black History Month is important and how it supports workplace inclusion
• How companies go beyond a single month to celebrate and support Black employees year-round
• Examples of initiatives that promote diversity, equity, and inclusion (DEI)
• How ongoing inclusion benefits employees, teams, and company culture
• Tips for finding employers with strong DEI programs and inclusive practices

Understanding Black History Month

Black History Month originated in the United States in 1926, created by historian Carter G. Woodson to ensure the contributions of Black Americans weren't erased from historical narratives. The UK began officially observing Black History Month in 1987, choosing October to align with the start of the academic year and honour the arrival of the Empire Windrush.

The month serves multiple purposes: educating about historical contributions often overlooked in the mainstream, celebrating Black culture and achievement, acknowledging historical injustices and their continuing impact, and creating space for reflection on current inequalities.

But here's what makes it complex for organisations: Black History Month shouldn't exist in isolation. It's not a standalone initiative; it's part of a continuous commitment to racial equity and inclusion.

Why Black History Month matters, and why performative activism doesn't work 

The business case for diversity is well-established, but let's be direct: this isn't just about performance metrics. It's about creating workplaces where Black employees can thrive without compromise, where talent isn't overlooked due to bias, and where your organisation actively contributes to dismantling systemic inequalities.

Let's acknowledge what many organisations get wrong during Black History Month, often with good intentions:

Surface-level celebrations that don't address systemic issues within your organisation. Posting about historical Black figures whilst your leadership team remains entirely white sends a clear message about your priorities.

Tokenising Black employees by expecting them to organise events, educate colleagues, or represent their entire race in panels. This is usually without additional compensation or recognition.

One-and-done initiatives that disappear on 1st November, with no connection to ongoing diversity strategy or accountability measures.

Uncomfortable spotlight moments where Black employees feel singled out or put on display rather than genuinely supported.

If any of these sound familiar, it's time for a different approach.

Leading with authenticity: A year-round framework

Transforming Black History Month from performative to purposeful requires integration into your broader inclusion strategy. Here's how forward-thinking organisations are making it work:

Start with an honest assessment

Before planning any Black History Month activities, examine your current reality. What does your workforce data reveal about representation at all levels? What feedback have Black employees provided about their experiences? Where are the gaps between your stated values and lived reality?

This isn't comfortable work, but it's essential. You cannot celebrate Black history externally whilst ignoring Black experiences internally.

Build with, not for

The most impactful initiatives are co-created with Black employees who want to be involved. Create optional opportunities for those interested in shaping programming, but never assume Black employees should lead this work without proper support, resources, and recognition.

Consider launching an employee-led group with genuine decision-making power and budget allocation. Ensure participation is voluntary and that those who contribute are compensated appropriately, whether through time off, bonuses, or career development opportunities.

Connect celebration to action

Every Black History Month activity should connect to tangible organisational commitments. Hosting a speaker on Black leadership? Pair it with transparent data about your own leadership pipeline and specific targets for improvement. Celebrating Black achievement? Ensure your promotion and recognition processes are free from bias year-round.

This isn't about making Black History Month transactional, it's about demonstrating that your organisation's commitment extends beyond awareness into accountability.

Educate with purpose

Education is valuable, but be strategic about what you're asking people to learn and why. Consider these approaches:

Historical context for current inequalities: Help your team understand how historical policies and practices created present-day disparities in wealth, education, and opportunity. This context is essential for understanding why targeted initiatives aren't "reverse discrimination," but necessary corrections.

Bias awareness with practical application: Generic unconscious bias training can often fail. Instead, focus on specific decision points in your organisation such as hiring, performance reviews, promotions, project assignments. Then train decision-makers to recognise and counteract bias in these contexts.

Cultural competence for global teams: For international organisations, explore Black histories and experiences across different regions and cultures, acknowledging the distinct experiences of Black communities globally.

Practical initiatives that create lasting impact

Here are some ideas for specific programmes that extend beyond October:

Mentorship and sponsorship programmes

Establish formal mentorship programmes connecting Black employees with senior leaders. Even more powerfully, create sponsorship programmes where influential leaders actively advocate for Black talent in promotion and opportunity decisions.

The difference matters: mentors provide advice; sponsors provide access and influence.

Career development pathways

Audit your promotion criteria and processes to identify any hidden bias. Are you requiring "executive presence" without defining it clearly? Are you undervaluing the types of experience Black employees are more likely to have? Create transparent pathways to advancement and track representation at every level.

Supplier diversity initiatives

Extend your inclusion efforts beyond your own walls by prioritising Black-owned businesses in procurement decisions. This creates economic opportunity whilst demonstrating that your commitment to Black communities extends beyond your employee base.

Community partnerships

Build genuine, year-round partnerships with organisations supporting Black communities. This might include educational partnerships, charitable giving, volunteer opportunities, or collaborative programmes. Ensure these partnerships are reciprocal and responsive to community needs rather than extractive.

Inclusive recruitment practices

Review every stage of your hiring process for potential bias. Are job descriptions using coded language that discourages Black candidates? Are you recruiting from a narrow range of institutions? Are interview panels diverse? Are you using structured interviews with consistent criteria?

Research shows that candidates who genuinely understand your organisation through authentic engagement are significantly more likely to succeed. Make sure Black candidates can see themselves in your company before they apply.

Your action plan

Transforming Black History Month from performative to purposeful doesn't happen overnight. Here's where to start:

Before October: Conduct an honest assessment of your current state, gather input from Black employees who want to be involved, establish clear goals that extend beyond the month, and allocate appropriate resources and support.

During October: Connect celebrations to organisational commitments, provide education with practical application, create space for authentic conversations, and avoid tokenising or overburdening Black employees.

After October: Review what worked and what didn't, maintain momentum on commitments made, continue tracking relevant metrics, and integrate learnings into ongoing strategy.

Year-round: Build inclusion into all HR processes, support Black employee development and advancement, maintain community partnerships, and hold leaders accountable for progress.

How companies are leading the way 

In this section, we’re spotlighting some of the Flexa-verified companies leading the way with their all-year-round initiatives. 

Anglian Water Services 

Every October, Black History Month gives us a moment to pause, reflect and celebrate the achievements and contributions of Black communities. At Anglian Water, our Employee Led Community, Embrace, plays a central role in shaping our approach. Embrace is a space for colleagues from ethnically diverse backgrounds and allies to come together, share experiences and learn from one another. Throughout the year, they host speaker events, spotlight sessions, lunch and learns, including sessions on microaggressions, and informal drop-ins. They also collaborate with other employee-led communities to create inclusive spaces like the upcoming Belonging Hour, where everyone is seen, heard and valued.

As Rosie Kaur, Embrace Leader, puts it:

“At Anglian Water, Black History Month is an important moment in our calendar to celebrate, learn, and reflect. For a number of years, we’ve marked this occasion with a programme of events designed to recognise the contributions of the Black community and spark meaningful conversations across our organisation. To bring this to life, this year we’re hosting a series of events, including an external speaker event, video reviews and discussions, sharing employee blogs, a BHM themed food event, as well as Spotlight Sessions that showcase diverse backgrounds and stories from our colleagues.

Through regular events, awareness of key topics and open dialogue, we continue to build a culture where everyone can bring their whole selves to work. Black History Month is an important milestone, but the commitment to inclusion is one we uphold all year round."

Our commitment to racial equity goes beyond events. We’re proud signatories of UNISON’s Anti-Racism Charter and BITC’s Race at Work Charter, not just logos, but promises we’ve made to our people. To ensure we’re delivering on those promises, we’re finalising a maturity matrix and action plan to track our progress.

We also believe in transparency. That’s why, even though it’s not mandatory, we’ve reported on our ethnicity pay gap for the past three years, because understanding where we are helps us move forward.

BAE Systems

“You can't be what you can't see." Last year, we launched the Black Heritage Network and our employee groups provide community, visibility and drive inclusion all year round.

 This year, we’re proudly displaying posters featuring our own employees and celebrating the talent within our business. We're also running sessions on allyship and mental health and our book club, film club, and Spotify playlist all reflect this year’s theme; ‘Allies in Action’.

 We also support awards and recruitment events that help Black professionals progress at work, creating meaningful opportunities for growth and representation. For example, we are very proud to be a corporate sponsor for the Association of Black and Ethnic Minority Engineers, working hand-in-hand to progress equality and representation within BAE Systems. Our work with AFBE and its members also helps improve the level of support given to under-represented members of the engineering community.

 It’s about celebrating and supporting our community every day and creating a culture where everyone feels seen, valued, and empowered to succeed.”

Gwyneth, Delivery Manager and Black Heritage Network Chair

Virgin Media O2

At Virgin Media O2, Black History Month is a powerful time to reflect, celebrate, and spotlight Black voices through events like speaker sessions, storytelling panels, and learning resources. Beyond the month, our Enrich Network and inclusive training programmes support ongoing equity and inclusion making it a daily commitment, not just a seasonal one.

Eureka Cheema and Henna Tank, Enrich Network

Deliveroo

At Deliveroo, we’re proud to celebrate Black History Month by championing Black voices, culture, and entrepreneurship across our community. This year, we partnered with Black Eats to spotlight and support Black-owned restaurants across the UK, fostering engagement and visibility for incredible local businesses. We also hosted networking events connecting our teams with industry partners including TikTok, Meta, and Google — creating space for conversation, collaboration, and inspiration. In addition, we continued our long-standing support for the Black Tech Festival, now in its fifth year, celebrating innovation and excellence in the Black tech community. Across Deliveroo, we brought people together through social events for both our Black community and allies, reinforcing our commitment to inclusion and representation every day of the year.

FAQs about Black History Month

1. Why is Black History Month important in the workplace?
   Black History Month raises awareness of Black achievements, history, and culture while highlighting the importance of diversity and inclusion. For companies, it’s an opportunity to celebrate employees, educate teams, and strengthen inclusive practices.
2. How do companies honour Black History Month beyond one month?
   Leading companies integrate DEI initiatives into their everyday culture through mentorship programs, inclusive hiring practices, employee resource groups, ongoing training, and leadership development opportunities. This ensures support and visibility for Black employees year-round.
3. Which companies are known for promoting Black inclusion?
   Top inclusive companies actively invest in mentorship, career progression, community engagement, and initiatives that amplify Black voices. Platforms like Flexa highlight organisations recognised for strong DEI and inclusive workplace practices.
4. How can I find employers that prioritise Black inclusion?
   Look for companies that publish DEI reports, celebrate diverse perspectives throughout the year, and offer structured programs to support Black employees. Verified employer platforms like Flexa can help you identify inclusive workplaces.
5. What are the benefits of ongoing inclusion programs for employees?
   Ongoing inclusion creates a sense of belonging, improves engagement, and encourages innovation by embracing diverse perspectives. Employees feel valued and supported, which leads to stronger collaboration and career development opportunities.