By Barrett Marshall, Esq.

Senior Consultant, The Inclusion Firm

It happens all the time; someone learns about Juneteenth, National Coming Out Day, Mental Health Awareness Month, or another recognition of a marginalized group, and we are off to the races. Emails are sent, events are planned, and often no one stops to consider those who are meant to be included—the marginalized community members themselves.

When that first wave of diversity, equity, inclusion and belonging awareness hits we often see great enthusiasm for recognizing holidays, months, or other events associated with communities that are not traditionally centered. This excitement can be a powerful force for change and support the work of shifting workplace culture toward belonging.

But awareness and enthusiasm do not replace accountable relationships and substantive understanding. Upon learning that a particular day or month is meaningful to a marginalized group, many organizations automatically assume that workplace recognition and celebration are in order. First, it is vitally crucial to first understand what kind of recognition is appropriate, if any, and whether that recognition belongs in the workplace.

There are some basic things to be aware of if you are recognizing a holiday that is new to your organization. Consider these questions before hastily organizing your next inclusive event:

• Do you know the historical origin of the holiday? What is being commemorated or celebrated?

• Do you understand the relationship between the community and the holiday? Have you spoken with members of the community about the holiday?

• Do members of this community work with you? Do they hold leadership positions in your organization?

• Does your profession or workplace have a history of specific interaction with this community? Is it positive or negative?

• What is the purpose of the event or recognition? Celebration? Education? In what way will this further inclusion and belonging in your workplace?

• What concrete inclusion efforts is your organization making specifically for the community you are recognizing? Are you improving hiring practices, providing training, or undertaking a compensation review?

There are no right or wrong answers here, but the answers to these questions will help determine what kind of recognition would most serve your workplace. A roundtable event with experts, a moment of silence, or even the traditional break room pizza party might be the thing, but you should tailor it to the meaning, purpose, and context of the recognition.

Remember that meaningful engagement will make people feel not just seen but valued. Virtue signaling and empty forms of recognition will disappoint colleagues and undermine inclusion and belonging efforts. Cultivating thoughtful and honest conversation and collaboration will not just ensure a successful event - it will strengthen relationships and help create a culture of belonging. And really pizza, is best enjoyed on February 9 anyway. (You guessed it! National Pizza Day.)

We enhance inclusion by understanding and normalizing difference. We encourage belonging by listening and valuing those differences. When it comes to DEIB programming, do both: recognize marginalized communities in the ways that are meaningful to them, not the ways that are convenient for the rest of us.

If you are interested in partnering with subject matter experts, contact us today at [email protected] to learn more about our services.