Before hiring a Black woman...

It’s been interesting to see the marked change in the recruitment of people of colour in the UK. Some will say its positive, because people of colour are being given more access. Some will say its tokenistic because there is still a very visible glass ceiling, and obvious diversity hires.

Despite the nuance of it all, I still see it as an opportunity for change and betterment - not just for black lives, but for the society. If more black women were given equitable opportunity, then the world would indeed be a better place.

Equitable opportunity here doesn't just speak to access: it speaks to honest and meaningful engagement with her expertise, blackness, and womanhood once she is in the space. So many black women have told me that they felt that they had to adjust, or change, or "manage" differently when they were in positions of leadership. So many black women have lamented that they could not stay in what appeared to be a great opportunity at recruitment because of the lack of cultural awareness and relatability of those in the space.

So before hiring a black woman, think on these things:

Do you recognise that treating her equitably may mean supporting decisions you may have chosen to do differently?

1. Are you prepared to support her when she has been discriminated against?

2. Do you recognise that most organisations do not have a process for disciplinary around microaggressions?

3. Do you understand the emotional support necessary for a black woman in these "ever woke" conversations about anti-racism?

4. Do you understand that it takes still a toll on us to be the only (or one in few) black person in leadership?

If you are in a position where you recruit and intend to recruit a black woman, why not ask her what she needs - what she really needs. Recognise that the world has likely been a difficult place for her and will continue to be so. Recognise that the job you recruit her to may require more hours than a white woman in the same role. It may have significantly more emotional tax. Recognise that if she feels safe, she will likely give 150% - she’s had to do this all her life in spaces where she was not appreciated, imagine what would happen when she is.