How to show Power in practice for Black History Month

No one should be doing unpaid work in 2025—or ever again. It’s unreasonable to expect someone to lend their skills and expertise to help build your business without compensation. Exposure doesn’t pay bills, and “experience” isn’t currency. Even worse are those who offer “trades” that aren’t truly equitable—like exchanging coaching or mentoring services for intensive administrative or accounting labor. The workload and value simply don’t align. Here’s the truth: if you don’t know your skills and your worth, you will be taken advantage of. Know what you bring to the table, price yourself accordingly, and never be afraid to walk away when your value isn’t respected. Go where your contributions are recognized—and where your grass is equally watered. Black women, in particular, are among the most educated, talented, and intellectually diverse individuals in any field. Yet, far too often, their brilliance is undervalued or exploited under the guise of “support” or “collaboration.” Too many who claim to uplift Black women actually target their talents—celebrating what they simultaneously take for granted. We deserve more. We deserve fair compensation, genuine respect, and opportunities that honor the full measure of our worth.

Right now, the numbers don’t just pause they expose trends. Recent data show that Black women have been exiting the workforce or losing jobs at far higher rates than other groups. If you’re a leader, how are you accounting for that in your talent strategy? Inclusion isn’t only about hiring it’s about retention, advancement, and guarding against disproportionate risk.

As Black History Month UK draws to a close, many organisations have hosted inspiring events, shared stories, and celebrated the brilliance of Black colleagues. But here’s the question that really matters: ➡️ What happens after the celebration ends? At Mahogany Inclusion Partners, we believe #inclusion isn’t an event - it’s a culture. Real inclusion means moving beyond performative gestures and creating everyday spaces where Black voices are heard, valued, and empowered to influence. So how can organisations move from celebration to sustained action? Here are five ways to start: 1️⃣ Audit your culture - whose voices are missing from decision-making? 2️⃣ Invest in Black talent through sponsorship and leadership opportunities. 3️⃣ Make accountability visible - measure inclusion like any other business goal. 4️⃣ Empower everyday allyship - equip teams to challenge bias and amplify equity. 5️⃣ Embed storytelling - let lived experience inform learning and leadership. True inclusion takes courageous leadership - the willingness to listen, learn, and act, long after the spotlight fades. 💡 Black History Month is a springboard, not a finish line. Let’s move from recognition to representation, from awareness to action. Read more in our latest blog below. #BlackHistoryMonth #Inclusion #Equity #Leadership #Diversity #MahoganyInclusionPartners #Belonging https://lnkd.in/erPZNwKb

When movements claim to support Black women’s leadership — yet punish us for leading: https://lnkd.in/eiXezKDz As I get messages from other Black and WOC, I am reminded that our leadership matters — and yet it can be one of the most vulnerable places to stand. Here are three leadership values I’m leaning into — and invite you to lean with me — to build spaces and cultures where Black women lead truly and safely. 1. Authentic Accountability — We show up with our full selves, we commit to our results, we ask for help when we need it, and we hold others to their commitments too. Authentic accountability means we don’t just tolerate Black women’s leadership when it’s pleasing or performative — we expect it, defend it, and honour it. 2. Radical Equity in Practice — It’s not enough to say “we value Black women’s leadership.” We must build policies, power-structures and resource flows that safeguard our advancement — not punish or undermine it. As my blog shows, anti-Blackness wears progressive language. Equity means proactively scanning for the moments we’re being demeaned, marginalized or silenced — and intervening. 3. Resilient Self- & Collective Care — Leading in spaces that don’t fully value you takes emotional, physical and spiritual labor. My blog shares what happens when that labor goes unaddressed: “Two stress-induced miscarriages… a diagnosis of hypertension… suicidal ideation.” My commitment: to name and set boundaries, to lean on peer support, to advocate for restorative practices — not just for ourselves, but for every Black woman in the room. What you can do now: -If you’re in a leadership role, ask: How many Black women are at the decision-making table? Are they being treated as cheerleaders — or change-leaders? Commit to one policy or practice in your organization: e.g., confidential check-in process for senior Black women leaders, an accountability partner system, or a board/investor review to scan for hidden “punishment” behaviors. -Lean into your networks: Share space. Elevate Black women’s voices in meetings and funding decisions. If you hear a Black woman silenced, interrupted, or excluded — call it. Name it. -For Black women leaders: create your “safe circle.” A peer group where you can speak freely. A mentor (or mentee) you support. One boundary or practice you will set this quarter with no exceptions. I believe our leadership is not just essential — it’s transformative. When we build ecosystems that protect and propel Black women’s leadership, we build organizations that are more just, more innovative, and more resilient. I’d love to hear from you: What’s one leadership value you’re leaning into right now to support equity for Black women? What’s a small action you’re committing to? Let’s hold each other in this work — not as allies from the sidelines, but as co-leads in building something better. #BlackWomenLead #EquityInAction #LeadershipValues

𝐋𝐞𝐭’𝐬 𝐓𝐚𝐥𝐤 𝐓𝐫𝐢𝐚𝐥𝐬 𝐰𝐢𝐭𝐡 𝐌𝐞𝐫𝐜𝐤: 𝐃𝐚𝐧𝐢𝐞𝐥𝐥𝐞’𝐬 𝐒𝐭𝐨𝐫𝐲 Throwing it back to an unforgettable moment at the Congressional Black Caucus Foundation’s Annual Legislative Conference, where our Founder and CEO, Danielle S. Mitchell, was featured in Merck’s “Let’s Talk Trials” campaign—a collaboration rooted in representation, awareness, and impact. Danielle S. Mitchell reflected on her early days as a clinical research coordinator, walking into a room of hundreds and seeing only two Black women — including herself. That moment sparked a calling that led to the creation of Black Women In Clinical Research ® — now a thriving network of more than 20,000 Black women transforming the face of clinical research and redefining what inclusion looks like in science. This partnership with Merck not only celebrated Danielle’s story but also underscored the importance of building diverse research teams that foster trust, drive participation, and lead to more equitable health outcomes for all. As we look back, we are reminded that change starts with one voice, one vision, and one community determined to make the industry better for those who come next. Visit the website below. https://lnkd.in/gYBkhVMf #bwicr #ThrowbackThursday #LetsTalkTrials #Merck #RepresentationMatters #HealthEquity #DiversityInResearch #WomenInSTEM #BlackWomenInSTEM #Leadership #Empowerment #CommunityImpact #ClinicalTrial #ClinicalResearch #ClinicalResearcHER Clark Atlanta University CAU Alumni Relations and Engagement Center for Undergraduate Research and Creativity Clark Atlanta University

For every 100 men promoted to management, only 54 Black women are. That’s not a gap — it’s a canyon. That kind of divide doesn’t just happen. It’s been built — and reinforced — over time. Not because we’re less capable. But because we still have fewer chances to be seen — as leaders, as high-potential, as ready. And the impact adds up: → Confidence takes a hit → Promotions take longer → Pay doesn’t keep up But here’s what I’ve seen in women like us who break through: They’re not waiting for the system to catch up. They’re navigating it — strategically, intentionally, powerfully — by: → Building visibility early → Sharing their wins in real time → Making their ambitions known → Showing impact, not just effort → Speaking up about their expertise This isn’t about waiting your turn. It’s about owning your value — now. Because if you keep waiting for the system to see you, you’ll always be a step behind. Stop waiting to be discovered. Start being undeniable.

If you’re one of the 300,000 Black women who have navigated job loss since January, or if you’re in any major transition right now, this is for you. ⸻ October gifted me reminders of who we are and what we carry. From the LIVING LEGENDS FOUNDATION Awards to the ForbesBLK Summit, the Bronner Brothers, Inc. Icon Awards, Pink for Pank Gala, and church at Ebenezer Baptist Church -Atlanta, GA , I witnessed brilliance in every room. ⸻ I’ll admit, I’ve felt angry watching programs and pledges that once promised equity quietly disappear. The weight of it sits heavy some days. But then I heard John Hope Bryant say: “Don’t just survive in the storm, dance in the rain.” Danessa Myricks also shared: just walk and the way will appear. In a survey of a hundred 94-year-olds, over 80% said if they could live their lives over again, they would have taken more risks. ⸻ So here’s the invitation: Just walk. Step out. Conquer the fear. Stop waiting for someone to open the door, realize we are the door. Shout out to Kelly Keith, MBA for being the door and Karonda Cook, MBA for helping her open it. When corporations close programs, it’s our turn to open doors for others. When other doors close, it’s your cue to open new ones. Forget the seat at the table. We don’t have time to sit. ⸻ #ForbesBLK #WomenInTransition #Leadership #Resilience #DanceInTheRain #WeAreTheDoor

I strongly advocate for inclusive clinical trials — where diversity, equity, and accessibility are not just goals but essential standards. Clinical research should truly represent the people it aims to serve. Yet, there continues to be underrepresentation of people of color and other diverse groups in many studies. I appreciate Merck efforts in highlighting and addressing this gap — a crucial step toward ensuring that clinical evidence reflects real-world populations. Let’s keep pushing for #Inclusivity, #Diversity, #Equity, and #Accessibility in every stage of research — because inclusive science leads to better health outcomes for all.

October marks Black History Month, a time to recognise Black excellence, amplify underrepresented voices and reflect on how our industry can actively drive racial equity. This year’s theme is Standing Firm in Power and Pride. At CAN, we believe inclusion is not a seasonal message but a year-round responsibility. This month, we’re spotlighting six powerful resources, events and communities driving change across advertising, media and beyond. 1️⃣ CAN Member: Show Racism the Red Card This blog piece is a powerful reflection on identity, activism and the ongoing fight for racial justice.  🔗 https://lnkd.in/euuCJMwS 2️⃣ CAN Member: Bloody Good Period – United by Blood: Black Menstrual Health Panel (30th October) An open and honest panel exploring health inequality, cultural stigma and lived experiences of menstrual health in the Black community.  🔗 https://lnkd.in/ep9Mevyv 3️⃣ Business in the Community – Race at Work Resources A hub of practical workplace toolkits, reports and guidance designed to help organisations take meaningful action on racial equity rather than performative gestures.  🔗 https://lnkd.in/ez96Guev 4️⃣ BlackCreateConnect | Creators & Tech Pros Community A growing network that connects Black professionals to career opportunities, mentorship and events focused on empowerment and representation in the workplace.  🔗 https://lnkd.in/e_BdbcD2 5️⃣ Media For All [MEFA] Championing ethnic minority talent in media and advertising through training, mentorship and community programmes designed to drive long-term industry change.  🔗 https://lnkd.in/eUSEd-n 6️⃣ lollipop mentoring CIC– Partner With Us An initiative dedicated to supporting Black women into leadership roles through visibility, mentorship and partnerships with organisations ready to do the work.  🔗 https://lnkd.in/dExUZGvs 📸 blackhistorymonth.org.uk ✉️ Want to share resources or spotlight your impact? Get in touch at hello@consciousadnetwork.org #BlackHistoryMonth #TogetherWeCAN   

Day 23 | Black History Month 2025 Inclusion = Culture Inclusion isn’t a policy. It’s not a training session. It’s not a tickbox on a diversity report. Inclusion is culture. It’s how people feel when they walk into a room. It’s whose voices are heard, whose stories are centred, and whose ideas are taken seriously. It’s the tone set by leadership, the language used in meetings, and the actions taken when no one is watching. When inclusion is embedded, it shapes behaviour, builds trust, and drives belonging. When it’s compliance-driven, it breeds tokenism and fatigue. As we celebrate Black History Month, let’s remember: real inclusion isn’t about performative moments — it’s about everyday practice. The Allyship Toolkit helps organisations turn learning into culture, not box-ticking. Because allyship isn’t a task — it’s a way of leading. #BlackHistoryMonth #Inclusion #CultureChange #Allyship #Leadership #EDI