It’s almost two weeks into Black History Month or Black Heritage Month (BHM), established to recognize and celebrate the history and culture of Black people in Canada and across the world. Too often, BHM efforts focus only on the past. Still, it is critical to consider the present, including how we can create justice for Black people in our daily lives and work environments, along with the future.

While we’re glad organizations are participating in BHM, we want to reinforce that recognition and celebration do not equate to respect, equity, or justice. This is evident in the corporate woke washing and performative activism we’ve noticed by non-Black led corporations. Just because organizations celebrate or acknowledge BHM does not mean that their workplaces, services, and products are inclusive or safe for Black people or that their organizations are anti-racist. Corporate celebrations and acknowledgements of BHM can quickly turn into tokenism and performative activism when they ignore institutional, systemic racism. 

This year may be even more complicated as some companies are co-opting BHM and the Black Lives Matter Movement while struggling to address institutional racism. Black team members need our support, especially amid a global pandemic. And performative activism is only making matters worse. 

If you are non-Black, take time to learn about the true essence of BHM and pay attention to what people need from you. If you haven’t fostered trusting relationships with your Black team members, it is time to learn, research, and build intentional practices to establish eventual trust and belonging. When doing so, you may need to acknowledge harm and repair relationships first before you build trust. Trust is earned, so not everyone will be willing to trust you, and that’s okay. It’s not an easy or quick process, but it’s a necessary step in combating inequity.
 

We’re committed to continual learning, and we urge you to do the same.  Sentiments and advice in this newsletter should apply now and throughout the year. 

-Feminuity Team

Feminuity associate K.J. Tommy (he, him, his) shares his story in a visually compelling blog about the importance of respecting names in the workplace. He draws parallels between film and identity to show us that many names aren’t difficult to pronounce; they just have misplaced negative connotations. 

Implement Organizational Change ⚙️

Organizational change is necessary and all-encompassing. One way to foster equity within an organization is to develop ERGs or employee resource groups. Alica Forneret of Culture Amp has compiled an in-depth guide on taking organizational change one step further. She has collected numerous educational resources, articles, podcasts, videos, and books for supporting Black employees. Ignorance is no longer an excuse. Alica Forneret’s article does not provide a quick solution to racism or act as a guide on communicating with Black team members. It is an excellent compilation of her advice on prioritizing Black team members by building trust and changing policy.

TYNT STUDIO x Feminuity 💜

TYNT STUDIO and Feminuity have partnered to provide our community with a 15% discount code on any TYNT STUDIO prints! Simply use 'Feminuity15' at checkout to get your discount!  

TYNT STUDIO is an online print design company created by two women of colour whose mission is to create art that celebrates, inspires, and empowers all women of colour. The studio creates expressive, bold, and empowering art to remind women of colour to pursue their passions and embrace what makes them unique and beautiful. 

What we’ve been up to 🗞️

We’re pleased to kick off work with Inovia Capital, NRC Industrial Research Assistance Program, and The Professional Institute of Public Service of Canada! 

Digital Land Acknowledgement