Reflections on Black History Month

Before I get to my thoughts for the week, I have a shout-out and a reminder. First, the shout-out. Last week we were honored to attend the 15th Annual Welcome Back Legislators Reception, hosted by our friends at Visit Saint Paul, sponsored by the St. Paul Area Chamber, and many of our members. We had the chance to connect with the Saint Paul legislative delegation, Mayor Carter, the Saint Paul City Council, and members of the Ramsey County Board. And many of you! I’m always glad for these opportunities, to reconnect with friends and get to know our public servants just a little bit more. Next, the reminder. Yes, this is the week of our 156th Annual Meeting! This event will be bigger than ever, and we look forward to seeing you! If you’re not able to attend this year, please find other ways to find your “seat at the table.” You can join a committee, attend other amazing events, join a DEI Collaborative cohort, join the PAC. We activate may of our priorities through our committees, and we need you!

My thoughts this week are about Black History Month. A friend shared with me two articles in Twin Cities Business, from their regular column, “Forward,” on equity and inclusion in our business community. The first article is “Centering the Black Experience in DEI Work.”  I found it compelling. Seena Hodges is Founder and CEO of The Woke Coach. She also is an author and speaker. In this column Hodges drew me in with her response to questions she gets through sessions she leads:  “‘Isn’t diversity about more than just blackness?’ ‘What about x, y, or z?’ ‘Do we really have to talk about Black people?’ My response is yes, and…” Hodges says that, when we talk about diversity but we don’t specify that we’re actually talking about race, we’re conveniently not talking about the system of racism. That was new for me. Here is Hodges’ tip for allies:

From Hodges: “Centering race is your path to the most good because racism is one of our country’s most persistent problems that we have not gotten our arms around. While conversations about race seem like they’re everywhere, in these conversations, we don’t talk about race directly, so we keep not getting to the roots of the issues. Throughout my career, I’ve sat in rooms of people talking about diversity, and they use that word, but they’ve never put an adjective in front of diversity. “Diversity” has allowed people to think they’re talking about race without actually saying the word race. How can we possibly address something we can’t even say out loud?”

Hodges’ advice:  “I always encourage people to use an adjective when they use the word “diversity” because it’s the only way to talk about the truth of our circumstances. If you mean racial diversity, say that. If you are talking about neurodiversity, say it. We can’t make progress without being specific and honest in our conversations. The lack of honesty allows us to make assumptions and that doesn’t help any of us.”

The second article I read is, “Leading Forward: Black Leaders on the Black Experience.”  Hodges asked a few local Black professionals, “As a leader in your industry, what is one thing you wish people knew and/or understood about the Black Experience?”  Read the entire article for the full experience (you’ll recognize friends there!); I’ll leave you with the one response that gripped me most:

“As a Black leader, I wish more people–especially white leaders–understood a crucial truth: the Black experience is central to America’s story and its present challenges. Our nation’s history of racial imbalance isn’t just a backdrop; it’s a key to understanding and improving everything, from our communities to our businesses. Being anti-racist isn’t an option for leaders; it’s a fundamental duty. It’s about recognizing that liberating Black people is essential for the health and progress of our entire society. When Black Americans are restricted, everyone’s potential is limited.” 
–Dara Beevas, Founder & CEO of Wise Ink Publishing, Author, and Speaker

See you in the trenches,

​B