This blog was written by members of the campaigns team at Barnet Council, Senior Campaigns Managers, Tamara Wright, Candice Chambers and Christopher Lewinson, Campaigns coordinator.
Reclaiming Narratives on Allyship by Tamara
I think the theme around this year’s Black History Month is all around making people aware of the contributions that the Black community have made to British society in general. Without this, ignorance, intolerance and hate continue to grow unabetted.
Having worked in the public sector in communications for around 15 years I have seen a lot of varying approaches to equalities, diversity and inclusion.
But more relevant to this I have seen the way the contributions of Black and Brown staff and community members are often overlooked.
My role at the council includes leading on internal communications within the organisation. I joined back in 2020 and just three months after I joined, the murder of George Floyd took place and for the first time in UK workplaces, issues around race and subsequently other protected characteristics started being discussed openly. But then the real work had to begin, which was action to see changes systemically within the council for Black and Minoritised staff, as well as tackling inequalities within in the community.
Four years later, as we explore what ‘Reclaiming Narratives’, means I’m still questioning the lack of proactive allies taking part in the platforming of those narratives. Black History Month is an opportunity for all, not just Black people to celebrate, educate and reflect on the countless contributions that Black people have made in the UK.
I was first inspired to try and play a ‘small part’ by my uncle who worked for 30 years as a senior litigator of racial discrimination in the workplace for what is now known as the Equality and Human Rights Commission (EHRC). He would tell me about the experiences he had negotiating on behalf of Black staff and their workplaces in race discrimination tribunals. He was also the first person to talk to me about race history, including the civil rights struggle in America.
Barnet had a staff equalities group called the Barnet Equalities Allies, (BEA) for about two years before I joined the council, which I joined and which has now expanded into the creation of seven other staff networks linked to protected characteristics. For the first time in my working life, I had a space and outlet to talk about EDI issues and also be a part of organisational change.
EDI isn’t just about ensuring people that identify with a protected characteristic/s feel safe and valued at work but about all employees. It’s about creating the most representative and effective teams to support the communities we serve. There isn’t one part of the organisation (or society) that EDI should not be central to, it’s not an ‘add on’, but a way of working where we strive for equity and inclusion in all we do; it’s a job for everyone especially our senior leaders. Furthermore, allyship challenges stereotypes, dismantles discrimination, and fosters inclusivity for identities that sit outside of what a lot of people, historically, have been reluctant to accept or include in day-to-day life. Remember Black History Month is there for everyone to engage, educate and elevate; if you haven’t set time aside to do this month and beyond, if you think it isn’t important, if you think you know enough, you probably need to engage more than anyone.
Reclaiming Narratives and Inclusive Leadership by Chris
The theme of “Reclaiming the Narrative” this Black History Month highlights the importance of elevating voices that have historically been underrepresented in leadership. Reclaiming these stories ties directly into the concept of inclusive leadership—where leadership doesn’t just embrace diversity but actively fosters and promotes it.
During a recent talk at Barnet Council, Abi Gbago, Chief Executive of Newham Council, shared her inspiring journey. I was personally moved by her talk, as it showed me that representation matters—seeing someone who looks like me, a Black leader at the top level of local government, was a powerful reminder that we can achieve leadership positions. Abi’s role illustrates the significance of having representation at the top, particularly in roles that influence decision-making and policy.
Other leaders like Althea Loderick, Chief Executive of Southwark and Cllr Anthony Okereke, Leader of Greenwich further demonstrate that inclusive leadership ensures diverse voices are at the table. In the last LGA Heads of Comms survey (2023), just one out of 125 respondents was Black
Here at Barnet, BRAG (Black Staff Resource and Action Group) plays a crucial role in advocating for Black staff and pushing for systemic change. It also provides a safe space for Black employees to share their experiences, concerns, and aspirations. This space is vital because it allows for honest dialogue about the challenges faced, free from judgment or misunderstanding, while promoting collective support and action.
However, the responsibility of reclaiming narratives and fostering an inclusive environment falls on all leaders, not just those from minority backgrounds.
As we celebrate Black History Month, let’s continue to focus on inclusive leadership as a key driver in reclaiming our narratives and building a future where every voice is heard.
Reclaiming Narratives and Paving the Way by Candice
Black History Month is a time to celebrate the contributions of Black people across the UK and naturally shines a lens on equality, diversity, and inclusion (EDI) in the work environment.
In its mission statement, LGComms emphasises the importance of valuing and respecting diverse backgrounds and experiences to foster an inclusive future.
As a Black woman working in Marketing Communications, this resonates with me. It can feel like a heavy weight to bear sometimes as a minority in this space, but I carry it and honour the legacy of my ancestors, who faced bigger challenges and more brutal experiences, far greater than mine, and I look forward to the next generation of Black professionals entering the field.
I recognise the privilege of having doors opened for me and how important the support of allies in leadership has been. In Barnet, my manager makes the conscious choice to embrace diversity, in the recent recruitment and selection of the team and by providing the space for myself and my other Black colleagues —Chris, and Tamara to be our authentic selves at work. By reclaiming the narrative and embracing difference has unlocked the benefits of EDI: new perspectives, approaches, and delivery. Resulting in stronger outcomes for the communities we serve.
I hope that, during my time in Barnet, I can contribute to a legacy that makes it easier in the future for people of Black and minority ethnic backgrounds, so when they arrive, the statistics will tell a much different—and much more positive—story.