Beyond February: Investing in Black Futures Beyond Black History Month
Authors : Sherilyn Trompetter and Sky McLaughlin
Black History Month was first recognized in Canada in December 1995, following a motion introduced by the Honourable Dr. Jean Augustine. But beyond this month-long celebration, how are you including Black history, and investing in Black futures, in your business? Celebrating in February is not enough to create a strong, sustainable culture of diversity in your workplace. If you aren’t sure where to start, we are here to guide you with some jumping off points.
Re-examine your vendor lists
When shopping for caterers, sourcing client or staff appreciation gifts, or planning your next event, you may have vendors already in mind. The next time you are looking for services or products for your business, research into local, Black-owned businesses to add to your list of possible vendors.
Shopping locally generally stretches the value of your money
by supporting the communities immediately around you. Creating professional relationships with Black-owned businesses and supporting Black entrepreneurs further supports diversity in the marketplace. And who knows? Maybe your business’ next great professional partner is one of these vendors. You might even find your next favourite food, too!
Review your HR policies to embrace diversity
The definition of “workplace-appropriate” or “business attire” can be different for everyone. You may not know it or intend it, but it’s possible that your company dress code could be exclusionary or discriminatory. When it comes to creating a workplace environment that is welcoming of Black employees, culturally significant, natural, and protective hairstyles have a history of being prohibited by dress codes developed to uphold white norms. Revisit vague language that lends itself to biassed interpretations. Revise descriptions that prioritise safety and sanitary requirements according to the duties on the job, without overreaching into personal expression.
In this vein, also take a look at your hiring practices and policies. When it comes to application screening, how does your business account for unconscious biases against racialized candidates? In Canada
, and in the U.S.
having an obviously non-Anglo name has been shown to negatively impact candidates’ applications, because of (conscious or unconscious) racial stereotyping. Taking steps to lengthen review processes (to allow for more time to assess applications), and implementing panel-based hiring practices are two ways to start making it easier to hire more diverse and capable candidates at any level of your business!
Conclusion
While these suggestions may seem simplified here, there is no need to worry! Throughout any time of year, there are opportunities to celebrate Black excellence, and acknowledge Black history. There are professional and personal connections to be made with Black businesses and organisations around you, if you just take a look! And if you are ready to make changes to improve your company’s diversity and equity practices, we are here and ready to help.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
Author: Taia Northrup , 2026 Social Media Committee Volunteer Building Safer Workplaces Every April 28th, World Day for Safety and Health at Work serves as an important reminder that workplace safety isn’t just a policy, it is a commitment to people. While procedures, protocols, and compliance requirements are essential, the true foundation of a safe workplace lies in a culture where employees feel valued, heard, and protected. In today’s evolving environment, safety goes beyond hard hats and hazard signs. It includes psychological safety, inclusive practices, and the ability for employees to speak up without fear. As organizations continue to adapt in a tech driven world, the role of Human Resources in shaping and sustaining this culture has never been more critical. Traditionally, workplace safety has been associated with physical risk prevention. While this is still vital, modern organizations are expanding their focus to include mental health, preventing burnout, and overall well-being. Which Leads to the Culture of Psychological Safety A truly safe workplace is one where employees feel comfortable sharing ideas, raising concerns, and admitting mistakes without fear. Psychological safety is essential for innovation, collaboration, and overall organizational success. Safety doesn’t always require large scale initiatives… Often it is small, consistent actions that make the biggest difference, these include: Checking in with employees regularly Offering training and refreshers Celebrating safe practices and milestones Creating opportunities for feedback As we recognize World Day for Safety and Health at Work, it is an opportunity to reflect on how we can continue to build safer, healthier workplaces. By prioritizing both physical and psychological well-being, organizations can create environments where employees thrive. At its core, safety is about people. When we lead with empathy, listen with intention, and act with purpose, we don’t just meet safety standards, we exceed them!
Chartered Professionals in Human Resources (CPHRs) bring a unique and deeply relevant skill set to senior governance roles—particularly those focused on equity, inclusion, and systemic change. With expertise in ethical leadership, organizational governance, people systems, and inclusive decision‑making, CPHR professionals are well positioned to contribute at the highest levels of public service. The Government of Canada is currently seeking applications for the role of Chairperson of the Canadian Race Relations Foundation (CRRF) Board of Directors, a Governor in Council appointment that offers an opportunity to shape national conversations on race relations and advance meaningful change across Canada.
CPHR Alberta is proud to announce that we are now partnering with Venngo to offer you MemberPerks! Discounts to help you and your family save on life’s essentials, comforts. We are delighted to invite you to MemberPerks — an exciting new employee benefit program that’s designed to perk up your everyday life. MemberPerks is a premium discount program that will help you save money regularly with special discounts on 10 major categories such as electronics, entertainment, health and wellness, apparel and more. Start saving today! Go to cphralberta.venngo.com Create your MemberPerks account - sign up using the email address associated with your membership Start saving now! Need help signing up? View the Step by Step Guide here Find the FAQ’s here
