Our job board allows job seekers to quickly and easily identify opportunities within organizations that have shown a commitment to creating work environments where employees truly experience a sense of belonging.
Especially as it relates to Black candidates, having a central job board is important for a number of reasons. Chief amongst those reasons, is that a central job board reduces instances of Black people failing to apply for jobs that we are qualified for, because of fear of rejection due to our race, and/or failing to apply for a job because of fear of an organization’s culture. A central job board also reduces the concern Black candidates face with regard to having to “whiten” our resumes and/or presenting a less than authentic version of ourselves.
In short, Black Lives Matter Jobs encourages quality Black talent to apply for positions and, to bring their full, authentic selves to hiring organizations at the start of the hiring process.
We believe that by posting job offerings on our job board, companies implicitly state that Black lives matter to their organization, and, that they welcome Black lives and all that it encompasses. It is a powerful stance – one that is sure to not only attract top talent, but also, build employee loyalty, from day one.
Unconscious Bias Trainings
Our Unconscious Bias offerings are racial and cultural sensitivity training programs that focus on understanding and addressing dynamics as it relates to: race, unconscious bias, implicit bias, and, power and privilege. We are particularly skilled at addressing unconscious bias and implicit bias, as it relates to the Black experience.
The efficacy of unconscious bias and implicit bias trainings have recently come under scrutiny. However, our programs are different. We are successful because we employ evidence based, best practices to our unconscious bias and implicit bias training programs.
The best practices to ensure successful unconscious bias and implicit bias trainings include: eliminating defensiveness, tailoring the training to specific work environments and employee levels, and, engaging in experiential/hands-on learning.
- Improve recruitment and retention rates;
- Improve problem solving within groups; and, ultimately;
- Increase bottom lines.
Empathy building is the cornerstone of our approach. We recognize the need for safety in racial and cultural sensitivity training, and, we set this tone from the outset, as sharing is imperative to the success of our program. We take great care to ensure that those in the room are not left offended by things the trainer and/or other participants say.
Our years of expertise make it so that training participants feel cared for, and grow through the experience.
All trainings employ best facilitation and learning practices for adult learners. As such, experiential learning is valued, as evidence suggests that experience is the best teacher for adult learners in general – especially when it comes to discussing difficult and nuanced topics, such as race.
Diversity & Inclusion Services
For organizations that wish to implement or realign Diversity and Inclusion initiatives.
We collaborate with key stakeholders to develop and implement data-driven, impactful Diversity and Inclusion strategies and programs. Through this, we help to create and sustain inclusive work environments where employees thrive, feel like they belong, and, perform at their full potential.
Our primary focus is on recruiting, developing, and retaining Black talent. We have particular expertise in designing and implementing talent management and acquisition programs, mentorship programs (including reverse mentorship programs), sponsorship programs, and, leadership development programs, as it relates to Black talent.
Our strategies not only build employee loyalty, thereby driving innovation and improving bottom lines – they also promote and solidify brand awareness and reputation, especially within the Black community.
Race & Cultural Liaison Service
Our Race & Cultural Liaison service provides skilled third-party intermediaries between organizations and employees, so as to encourage open, meaningful, transformational dialogue on issues related to race and culture.
The goal of the Race & Cultural Liaison service is to provide a conduit for communication, whereby employees can readily communicate areas of concerns with the proper entities within their organization. This not only aids in a sense of belonging, but also, increases employee retention. No longer will an organization learn of critical issues during an exit interview with valuable employees.
The concept of having an outside liaison may seem foreign. However, the success of the numerous businesses that are dedicated to allowing employees (and potential employees) discuss and navigate employment-related concerns amongst themselves, indicates that there is a real, general need for such a liaison.
As it relates to race and cultural relations, Black people, who are often less likely to speak up about issues that affect them in the workplace, are especially disadvantaged without such a liaison. As such, it is generally recognized that having an independent party available to employees, is beneficial to organizations that truly wish to address issues of concern, especially as it relates to race and ethnicity. This is the basis for the 411 service available through Black Belonging Matters.
More information on the Race & Cultural Liaison service can be found by visiting our FAQ section and by clicking on the “What is the Race & Cultural Liaison Service” heading.
This service cannot replace, nor is it intended to replace the Human Resources Department. It is limited solely to issues related to race and cultural relations, and is intended to work in tandem with Human Resources and other organizational leaders to bring about a sense of belonging for all.