The recent death of Professor Jason Arday has prompted difficult questions about race, belonging and the pressures faced by black professionals. Arday, who became Cambridge University’s youngest black professor in 2023, had spoken publicly about experiencing severe racist abuse, including threats against himself and his family. His death in August 2026 is now the subject of an inquest and an independent review into the support he received.
His story is a sobering reminder that representation alone does not guarantee belonging.
This is an important distinction for employers to consider during Black History Month. It is possible to recruit black employees, celebrate diversity and even have impressive representation figures, while still creating an environment in which people do not feel entirely accepted, heard or safe.
So what does it actually mean for a black employee to belong in a modern UK workplace?
Belonging begins when inclusion becomes an everyday experience rather than an organizational statement.
That means looking beyond who gets through the door and asking what happens once they arrive. Are people greeted with genuine warmth by asking how they are doing and being invested in the response? Can employees bring their authentic selves to work without feeling they need to moderate their identity? Are different perspectives actively welcomed, particularly when they challenge the assumptions of the majority?
These questions matter because the data suggests there is still work to do. Business in the Community’s Race at Work research found that half of ethnically diverse employees feel they would need to leave their current organization to progress in their careers, compared with four in ten white employees. Meanwhile, only around one-third of employees said people in their organizations were comfortable talking about race at work, down from four in ten in 2021.
There is also a gap between having policies and creating cultures in which people feel confident using them. CIPD research found that 81% of employers believed they were doing enough to prevent and manage bullying and harassment, yet only 36% of employees who had experienced workplace conflict felt it had been fully resolved.
For leaders, this means belonging cannot simply sit within recruitment or an annual diversity initiative. It has to be built into the employee experience.
That starts with psychological safety. People need to know they can speak up, challenge decisions and admit when something is not working without fearing that doing so will damage their reputation or career.
It also means listening properly, and listening properly means listening as an ally, listening to learn, listening to support and listening to understand. A black employee should not have to convince an organization that their experience is valid before it is taken seriously. Their perspective may be different from that of colleagues or leaders, and that difference can be precisely what makes it valuable. The black team member’s perspective must be honored and accepted as their lived experience.
Finally, organizations need visible support networks. Mentoring, sponsorship, employee networks, accessible wellbeing support and managers who know how to respond to concerns can make the difference between someone simply occupying a role and genuinely feeling part of an organization. BITC’s latest guidance specifically emphasizes listening, employee networks, leadership accountability and accessible wellbeing support as part of tackling racial harassment and creating belonging.
Black History Month should therefore be more than a moment to celebrate achievement. It can be an opportunity to ask a more fundamental question: does everyone who works here feel that they belong here?
Because inclusion is not simply about giving someone a seat at the table. True inclusion means making sure they feel that their voice matters once they sit down…and that is a goal that benefits everyone.
If you would like to discuss how we can help ensure that your culture is one that makes employees feel like they truly belong, please get in touch with me at marty@orgshakers.com
