October is here, and with it, Black History Month UK 2025 invites us under the theme “Standing firm in power and pride.” It’s a chance to celebrate the contributions of Black people in this country, to honour stories that have sometimes been overlooked, and to consider what power and pride look like in our own workplaces.
For founders, this isn’t just a moment to speak up — it’s a moment to listen, learn, and reflect. The theme reminds us that inclusion isn’t about fitting in: it’s about allowing people to stand firm in who they are, and to be proud of the value they bring.
Pride and power are words to remind us of what inclusion feels like when it works: belonging, visibility, and affirmation. When people are able to show up authentically — to bring their whole selves without hiding — it strengthens trust, engagement, and team morale.
If someone has to suppress part of who they are to be “acceptable,” you lose part of what makes them unique. Inclusion built on respect and encouragement allows individuals to lean into their strengths — and that’s how your team becomes more creative, resilient, and alive.
But I’m already pretty inclusive …
As a leader, you may well already think you’re already pretty inclusive within your business – and you may well be right! But sometimes it’s not just enough to recognise yourself – you need to be able to show this to your team visibly. Otherwise, how else are they going to know?
And typically this takes place by showing in your actions as well as your words.
Small Steps That Make a Big Difference
You don’t need a grand plan to embody power and pride in inclusion. These actions can help make inclusive practice more than just awareness:
-
Host a team discussion or speaker event around this year’s theme. Invite people to share what “power and pride” mean to them — how they can be seen and valued & what stories they might have to share
-
Audit your visible leadership. Who do people see as leaders? Are those people diverse? Could you spotlight more voices — in meetings, in internal comms, in roles where decisions are made?
-
Review your recruitment and promotion practices with pride in mind: is your language inclusive? Do people from diverse backgrounds have clear pathways and opportunities to rise?
-
Lead visibly. As a founder, showing pride in inclusion — admitting what you don’t yet understand, being open to feedback, making changes — gives others permission to do the same.
Black History Month has a wealth of information you can share and read / attend to understand what you can do to learn and support Black History Month and any future actions in your business, but we’ve also included some other information you can read/ watch below to understand Black history in the UK further:
-
Black and British, by David Olusoga (also via video if you search)
-
Windrush Generation, the Scandal that Shook Britain by Channel 4
-
Subnormal – A British Scandal by Steve McQueen
-
Natives: Race and Class in the Ruins of an Empire by Akala
-
BBC series Small Axe showcases a series of episodes each focussing on true stories across the Black community
This month is more than celebration. It’s a prompt to reflect: Are we giving people space to stand firm? Are we lifting up voices? Are we building workplace power that is shared, not hoarded?
At The HR Hub, we believe Inclusion is one of the five essentials in creating employee MAGIC. Alongside Meaning, Accountability, Growth and Care, Inclusion is what makes teams thrive. It’s the thread that runs through everything.
At The HR Hub, we help founders build workplaces where inclusion isn’t just a campaign — it’s a foundation. If you’d like help turning reflection into action, drop us a line at hello@thehrhub.co.uk or call 0203 951 1208.
