This year’s Black History Month theme, Standing Firm in Power and Pride, invites us all to reflect on strength, unity and self-belief — not just as individuals, but as communities and organisations. It encourages every one of us to stand confidently in who we are, while recognising and celebrating the contributions of Black people across all areas of society, including business.

For us, that message felt particularly relevant. Rather than publishing our own article this October, we decided to dedicate time to listening and learning — to read and reflect on what others in our industry and beyond had to say. Education and awareness are key parts of Black History Month, and this year we wanted to make space for that.

This year, instead of publishing our own article for Black History Month, I decided to take a different approach. Education is one of the key aims of Black History Month, so this October, we chose to spend the month reading, listening and learning from others.

For me, this has been about understanding what inclusion really means in a business context, and how we can do more to make sure every business owner knows about and feels able to access the support available. I wanted to share what I’ve learned along the way, along with some reading recommendations for anyone else looking to learn this October.

Why inclusion matters for business

One of the biggest takeaways from everything I read is that inclusion is not just a moral choice; it is a business strength. The Parker Review and Slaughter & May’s reflections on it explain how diverse leadership improves innovation, resilience and decision making. When people with different perspectives share the table, businesses see opportunities and challenges more clearly.

As the Parker Review team put it, diversity at senior levels “drives better performance and strengthens decision-making.” The evidence shows that organisations with more inclusive leadership also grow faster and enjoy higher staff satisfaction.

Research from the Social Market Foundation added another dimension. It showed that while ethnic minority entrepreneurs are among the most active in the UK, they face bigger barriers to scaling up. Only 49% of Black entrepreneurs and 53% of Asian and other ethnic minority entrepreneurs meet their non-financial business aims, compared with nearly 70% of white entrepreneurs. That is not about talent or ambition; it highlights a system that does not yet work fairly for everyone.

For me, this reinforces why the work we do at Business Growth West Midlands is so important. We have to make sure our messages and opportunities reach business owners from every community, so no one misses out on the support available to help them grow.

Building inclusive workplaces 

Several pieces explored what inclusion actually looks like inside an organisation. The Chartered Trading Standards Institute’s Language Lessons and Words of Power were particularly powerful. One line that stayed with me was, “Language has the power to change our lived experience.”

That really resonated. The way we communicate, whether through marketing copy, internal emails or meetings, shapes how people feel about belonging. CTSI’s example of its “Ubuntu” mentoring programme showed inclusion in action, pairing leaders with mentors from different backgrounds. It is already helping to change workplace culture and leadership style across their teams.

For small businesses, inclusion can start with something as simple as checking the tone of your website or job ads, or asking your team what would make them feel more included. It is about showing up every day and being open to feedback.

Access to finance and opportunity

Another recurring theme was the challenge ethnic minority entrepreneurs face in accessing finance and business networks. The SMF’s Untapped Potential report and Quality Company Formations’ Championing Diversity in Business both stressed the need for better signposting, targeted grants and mentoring.

Reading these made me think about our role as a marketing team. It is not just about promoting programmes and events; it is about reaching the right people with the right messages and making sure the support feels relevant and accessible. Visibility matters.

If you are a small business owner, one practical step might be to seek out local mentoring networks or business communities that can open doors to new opportunities. Connection often makes the biggest difference.

Marketing, language and representation

As someone working in marketing, I was drawn to the pieces about language and representation. The CTSI articles, as well as content from NHS Employers and Inclusive Employers, offered practical guidance for businesses marking Black History Month. The key message was to focus on authenticity and consistency.

Rather than publishing a few posts in October and moving on, these organisations suggest using the month as a starting point for ongoing action. That could mean commissioning content from Black business owners, giving space to real stories, or reviewing your imagery and tone of voice to make sure they reflect the diversity of your customers and community.

Inclusive marketing is not about being perfect; it is about being intentional and listening to feedback.

What inclusion looks like in practice

The examples that stood out to me were the ones showing inclusion in action. The CTSI mentoring programmes, NHS initiatives highlighting staff voices, and companies involved in the Parker Review all demonstrate that inclusion works best when it is embedded, measured and celebrated.

For smaller businesses, this could mean tracking who applies for roles, ensuring your suppliers reflect the community you serve, or asking for regular staff input on culture and wellbeing.

A note on criticism and controversy

Some writers were honest about their frustrations with Black History Month. There is a feeling among some that the focus on one month can feel tokenistic if it is not matched by long-term change. I think that is a fair challenge.

The lesson I took from that is to see October as a springboard, not a finish line. Reflection and education are only meaningful if they lead to action afterwards.

What I’m taking forward, and recommended reading

Here are the points I’ll be carrying forward from this month’s reading: