Black History Month 2025

Every October, the nation comes together to celebrate Black History Month, a time to recognise the enduring contributions, influence, and achievements of Black communities across every sphere of society. More than a month of reflection, it is a moment to learn, honour, and act. For regulated organisations, it serves as a timely reminder that diversity and inclusion are not just moral or cultural priorities but integral components of compliance, leadership, and governance.

In this blog, Anna Nova Galeon will explore the meaning and origins of Black History Month, its 2025 theme “Standing Firm in Power and Pride”, and why this observance matters for highly regulated organisations. We also discuss practical ways leaders can embed diversity, inclusion, and equality within their governance frameworks, and how ComplyPlus™ can help organisations align these commitments with their compliance and accountability goals.

The meaning behind Black History Month

Black History Month began in the United States in 1926 as Negro History Week, founded by historian Carter G. Woodson to highlight the contributions of African Americans that had been overlooked in mainstream narratives. The observance expanded to a month and, decades later, inspired the UK’s own celebration in 1987, led by Akyaaba Addai-Sebo.

Today, it continues to honour those who have shaped culture, politics, science, medicine, education, and the arts, from pioneering activists and community leaders to innovators and creators whose legacies still guide us. Yet it is also a call to confront persistent inequalities, unconscious bias, and structural barriers that continue to influence how organisations operate.

In this sense, Black History Month is both a celebration and a challenge, a reminder that equality is not achieved by intent alone, but through systems, accountability, and inclusive leadership.

The 2025 theme - “Standing Firm in Power and Pride”

This year’s theme, “Standing Firm in Power and Pride”, calls for courage, authenticity, and unity. It celebrates the strength that comes from collective identity and resilience, and the pride of a community that has contributed immeasurably to national progress.

To “stand firm” means to uphold principles of equality even when it’s uncomfortable, to move beyond performative inclusion and toward structural fairness. It means acknowledging historical truths while empowering new voices. It also encourages everyone, regardless of background or position, to reflect on how they use their own power, whether in leadership, decision-making, or advocacy, to create space for others to thrive.

For organisations bound by regulatory standards, this theme carries additional significance. Power, in this context, relates to influence, representation, and the ability to make meaningful change within systems. “Pride” refers to belonging, to fostering environments where everyone feels seen, heard, and valued. Together, they reflect the twin pillars of equity and accountability that define effective governance.

Why this awareness matters for regulated organisations

In sectors such as health, social care, and education, compliance is not limited to procedures and inspections. It extends to the way organisations treat their people, deliver services, and reflect the communities they serve. Black History Month offers an opportunity to strengthen these values through measurable, data-driven inclusion.

Regulators such as the Care Quality Commission (CQC), Ofsted, and the Health and Safety Executive (HSE) increasingly highlight Equality, Diversity, and Inclusion (EDI) within their inspection frameworks. Leadership teams are expected to show not only that policies exist but that they are lived, demonstrated through culture, recruitment, and decision-making.

Ignoring inequalities or allowing bias to persist can create risks as serious as clinical or operational non-compliance: low staff morale, retention challenges, complaints, and reputational damage. Embedding inclusive practice within governance structures isn’t just about fairness; it’s about resilience and sustainability.

When organisations take time during Black History Month to examine their systems, recruitment pathways, staff progression, disciplinary processes, and access to leadership roles, they move closer to accurate organisational equity.

From awareness to accountability - Turning learning into leadership

For inclusion to take root, it must be tied to clear accountability and continuous learning. That’s where regulated organisations can take deliberate. Below are the five practical steps:

1. Review your data - Analyse workforce representation, pay gaps, and recruitment outcomes to identify patterns or disparities
2. Strengthen leadership accountability - Ensure boards and senior leaders actively sponsor inclusion and report outcomes transparently
3. Embed EDI in training - Integrate equality and cultural awareness modules into mandatory training cycles. Use this month as a checkpoint for review and improvement
4. Encourage storytelling and dialogue - Create safe spaces for employees to share experiences. This helps transform data into empathy and policy into action
5. Link inclusion to risk management - Document how your organisation’s inclusion initiatives align with regulatory requirements under frameworks such as the Equality Act 2010 and the CQC’s Single Assessment Framework.

The goal is not to turn awareness into an annual task but to integrate it into how governance, compliance, and leadership function every day.

Building inclusive compliance through ComplyPlus™

At The Mandatory Training Group, we believe that inclusion and compliance are inseparable. Systems built on fairness, representation, and respect perform better, not only ethically but operationally. Through our innovative platform, ComplyPlus™, we help organisations embed EDI principles into training, governance, and reporting processes, ensuring that equality isn’t just a value but a verifiable standard.

Our platform enables organisations to deliver and monitor learning around equality, diversity, and human rights, while integrating these standards into their overall compliance frameworks. It empowers leaders to demonstrate accountability, meet inspection readiness requirements, and create a culture of inclusion that lasts far beyond awareness campaigns.