Celebrating Black History Month: Empowering Jobseekers to Navigate the Labour Market

 – By Ksenia Lazoukova and Lori A. Jazvac –

Black History Month (BHM), celebrated each February, honours the contributions of Black communities to Canada’s development. It is a time to recognize the ongoing barriers that Black Canadians face in the labour market due to systemic racism. As career development professionals (CDPs), we must take a trauma-informed, culturally competent approach to supporting Black job seekers, empowering them to leverage their skills and experiences while navigating a challenging employment landscape.

Understanding Black History Month

BHM originated in the United States in 1926 and was officially recognized in Canada in 1995, acknowledging the impact of Black Canadians in shaping history and culture. Despite their contributions to Canada’s economy and society, Black Canadians continue to experience employment discrimination, wage gaps, and underrepresentation in leadership roles.

Statistics Canada reports that Black Canadians represent 3.5% of the population but continue to experience underrepresentation in leadership roles. Black Canadians face disproportionately higher unemployment rates, including biases in hiring and workplace advancement. Many Black job seekers—both long-time residents and newcomers—experience racism throughout their careers, from subtle microaggressions to overt hiring discrimination.

For Black newcomers, these challenges are compounded by the trauma of immigration, fleeing unsafe conditions, and arriving in a country expected to be a haven—only to face systemic barriers. Career professionals must acknowledge these realities and provide informed, empathetic, and proactive support.

Career Development: A Trauma-Informed Approach

A trauma-informed approach means creating a safe, non-judgmental space where Black clients feel heard and validated. We must recognize that clients may carry layers of trauma, including experiences of racism, economic instability, and challenges related to gender, disability, or mental health.

To support Black job seekers effectively, career professionals should:

• Actively listen and validate experiences of discrimination without minimizing them.
• Provide emotional support while guiding clients toward tangible career solutions.
• Offer culturally relevant career advice considering systemic barriers and individual strengths.
• Encourage networking and connect clients to Black professional networks and mentorship programs, such as the Black Business and Professional Association (BBPA) or the Black Professionals in Tech Network.

The Challenge for Caucasian Career Coaches

As Caucasian career professionals, we acknowledge that we may not fully grasp the depth of racial trauma Black job seekers endure. However, we can commit to continuous learning, humility, and advocacy. Rather than assuming we understand, we should ask thoughtful questions, actively listen, and seek mentorship from Black professionals and organizations.

We must also recognize our own unconscious biases, engage in anti-racism training, and advocate systemic change within hiring practices. By fostering an environment of trust and learning, we can better support Black job seekers in achieving their career goals.

Helping Clients Own Their Stories and Highlight Their Unique Value

Many Black job seekers hesitate to self-identify in their cover letters or highlight their lived experiences due to fear of discrimination. However, embracing their identity and unique perspectives can be a professional strength.

Encourage clients to:

• Confidently pitch themselves as assets to inclusive employers.
• Research and target companies committed to diversity, equity, and inclusion (DEI).
• Frame their diverse experiences as valuable contributions to workplace innovation.
• Develop self-advocacy skills to navigate workplace challenges.

Overcoming Employment Barriers

Black job seekers face additional layers of bias in hiring, including unconscious employer biases, coded language in job descriptions, and systemic exclusion from professional networks. Providing targeted job development support is crucial. Career professionals can help by:

• Resume and Cover Letter Optimization: Using the Challenge-Action-Results (CAR Method), help clients tailor resumes and cover letters to emphasize relevant skills, experiences, and accomplishments. If clients are concerned about name-based bias, discuss using “name-neutral” resumes, though their qualifications should always take precedence.
• Build a Personal Brand Around Heritage:
  Encourage clients to incorporate their cultural identity into their branding, showcasing qualities like resilience and community involvement.
• Highlight Transferable Skills:
  Help clients identify transferable skills, such as leadership, communication, and empathy, that reflect marketable skills gained through overcoming adversity.
• Navigate Unconscious Bias in Hiring:
  Guide clients in addressing biases in the hiring process, such as using neutral language in resumes or preparing for biased interview questions.
• Network and Build Connections:
  Encourage clients to attend networking events focused on diversity, such as those hosted by the Black Business and Professional Association (BBPA) or the Black Professionals in Tech Network.
• Pursue Diversity-Centered Opportunities:
  Help clients target employers that prioritize racial equity and inclusivity. These companies provide supportive environments for Black professionals.

Offering Clients Unconditional Positive Regard

Black job seekers need career professionals who provide empathy, kindness, and a sincere desire to help bridge career gaps. This means:

• Refraining from judgment and believing in our clients’ potential.
• Acknowledging barriers while reinforcing strengths.
• Encouraging clients to pursue opportunities with employers who value diversity.

Even small affirmations—such as recognizing achievements and validating experiences—can significantly boost confidence and career outlook.

Educating Clients: Representation and Role Models

Black History Month is an opportunity to highlight influential role models who have overcome systemic barriers. Leadership figures like Viola Desmond, a civil rights pioneer; Michaëlle Jean, the first Black Governor General of Canada; and Oprah Winfrey inspire job seekers navigating today’s workforce. Career professionals can encourage clients to seek mentorship from Black leaders and professionals who understand their challenges.

Aligning with Inclusive Employers and DEI Initiatives

Clients should be encouraged to research and align with employers, prioritizing diversity, equity, and inclusion. Many companies are actively seeking to diversify their workforce and provide leadership development programs for underrepresented groups.

Career professionals can:

• Direct clients to DEI-focused organizations and mentorship programs.
• Highlight funding opportunities, grants, and scholarships for Black professionals.
• Foster systemic changes in hiring policies to ensure fair representation.

Recognizing Our Own Biases and Striving for Cultural Competency

To serve as effective allies and advocates, career professionals must continuously:

• Educate ourselves on the historical and present-day realities of systemic racism in Canada.
• Engage in anti-racism training to become more culturally competent.
• Listen to Black voices through literature, podcasts, and professional discussions.
• Challenge discriminatory practices within our field and drive change in hiring and recruitment policies.

Celebrating Heritage and Driving Change

Beyond career goals, BHM is a time to celebrate heritage and advocate change. Career professionals can help clients engage with events and organizations focused on racial equity and share stories from Black history. Job seekers can take pride in their cultural contributions, reinforcing their professional identities and aspirations.

Moving Forward: A Commitment to Equity

Career coaching is about helping clients secure jobs, fostering equitable opportunities, empowering individuals to see their value, and fostering inclusive workplaces. We can genuinely support Black job seekers’ career journeys by adopting a trauma-informed approach, embracing cultural humility, and actively working to dismantle systemic barriers.

As we celebrate Black History Month, let us acknowledge the achievements of Black Canadians while driving actionable change in our profession. Supporting Black job seekers in an informed, empathetic, and empowering way is a step toward a more equitable workforce.

Conclusion

BHM is an opportunity to celebrate representation, resilience, and cultural identity. Career professionals can empower diverse job seekers by guiding them through mentorship, personal branding, networking, and addressing systemic barriers. By leveraging their experiences and skills, job seekers can advance their careers and contribute to a more inclusive workforce. Empowering jobseekers during Black History Month and beyond promotes equity, inclusion, and social change in the community and the workplace.

For more information, enroll in CPC’s certification programs and position your diverse clients for greater success this month.

Resources:

Government of Canada Announces Black History Month https://www.canada.ca/en/canadian-heritage/news/2025/01/the-government-of-canada-announces-the-theme-for-black-history-month-2025.html

Statistics Canada – Black Population in Canada https://www.statcan.gc.ca/en/daily/by-the-numbers/black-history-month

 Black Business and Professional Association

 Black Professionals in Tech Network

Black History Month Explained: Its Origins, Celebrations, and Myths https://halifax.citynews.ca/2025/01/31/black-history-month-explained-its-origins-celebrations-and-myths/