Blog Post

by Marie Cartwright

Cricket, renowned for its storied history and deep traditions, has experienced significant transformation over recent decades, paralleling broader societal movements towards diversity and inclusion. Once seen as a sport adhering strictly to conventional norms, cricket’s evolving relationship with the LGBTQ+ community signals a new era of acceptance and resilience, driven by courageous voices. This article delves into cricket’s embrace of LGBTQ+ inclusion, capturing key milestones, challenges, and the vital contributions of underrepresented groups, especially within women’s cricket and the transgender community.

Tradition Meets Progress

For many years, cricket reflected the conservative fabric of the societies in which it flourished, particularly in regions with colonial roots. LGBTQ+ cricketers navigated a landscape where openly expressing one’s identity was risky, often leading to alienation or professional stagnation. Hyper-masculine club cultures at every level perpetuated an atmosphere where deviation from traditional gender roles and sexual norms was unwelcome.

Danielle McGahey, a Canadian transgender cricketer, shared insights into these hurdles. Her story underscores the added layers of scrutiny and misunderstanding faced by transgender athletes, who often contend with greater barriers than their cisgender peers. Such narratives highlight how recent strides in inclusion mark a significant shift from past stigmas to a more accepting environment.

Voices Breaking Through

Groundbreaking milestones have punctuated cricket’s journey toward inclusion. One of the most notable moments was when Steven Davies, the English wicketkeeper-batsman, came out as gay in 2011. His courage paved the way for others, showing that authenticity could coexist with success in professional cricket.

However, progress extends beyond men’s cricket. Women’s cricket has emerged as a powerful platform for advocating equality, with players actively pushing for LGBTQ+ acceptance. Prominent figures like Georgia Adams, captain of the Southern Vipers, have spoken candidly about their experiences as LGBTQ+ athletes. Adams emphasised the value of inclusive spaces, stating, “Everybody should have the right to feel comfortable in their own skin whether in sport, work, or day-to-day life.” The support she received, she noted, “did me the world of good,” showcasing the positive impact of a welcoming environment.

Danielle McGahey’s story as the first transgender cricketer to play in an international match for Canada in September 2023 is a testament to these progressive changes. Her journey reflects both the significant strides made and the intricate challenges that transgender athletes continue to face, from policy constraints to societal perceptions.

Actions That Matter

Initiatives like the “Rainbow Laces” campaign and collaborations with advocacy groups such as Stonewall have proven to be more than symbolic. They represent a genuine commitment from organisations like the England and Wales Cricket Board (ECB) and Cricket Australia to support LGBTQ+ individuals and foster an inclusive cricketing culture. These initiatives also broaden the dialogue from mere acknowledgment of sexual orientation to the inclusion of diverse gender identities.

Women’s cricket, in particular, has taken proactive steps to highlight LGBTQ+ issues. Through events like the Pride Games and partnerships aimed at raising awareness, women’s cricket has not just accepted but actively championed LGBTQ+ inclusion. Interviews with female cricketers reveal that many have felt a strong sense of community, which has encouraged open discussions about identity and strengthened team cohesion.

Addressing the Gaps

Commitment to structural change is reflected in the anti-discrimination policies now adopted by many cricketing bodies. However, as highlighted by McGahey’s experience and other first-hand accounts, these policies must continue to evolve to adequately support transgender and non-binary athletes. Updated regulations that address gender diversity, revise eligibility criteria, and ensure inclusive playing environments are crucial for real progress.

Women’s cricket has demonstrated leadership in this arena, showcasing how representation in governance and advocacy for progressive policies can pave the way for substantial changes. Yet, these efforts need to be replicated across all levels of cricket to create consistency in the sport’s inclusive approach.

The Power of Visibility

The role of media in shaping public perception is undeniable. Positive and careful representation can empower LGBTQ+ athletes, but missteps can reinforce harmful stereotypes. The narrative surrounding McGahey’s groundbreaking participation in international cricket exemplifies the potential of media to amplify stories that inspire change, though the risk of sensationalism remains.

In women’s cricket, LGBTQ+ players have increasingly used their platforms to highlight the importance of representation. Australian cricket icon Alex Blackwell has been a prominent advocate for LGBTQ+ inclusion. Reflecting on her journey, she shared, “I’ve had to examine my own privileges… I’ve learned that I can stand up for other people as well as myself.” Blackwell’s advocacy underscores the broader impact of visibility on mental and physical health, especially for young LGBTQ+ athletes seeking role models.

Sarah Taylor, the former England wicketkeeper-batter, further contributed to normalising LGBTQ+ identities within cricket by sharing her story as a lesbian and announcing her partner’s pregnancy. “Yes, I am a lesbian, and have been for a very long time… Love who you want as long as you’re happy,” Taylor expressed, advocating for acceptance and breaking down stereotypes.

Beyond Appearances

Despite positive momentum, significant challenges remain. Transgender athletes, as McGahey’s experience shows, often face unique obstacles, from navigating eligibility rules to confronting exclusion within the sport they love. The ICC’s policy shift in November 2023, which prohibited individuals who have undergone male puberty from competing in international women’s cricket, effectively barred McGahey from further international play. The decision, aimed at “protecting the integrity of the international women’s game,” sparked controversy, with McGahey expressing her profound disappointment and resolve: “I promise I will not stop fighting for equality for us in our sport.”

These regulations, mirrored by the ECB’s October 2024 decision affecting domestic competitions, sparked debate among players, scientists, and the public. Critics like Joanna Harper, a leading researcher on transgender athletes, argued that the policies were based on flawed science and failed to consider the nuances of gender identity and athletic performance. Advocacy groups condemned the bans as discriminatory and counterproductive to diversity and inclusivity.

Women’s cricket, while generally seen as more inclusive, is not without its struggles. Players can still face backlash and stereotypes, particularly in cultures where traditional gender roles are more rigidly defined. Overcoming these barriers requires ongoing education and the reinforcement of policies that support true inclusivity.

Bridging Cultural Divides

Interviews with LGBTQ+ cricketers and advocates reveal a stark contrast between the policies of different cricketing nations. While countries like England and Australia have made significant strides, others lag behind due to entrenched cultural norms and legal constraints. McGahey’s experience highlights the need for a unified, global approach that aligns with the principles of fairness and inclusion.

Women’s cricket showcases a more hopeful perspective, with players from diverse backgrounds championing LGBTQ+ rights and allyship. Yet, even within women’s cricket, disparities persist, reflecting the broader cultural and regional differences that impact inclusion efforts. Collaborative international efforts and shared learning are essential to promote inclusivity as a universal standard in cricket.

Stories of Impact: Lived Experiences

Personal stories of resilience and courage humanise the journey toward inclusion. Cricketers like Blackwell, Taylor, and McGahey offer compelling insights into both the victories and challenges faced by LGBTQ+ individuals in cricket. These narratives not only celebrate the progress made but inspire others to pursue their love for the sport without fear.

The willingness of high-profile players like Natalie Sciver-Brunt and Katherine Sciver-Brunt to share their stories as an openly LGBTQ+ couple has further driven the movement. Their participation in initiatives like reading for CBeebies Bedtime Stories during Pride Month signals a shift toward normalised representation in the public sphere. As Katherine remarked, “We’re delighted to be part of such an iconic show, and especially to be reading during Pride Month.” Their visibility as a couple underscores how representation can break down barriers and promote understanding.

Toward Comprehensive Inclusion

Cricket’s journey is far from complete. To build on existing progress, future efforts should include continuous policy evolution, ensuring that regulations support transgender players and reflect a modern understanding of gender. Safe spaces for all gender identities and the integration of LGBTQ+ education at all levels—from local clubs to international bodies—are vital for sustained change.

Amplifying the voices of women and transgender athletes – although the latter being a hot bed for controversy – in decision-making roles will shape better understanding and drive more inclusive practices. Their lived experiences provide unique perspectives that can guide cricket’s evolution, ensuring it becomes a sport that values and uplifts every participant.

Beyond the Field

Inclusive efforts must reach beyond players and extend to fans and communities. Grassroots initiatives and fan-led LGBTQ+ groups play an essential role in creating safe, welcoming environments for all cricket lovers. Community-driven movements help normalise acceptance and reduce stigma, empowering transgender and non-binary individuals to engage confidently with the sport.

Impact Beyond the Game: A Catalyst for Social Change

The influence of cricket’s inclusion efforts extends beyond the pitch, acting as a catalyst for broader societal change. McGahey’s story, alongside those of women’s cricket advocates, demonstrates that when sports champion diversity, they set powerful examples for other fields. The future of cricket, and of sport in general, will be defined by a continued commitment to fostering inclusivity—not just for LGBTQ+ athletes but for everyone who values fair play and community.

Beacons of Change

Role models from the women’s game, like Blackwell and Taylor, have shown that being true to oneself has far-reaching effects. Their courage in speaking out and embracing their identities serves as an inspiring reminder to young LGBTQ+ athletes that cricket is a sport where they belong. Visibility, especially for transgender and openly gay cricketers, affirms the message that cricket can indeed be a game for all.

A Cultural Parallel

On the aspect of cultural and ethnic diversity, identity and courage, inspiration comes in the form of a credible Bollywood movie. Lagaan, though a work of fiction, offers a compelling exploration of cultural identity, diversity, and unity against the backdrop of British colonial rule in 19th-century India. The film is a cultural allegory that artfully uses cricket as a metaphor to illuminate the power dynamics and socio-political struggles between the British colonisers and the Indian villagers.

Identity and Cultural Pride

At its heart, Lagaan is a story about collective identity and the forging of cultural pride in the face of oppression. The villagers, drawn from diverse backgrounds and socio-economic statuses, come together to face a shared threat: the British officers who impose unjust taxes on their drought-stricken land. This struggle for survival transcends individual identities, melding into a unified front that champions their shared cultural and social values. The film portrays identity not as a singular or static concept but as a powerful force of resilience, moulded by shared hardship and the aspiration for dignity.

Fear and Courage

Fear is a prevailing theme in Lagaan, with layers that reflect both the immediate and systemic anxieties of colonial subjugation. The villagers face multiple fears: the fear of British authority, the potential failure of standing up against a powerful adversary, and the dire consequences that defeat could bring to their lives. The decision to accept the British officers’ cricket challenge—a game unfamiliar to the villagers—marks a pivotal narrative shift from fear to courage. This choice symbolises the audacity of the underdog to confront an insurmountable force, embodying the bravery needed to challenge oppressive structures and claim agency.

A striking element in Lagaan is its depiction of diversity within unity. The cricket team assembled by the villagers consists of members from various religions, castes, and social standings, showcasing India’s multifaceted social fabric. Despite their differences, they come together to pursue a singular goal: defeating the British. This portrayal underscores an enduring message—that true strength lies in embracing diversity and channelling it toward common objectives. The film reinforces the belief that unity forged through shared adversity can transcend social and religious divisions, creating a collective identity stronger than the sum of its parts.

Cricket’s inclusion journey showcases the power of courage, representation, and sustained advocacy, perhaps just as culture and ethnicity, the LGBTQ+ inclusion is a narrative steeped in the themes of identity, diversity, and unity that paints a portrait of resilience, individual and collective courage, showing that with powerful voices formidable challenges can be met. With voices like McGahey’s, Adams’s, Blackwell’s, and Taylor’s leading the way, the sport continues to evolve into an arena where diversity is celebrated, and everyone is welcomed to play and thrive. It reminds audiences that identity is a source of strength, capable of transcending differences and igniting hope. 

In a world where Zoom meetings and Slack messages have replaced hallway conversations, team culture is evolving faster than we can say ‘You’re on mute! Both during and following the pandemic it was amazing to see how many people demonstrated agility and the willingness to adapt to new work patterns. Across the workforce, we saw people step up and engage in new ways of working. 

While company culture in some sectors more obviously lent themselves to remote working, there were many more surprising success stories. We even saw one of our clients (rail company) who were able to have controllers and operators scheduling trains and controlling the train network from home. When you think about it, that’s mind-boggling.

According to recent figures published by Forbes, before the pandemic just 4.7% of UK employees worked from home and by April 2020, 46.6% of employees did at least part of their job from home. In 2024, that picture seems to have stabilised, with 14% working only from home, and 26% working from home some of the time.

So, in the years since the pandemic forced changes, we’ve all been talking about and settling into the ‘new norm’, and in many cases – enabled by technology – it works well.

But we need to exercise caution and recognise that everything has a cost. Often, it’s the costs that we can’t quantify that we overlook but just because it doesn’t show up on the forecast, it doesn’t mean it’s not there. For organisations whose new norm centres around working from home, making innumerable virtual calls, one thing that may be compromised is team culture! 

But can you really manage, change and nurture culture via Zoom?

It’s well known that many organisations struggle to create desired values and behaviours, such as good morale, mutual respect, collaboration and employee engagement, when the workforce is together in communal spaces and team meetings. 

So how much more difficult is organisational success when teams are scattered and individuals are physically disconnected, operating from their front rooms, kitchens and bedrooms?

Many people have started new jobs and after months, or even years, have never physically met their manager or colleagues.

We have witnessed some innovative ways of inducting people into new roles. But inductions give insights, they are not a full introduction to team culture. They do not represent the lived experience of ‘who’ we are and ‘how’ we are. 

Culture requires connectivity and community

The construct of organisations is going to bear heavily on culture. In his book The Second Curve: Thoughts on Reinventing Society, Charles Handy talks of the contractual organisation, where fewer people are directly employed, but instead contract their services. The benefits for the organisation are reduced overheads and greater agility. 

But the downside of a contractual organisation is the loss of a sense of community and barriers to commitment. It’s very hard to embed core values; and what incentive is there for loyalty? From the contractor’s perspective it’s hard to go the extra mile for one organisation when you’re committed to 2 or 3 others.

Culture requires understanding

Another important factor is understanding the characteristics of your organisation’s culture.   

The Leader’s Guide to Corporate Culture, (Boris Groysberg, Jeremiah Lee, Jesse Price and J. Yo-Jud Cheng, published by Harvard Business Review) found, when they mapped cultures along two dimensions, eight characteristics emerge: how people interact (independence to interdependence) and their response to change (flexibility to stability). 

While it’s important to understand that none of these organisational characteristics is seen as ‘better’ or ‘worse’ than others, some of them will allow more agile adjustment to change (learning, caring, purpose) than others (authority, order).

It means some organisations need to be more intentional than others. For those where more thought is required, external help will be needed, because the skills, competency and mindsets will not sit naturally within the leadership pool.  

Where do we go from here?

We spoke with a CEO with roles in different organisations, who said that he could actually switch from working with one company to another and be in the same room. But where does that leave the lived experience, the sense of belonging?

We don’t deny the existence of a new norm, and we love the challenge of ‘new’. 

But if you want to maintain your uniqueness as an organisation, you will need to be far more intentional about really understanding what your organisational culture is. How does this culture migrate and translate to a virtual world, and how do we adapt to the remote without losing our essence?

The workplace has been redefined. The idea of commuting to a central location is no longer an automatic expectation for many people. But even working from home can test your tolerance. As we’ve seen in the last few years, for some, it can be a lonely, isolating experience and on the other side of the spectrum it can be difficult for those with children and busy households. 

There is something enriching and exciting about knowing that you can share a space with a creative, a developer, a social worker and a Head of HR for a global brand. There’s an excitement about working together under one roof that organisations still find difficult to replicate remotely. 

We believe that experience of working together can bring a richness of sharing, connectivity and creativity. But such associations only enrich us if everyone can bring their cultural nuances to the party.

As an organisational change consultancy, we recognise the importance of not only adapting to change but preparing for and designing change. We are working with organisations to design and implement their culture in a virtual work environment. 

How are you managing culture? If you’d like to stay ahead of the curve with our guidance, click the link below. 

Contact Us

We’re excited to be exhibiting at this year’s CIPD Annual Conference and Exhibition, the flagship event showcasing the most innovative ideas and the latest trends in the field of personnel and development. With Stimulating Brilliance at our core, CIPD has been a staple in the AKD calendar for years and this is an event that we look forward to every year. At CIPD we’ve some of our best associates and some of our best clients and we’re looking forward to meeting you there over this two-day event.

Why attend the CIPD conference

The CIPD Annual Conference and Exhibition will offer a wealth of insights to leaders, managers, consultants, facilitators and everyone in between who wants to learn about HR trends in 2024.

You’ll have the opportunity to hear from some exciting speakers in the arena of building positive workplace cultures, to network with like-minded professionals, and to meet a wealth of companies who deliver solutions and services focused on the future of work. 

This year’s CIPD Annual Conference will focus on the four themes of championing professionalism, productivity and skills, AI, and workplace conflict; so if you’re wrestling with any of the above you’ll get answers to these and more along with strategies to implement and organisations to support you. 

Making equality, diversity and inclusion part of your DNA

As an organisational change consultancy, AKD Solutions is committed to helping  build positive workplace cultures that stimulate brilliance in individuals, teams and organisations. Passionate about connecting people to their greater potential, we work with organisations to support them in seizing opportunities, embracing change and creating better futures.

Come and talk to us about ways to boost employee experience in your business, and to learn more about inclusive working practices that will improve employee well-being as well as enhancing their skills and productivity.

Here’s just a taste of what’s on offer:

Leading responsibly

Imagine working with a partner who is with you every step of your journey towards brilliant leadership. We’re not just consultants; our approach is collaborative, hands-on, and deeply involved in your journey to develop brilliant leaders. 

That could be you. Find us at B18 or click the link below to learn more.

https://akdsolutions.com/leadership-development/

Diversity and inclusion

Employee-led inclusion is about more than a tick-box exercise and it takes courage to learn from your colleagues and make a real difference. From exploring issues around gender, race and everything in between our learning tools create a safe environment for people to open up and have the difficult conversations.

Learn more: https://akdsolutions.com/diversity-inclusion-course/

Customer Experience:

“People will forget what you said, people will forget what you did, but people will never forget how you made them feel”

From workshops that ignite the passion and enthusiasm of your team through to programs designed to raise the standard of global brands, discover how to create memorable moments that matter for your customers. 

Learn more:  https://akdsolutions.com/customer-experience-courses/

Transforming Complaints

How you handle things when they go wrong is a true test of your commitment to the customer’s experience. We can help you transform your approach.

Learn more: https://akdsolutions.com/transform-complaints/

Big, Hairy, Audacious goals

At AKD Solutions, what we’re known for is “creating bespoke solutions to unique problems.” From mockumentaries and theatre productions to escape rooms and earthquake simulations; when a client comes to us with a ‘big, hairy, audacious’ goal or challenge it inspires us to come up with some of our most innovative and exciting ideas. Some of which will be on display at the upcoming CIPD conference. 

We’re fans of the ‘big, hairy audacious goal’ and we’d love for you to stop by and tell us yours. Who knows, maybe the next AKD innovation is for you. 

Meet us on B18 at #CIPDACE

Book your ticket to the CIPD Annual Conference and Exhibition here.

Get in touch with us at AKD Solutions.

By Subrena Joseph

As we continue to explore issues of racial justice, equality, and social inclusion, it is essential to highlight the intersectionality of race and disability. Black History Month provides an opportunity to reflect on not only the contributions of Black leaders and activists but also to spotlight those who face compounded discrimination—those who experience both racial and disability discrimination. 

In this article Subrena Joseph delves into the experiences of Black individuals with disabilities. By understanding these overlapping identities we can better address the unique forms of discrimination they face. This understanding not only amplifies the voices of those often marginalised, but also fosters greater accessibility, inclusion and a more comprehensive approach to achieving true equality for all.

Challenging Narratives

We are all familiar with the rhetoric surrounding Black History Month. On one hand, our history is often discussed with reference to slavery, hardship, submission, weakness, systemic racism and the ongoing grief process (Kübler-Ross 1969) that has left many cemented in time. 

While others push the notion of ‘black power’, first coined by Stokely Carmichael (1966) during the civil rights movement, that seeks to remind us of our strength and capacity to pivot. 

These narratives suggest that as a black person you are either weak or you are strong but seldom are you both. It also suggests that there are appointed times, where weakness can be put on display; but the status quo is that we are encouraged (and expected) to embody the phrases “stay strong” “keep it moving” and “fight the good fight”.

Celebrating Achievements

Black History Month is an annual celebration dedicated to promoting the achievements of Black leaders, activists, ‘influencers’ and everyday people throughout history. Through the stories of others, we can learn more about ourselves; how they yielded, became a catalyst for change or harnessed perceived weakness and persevered in spite of it. 

These individuals and their stories are the footsteps along the path for us to follow.

However, as a black person with a disability, do I see myself in the stories portrayed?  Do you see yourself portrayed in black culture? 

While many of the personalities showcased during Black History Month often include individuals such as Martin Luther King, Muhammad Ali, Maya Angelo and Harriet Tubman to name a few, who also had a disability, that aspect of their identity is often minimised or overlooked.

Race and Disability

Being black and disabled often results in being caught in the impasse and experiencing further marginalisation due to race and disability, in turn forced to choose what part of your identity do you value the most. In the battle between race and disability for many; race wins, and disability remains submerged. 

This Black History Month, I would like to encourage you to see a person’s full identity, whatever this may be, ‘disabled’ ‘black’ ‘woman’ ‘disabled black women‘. Allow a person to put both feet through the door, recognise the multifaceted layers of ‘code switching’. 

Code Switching Beyond Race

Code switching is not merely a change of accent, tone of voice, dress code and hair style; this is now inclusive of faking wellness and masking disability related symptoms.  If the topic of intersectionality between disability and race is added to the agenda, it becomes easier for individuals to put their full identity on display and feel confident doing it. 

I firmly believe that highlighting individuals who are black and disabled, can shift the narrative on what is attainable and the concept of weakness and strength. Shaping and informing systemic change, family scripts, nuance of intersectionality and aid in developing a better sense of self for the current and future generations of disabled people in the UK.

What I’m proposing is a notion of seeing disability in a positive light, aligned with the principles of the identity or affirmation model of disability (Brewer et al 2012). 

Recognising disability, experiences, strengths, affirming aspects of identity that others seek to dismiss is the beginning of harnessing our power. 

To achieve this, we need to peel back the layers of identity, remove disability from hiding and begin to reflect on the dance that is disability and race.

Embrace the Overlooked Stories

In your celebrations and research of Black History this month, I urge you to add a few ‘black and disabled’ names to the list. Individuals who, by embracing ‘all’ of who they are – assets, limitations, skills, qualities, difference and diversity – have forged a path for themselves, leaving a road map for others to follow or emulate. 

Their stories are a part of what makes the canvas of Black History beautiful, ever evolving and rich in substance. A celebration of Black History in the UK, is a celebration of the contributions of black people worldwide to British culture.

Their stories matter today and every year – look at the overlooked and honour all our stories.

The Role of AKD in Race and Disability

AKD Solutions can play a significant role in addressing the intersection of race and disability through our comprehensive diversity and inclusion programs. Our workshops, like Equally Yours, are designed to foster meaningful conversations through group participation, addressing many topics including the intersection of race and disability​ within organisations.

AKD’s Commitment to Black History Month

Our Black History Workshop delves into key themes such as identity, civil rights, and the ongoing impact of Black leaders on global history, while also creating space to discuss the often overlooked intersections of race and other aspects of identity, including disability. 

Tailored for workplaces and education settings, the session promotes deeper understanding and encourages participants to reflect on the origins of systemic challenges and the paths forward. 

If you have any questions about race and disability , or would like more details about our Black History Workshop, contact us, email us or call +44 (0)345 034 1105. We are here to help foster deeper conversations and provide insights.

What is Black History Month, and why is it important?

As we begin Black History Month this October, we are reminded of the significance of celebrating the diverse and rich legacy of black heritage. One of the questions that gets whispered around this time of year is ‘What is Black History Month?’ and ‘Why is Black History important?’. 

To answer that, let’s explore the origins and significance of the History of Black History Month. 

Origins and Significance

A Google search on ‘Black History’ would bring back something like:

Black History Month originated in the United States in 1926 as “Negro History Week,” founded by historian Carter G. Woodson to highlight the contributions of African Americans to society and to combat the erasure of Black History. It was celebrated during the second week of February to coincide with the birthdays of Abraham Lincoln and Frederick Douglass. 

Over time, the event grew in popularity, and by 1976, it was officially expanded to the entire month of February. Black History Month is now celebrated in several countries, including the U.S., Canada (February), and the UK (October), serving as a time to honour the legacy, achievements, and ongoing contributions of black individuals and communities.

However, in reality Black History Month is an oxymoron that generates so much inner conflict for Black people.

Why Is Black History Month important?

Is Black History important? Unquestionably; but Black History Month suggests that Black History is separate and fails to acknowledge that the world we live in today is a result of the collaboration and collision of all of our histories combined.

Often, Black History Month focuses on the plight of black people and whilst there is a lot to learn from this; it fails to acknowledge the contributions of black scientists, inventors and thinkers who played a pivotal role in building the world we live in today.  

Black History is just history. Our History. Everyone’s History.

Black History Month is challenging because Black History forces people to face some uncomfortable truths.  We don’t deny the power, the good and the bad impact of other histories; but there is something undeniably challenging for many about Black History. 

Black History is entwined into British History but has been retold in a way that is convenient.   Because the fullness of Black History causes the majority to have to look at their history with a wider lens and that lens isn’t pretty.  If your history makes you proud of who you are, you don’t want anyone coming and messing with your worldview.   

Successful children’s author, former children’s laureate, Malorie Blackman, puts it another way. In an interview with BBC News she said that history lessons should tell “the whole truth” of the British Empire, such as Britain’s role in the transatlantic slave trade, but that “for some people, they don’t want anything taught that makes them uncomfortable.”

And that’s why Black History Month matters as an annual celebration.

At the moment, much of what is taught about Britain’s long history excludes black stories, experiences and culture, or is misrepresented or oversimplified. Black History is unique in that the greatness of generations in Africa has been erased and we’re left with a Genesis which begins with ships from Liverpool, amplifying the misery and subjugation whilst telling the descendants to get over it and stop complaining. Yet in 2015 British taxpayers (including Black British taxpayers) were still servicing the loan which the British government used to compensate slave owners in 1835 (the very thing they’re told to stop complaining about).

What is Black History Month?

Black History Month should be about reclaiming those stories and experiences, seeking to ensure that people – young and old – learn about Black History and black culture through narratives that reflect their realities, experiences and aspirations, shining a light on unsung heroes and everyday people.

The origins and today’s reality are starkly different. For many people it’s an opportunity to try a few dishes and learn a few facts. For many organisations the impetus is to be seen to be doing the right thing.  A lot of their activities are performative and on 1st November they breathe a sigh of relief and shut the box until next year.  As a result, many people are conflicted about being responsible for organising Black History Month, with a budget that “they should be grateful for”.

Black History should be a catalyst for widening the lens, challenging narratives and seeking ways to achieve greater racial equity. 

Understanding this allows us to broaden our perspective and work towards a more inclusive and equitable work environment, where everyone’s contributions are recognised and celebrated.

This year embrace Black History as your History. It means a willingness to experience a level of discomfort and embracing truths that don’t align with your own. Once these truths are exposed the next questions are:

“What do you do with this information?”

“How does it impact you and how you see others and treat others?”  

“Does it allow you to see success, not just in your own image, but in the image of others?”

“Does it help you to break down fears of not wanting to say anything for fear of offending?”

If these things are achieved then Black History Month will be worth it.  

AKD’s Dedication to Black History Month

As an organisation committed to driving change, at AKD we’re holding ourselves accountable and leading by example; we are excited to introduce our Black History edition of Equally Yours, Black History Workshop, our innovative, inclusive learning experience combining playfulness and conversation to enhance your knowledge of Black history. 

This workshop addresses important topics such as identity, civil rights, and the enduring influence of Black leaders in shaping global history. It also opens up discussions on often-overlooked intersections of race with other aspects of identity, such as disability.

Tailored for workplaces and educational settings, this session encourages participants to deepen their understanding and reflect on the root causes of systemic issues, while considering ways to move forward.

Black History Month 2024, let’s recognise the invaluable contributions of all individuals whose stories of resilience and strength are essential. Join us as we honour the past and work toward a more inclusive future.

If you have any questions about the history of Black History Month, or would like more details about our Black History Workshop, contact us, email us or call +44 (0)345 034 1105. We are here to help foster deeper conversations and provide insights on Black history and identity.

This month I’ve sat back and looked at the woman I’m blessed to have in my life and I reflect with very mixed emotions.    

During the month, I hosted Stimulate and sat with 4 incredible female senior leaders. After introductions one asked a question which sparked an amazing conversation that lasted 3 hours. I sat and listened and leaned into so many truths that I was ignorant of or unaware. The space was safe, it was enlightening and electric. I can honestly say for it was transformative for me and those who attended. The hidden truths that they revealed, that they must work with on a day-to-day basis. I was aware of some of them cognitively but something shifted for me hearing the rawness of what they had to say. 

On International Women’s Day I was able to acknowledge and celebrate the women who have nurtured me, cared for me, challenged me, fought with me and won with me. For all of those at AKD, I again thank you for your energy, dedication and brilliance.  

And a few days later after such a celebration Frank Hester with his vile racism and his desire to Dianne Abbot shot and his hatred of black women. Shocked absolutely not, Indignant yes. But Indignant is of no value, because in a few days I could choose to go back to business as normal. But black women don’t have that luxury and therefore neither do I. Judge us by what we do. Watch this space!   

Just like Vinyl Records, Complaints Made Easy is coming back!

Many of you will not be aware but AKD origins were in complaints handling. We supported many local authorities and NHS Trust to look at how they could improve the process and experience. We often talk about creating a resolution focused evidence based approach. One of the things we recognized very early is that we had to change our approach to complaints workshops. And this is where the idea of a learning map was born. We wanted to develop a complaints learning experience that was challenging, engaging and fun. Complaints Made Easy was created and it was immensely successful being used throughout the NHS and Social Care.  

Time moved on and has an organisation we evolved. Although work around the complaints experience had lessened, it was still there in the background, like vinyl records. And then recently there has been this increasing current of enquiries about complaints workshops and Complaints Made Easy. Then I found out that some of the team in the background had been looking at making improvements to the first version which is actually now over 16 years old. And so we’re really excited to announce that a 2^nd edition of Complaints Made Easy is on it’s way. We will have versions for Healthcare and Social Care as well as looking at other industries where complaints have legal or regulatory frameworks. 

Last Friday I along with Khembe Clarke senior consultant, attend the Sport England Tackling Race and Racial Inequalities in Sport (TRARIIS) ‘Time for Change’ conference held at Leicester Tigers Rugby Stadium.

To put some context to this AKD back in 2021 conducted some research on behalf of UK Sport and Sport England on the lived experiences of people who had experienced and were experiencing racism and racial inequalities in sport.  The result of the research was a report called ‘Tell Your Story’. Along with the work of Simon Shibly at Sheffield Hallam University, this was a seminal piece of work within the sport and physical activity sector that for the first time really looked at the lived experiences of people and the effects of racism within sports on them.

The conference was hosted by the four home sports Councils (Sport England, Sport Wales, SportScotland, Sport Northern Ireland) and UK Sports as an update on what has happened with the agenda since the report and recommendations had been published and the opportunity to discuss the whole topic amongst senior leaders in National Governing Bodies of Sports, Active Partnerships, and other organisations within the sports ecosystems.

This was a full day and was filled with great hosts, speakers, and presentations. The morning sessions started out with Chris Grant, ex Sport England Board Member opening the conference with some real stark and encouraging observations over the last 2 years which really put into context what everyone was present to address. Then the chairs of the five Sports Councils then shared their reflections on their own journeys towards becoming anti-racist and give tangible examples of how their organisations were being bold, gaining buy in and diversifying talent. Followed by Hayley Bennett, Diversity, Equity & Inclusion Consultant and Campaigner giving a presentation on understanding more about the complexities of talking about race and racism in sport and become empowered to have honest, constructive, and respectful discussions about race so you can influence change. 

Following this, delegates got the choice of join ging one of the breakout sessions delivered by the sports councils and UK Sport.

• Breaking barriers: unveiling the individual actions and behaviours of the Active Partnership’s journey to tackling racism (Sport England)
• Working towards anti-racist leadership in sport (sportscotland)
• World Class Programme athlete diversity: a future-focused conversation with action in mind (UK Sport)

Following lunch there was another panel that shared case studies of the positive work contributing to help promote an anti-racist sporting sector. After this breakout sessions again with the remaining sports councils each delivering things that they were doing in their own countries to tackle challenges in this space.

• Race representation and diversifying talent with the Leaderboard Academy (Sport England and sportscotland)
• Community engagement and our investment framework (Sport Wales and Sport England)
• Creating an inclusive culture in sport with Cricket Ireland (Sport Northern Ireland)

Some of the take aways from the conference that I observed are as follows;

There are some really good intentioned people working in this space who are really trying to understand, be empathetic and offer allyship. My issue is for those senior leaders who weren’t there in person or online. They hold the keys to setting the culture of their organisations and set the tone to the importance of this. If they are not present it makes this so much harder to tackle and the timeframes for action are stretched even further.

It is astounding that there are still individuals and organisations that haven’t a grasp on knowledge or understanding where it comes to racism and racism in sport. Language, inclusion and the pursuit of equality sometimes seems to evade them, its like they do not want to see the disparities that occur within their areas of influence and that is very disheartening.

Some people will be brave in this space and will be bold in their commitments and actions as quickly as possible, driving change for their organisations and the sector. However, there are still those who shy away from the subject for fear of ‘getting it wrong’ or not wanting their organisations to look bad. I say to those who feel like this nothing will change unless you embrace the uncomfortable, as leaders you need to get uncomfortable and face the fears you may have when tackling racism. Without you doing this, there is the distinct possibility of you being the barrier or problem to overcome.

I’ve deliberately delayed writing anything about AFCON 2023 until now, whilst I watched the final between the host nation Cote de Ivoire and the nation of my birth heritage Nigeria. What I have felt throughout the tournament is a coming of age for African football. The sheer excitement, spectacular and skill on display for most of the matches has got the continent and its supporters seeing a change in how the rest of the world views African football and more importantly how Africa can and has delivered a brilliant international sports tournament.

AKD along with Best of Africa and The Africa Centre sponsored by the Professional Footballers Association delivered an AFCON 2023 Symposium. The objective was to stimulate conversation from a blend of individuals and representatives of organisations that have a stake in the Sports and Entertainment spaces in Africa or that involve people from the diaspora. Brilliantly moderated by Jeanette Kwakye(Broadcaster and Presenter),and some of the people around the table Eniola Aluko, Geoff Thompson Iffy Onura (Professional Footballers Association), Smade (Afronation), Drew Christie (BCOMS), Ayo Akinwolere (Broadcaster and presenter), Nana Badu (CEO BADU Sports) to name a few. The key questions asked were in two parts, firstly to contextualise the event and questions asked were;

• AFCON – What are your current thoughts on afcon2023
• How does AFCON contribute to the development of Football in Africa?
• Who REALLY benefits from AFCON?

Then after a short break, where delicious contemporary African cuisine was served, we moved on to the second set of questions to look at how advocacy, impact, and outcomes could be met these questions were;

• What other steps could we take to Advocate and Influence Women’s football in Africa and the Diaspora?
• What are the tangible impactful solutions that can develop a more equitable grassroots ecosystem for Africa and the diaspora?

There was some great discussion in both rounds of questions and in true AKD style a safe space with the right energy and tempo was created to stimulate the brilliance of the individuals and organisations represented in the room. The shared ambition to realise the greatness that should be available to African football in Africa and the associated benefits of it uplifting the continent and its nations was abundantly evident. To ensure the momentum of bringing together this exceptional group of people together in a space with a topic special to everyone, a white paper will be produced over the coming months of which further discussion will be had with real practical applications being made to realise the art of the possible. 

To finish the occasion guests were invited to stay on and watch the semi-final matches of Nigeria v South Africa and Ivory Coast v Congo. The raucous that was generated in the beautiful Africa Centre was epic and the fanatical analysis of every kick of every ball by all fans was pure joyess, laughter, and camaraderie. This was an occasion to be celebrated and congratulated as those who brought the symposium together really have a huge challenge ahead, but with the power of collaboration and vision this will not be a one-off but the start of a movement to make effective positive change happen for Africa and its diaspora.

In one of our recent events, Stimulate, participants were introduced by asking some very interesting and challenging questions.  The question I was asked was “What was your most profound learning experience”. In my response, I shared my truth, which lay in my experiences of being made bankrupt and homeless. The person I was sharing with paused for a moment with a sense of sadness and asked, “Can’t you succeed in comfort?”

I reflected on that moment and responded, “In my experience – no”.  And the conversation extended into one about leadership. Can anyone optimise their leadership from a place of comfort? Although for many it would be desirable, I contend that comfort is the antipathy of success. Comfort, security, business as normal are desirable, but also encourage complacency.

The same person asked me “What was it about these circumstances that made the experience so important?”. My response was that discomfort is the stimulant which you already have in you but have never had an opportunity to discover and use before. Your decision-making is heightened, you tune into your gut and bravery kicks in. All of these are often dormant in spaces of comfort. About 6 years ago we were working with a global forwarding company. They had just announced record turnover and profits, which were highly impressive. In his next breath, the CEO announced to the organisation that “we are going to burn our own platform”. The CEO and leadership of this organisation recognised that despite their size and reach, the world was changing rapidly, and he needed to disrupt an organisation who were celebrating success to ensure its future.

So to get the best out of leadership, we should actually shy away from comfort and encourage leaders and others to lean into moments and spaces of discomfort. In those spaces, you may just discover those ideas and strategies that will propel your organisation and discover your best-intended future.