As we near the end of February 2022, the ASIS Blog sat down with three security leaders, who sit on ASIS International's Diversity, Equity, and Inclusion (DE&I) Taskforce, to get their thoughts on Black History Month and what it means to them and the industry. Cultivating conversations of inclusiveness are not limited to one month out of the year. It’s through insights like these that we can not only draw inspiration but also knowledge and understanding towards others.
Interested in learning about the ways ASIS International is championing DE&I in the security profession? Get involved with ASIS International's DE&I Community.
Reflections on Black History Month: What does it mean to you?
Brian Reid, CPP
"Marcus Garvey once famously said, “A people without knowledge of their past history, origin, and culture is like a tree without roots.” I tend to agree.
Lack of understanding of history within a large group in society can result in anomie. It is therefore imperative that we all recognized Black history as it is intertwined with the history of all peoples of the world. As a Global Board Member of ASIS International, I took the time to reflect on the journey of the association from 1955 to present day and the tremendous strides that Black members have made.
Black history is about resilience of people of African descent all over the world. The journey through slavery, and systemic racism, has resulted in very determined and focused professionals in all recognized fields with each generation building on the next. In our own profession, for the first time ever a black security professional has ascended to the presidency of ASIS International since its inception in 1955. This is something to be celebrated. Also, three years ago when a merit-based system for seats on the global board was introduced, the association saw two Black members being seated simultaneously.
Black history is about excellence in the endeavors of its members but also we have seen chapters in the Black diaspora winning awards of excellence and extremely qualified black members engaged in leadership roles. Excellence is also contagious as this brings the entire organization to a higher level of engagement and performance. One that has seen ASIS international weather the brunt of the Covid-19 global pandemic.
Black history is about leaving a legacy. One can argue that nothing is more important. The work done by Black members and just as importantly by our allies have paved the way for others to follow. Our ASIS International spaces have become more diverse, equitable most importantly, inclusive. Members can feel a strong sense of belonging to the association.
Today, we are indeed making history and even though we still have quite a lot of work to do in the arena of DE&I, we are well on our way to shaping a global association that the next generation of security professionals would be proud of.
Black History Month 2022 is a celebration of progress. For me, Black History Month has been a bit about resilience, excellence, alliances, and legacy (REAL)."
Dave P. Corbin, CPP
"As a white cisgender man in the security profession, Black History Month offers another opportunity for me to reflect upon ways to be a better ally for the Black community. I have learned that being an ally is more than just educating myself about Black history, elevating Black voices, and making symbolic, but not impactful, gestures in the spirit of Black History Month.
But what is an ally exactly, and how can you be an ally to the Black community and Black professionals you work alongside?
Being an ally, as defined in an article by New York Times Bestselling Author Roxane Gay, is “…a way for people to say and demonstrate that they care and (want to) help even if they cannot fully understand the lived experiences of marginalized people.”
Being an ally means that you not only educate yourself about Black history, but that you also consider how your own actions throughout your personal and professional life may have helped perpetuate discrimination and reinforce systemic racism.
Being an ally means that you take the time to recognize your own privilege, how that impacts the way you perceive the world, and the way that the world sees you. Being an ally means that you seek out and accept feedback from BIPOC (i.e., Black, Indigenous, People of Color) colleagues about their working relationship with you in the context of race and discrimination without becoming defensive.
Being an ally means ensuring your security department, your organization, and your personal life is representative and inclusive of different racial, sexual, and gender identities. It means taking action to help elevate the careers and voices of your Black colleagues and upholding an antiracist stance in all you do.
As Angela Y. Davis says, “In a racist society, it is not enough to be non-racist, we must be anti-racist.” Antiracist commitment and practice requires an understanding of how years of federal, state, and local policies have created and reinforced these racial disparities that serve as a foundation in our world and therefore, a tenet in our daily experience.
Last, but certainly not least, being an ally means that when you see discrimination being systematically or individually enacted, including discriminatory policies and practices, microaggressions, or a lack of inclusion and/or representation, you intervene. This requires you to step in and do something to address these inequities in this instance and beyond. This is the most active and most challenging part of allyship, but it is crucial.
To be sure, taking positive steps towards being an ally for the Black community and your Black colleagues is a critical step towards a more inclusive and equitable professional and personal existence. As Roxane Gay noted in an article published in Marie Claire in 2016, her notion of allyship was deeply impacted by the words of award winning author and journalist Ta-Nehisi Coates, who said to her, "I think one has to even abandon the phrase 'ally' and understand that you are not helping someone in a particular struggle; the fight is yours."
So, for Black History Month and beyond, how will you take steps to be an engaged ally in your workplace and beyond? If you’re already an ally, how can you take steps to move to the next level as defined by Coates? The only thing that’s not an option? It’s to do nothing and hope that someone else will take action instead."
Donald E. Knox, CPP
"There are many things I think of when I think about what Black History Month. One of them is recognition of the past. By recognizing the past it gives us an opportunity to reflect on where we came from in order to better position oneself on where we want to be in the future. Recognizing the past also gives us the chance to acknowledge and pay respect all of the hard work that was done before us by others. That hard work helped lead the way so that people in the present are better positioned to achieve new, better or greater things.
An important piece of Black history as it applies to the security industry was the establishment of the International Organization of Black Security Executives (IOSBE). The roots of the IOBSE were formed in September 1982 during the ASIS Annual Seminar in New Orleans. Six Black men gathered on a street corner after some of educational events that occurred that day to discuss racial issues that were challenging them related to internal advancement at their companies as well as external opportunities at other companies. Some of these discussions had occurred before but this time these individuals decided to take action and pledged to form an organization to help others overcome the challenges they were facing in a prominently white male dominated profession.
The IOBSE helped lead the way for minority security professionals to better navigate corporate organizational structures, recognize career advancement opportunities and negotiate high level compensation packages, all things that were not as readily accessible to the Black security community at that time. These achievements were done through thoughtful mentorship, intensive networking and timely educational offerings.
Additionally, the IOBSE launched a student educational program in which partnerships were initially formed with Historically Black Colleges and Universities (HBCUs). The goal was to educate college students majoring in criminal justice or policing on softs skills needed in the business world and introduce them to security management as a first career option without first having to serve in the military or law enforcement. It was one of the first national programs designed to bring more diverse candidates to the professional.
Today, the IOBSE mission and vision continue to promote and advance the foundational pillars previously mentioned. Diversity, Equity and Inclusion remain core components of the IOBSE strategic plan. The IOBSE will celebrate its 40th anniversary later this year in September during its annual conference."
