This February, many corporate leaders are thinking about the best way to celebrate Black History Month and honor Black employees. To help them navigate, we sat down with Michael Franklin, a senior advisor to One Strategy Group and founder of Speechwriters of Color and Words Normalize Behavior.
OSG: Michael, you wear multiple hats — you’re a strategist for companies and organizations, and you also lead Speechwriters of Color and serve in various capacities as an advocate for social and economic justice. From your perspective, what’s happening this year? What are you seeing and hearing?
Michael: The conversation I’m having most frequently right now is about understanding that recognizing culture shouldn't be a performative exercise — it should be ingrained in business strategy and everyday practices.
There’s growing resistance to these conversations in some spaces. We’re seeing attempts to suppress discussions about diversity and culture in the workplace, and frankly, that’s not just bad for employees — it’s bad for business. Companies that fail to engage with diverse audiences risk alienating customers, missing market opportunities, and struggling to build a representative workforce.
OSG: Let’s dive deeper on that. Those who oppose corporate diversity efforts often argue that promoting diversity makes companies weaker. What do you tell corporate leaders who want to push back on that claim?
Michael: I tell them to follow the facts and the bottom line. If someone claims that diversity, equity, and inclusion are bad for business, they need to provide evidence. More often than not, they don’t have any.
The reality is that diverse companies perform better. They’re more innovative, more creative, and better at reaching broader audiences. This has been shown in a multitude of studies over the years. Research consistently shows that when organizations have diverse teams, they make smarter decisions and higher profits.
OSG: If a startup or smaller company is thinking about how to communicate around Black History Month for the first time, what advice would you give them?
Michael: First, talk to your Black employees — hopefully, you’re not waiting until February to do that. If you don’t have Black employees, that’s another issue entirely that needs to be addressed.
For companies just starting out, begin with education. Highlight Black contributions in your industry. Often, key figures have been overlooked, so this is a chance to authentically integrate history into your brand and values.
Also, make sure your commitment is real. If you’re hesitating because of the political climate, that suggests your commitment was never strong in the first place. Supporting Black history and culture shouldn’t be contingent on convenience.
Look to your community — support Black-owned businesses, invest in Black-led nonprofits, and build partnerships that extend beyond February. Consider how your services or products can serve Black communities in meaningful ways.
OSG: What about large companies that already have employee resource groups (ERGs) and formalized diversity, equity and inclusion initiatives? What tends to work best for them?
Michael: Bigger companies have a higher bar to meet. If February is the only time they acknowledge Black employees or customers, they’re doing it wrong.
Black History Month should be a time to show receipts — to highlight the work they’ve been doing all year to support Black communities. It’s not about a one-time acknowledgment but rather about reaffirming a long-term commitment.
Companies also need to be intentional about how they engage Black employees. ERGs and external speakers should be compensated. Too often, Black employees are asked to take on extra labor without recognition. There should be a dedicated budget for these initiatives—Black professionals shouldn’t be asked to do this work for free.
OSG: On the whole, are you seeing companies change their approach this year?
Michael: Among the companies I work with, not really — but at a broader level, yes. Some organizations are backing away from diversity, equity, and inclusion efforts, and we’re even seeing shifts at the federal level.
For example, the White House recently framed Black History Month as a time to "celebrate all Americans" — a clear move away from explicitly acknowledging Black contributions. Some federal agencies are issuing memos discouraging outward recognition of cultural celebrations, including Juneteenth and Women's History Month.
That kind of retreat is bad for business, and it sets a poor example. Companies shouldn’t follow suit just because institutions are shifting their stance. Businesses need to lead, not just follow trends.
OSG: Share a book or two you recommend people read during Black History Month.
Michael: Sure!
"My Face Is Black Is True" by Mary Frances Berry — It’s an incredible look at post-slavery efforts for economic justice and compensation. It explores early movements and the fight for reparations on a national level.
"Sister Outsider" by Audre Lorde — This is a powerful collection of essays, speeches, and writings that delve into race, gender, and identity. It’s essential reading and a foundational read for me.
