Opinion: Black History Month time to reflect on Sask. diversity

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It’s Black History Month — a time to celebrate Black history in all its forms. Like clockwork, organizations will post their polished statements about honouring Black contributions, complete with links to resources on Black history.

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And yet, when the month ends, those same organizations will return to business as usual, with little effort to create real change for the Black employees within their walls.

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Don’t get me wrong — I love Black History Month. I love the storytelling, the remembrance, the pride. But this is not about celebration alone. This is about truth. About what it means to be Black in spaces that claim diversity, but fail to practise it.

About what it feels like when your existence is acknowledged for a month, but ignored in the moments that truly matter.

While the noise and attention often focus on our American neighbours, it is easy to fall into the trap of believing that racism isn’t a significant issue in Canada. Unfortunately, based on my 10 years of living in Saskatchewan as a visible minority, I can attest that this is not the case.

I have had an instructor look me in the eye and say, “I’ve never worked with a Black student before, so I’m not sure how to grade you.” I remember sitting there, stunned and speechless.

What did that even mean? Was my work under extra scrutiny? Was it being underestimated? Would my success — or failure — be tied to my skin colour rather than my abilities?

The weight of that moment settled in my chest, but I didn’t report it. Not because I didn’t want to — but because I didn’t know how. Because I knew that, even if I did, nothing would likely come of it.

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Because too many of us have been met with the same tired responses: “Are you sure that’s what they meant?” — as if my ability to interpret my own experience is up for debate; “We take these concerns very seriously” — and then silence, as though my pain evaporated the moment I walked out the door; “You are not the problem” — but then the organization takes little to no steps to deal with “the problem.”

I tell myself I have thick skin. Growing up in a country where I was not a visible minority instilled in me a strong sense of self and pride in my skin colour. But even “small” things — being mistaken for another Black colleague, being told “You’re so articulate!” as if intelligence is an anomaly — chip away at you over time.

You start to question yourself, second-guess your reactions, wonder if you’re overreacting. Because in workplaces, classrooms and boardrooms, racism is often not a single, violent event — it’s a slow, steady erosion of belonging.

If your workplace is serious about diversity and inclusion, ask yourself:

– Do we have clear, actionable policies to address racism?
– Do we have a designated person or team to handle reports of racism?
– Are there safe and confidential reporting systems?
– Are we tracking racial discrimination complaints?
– Do we have mentorship programs for racialized employees?

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Race and racism can be uncomfortable subjects to discuss. And, sometimes, it is easier to ignore or shy away from these uncomfortable conversations. But it is 2025. We cannot continue to settle for empty declarations against racism or hollow gestures.

It is time for organizations to walk the talk. Real and concrete actions have to be implemented in our schools, workplaces and institutions to combat racial discrimination, protect visible minorities and dismantle systemic barriers to equality.

Together, we can create a more inclusive society. One where a 21-year-old black girl sitting in a classroom and hearing her professor question her competence can walk into a safe space, file a report and trust that real action will follow.

A society where that girl doesn’t have to cling to her “thick skin” because she no longer needs to. One where I don’t feel compelled to write an op-ed because I am frustrated by the lack of action in the spaces I am told I belong.

Ifejesu Salam is a Nigerian-Canadian living in Saskatoon.

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