Celebrated annually on June 19, Juneteenth commemorates the true emancipation of slaves in America. Although Juneteenth did not become a federal holiday until 2021, it has long been celebrated in the Black community under various names, most commonly Jubilee Day, and its meaning has grown over time to include not only freedom, but justice and equality. terms of opportunity and access.
Additionally, Juneteenth has become a celebration of Black culture and an opportunity to think about Black history not only in terms of slavery, the Civil Rights movement, and the ongoing struggle for equality, but also in terms of Black excellence. Too often, when Americans think of Black history, the mind turns to trauma and negativity, rather than the Harlem Renaissance, the founding of historically Black colleges and universities, and the countless other accomplishments and contributions of the Black community.
What is the history of Juneteenth?
June 19 is the anniversary of the date in 1865 when the last group of enslaved Black Americans were freed by Union troops, two years after Abraham Lincoln signed the Emancipation Proclamation. Later in 1865, the 13th Amendment to the US Constitution officially abolished slavery.
While June began in Texas—where these last slaves were freed—the holiday spread as former slaves moved across the country through the Great Migration. June is now commonly celebrated in church gatherings, food festivals and local parades.
What can you and your organization do to celebrate Juneteenth?
One of the positive outcomes of the 2021 legislation is the growing recognition that events like Juneteenth are part of our collective history, not just Black history. Issues related to equity, diversity and inclusion (EDI) are a natural extension of this conversation and represent an opportunity for organizations of all sizes to start a meaningful dialogue with their employees and customers.
Here are three steps you and your organization can take to celebrate the June of June.
- Have an open and honest discussion. Many people didn’t know about Juneteenth just a few years ago. In fact, a Gallup poll from 2021 revealed that 62% of American adults knew “little” or “nothing” about June before it was named a national holiday. By race, that number included 68% of white adults, 60% of Hispanic adults and 31% of black adults. Those numbers have since improved, as a new poll on the public’s understanding of Juneteenth found that 59 percent of U.S. adults said in 2022 they knew “a lot” or “some” about Juneteenth—compared to 38% the previous year. . The point is, there are probably people within your organization or facility who are unfamiliar with Juneteenth, and there’s no shame in admitting that. The goals of any such conversation should be respect for each other’s experiences and understanding and growth as a result of the discussion.
- Expand the conversation by acknowledging and honoring everyone’s experience. When we discuss events like Juneteenth, Pride Month, and National Hispanic Heritage Month, there is a tendency to categorize people along those lines. Never forget the fact that most people claim multiple identities related not only to their race or ethnicity, but also to their sexual orientation, gender identity, etc. And, keep in mind that everyone’s experience is equally valid and worth understanding and celebrating. The idea is to bring members of your organization together so you can learn from each other and create an environment where everyone feels welcome, valued and empowered.
- Discuss the message and meaning of the day— and then act. Many organizations’ EDI efforts focus on discussions and training sessions, and while these are extremely important to the development of any organization and the people within it, there must be calls to action as a result.
Make and then implement plans to enhance the diversity of not only your customer base, but also your employees and leadership. Recognize Juneteenth as an opportunity to discuss issues such as equity and access, and then begin to make changes to improve your organization if necessary.
Binding of ACE to EDI
ACE is committed to helping end structural racism and address equity, diversity and inclusion in the health and fitness industry. We encourage you to learn more about ACE’s EDI-related efforts.
Our EDI statement
As the American Council on Exercise (ACE), we actively pursue and promote equity, diversity and inclusion within our organization and the health and fitness industry.
We are proudly committed to bringing equity to the health and fitness landscape by working to ensure that everyone has equal access and opportunity to participate in the activities necessary to live an active, healthy life.
We;celebrate diversityFrom the inspiring individuals and communities we serve, we have made it our mission to get ALL people moving and enjoying the benefits of an active, healthy life.
We;champion of inclusivity?encouraging and creating environments in which everyone—of any age, race, cultural background, gender, sexual orientation, creed, socioeconomic status, education level, size, or physical or mental ability—feels welcome and accepted.
At ACE, we commit. We celebrate. We are champions.
