Celebrate Black History Month 2025 by exploring how racial diversity in the workplace fuels innovation. Discover actionable steps to support Black professionals and promote inclusivity, with real insights from Black professionals at commercetools.
Black History Month holds a deeply personal significance for me. As an African American woman and the US DEI Manager at commercetools, I’ve seen firsthand the power of honoring our past while working to create a better future. This year’s theme, "African Americans and Labor: Honoring Black Workers’ Contributions to Labor Movements and Beyond," resonates deeply with me and with so many others who continue to build on this legacy.
In the tech and commerce sectors, amplifying Black voices isn’t just the right thing to do — it’s essential in supporting generational impact. The stories of Black professionals in tech challenge us to confront systemic barriers while revealing a roadmap for creating workplaces where everyone can find success.
At commercetools, I see myself as an architect of innovation as it relates to our company culture. It’s about crafting an environment that values diversity, elevates inclusivity, and supports growth. Every initiative, from mentorship programs to ERG (employee resource group) support, contributes to a culture that champions both innovation and belonging. Building a high-performing culture starts with valuing every individual’s unique contributions.
Black History Month 2025 is a time to listen, learn and, most importantly, act — not just for February but throughout the year. By stitching these values into the everyday rhythms of our workplace, we’re not just honoring the legacy of Black workers — we’re building on it.
This year, I wanted to highlight the lived experiences of our Black professionals who are shaping our industry and culture every day. I had the privilege of speaking with four incredible colleagues from across departments and regions, each bringing a unique perspective and a shared commitment to creating an inclusive and innovative workplace:
Michael Ashe, Support Team Lead
Ian LaBennett, Customer Success Manager and Co-lead of our BLK Leaders ERG
Rosemary Momoh, Solutions Engineer and Co-lead of our BLK Leaders ERG
Kemba Neptune, Senior Director, Brand & Corporate Communications
Ana Ferreira Vera-Cruz, Paid Ads Team Lead
Their stories spoke to the brilliance that emerges when people feel seen, supported and empowered. Each of them reflected on how commercetools’ culture — one that values bold adaptation and shared growth — has helped them unlock their potential.
Here’s what they shared:
What inspired you to pursue a career in tech or commerce, and how has your journey shaped your perspective on the industry?
Kemba: Very early in my career, I was fascinated by how technology could solve real-world problems. I wanted to be part of amplifying and helping to articulate complex solutions that made life easier for people. My journey into tech hasn’t been linear — I’ve had to navigate a lack of representation in the workplace and sometimes question whether I belonged. But those experiences only pushed me to carve out space for others like me and to advocate for greater inclusivity in every workplace I’m in.
Rosemary: I’ve always had an interest in computers and technology as a kid! That said, while I went to university to study medicine, I picked up some computer science classes on the side (thanks to a liberal arts education!) and my interest in tech slowly grew.
It was a gradual pivot to tech I didn’t see coming, but I think I was strongly nudged in this direction when I observed how little representation there was — I felt like I had something to prove. I was usually the only woman or Black woman in many classes in college. It went from something I was simply interested into a strong desire to have more people like me in those spaces.
What challenges have you faced as a Black professional in this field and how have you navigated them?
Ana: I can't point to specific challenges unique to this field, but as a Black professional, challenges exist across almost every industry, particularly in spaces where people like me haven’t always been represented. One recurring challenge is the pressure to exceed expectations — feeling like I need to constantly prove that I’m here because of my skills, not because of my skin color.
There's often an underlying question of whether I can just be "good" or if I have to be "excellent" to belong. That said, connecting with others who’ve had similar experiences has been so invaluable for me. Representation also matters a great deal! Seeing other Black professionals in leadership roles has been inspiring and gives me hope for the future. I’ve learned to balance striving for excellence with setting healthy boundaries to avoid burnout, which is important for long-term success.
Michael: It’s not uncommon to be the only Black person in a meeting, both in-person and virtual. In these settings, there is a certain pressure you feel to present yourself in the best possible light so that assumptions or stereotypes about who you are or what you bring to the table are rightfully shattered.
What changes or initiatives do you believe are essential for creating a more inclusive and equitable workplace for the next generation of Black professionals?
Ana: It might sound simple, but diversity shouldn’t be reduced to filling quotas. Hiring needs to focus on skills and talent, not just meeting numbers. That said, it's equally important for colleagues to actively engage with Black and POC employees. Too often, when there are only one or two people of color in the office, they’re left feeling like they don’t belong.
Small efforts, like meaningful conversations or invitations to collaborate, can go a long way toward promoting inclusion. Companies should also invest in mentorship programs and initiatives that support Black professionals in their career growth. Equal access to opportunities, professional development and leadership roles is essential for long-term inclusion. Honest, constructive feedback — not just surface-level praise — can help Black professionals feel truly valued and empowered to grow.
Remote work has also been a game-changer for me. Before joining commercetools, going into the office every day sometimes felt isolating, and it was hard to feel like I belonged. A flexible work environment has allowed me to focus on my work without the added pressure of trying to fit in, and I believe this is one way companies can support employees’ comfort and productivity.
Rosemary: One key change would be not simply bringing representation into these tech and commerce spaces but making them core to the foundation of what we build and develop as organizations. Give us roles with impact, the skills we can build on, and allow us to take ownership and thrive! Many times inclusivity and equity work can feel like an afterthought, a marketing gimmick (sadly) or like companies are simply “dancing around” the lack of representation.
A few initiatives include ensuring that recruiting is expansive and not simply based on referrals or networks that would represent what you already have internally. Building and leveraging creative programs for the younger generation; going to a wide range of universities for recruiting and internships, and even considering non-traditional backgrounds and transferable skills for roles.
How has working at commercetools influenced your perspective on diversity and innovation, and what role do you think the company plays in shaping a more inclusive tech and commerce landscape?
Ian: At commercetools there have been some wonderful, open conversations that I have not experienced at other organizations. I’ve heard and been a part of discussions around anxiety, neurodivergence, gender, race, culture and more, and have come away with a deeper appreciation for, and understanding of colleagues, after each one.
The investment, support and visibility that our ERGs and, therefore, our employees receive sets a standard that I hope other companies will follow. And the reassurance that this is not just some phase, but rather part of the company culture sends an important message that is welcomed in this time of backtracking and uncertainty. From what I have seen, these investments into diversity and inclusion show that when you invest in your employees it is not a waste — it is an investment that pays dividends.
Rosemary: As a Nigerian who also spent a lot of time in the US, my perspective on racial diversity in the workplace has been shaped by those societies. Upon moving to the UK, working at commercetools has broadened my perspective on more ways diversity and inclusion can look different across continents — there are so many nationalities and languages represented here!
It’s also driven home the fact that we don’t need to wait for the larger companies to take a stance and commit to making racial equity at work a priority. With commercetools already being a strong leader in commerce innovation at the size and stage that we are, I think we can commit to doing even more and setting the tone for what a more inclusive workplace can look like!
From these conversations, some core themes emerged: The transformative power of mentorship and sponsorship, the importance of representation at all levels and the undeniable impact of inclusive policies on employee success. Their stories only underscore that fostering racial diversity in the workplace isn’t about one-time initiatives — it’s about embedding inclusion into every facet of our organization.
Programs like our Mentorship Program, HERizon for women leaders and ctLEAD for people managers are key components of this effort. Paired with resources like our learning management system and personal development budgets, these initiatives ensure every employee has the tools to grow and make an impact.
This Black History Month, let’s do more than reflect. Let’s act! By creating spaces that amplify diverse voices, fostering learning that builds bridges and making sure that every individual feels valued, we honor the past and shape a brighter, bolder future.
Together, we’re not just celebrating a legacy — we’re building on it.
Learn more about how commercetools champions diversity and fosters belonging by reading our blog post Building a unified future: commercetools' commitment to diversity, inclusion and innovation in 2025.
Stephanie Forbes serves as the DEIB Manager at commercetools, where she wholeheartedly champions the cause of fostering inclusive workplaces and communities. With expertise in developing impactful strategies that drive diversity, equity and inclusion, Stephanie is a passionate advocate for promoting diversity and equity across industries and organizations.