Enough Is Enough: Supporting Black Women in the Workplace from Advocacy to Allyship (Part 1)

Angela Solomon • Dec 13, 2023

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This week, the issue surrounding the state of Black women in the workplace has garnered significant attention in the news. It has become evident that Black women leaders and employees are feeling unsupported and lacking the necessary resources to thrive in their professional environments. As a Black woman working within diversity, equity, and inclusion (DEI), I have ardently supported my community, particularly my sisters.


An enlightening Essence article titled "Black Women in White Workplaces Are More Likely To Be Considered Low Performers" delves into the disheartening reality faced by Black women who find themselves as the sole representation in predominantly white workspaces. The article reveals findings from a Harvard Kennedy School working paper released last month. According to this research, Black women in such situations often receive subpar job performance reviews.



The question then arises: why does this occur? The answer lies within the isolating and solitary experience of being the only Black individual in an all-white team or department. Navigating a predominantly white workspace while being Black is an experience that resonates with many Black women. It generates feelings of loneliness and exclusion, especially when faced with systemic biases that perpetuate the marginalization of Black individuals in the corporate landscape.


Furthermore, this lack of mentorship and guidance is not only a hindrance to individual growth but also to overall diversity and inclusion efforts within organizations. Without diverse perspectives and voices at the table, businesses miss out on the unique ideas and contributions that Black women bring.


Mentorship plays a vital role in empowering individuals to reach their full potential. It provides guidance, encouragement, and a sense of direction, especially crucial for those facing systemic barriers and biases. By fostering mentorship programs specifically tailored to support Black women, organizations can create an environment where these individuals can thrive, succeed, and ultimately contribute to the company's overall success.


In addition to mentorship, allyship is another critical factor that can significantly impact the experiences of Black women in the workplace. Allies actively support and advocate for marginalized individuals, using their privilege and influence to challenge systemic biases and create a more inclusive environment. Individuals and organizations can help break down barriers, address unconscious biases, and create a more equitable workplace for all by actively seeking to become allies.


Recognizing the importance of mentorship and allyship is the first step toward creating positive change. Organizations should strive to provide comprehensive mentorship programs that pair Black women with experienced professionals who can offer help, assistance, and guidance to help them succeed. Workplaces and resources that should provide a soft landing for Black women to be human, make mistakes, and recalibrate when and if needed.


I see incredible potential in places most people don't think to look. As a Black woman and small business owner of a diversity staffing boutique and career coaching service, my team and I walk alongside our clients in creating genuine professional environments for ALL. I believe in our interconnectedness as a human race and strive daily to use my gifts to empower the invisible and powerless. I rarely bet on certainty and always root for the underdog because those are the best stories to tell.

Diversity Recruiting Gone Wrong: Common Mistakes That Perpetuate Racial Bias

By Angela Solomon • 24 Apr, 2024
Diversity and inclusion have become critical priorities for many organizations in the corporate world. However, the methods used to achieve greater diversity in the workforce often fall short, perpetuating racial biases rather than dismantling them. In this post, we'll explore the underlying challenges and propose a more holistic approach to creating truly equitable and inclusive workplaces. The recent New York Times article titled: What Researchers Discovered When They Sent 80,000 Fake Resumes to U.S. Jobs highlights a sobering reality – decades of diversity initiatives have failed to address the persistent racial discrimination in hiring practices. This reveals a fundamental flaw in how many organizations have approached the challenge of diversity and inclusion. Too often, the focus has been on quick-fix solutions, such as setting diversity quotas or hosting one-off training sessions. While these measures may create an illusion of progress, they fail to address the deep-rooted systemic biases that continue to shape hiring decisions and workplace culture. To make meaningful and lasting change, organizations need to take a more comprehensive and sustained approach. This begins with acknowledging the complexity of the problem and recognizing that diversity and inclusion are not just HR concerns, but rather strategic priorities that must be embedded throughout the entire organization. Effective diversity and inclusion initiatives should focus on three key areas: 1. Talent acquisition : Instead of relying on traditional recruitment methods that tend to perpetuate homogeneity, organizations should adopt inclusive hiring practices that actively seek out diverse talent pools. This may involve collaborating with community organizations, investing in employee referral programs, and reducing the reliance on educational pedigree as a primary hiring criterion. 2. Organizational culture : Creating an inclusive work environment requires more than just diversity training. It necessitates a fundamental shift in organizational culture, where diversity is celebrated, and employees from all backgrounds feel valued and empowered to contribute. This may involve implementing mentorship programs, fostering employee resource groups, and ensuring that leadership teams reflect the diversity of the organization. 3. Systemic change : To achieve true equity, organizations must be willing to confront and dismantle the systemic barriers that perpetuate discrimination. This may involve conducting comprehensive pay audits, implementing robust anti-bias policies, and advocating for broader social and legislative changes that promote equity and inclusion. By taking a holistic and sustained approach to diversity and inclusion, organizations can move beyond superficial metrics and create workplaces that truly reflect the rich diversity of the world around them. This not only benefits employees but also strengthens the organization's ability to innovate, problem-solve, and better serve its diverse customer base. The challenge of diversity and inclusion is a complex and persistent one, but with a renewed commitment to creating meaningful and lasting change, organizations can play a pivotal role in building a more just and equitable society. I see incredible potential in places most people don't think to look. As a Black woman and small business owner of a diversity staffing boutique and career coaching service, my team and I walk alongside our clients in creating genuine professional environments for ALL free from bias and discrimination. I believe in our interconnectedness as a human race and strive daily to use my gifts to empower the invisible and powerless. I rarely bet on certainty and always root for the underdog because those are the best stories to tell. Follow me on IG, Facebook, TikTok, YouTube, LinkedIn @ HireBlackTalent.

Ask The Recruiter: When Should You Start Looking For Your Next Job Opportunity

By Angela Solomon • 24 Apr, 2024
As a recruiter, I field many questions throughout my workweek—about when is the right time to start looking for a new job. I think the answer is you should always know whats going on in your industry. You should always have a resume and a great elevator pitch because you never know when an opportunity may arise. It's essential to be proactive in your career development rather than waiting until you're unhappy in your current position or faced with unexpected job loss. By staying informed about industry trends and networking regularly, you can position yourself for success when making a move. Remember, it's better to be prepared and not need it than to need it and not be prepared. So here are questions you should be asking yourself: 1) Do I like my resume? 2) Am I satisfied with my pitch? 3) Can I join networks and groups that will advance my career? It's important to stay proactive in your career development by continuously educating yourself, networking, and staying up to date on industry trends. Doing so makes you better prepared to seize opportunities and navigate any potential setbacks. You can always be ready to showcase your skills and experience, as you never know when a potential employer may come knocking. In the fast-paced world of work, being prepared and proactive can make all the difference in advancing your career. I see incredible potential in places most people don't think to look. As a Black woman and small business owner of a diversity staffing boutique and career coaching service, my team and I walk alongside our clients in creating genuine professional environments for ALL. I believe in our interconnectedness as a human race and strive daily to use my gifts to empower the invisible and powerless. I rarely bet on certainty and always root for the underdog because those are the best stories to tell.
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