2019: Two Critical Steps Towards Equal Pay

Angela Solomon • May 27, 2019

Last Monday, Senator Kamala Harris (D-CA) introduced a plan as a Democratic president hopeful to force the hand of corporations in the latest battle for gender equality in the workplace. Harris said, "when we lift up the economic status of women, you lift up their families, their neighborhoods, and all of society." I agree with Harris when she said, "it's an issue that’s been around for far too long without much progress at all." As much as I've blogged about it, staffed and career coached all kinds of women over the years, the same issues remain, and 'something's gotta give' on this issue. In terms of Wall Street, workplace conditions and inequality in pay for the same work, our current, accepted system is simply outrageous. Wall Street is synonymous with money, stature and class, but this is only true for the white male population. I hear it all the time--women who are plenty of times stuck in title, given more responsibilities in work and drastically underpaid compared to their white men counterparts (not infrequently up to 100k difference in salary). 


Harris claims that under her administration all corporations would need to receive "Equal Pay Certification" from the Equal Employment Opportunity Commission. She mentioned going so far as to use executive privilege to establish equal pay for women, if Congress fails to take the right steps. As it stands in mid 2019, women still make 80 cents on the dollar to their white male counterparts, while African-American and Hispanic women get paid 60 cents to the dollar. The realm of government oversight on companies is a legal quagmire—however, it’s an oversight that might just need to happen, given that it’s 2019 and we find ourselves in this position. Until our society decides to strictly enforce penalties and oversight on these companies things won't change. Cash is the ultimate king and when companies start feeling the heat through fines and levies women will finally start seeing changes in their paychecks. This is a reinforcing cycle, as once women are given the spending power they deserve, they will reassert their worth, and so the cycle continues. 


Other presidential hopefuls are lock in step with passing bills that directly impact women in the workplace when it comes to pay. Bernie Sanders (I-VT) "has an equal pay initiative that is part of his 12-point economic agenda." Booker, Klobuchar and Mayor Pete Buttigieg are also on the gender pay equality bandwagon. It’s a good sign that equal pay is on many hopefuls minds, but Harris' plan in particular is most promising, inasmuch as it will accelerate the movement well beyond former President Barack Obama's pay equity execution action in 2016.


A couple of months ago I attended a Women'sWerk Women in Power conference which had several panel discussions led by African American and Hispanic C-Suite experts in the field of diversity and inclusion. One of the topics discussed was gender pay inequality and the need for salary transparency. Essentially, don't be afraid to tell other women how much you make. The way I grew up, discussing money outside of your home and with people who weren't directly affected by your income that was considered rude and never too be discussed. But this conference shed light on how one of the key ways to go about making a change is to move beyond this socially constructed taboo, and be open with other sisters in the industry and beyond. We have to be on the same side, making everything inequitable about the system transparent and visible to all. Only by bringing it into the light and into discussion can we begin to bring about systemic change. 


Both of these approaches are critical when it comes to the fight for gender pay equality. The government needs to step in to make companies open their books and show what their men and women are being paid. In turn, employees, especially women and people of color, need to learn the importance in being transparent and sharing their experiences. Acknowledgment and discussion leads to change.


We are better together!


I AM someone who sees incredible potential in places most  people don't think to look. As an owner of a diversity staffing boutique, my team and I walk alongside our Clients in creating professional environments that are truly for ALL. I believe in our interconnectedness as a human race and strive every day to use my gifts to empower the workplace’s invisible and powerless. I rarely bet on certainty and always root for the underdog because, after all, those are the best stories to tell.


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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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