3 Ways For Companies To Help Diverse Leaders Get Ahead

Angela Solomon • Apr 08, 2019

Minorities and women in leaderships roles experience hardships in Corporate America. As Companies look to boost representation in boardrooms and among management, by implementing programs to incentivize these kinds of hires and promotions from within, they fail to understand that their existing culture and systems in place are not meant to support lasting impact. In order to take the diversity and inclusion leap, companies must remedy their internal illnesses that plague progress. When speaking to underrepresented groups in leadership roles they have experienced hostile workplace environments that become impossible to work at. And, have created psychological and physical corporate burnout. Situations ranging from questioning of decisions from subordinates and fellow white male management; typecasting as angry, aggressive and emotional; tokenism branded-you got the job because you're a member of the underrepresented group, and the list goes on.


Here are three things that can be done to create truly inclusive corporate atmospheres that will nurture diverse leaders and secure diverse talent ahead:


What is said vs. what is done is the true disconnect. Companies get caught up in the lace and frills of designing diverse programs that will hire and promote diverse candidates to leaderships roles. But, fail in terms of making substantial change in terms of their recruiting practices that identify potential diverse leader candidates as well as, criteria for promoting diverse candidates from within. Now this is not to say that leveling the playing field should give special favor to underrepresented groups, but overhauling corporate systems that are not created equal for all is key. It starts with revamping internal recruiting strategies, and making foundational cracks to allow change transfusion.


Let go of what is considered the professional ideal because this has been the downfall of successful diverse leadership recruiting and retention. Ideals of what is considered professional has been skewed in favor of allowing white men to accelerate and thrive in leadership roles. The same ideals have led to diverse and female leader candidates struggle to be seen, heard and compensated. Scrap this professional ideal companies! It's time you start understanding ideal is not all its cracked up to be and what may work in favor for one group doesn't work for all groups when hiring and promoting diverse and women leaders.


White men we need you. I recently went to the 6th annual WomenWerk conference, where panelists were discussing women's empowerment and ways to bridge the gap. Very insightful but every panelist said the same thing we need powerful white men in our corners to advocate for us and I couldn't agree more. Sponsorship is important. White men in power at Companies, who sponsor diverse, female leaders and employees advocate and help internal maneuvering such as: laterals moves, promotions, recognition and pay raises.


Following the 3 tips given is a surefire way for Companies to shake things up and create goalpost movement. This is a way to create level playing field leadership for all. In 'I didn't want to be ridiculed': The emotional toll of microagressions at work Karlyn Percil-Mercieca, founder of SisterTalk Group, a network that mentors women of color she says: "Understand that the leadership playing field is not equal. And that you, as a person of color entering the workplace, you are entering a battlefield." Percil-Mercieca worked plenty of years in finance, and speaks firsthand of her workplace experiences. Connect hiring diversity and inclusion programs that say and do. Allow the fall in order to fix and redefine corporate culture. Create professional ideals that takes into account diverse representation. White male advocacy for diverse leaders and employees is very necessary to overall Company success.


We are better together!


I AM someone who sees incredible potential and opportunity in places where some people don't think to look. Minorities and women are still marginalized in the working world. 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.


Hi there! Thanks for reading! Follow Angela Solomon on her social profiles! | LinkedIn: /ASolomonRecruits | Facebook: @ASolomonRecruits | Instagram: @A.SolomonRecruits | Twitter: @AS_Recruits | Pinterest: @AS_Recruits

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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