ASR’s Take on FLOTUS’​ Diverse Hiring Tips

Angela Solomon • Jan 14, 2019

Former First Lady Michelle Obama was the focus of an article, by Bruce Anderson, about how to attract and retain diverse talent. I thought her 3 quick tips were brilliantly stated and I am in full agreement. So to recap, Mrs. Obama talked about: 1) looking at more diverse colleges and universities for talent; 2) looking beyond grades and test scores; 3) understanding that everyone truly starts at a different place. Let’s dissect the article further as it pertains to Wall Street.



1) Best known as the the “Old Boys Club” and legacy hiring, Wall Street always makes a beeline towards the Ivy’s when choosing talent. These things have contributed to the low rates of diverse hiring and retention at financial firms. As companies are making a big push towards hiring more diverse employees, they are facing significant hiring woes because of hiring managers, HR and in-house and contract recruiters that are frankly out of touch with what it takes to not only attract but to truly understand difference. Recently I spoke with HR at a prestigious investment firm (who will remain anonymous) and was told the firm is an Equal Opportunity Employer and that they use staffing agencies that offer diverse services when needed. Here’s the problem with this perspective: 1) what firm doesn’t proclaim themselves to be an equal opportunity employer? 2) Using traditional staffing firms (all the usual suspects) for diverse talent solutions is like going to Chick Fil – A for a cheeseburger.


2)The good ole’ college transcript and test scores has been the criteria for the elite and a way that has contributed to a less diverse talent pool. I’m here to say we, as HR professionals, we need to come up with different ways on how we qualify talent in order to truly diversify. Grades and test scores do not determine how great of an employee someone will make. Other factors must be taken into consideration such as personality, zeal, and professional chemistry. As well as, the fact that not everyone tests well and other extraneous elements.


3)Understanding diversity and truly welcoming inclusion means empathetic interview tactics. Tactics and methodologies in place where Human Resources, Hiring Managers, In-House/Contract Recruiters have understand historical context on issues where there’s race and gender involved. Listen to, try to understand, and respect life differences. Do not ignore but acknowledge the biases subliminally and not so subliminally used when interviewing viable diverse candidates and rework these tactics.


Seeing difference as an asset, not a hinderance is the key to understanding is a great start to a diverse future on Wall Street and the rest of the job world. I truly believe interviewers must take into consideration race, class and cultural backgrounds in order to fully identify who will be the best candidates for each job.

As Anderson closes his article, he reveals former FLOTUS’s chief point about diversity, it cannot be found at central casting, it requires work and a true passion for change in the world. Go out in the world and seek it.


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 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 invisible and powerless. I rarely bet on certainty and always root for the underdog because after all, 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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