Cultural “Fit” Will Never Lead to Diversity. Here’s Why.

Angela Solomon • Jan 12, 2021

The photos from last Wednesday’s attempted coup are jarring. They’re jarring because it’s disturbing to see an angry mob of extremists tearing through our nation’s capital with the explicit objective to disrupt the democratic process. What is perhaps even more jarring is the disparity between our country’s reaction to black and white demonstrations that was made blaringly clear through the complete lack of punitive action taken against the Capitol Hill extremists compared to the intense security response taken against Black Lives Matter peaceful protestors in June. 

But I don’t want to talk about the insurrection. What I want to talk about is the far-reaching effects of white supremacy in America that were so explicitly exhibited by the insurrection at Capitol Hill. It’s as if someone who was suspicious of the legitimacy of the BLM movement asked God for proof. And last Wednesday, he delivered.


BLM poses a very recent example of what the Capital looks like when it’s scared. From the state’s stark contrast in security and police action taken during the insurrection as opposed to during the peaceful protests, it’s easy to deduce exactly what it is that scares the state: social movements targeted around black power. Even the phrase “black power” makes white people nervous. “Integration”? Sure. Allowing black people to slip into white spaces quietly, blending into the wallpaper? Sure. But proud black empowerment? Terrifying. 


When it comes to hiring black talent in predominantly white corporations (i.e. all of them), as long as white people are able to remain in complete inaction and remain undisturbed, they’re happy to allow for diversity inclusion. (A few black faces is probably even favorable to the white company as a whole because it makes their company look good on paper. Add this to the list of ways in which white society benefits from leveraging black labor.) But diversity inclusion is not just about different colors. Diversity inclusion refers to the seeking out and welcoming of differences in the comprehensive life experiences of people with different colored skin. Diversity inclusion refers to the seeking out and welcoming of a different set of perspectives and abilities that are brought to the table by and only by people who come from different lineages of work, power, social spaces, social strata and social struggles. Because diversity means much more than just color, diversity initiatives must be modified away from the plug-and-play model that we currently see across corporate America and towards a model that seeks and welcomes a more comprehensive definition of diversity.


Black and white people are different. They are different because the historical contexts and present-day realities of blackness and whiteness in America are different. Failing to acknowledge these differences and assuming that a black person can seamlessly assume a corporate role that was designed for a white person is not “inclusion”. It’s willful ignorance. It’s failing to acknowledge the context of what it means to be black in America and what it has meant to be black in America over the last several hundred years. We are not working with a clean slate. So no approach to diversity is going to be seamless. It’s going to take work. 


What kind of work? It’s going to require a different definition of what “inclusion” means: a definition that doesn’t just accept diversity only when it’s convenient. It’s going to require white people and white culture to release the idea that white is the norm and therefore the gold standard off which blackness should be compared.

Company “fit” or cultural “fit” implies a desire for the new candidate to blend. A black woman who went to an Ivy League school, is experienced and qualified and is the best candidate for a job, but who is also the first member of her family to graduate from college or gain access to the corporate world is not going to “blend” into a company culture of white men from wealthy families who have been preened for corporate success since they were old enough to fit into a pair of boat shoes. If we’re placing people in c-suite positions based on cultural “fit”, we will never achieve diversity. 



We can’t just plug-and-play black candidates into a white world. We need to uproot the structural necessities of our corporate world. We need to reexamine our expectations and recalibrate our goals so that we are less driven by comfort and more driven by excellence and equity. We need to uproot the rotten roots and plant different seeds. Until we do that, we’ll be stuck with the same old fruit.

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The song to go with this article is one that nearly cost Billie Holiday her career. Nevertheless, she persisted:


I AM someone who sees incredible potential in places most people don't think to look. As a black woman, small business 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.

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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