DEI Doesn't Take a Break During Difficult Times

Angela Solomon • Jan 23, 2023

This past Monday, we celebrated and honored the life and work of Dr. Martin Luther King, Jr. In his life, we know that King’s freedom fight for equality for Black people was met with plenty of white resistance and violence; yet, he persevered. He is the architect and pioneer of what we call Diversity, Equity and Inclusion today. 


For all the celebration of King’s life, though — the principles splattered and advertised all over American company websites and social media — what exactly is Corporate America doing to upend continual corporate systems, policies, hiring practices and (sadly) employee sentiments that continue to prove detrimental to the advancement of Black and Brown professionals and DEI progress? Especially with ridiculous inflation rates and an economy that is struggling right now? The answer: not much. Instead, it continues to create untenable work conditions and find excuses to lay off our Black and Brown workforce. 


As a Black, female DEI Recruiter and staffing agency owner, I've seen trends suggesting that DEI is beginning to fall by the wayside as a disproportionate amount of Black and Brown professionals are being downsized, cut, and fired from their finance and technology jobs. Which I’m sure is pervasive across many U.S industries. As we already make up a small (nearly non-existent in some industries) percentage of the population at many American companies, this is tremendously disheartening to witness.


Losing a job in many Black and Brown communities is a devastating loss, as many of us care for our immediate family unit, which may consist of a spouse and children, but also might include extended family members as well (parents, grandparents, siblings, etc.). Job loss reverberations are felt for many years to come in Black and Brown communities. According to the Duke University article, Race Not Jobs Predicts Economic Outcomes For Black Families, “The racial wealth gap was already sizable prior to the Great Recession and increased during and after... During the recession, Black and Latino households lost 48 and 44 percent of their wealth, respectively, while white households lost just 26 percent.”


Upending corporate systems that create these employment disparities for Black and Brown people shouldn’t stop because of an economic downturn. 


Do more. Hire more. Diversity, Equity and Inclusion actions can't take a holiday, because we all know that not only is it the right thing to do, but it also plays an essential role in the sustainability and profitability of American companies, and therefore, in our peoples' livelihoods.

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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