Stop Talking. Start Doing.

Angela Solomon • Jun 07, 2020

`If there was ever a time for corporate America to wake up to the systemic racism that infects our society and company culture, that time is now. 


It’s difficult to find words that feel appropriate and meaningful and new to add to conversation that has exploded in the wake of George Floyd’s murder. I want to say something that will inspire not just my people, but all people—I feel now more than ever the profound need for unity. 


But where can I possibly begin? The weaponization tools used to keep black people “in our place” that not only belittle, shame, and doubt us, but literally keep us down and strip us of life has shaken my faith in humanity. To live in a time of COVID-19 and witness the systematic racism again and again—of which George Floyd is another member of an ever-growing list—has tipped the scales of fragility. I’ve tried to watch the footage, my heart dropping into my stomach and tears streaming down my face. I think of my own children, of all the black children in America today who so easily could be the next victim. I think of Emmit Tills, Rodney King, Eric Bell, Amadou Diallo, Trayvon Martin, Michael Brown, Tamir Rice, Eric Garner, and the countless others murdered. I am both thankful for the smartphones that capture injustice and also curse the heart-wrenching, eye opening footage that tears us apart again and again. This footage still more often than not, leads to cop acquittal, sometimes the loss of job(s), or maybe the state paying out lawsuit money to families, but it isn’t enough! No amount of money can ever be enough! If there was ever any doubt, the current climate in the United States has shown beyond reasonable doubt just how bad race relations are in this country. 


And while I applaud the many corporations that have come forward in solidarity, condemning systemic racism, many of these same companies still fail to employ black people at the c-suite level. And, use 'not being able to find enough black talent' as a crutch to justify the lack of black and brown people at these levels. Black representation matters! Let me say it again: Black representation as leaders matter at U.S. corporations! In fact, according to a CNN Business article titled After years of talking about diversity, the number of black leaders at US companies is still dismal by Jeanne Shadi, "There's growing awareness of the need for diversity at all levels of the workplace... Yet numerous studies show the number of black professionals on boards and in C-suite roles range from not great to dismal." This article speaks of the culture of promotion that excludes black employees from the various networks white professionals use to vet tomorrow's future CEOs. And, although there seems to be a big percentage of black professionals at the Chief Human Resources officer (13%) and Chief Administration Executive (43%) positions levels thats not the track to CEO. This is all very telling.


The coronavirus pandemic and the killing of our men has really placed a huge spotlight on the levels of social and economic disparities as it affects black people. As many U.S. corporations have become vocal and, mourn publicly with us about repeated murders of black men by the cops, these same companies have rolled back their D&I initiatives, like it’s an elective course rather than a mandatory one! These corporations have laid off chief diversity officers and diversity specialists like they were temporary roles. Talk is cheap. These actions show me that despite what these corporations say, there seems to be little if any, level of seriousness whatsoever when recruiting, hiring, onboarding, and working towards better inclusion of black people into their workspaces. 


I implore corporations more than ever to eradicate all areas of institutional racism, bias/prejudice, and rebuild inclusive workplaces that allow black people to truly thrive!


Now more than ever black people should be at the forefront of hiring plans. 


Now is the time to roll out firm-wide diversity plans and actions that exclude ‘cultural fit.’


Now is the time to ensure that hiring managers aren’t flexing their privilege and treating black people people as ‘less than'.


Stop talking, and start doing. #HireBlack #BlackLeaderRepresentationMatters #BlackBrilliance


We are better together!

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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