“The Likening Factor”​: Part One

Angela Solomon • Mar 11, 2019

I read a thought provoking article in Raconteur titled, Is Silicon Valley using cultural fit to disguise discrimination? The author is a former wifi engineer named LeRon Barton, who is so perturbed by the tech industry's discriminatory practices, that he is no longer there, yet chronicles his workplace experiences hoping to be a catalyst towards change. In this article Barton says, "When companies say ‘culture fit’, that means they are looking for a particular person they can personally identify with." How tech companies freely wield the term "cultural fit" is code for "not-a-chance-if-you-look-or-act-nothing-like-me," which in turn continues a vicious circle of racism, sexism and every other -ism of workplace discrimination there is. It is also an excuse for hiring managers to say there's not enough qualified diverse talent for roles. Many of these occurrences may not be happening out of maliciousness, and are not being recognized as patterned behavior but they are happening.


Even industries such as Silicon Valley, which is specifically known for its sprawling state of the art campuses and touting of work/life of comfort and accessibility for their employees, still remain lightyears behind when creating true diverse representation. Other top tech industries stats include: Apple at 12% Latino and 9% black, Facebook being at 3% black and 4% Latino, Google at 2% black and 3% Latino, but the list goes on. This read is spot on and definitely resonates with me (African American) as a diverse staffing executive and business owner when I myself, try to get in the door to work with companies. As well as my diverse talent pool of quality and qualified candidates, who struggle for a seat at the table of opportunity. This story is easily transferrable to Wall Street; it may be a different zip code or a place with number geniuses, clever trades, innovative banking and technology infused financial tools but it's big money and big business nonetheless. It's a work setting where "cultural fit" is constantly used to dismiss qualified diverse candidates and where lack of diverse talent justification is constantly accepted without question.


Let me tell you a story that is lock-in step with Barton's article and experiences, one I've heard and experienced myself pretty often over the years. It has been and still is when I present diverse candidates to my Wall Street Clients. I submitted a minority male sales candidate to a potential client, [who will remain anonymous but will be called Candidate A] Candidate A: solid working background, great schooling, definitely presentable and articulate. After his interview here's the feedback I got: "He's full of himself... Overly confident and too cocky." Here's another story: I submitted a minority female for a role with another potential client; she had a strong working background, great schooling, brilliant, checked off 90% of the job qualifications needed. Apparently, "She was too arrogant" and "she wouldn't be a real team player." If I had a dollar for every story - I would be loaded. I know all interviews are subjective and different. And, sometimes its honestly not a fit but more too often its also the "likening factor" that rules candidates out. Honestly, when I submit white counterpart candidates, whose experience exactly aligns with minority Candidates A and B mentioned I get rave reviews which often move forward in the interview process and results in a hire. You tell me what's wrong with this picture. It is exactly what Barton speaks about. Cultural fit and likening wields its ugly discriminatory head, cut the knees of D&I initiatives, and progress for racial and gender equality.


How can we expect people to bring their true selves to work when they can't even bring their true-selves to the initial interview? Sounds almost utopian but this is just not the case, and we are not there when it comes to Wall Street or Technology for that matter. As a career coach, I even talk about people being able to bring their true-selves to their workplace for greater professional results, but let's be real, the "likening factor" seems to squash true plurality of ideas and diverse representation of ALL people. As an interview coach, I was taught for candidates to "liken" themselves to their interviewers at all times for great results, and it smacks the face of anything diversity and inclusion if the people in charge of hiring are nowhere near relatable. In the article, Barton speaks about a fellow tech colleague, Paul Clark, who works in principle user experience at Dell. Clark recalls a workplace interview when his taste in music was queried: “One guy asked me if I liked Radiohead? Personally I find them to be criminally overrated, so I said no. You could then see the guy’s facial expression that he was no longer interested in me as a candidate. I think cultural fit is code for ‘will you be my bro?’


How do we cure this? Yes, with some unconscious bias workshops and days of understanding such as what KPMG sponsored is a start. It's important to bring stories like Bartons to life and discuss what exactly is going on when it comes to "Cultural Fit" and what I call the "Likening Factor."


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’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.


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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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