The ‘Pay-It-Forward’ Mentality

Angela Solomon • Jun 02, 2019

On May 19th, billionaire Robert F. Smith shocked the world (including me), by announcing in his speech to Morehouse’s graduating class of 2019 that he would pay off all of their student debt. The audience went crazy, and the video of the speech went viral, for good reason. We live in a country where getting an education often equates to lifelong debt. This debt is essentially treated as a given, because to get a decent paying job you are required to have a degree; thus, the cycle of debt perpetuates itself. For Smith to eliminate a total of 40 million dollars in debt for these young, educated black men and their parents made me breathe a sigh of relief. All Smith asked in return was for these bright, curious young leaders of the next generation to “pay it forward.” That phrase got me thinking. What if we lived in a society in which everyone had the ‘pay it forward’ mentality, like Smith? How can 'pay it forward' initiatives be best utilized as it applies to diversity and inclusion in the workplace? 


You may not be the richest Black man in America, like Robert Smith, but I cannot stress enough how important it is to use your wealth to pay it forward and uplift others. It may not be billionaire type bucks—maybe it’s not money at all. You could be giving back through your skills, your education, your expertise or some good ole’ life lessons learned to enrich the life of someone else. When I first started recruiting some twenty years ago, there was a bridge between the more seasoned employees and their younger colleagues. Mentorship was alive and well. It was a given that the employees who ‘knew the ropes’ would show them to new employees as a way of initiation into the club/company. 


Of course, while that ‘club’ was usually the old boys club, composed entirely of white men and lacking all things diverse, the value of camaraderie is still undeniable, and has helped generations of young male employees come into their own. As I often say, I don’t believe in throwing the baby out with the bath water, and I think that the closeness that was nurtured and perpetuated in the old boys club is still admirable and should be extracted and replicated within more inclusive, diverse spaces. Mature, wise employees should give a helping hand to new colleagues, especially diverse and female employees at senior levels. I know that there are so few of us, especially in C-Suite, but that just means all the most incentive to ‘pay our success and knowledge forward’ in order to uplift the next generation of colleagues. At the end of the day, those in charge have the ultimate say as to where diversity and inclusion lies within their companies, but it is all of our duties to try and bridge that gap in whatever ways we can. Luckily, this sentiment is growing in awareness and popularity: in 2015, Slack CEO Stewart Butterfield co-authored his company’s inaugural diversity report and put forward the claim that hiring diverse candidates by itself isn’t enough, but that cultural change also requires the creation of role models and mentors, visible examples of the values companies are trying to embody. Similarly, Jennifer Hyman, CEO and co-founder of Rent the Runway, says that female entrepreneurs need more than just mentors who share advice; they need ‘champions’ who will advocate on their behalf and help them advance their careers. Teaching tolerance and inclusion requires that we, as leaders, find our voices and use them on behalf of others. This is what it means to ‘pay it forward.’ 


We all have to do our part to not only raise ourselves up, but to then extend a helping hand towards those who still need empowerment. It’s the right thing to do, not just in a moral sense, but also for company growth. Everyone deserves to be shown the ropes and given the support they need to become the best versions of themselves. We must all do our part like Smith to pay it forward by using our expertise, network and skills to enrich the lives of others. 


We are better together!


I AM someone who sees incredible potential in places most  people don't think to look. As an 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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