Two Ways You Can Celebrate Black History Month *Today*

Angela Solomon • Feb 10, 2021

Black History Month should be a reminder to all of us that the work is not done. Diversity representation in C-suite jobs in corporate America is not where we’d like it to be and the undeniable fact is that in the vast majority of companies, the workplace is a radically different place for black and brown people than it is for white people. 

That being said, I wouldn’t have started a business as a diversity recruiter if I didn’t think that we are capable of getting there. But in order to get there, we need to be taking action—consistently and proactively. Let’s talk about how we can all be doing that.


Education:

One of the biggest myths about self-education around race is that only some people need to be doing it. I couldn’t disagree with this more. The way that race effects the daily lives of everyone in this country is both a personal felt experience and a sociological study.


As a white person, you simply haven’t seen and felt the effects of racism experienced by those who are subject to it. Education allows for you to hear about how racism plays out in ways that you may not have anticipated. It also offers information about how some of your good intentions may land in less-than-ideal ways. Education allows you to calibrate your intentions with your actions so that your efforts are effective, compassionate and informed. The goal is not to be perfect. The goal is to be committed to the process and to continue to improve. 

As someone who is the subject of racism, education gives you the confirmation that you are not crazy and you are not alone. It puts the power back in your hands and reminds you to remain committed to your identity, your community and your intuition.


For everyone, education about race provides historical context for the structural dynamics that created and perpetuate the ongoing oppression of black people. Resources that explore these topics uncover how racism is hard-wired into our society’s structures and culture. It is only from a place of fully understanding the roots of the issue that we can change it. 


Open Conversation:

Talking about race is considered taboo in our culture. I believe that we will not be effective in our attempts to uproot systematic racism until we learn how to talk about it. One of the main problems that I’ve seen in the workplace surrounding race is that we only talk about it once there has been a problem or a complaint. This assumes that the status quo for race relations is good enough as is. Let me tell you, it’s not. Minorities have learned to be silent and accept lesser or different treatment in the workplace. This has become normalized but it is not okay. 


If we want to truly cure racism, we can’t just treat the symptoms, we need to treat the illness. And this means having uncomfortable conversations: with friends, with family, with our coworkers, with our employees and sometimes even with our boss. We need to make room for these conversations in our daily lives and we need to be enacting policies and creating workplace cultures that encourage and protect uncomfortable conversations, feedback and group discussion. It will get easier the more you do it. So start today.


Join me. Start a discussion. Forward this article. Spread the knowledge. Happy Black History Month. Let’s make 2021 Black History Year. 

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A few of my favorite resources:

The 1619 Project is a New York Times podcast about slavery and how it laid the foundation for American society as we know it. This podcast is packed with historical information, research and insights and there is something in it to be learned by everyone.


So You Want to Talk About Race by Ijeoma Oluo is a blunt but compassionate and self-aware foray into the most common topics and problems surrounding race relations. Each chapter focuses on a different hot-button race topic, allowing you to flip through and clear up misunderstandings surrounding these topics.


My previous blog posts, which you can find on Linkedin and on my website’s blog, unpack issues in concise and focused explorations of different topics surrounding race in the workplace. Read them, share them, ask me questions and use them to start discussions in the workplace.


What other resources have you found and love? Leave them in the comments below. Let’s tackle this 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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