Wall Street Has A Black People Problem Too!

Angela Solomon • May 06, 2019

In Abadesi Osunwade's article in The Independent titled “I've worked in tech for years - Facebook and similar companies really do have 'a black people problem'” she highlights the horrific experiences of black people in tech. 

Change the company names, change the products being sold and teamwork mixers, and the black tech experience can easily be carried over to the black finance experience. Osunwade’s article raises the issue of when perception of lowering the bar is made synonymous with the notion of hiring diverse talent, in particular black people. In such a scheme, the recruiting, on-boarding and retention processes becomes a total waste of time. In my line of work, I hear similar complaints all the time. Companies say things like, 'I can't find enough diverse talent for my openings' or 'a lot of diverse talent lack the skills needed to hire them for my openings.' But is there actually a lowering of the bar to hire more black talent, or is it in reality racial prejudice and discrimination that leads employers to believe they are lowering the bar when in fact they are doing the exact opposite?


We cannot remove historical context from the idea of people in charge in Corporate America think that by lowering the bar in order to hire black people is problematic in itself. Regardless of the name, neighborhood, life experience, or even education pedigree, blacks in America are time and again cast through the--sometimes unconscious, sometimes conscious—racial prejudice of having a bigger learning curve that their white working counterparts. An African American female finance executive with top schooling recently related a story in which he boss told her that “finance is not her thing” and that she should find another industry. This candidate loves math, and has always excelled in finance. Trying her hand at Investment Banking seemed to her to be the next logical step in her career, but ended up being a living nightmare. Whether white people are aware of it or not, the systems they construct via their unexamined bias continue to portray black people as subhuman, ignorant, or lazy individuals.  These preconceived notions and small-minded core beliefs threaten progress in Corporate America's diversity and inclusion initiatives.


The average American would probably admit that black people are frequently recognized as trendsetters in fashion, music, and sports, but few acknowledge how we are also trailblazers in finance, technology, and entrepreneurship. If you take a step back and look through a historical lens, it makes sense that black people are natural innovators: they have a long history of creating their own path in a society that has been intolerant and constantly obstructing progress. I started my own recruiting and career coaching business precisely because of the hostile working conditions I suffered in staffing agencies and in-house companies. 


While the numbers game on Wall Street is not always white male owned, it is white male dominated. Other perspectives are a threat to tradition and are continually shown the door. Rather than complaining about diverse talent not reaching the bar, companies would do well to realize that hiring black talent inherently raises the bar. It forces companies to question the status quo, which is a welcome change, given how the status quo hasn’t been working too well in creating an equitable, efficient, and innovative society. Hiring diverse talent prompts new approaches to work and rethinking what constitutes hard and smart work ethic. It also makes us question the decaying systems that are Human Resource Recruiting and how companies go about their interviewing, hiring, on boarding and retention tactics. Truly changed perspective must welcome and celebrate differing approaches and redefine how we go about attracting black talent. 


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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