What Biden’s Cabinet Picks Mean for Corporate America

Angela Solomon • Dec 17, 2020

If there’s anything this last year has taught us, it’s that we have a long way to go before we can claim that our corporate and governmental leaders represent our people. Those of us who weren’t aware of this fact have been made aware—by months of protests, riots and a new wave of people speaking out against a lack of diversity and inclusion in every power-holding place in America. And those of us who have been existing in a world in which we have been the only woman/person of color/queer person at the table for our entire lives are now finally being heard.


For the last several weeks, Joe Biden has been choosing and announcing his cabinet members. And America is gratified to see that, while it may not be perfect, he is assembling a cabinet that—finally—looks a little bit more like America. White Christian men above 40 have so dominated the governmental and corporate sphere for so long that at this point, it has become normal. A fracture has developed between representative and constituent such that, unless we too are the exact demographic being represented, we have learned to assume that our representation will not look like us, will not understand our lives and will not be able to properly advocate for us. This has become so normalized that it doesn’t even feel weird. What this normalization means however is that we have internalized a feeling of other-ness in relating to the world and have accepted that we are different, not understood and not protected. There is tremendous strength that comes with going through life as one’s only advocate and holding our ground when no one else is holding it for us. But it comes with tremendously high prices:


1.    It means that the energy we expend on a daily, if not hourly basis to function in an environment that isn’t built for us, if not downright hostile to us, is energy we could be spending on our work and our lives. We therefore have to work much harder in order to stay even with our cis white male colleagues.


2.    It means that our workplaces and governments are not equipped to create spaces and policies that serve us as much as they serve the people who look like them, perpetuating a system which only works for some Americans and leaves many of us out of the loop entirely.


3.    It means that children who grow up seeing a country in which positions of power are held by individuals who do not look like them grow up to understand that they are different and that a future in leadership is not their destiny.

All of this taken into account, it’s extraordinary that we have the female/queer/POC leaders that we do have.

For many of us who have managed to succeed in environments that haven’t outright welcomed us, it’s important to note that there is a difference between familiar and comfortable. Often, we find ourselves faced with challenges that are familiar and we accept them as is because we are so accustomed to the over-functioning and discomfort that comes with them. The last year however has reminded us that familiar is not enough. We need to also be comfortable and taken care of. What does this look like? This looks like more and more environments that encourage our ability to thrive. And these environments are created by leaders who walk in our same shoes.


Biden’s cabinet picks mark a divergence from the unhealthy norm and an effort to create a new and better normal that involves diversity and intersectional representation. Yet while Biden builds back a better and more inclusive America, corporate America still lags behind. The amount of positions, not to mention senior-level leadership positions, held by those falling outside of the white male model, is much too low across all of corporate America, especially in certain fields like finance, tech and Wall Street. Biden’s cabinet picks are a step forward but we can’t stop there. They must serve as an example of the changes we need to make in representative leadership as a whole. While trickle-down economics doesn’t have the best legacy, we can only hope—and fight for—the trickle-down effect of Biden’s leadership choices. Corporate America is next.

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.
Share by: