What Would Martin Luther King Think About Corporate America Today?

Angela Solomon • Jan 21, 2019

In the spirit and honor of Martin Luther King Jr. Day, I want to not only celebrate his legacy, but also expand upon his mission for equality. Exactly what would Martin Luther King Jr. say about the state of diversity as it applies to Corporate America today? I think his thoughts would be along the lines of: while we have made tremendous strides in discussing the lack of diversity in Corporate America, only small feats have been won in the hiring landscape. More action needs to be taken in order to see significant change in a workplace society that is truly diverse at all levels. Let’s stop waiting, and actually implement policies and procedures that ensure the ongoing hiring of diverse candidates.


In a recent article written in Fortune magazine, Grace Donnelly talks to Mellody Hobson, President of Ariel Investments, known for making smart money decisions. [Apparently Ms. Hobson, who started a successful finance firm, is constantly asked to speak on issues surrounding diversity because, after all, she’s an accomplished black woman in Corporate America; so she obviously knows what she’s talking about.] In the midst of her influence to reach thousands of people, Hobson has expressed her fatigue about all this diversity talk along with imploring companies that now is the time to take action. I couldn’t agree more! I have been a Wall Street recruiter for over 20 years now and while I do see some positive changes, not enough to make substantial difference in areas of diversity.

Money talks and B.S. walks and what I mean by that is, holding those in charge of hiring to metrics that are directly tied in with their pay, is what will catalyze a change. Hobson speaks about the consequences of companies not meeting earnings. “In everything else we do in Corporate America we are held accountable.” Diversity hiring should be no different. Mandatory hiring of diverse candidates incorporated with business goals will force the hand of those in charge to hire different.


“People anchor on one thing, at the exclusion of everything else… You can’t just carry one flag and say ‘I have diversity now.'” Hobson hits the nail on the head. Plenty of firms I have met with in my staffing travels have made this blanketed statement touting they are a very diverse without understanding the need for plural representation. For instance, gender diversity has been tremendously successful at some organizations but its white women, who have reaped the rewards of diverse hiring. “White women held about one-third of all management positions at S&P 1000 companies last year, while Latinas, black women, and Asian women held less than 5% of management roles.”

Martin Luther King, Jr. once said, “The time is always right to do what is right!” This quote and MLK’s mission is more poignant than ever today. To walk on the side of what is right when it comes to diversity initiatives in Corporate America means taking drastic steps to ensure full representation. It is only when companies incorporate diversity hiring with business earnings and significant penalties (if not met) will we start seeing changes in Corporate America’s landscape.


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 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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