The last few weeks have seen an exit of some corporate leaders over allegations of racism and widespread push to rethink the system that is in place.
Black workers make up 7.8% of management roles in management, professional and related occupations, according to the Bureau of Labor Statistics’ current population survey. White workers make up 83.6% of those roles. Black workers are also grossly underrepresented in business and financial operations occupations, legal occupations and other “professional and related occupations,” according to the same data set.
“There are biases that play out at each of those sorts of critical junctures in the career lifespan, and if you don’t get outside assistance ideally to help identify those barriers and come up with strategies to eliminate them, then you may have a problem,” West added. Another part of the solution is just being aware of them,"and being aware of how that can favor some employees over the other and how it leads to this historic exclusion and lack of opportunities," Williams said.
According to a report from this year on retention from the New York-based non-profit Catalyst, 35% of black professionals intend to quit their jobs within two years compared with 27% of their white counterparts. A non-inclusive environment leads to"a revolving door of people of color leaving, of black people leaving, because they won’t be able to relate to anyone or they will be tokenized and have to represent all of black people."
“For black people often when they make mistakes, it's associated with their blackness,” she added."It's just used as an excuse or a rationale for why they weren't really worthy or deserving to be there in the first place.” If companies develop a plan to tackle diversity and inclusiveness, being able to have a point person to bring comments and complaints and"not be chastised by asking these questions,” is essential, according to Cadet.
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