According to both quantitative and qualitative data, working African Americans — from those laboring in factories and on shop floors to those setting C-suite strategy — still face obstacles to advancement that other minorities and white women don’t. They are less likely than their white peers to be hired, developed, and promoted. And their lived experience at work is demonstrably worse even than that of other people of color.
The Harvard Business Review article, Toward a Racially Just Workplace , by Laura Morgan Roberts and Anthony J. Mayo (2019), discusses the persistent challenges faced by Black employees despite ongoing diversity efforts. Here are five key recommendations of actions organizations can take to cultivate an inclusive workplace:
1. Acknowledging Historical and Structural Barriers
Understand and address the historical context of racism and its ongoing impact on workplace dynamics. This includes recognizing the structural barriers that hinder Black employees’ career advancement and working to dismantle these barriers through informed and targeted policies.
2. Facilitating Open Conversations
Encourage open and honest conversations about race within organizations. Creating safe spaces for these conversations can help address discomfort and fear of backlash, allowing for more genuine and productive dialogues.
3. Leadership Commitment and Accountability
Ensure senior leaders are visibly committed to inclusion. Leaders should set the tone for the organization, fostering an environment where all employees feel safe to speak out about their experiences with bias and discrimination. Holding leaders accountable for progress in diversity and inclusion is crucial.
4. Combining Moral and Business Cases
Moving to purpose-driven capitalism expands the business community’s focus from just shareholder to include shared values. Highlight how ethical actions and social justice align with business interest and long-term success, using examples of companies that have taken bold stances on social issues (e.g., Patagonia and Dick’s Sporting Goods).
5. Implementing Comprehensive D&I Programs
Go beyond traditional diversity programs by implementing comprehensive initiatives that address systemic inequities. This includes mentorship programs, career development opportunities, anti-bias training, and creating pathways for Black employees to advance into leadership positions.
Each of these five recommendations emphasize the need for a deep, structural change within in organizations supported by honest dialogue, strong leadership, and a commitment to both moral and business principles.
In our work with leading management thinkers and practitioners across the country, TalentFirst has arrived at a four-part program to help companies move toward greater and better representation for black leaders. It involves shifting from an exclusive focus on the business case for racial diversity to embracing the moral one, promoting real conversations about race, revamping diversity and inclusion programs, and better managing career development at every stage.