The resurgent Black Lives Matter movement has done more than put a spotlight on police brutality. There is an emerging consensus that we need to address the multitude of ways racism is felt in our society. For business leaders, diversity and inclusion initiatives must be front-and-center in that
Numbers ensure transparency and accountability
Yet going public with the numbers moved the conversation about diversity forward by providing concrete markers. Other numbers matter as well, including specific targets for improving diversity. The real problem, advocates say, is a culture that depends too heavily on personal networking. We have all heard “It’s not what you know but who you know” but often lack the awareness of how that system may open doors for some, but close doors for others. Business leaders serious about diversity must make a conscious effort to extend beyond their traditional networks.
for his seat to go to a black board member. While some executives and companies have made considerable progress in diversifying their overall workforce, representation for minorities in leadership and highly compensated technical roles remains poor. Amazon’s employees are 26.5% black, for example, but only 8.5% are managers. Only 2.6% of Google’s leadership and 2.4% of its technical workers are black. At Facebook, those numbers are 3.1% and 1.5%, respectively.
“Hiring diverse talent isn’t enough,” the report concludes; “it’s the workplace experience that shapes whether people remain and thrive.”
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