Diversity Is Not Enough: A Roadmap to Recruit, Develop and Promote Black Leaders in America
By TBD
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About this ebook
Are you a CEO wanting a greater ROI on your investment in Diversity, Equity and Inclusion (DEI)? Are you a People Leader concerned about the lack of retention and engagement of your Black associates? Are you a Chief Diversity Officer feeling the pressure of delivering results without the adequate resources, support and influence required? Then t
TBD
Patsy Stanley is an artist, illustrator and author and a mother, grandmother and great grandmother. She has authored both nonfiction and fiction books including novels, children's books, energy books, art books, and more. She can reached at:patsystanley123@gmail.com for questions and comments.
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Diversity Is Not Enough - TBD
INTRODUCTION
In May of 2020, three words shook the very core of our nation and simultaneously summarized the sentiments of an entire race. I. CAN’T. BREATHE. Not being able to breathe in this country has taken on many forms over the centuries since the Emancipation Proclamation. The restriction of breath has come through too little effort, broken promises, inequality, and, at times, undeniably inhumane treatment. Since Reconstruction, America has attempted with limited success and varying degrees of sincerity to make amends for its original sin of slavery.
However, almost as quickly as it rolled out these limited efforts, America found ways to renege on her promises. The promise of Reconstruction that was made by President Lincoln’s administration was swiftly denounced and eliminated by the administration of President Andrew Johnson. For Black Americans, the limited promises of Franklin D. Roosevelt’s New Deal were met with racist Jim Crow laws that swiftly made the New Deal a raw deal. The glimmer of hope provided by Civil Rights Era policies like Affirmative Action and Equal Opportunity were minimized, ostracized, and mostly nullified by Jim Crow’s more sophisticated, educated, and well-dressed offspring, James Crow, Esq.
And as recent history illustrates, the nation’s latest incarnations as attempts to right the wrongs of the past, like Diversity, Equity and Inclusion (DE&I) programs and efforts have been diluted to minimize the progress and upward mobility of the very group it was intended to uplift—namely, Black Americans. To quote Dr. Martin Luther King Jr., America has given the Negro people a bad check, a check which has come back marked ‘insufficient funds.’
As anyone who has ever been handed a bad check knows, the impact is never just the fraud of what’s promised on the endorsement of the check—but rather it’s the financial, mental, and emotional scars it leaves behind that creates a lasting lack of trust.
Many DE&I efforts are watered down attempts to appear compliant with politically and socially correct action and are merely a way to save face and document half-hearted gestures. Put simply, many DE&I initiatives are put in place to check a box.
A prime example is the Rooney Rule created by the National Football League to increase the number of Black coaches. This has become a check the box
exercise that allows NFL owners to waste the time of promising Black head coaching prospects, so they can quickly hire the often less qualified White coach they wanted in the first place. Worse yet, Kansas City Chiefs Offensive Coordinator Eric Bieniemy Jr. was never given an opportunity, despite having amazing credentials. Bieniemy’s offense has taken the Chiefs to back-to-back Super Bowls, yet once again he was passed over for the six head coaching opportunities he interviewed for in 2021. Meanwhile, other White candidates with no NFL coaching or playing experience have been named head coach instead (such as Matt Rhule, by the Carolina Panthers). This is at the very least insulting and reminiscent of the old separate but equal
days of our past.
Corporate America is equally as guilty of failing to recognize, develop, and provide equal opportunities for Black business professionals, often to the benefit of other under-represented groups. In 2020, while we celebrated having thirty-eight female CEOs running Fortune 500 companies (one Black), we have only four Black CEOs in the same category. As the number of women serving on corporate boards has increased to 19.2 percent, the number of Blacks serving on corporate boards has remained relatively stagnant. And rather than increase this number by selecting from the large number of board-ready
Black executives, the practice historically for many Fortune 500 companies is to identify a small number of high-profile Black executives and place them on as many boards as possible.
However, it is worth noting that since the George Floyd murder and the civil unrest that followed, more and more companies are adding more Black first time
directors to their boards. While we may celebrate the success of White women and the handful of Black executives fortunate enough to be named CEO or selected to serve on corporate boards, it begs the question: What about the rest of us?
For years, the pushback some offered on the effectiveness of DE&I was, We can’t make the business case for DE&I.
In reality, as cited in a recent Forbes article, The business case for diversity is now overwhelming,
according to examination of a study by the World Economic Forum. The article goes on to quote the author of the study, Vijay Eswaran: Not only do employees with different perspectives and experiences help create more resilient and effective organizations; they also foster innovation, creativity and empathy in ways that homogeneous environments seldom do.
Eswaran also notes from the study that diverse organizations outperform those that are not diverse.
We know, however, that DE&I is not only a differentiator in corporate performance, but that many corporations have married their Culture, Diversity and Inclusion (CDI) initiatives with their Corporate Social Responsibility (CSR) initiatives. In fact, this has become critical when gauging the strength of a company’s social responsibility and performance and can directly impact their talent recruiting and retention. Of the benefits motivating companies to invest in DE&I, 60 percent or more surveyed said DE&I would enhance the working environment and culture and reinforce the organization’s values. Nearly as many added the support of local communities as one of the top three key factors for making DE&I a priority.
Still, it must be said that too often when organizations quote their metrics on the percentage of Black professionals in management roles, rarely do they show a breakdown by management level. If they were to, invariably, most of their Black talent would be found clustered in lower-level management roles. If most companies were to delineate the number of Black professionals in their senior and executive ranks, their Black representation would decrease drastically. However, if organizations are serious about achieving the ROI of their diversity and inclusion efforts, they need to have meaningful Black representation at every level, board included.
As stated by Michael C. Bush, CEO of Great Place to Work, Black people lost ground when ‘of color’ became a popular thing to say.
In the pages of this book, we will explore why there is no lack of ambition or qualification on the part of Black professionals, yet there seems to be a gaping disparity in C-Suite and boardroom access and opportunity. It’s been determined that this country has not fully reckoned with its legacy of racism, and difficult conversations about our history and race relations are just not being had.
Despite the Black Lives Matter (BLM) movement and today’s worldwide protests against racial injustice, we still hear, There is too much attention paid to race and racial issues in our country these days.
And the subject of race is even more taboo in the workplace. Diversity Is Not Enough will walk us through why and how this is preventing the candid dialogue and decisive action essential for real change, and thus, is allowing systems of privilege and bias to remain in place. We all agree it’s time to BREATHE, so let’s journey together through the following pages to see how it is we get there.
SECTION 1
DIVERSitY, EQUITY & INCLUSION IS BROKEN FOR BLACK PROFESSIONALS
DIVERSITY, EQUITY & INCLUSION IS BROKEN FOR BLACK PROFESSIONALS
THE DE&I MELTING POT
IS A POOR ANALOGY
We become not a melting pot but a beautiful mosaic. Different people, different beliefs, different yearnings, different hopes, different dreams.
—FORMER PRESIDENT JIMMY CARTER
The Merriam-Webster dictionary defines a melting pot as a place where a variety of races, cultures, or individuals assimilate into a cohesive whole.
The melting pot idiom became popular in the early 1900s as a means to encourage new immigrants to the United States to assimilate into the national culture. The first use in American literature of the concept of immigrants melting
into the receiving culture are found in the writings of J. Hector St. John de Crèvecoeur. In his Letters from an American Farmer (1782), Crèvecoeur writes in response to his own question, What then is the American, this new man?
He contends that