The world is at an inflection point. Black Americans have been living and, in some instances suffering, through more than just the pandemic. COVID-19 has effectively amplified social unrest and an economic uphill battle in the United States. Each factor has had a different effect with lasting implications beyond what we see.
For example, 97% of Black people currently working remotely want a hybrid or full-time remote working model. Only 3% of the same workers want to return to full-time in-person work compared to 21% of white workers in the United States. This is a strong indicator that Black employees have an at-home preference – and that working from home provides greater comfort levels.
Additionally, WTW income effect data shows Black employees are 30% likelier to leave their employers than white employees. There also is an emotional tax associated with being Black in the American workplace. For example, an employee may feel as though they cannot be their authentic self because there is no one else that looks like them or relates to their experiences.
By 2030, people of color will make up 51% of the working population, according to the Economic Policy Institute, but many organizations will not have policies to support them. And while the U.S. unemployment rate is steadily decreasing, the unemployment rate among Black employees continues to double the national average.
Yet, what often is overlooked is the value of supporting Black employees in the workplace. These employees offer creativity based on the personal experiences of seeing things differently. They are innovative problem solvers based on a history of having access to fewer resources. Black employees also exhibit resilience after being passed over for promotions, even when their work has been just as good as, if not better than, their peers.
From the employer perspective, providing a high-performing employee experience for Black employees will help fill the current talent shortage gap while also driving better outcomes that enhance business growth and brand reputation. But how can employers appropriately support the Black experience?
Fairness, impartiality and freedom from bias are the foundation of an equitable environment. This involves providing access to opportunities, people of influence and resources that allow employees to grow and develop in an environment that supports their needs and respects their differences.
Solicit the voice of your Black population to better understand needs and gaps and identify solutions to retain them. For example, conducting a benefits diagnostic may reveal that some employees cannot afford to participate in retirement plans because they can’t afford additional money deducted from their paychecks.
The Federal Reserve Disparities in Wealth & Ethnicity Survey has found that white workers over the age of 55 are 54% more likely to own a retirement account compared to 29% of Black workers in that same age group. This could be attributed to a knowledge gap around external factors and cultural responsibilities that affect employees.
Allyship vs. advocacy continues to be an opportunity for many companies. According to the Guide to Allyship, being an ally means advocating for members of social groups outside your own, specifically those that face discrimination daily. The question is always, “How much do you need of allyship or advocacy before the other kicks in?” Allies are critical to understanding and supporting people with diverse experiences. The unity that’s born from allyship creates a space for active listening, increased comfort levels and safe spaces for people to speak up and have their voices amplified. Yet, advocacy is much more impactful.
Advocacy creates action aligned to support those affected by inequity. It influences both decisions and decision makers. Sponsorship programs are one proven example of advocacy that allow an influential ally to represent someone who would have otherwise not had a voice or presence in the room. As a personal testament to the power of advocacy, a tenured executive raised my name in a room where many were not familiar with my work or experience. This simple act created opportunities for me to take on assignments that showcased my strengths. Ultimately, I was promoted to a function I had never worked in.
Advocacy must accompany allyship to truly create opportunities for those who desire – and deserve – them.
Just 1% of Fortune 500 CEOs are African American, according to NPR. And while inclusion networks and employee resource groups have been around since the 1970s, movement within or impact on C-level or senior-level roles remains to be seen.
Organizations should consider formal communities that create robust leadership exposure and promotion opportunities. Additionally, funding employee participation in external professional communities and conferences provides employees a way of feeling less isolated while receiving the leadership development and training in a welcoming environment.
You can’t change what you don’t measure. Diversity, equity and inclusion (DEI) metrics provide concrete evidence of improvement – or lack thereof. Yet, diversity can be challenging to measure.
Create metrics that are smart for the business and realistic enough to manage with a little stretch. Many companies use employee engagement surveys to capture the voice of what employees are experiencing, and they use pulse surveys to capture moments in time. For a more robust view, consider metrics among leadership and Board of Director positions as a data point – or perhaps the number of diverse hires made at varying levels in the organization.
Representation matters. When employees and candidates research your company, they want to see people who look like them – and that shows in the numbers.
Environmental, social and governance (ESG) issues affect everyone. Yet, according to the American Public Health Association, communities of color are likelier to be hit the hardest. Take, for example, “heat islands” where darker colored materials are used to construct roads and buildings where cheaper materials are used in low-income areas. Or clean water issues in Flint, MI, which gained global exposure. According to Source Global Survey, only 24% of Black Americas are confident in the safety of their drinking water; compared to that of 43% of majority communities.
Aligning improvements in ESG to DEI efforts reinforces your company’s commitment to long-term sustainable solutions that Black employees can relate to as well as contribute to in order to improve their communities.
Economists predict that The Great Resignation could last months. The pandemic has prompted employees to think differently about their work, their purpose and their families. The opportunities to fill gaps with existing members of the workforce, Black employees, is a compelling opportunity.
