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The contributions of Black Americans built the nations economic foundation, sustained industries, and shaped countless communities. Yet, even today, disparities in the workplace persist, limiting the opportunities available to Black professionals, which has been exacerbated by the recent White House Executive Order to terminate all Federal DEI programs and positions. Black employees comprise 12.8% of the workforce but hold just 7% of managerial positions. In senior leadership, representation drops to 45%. These numbers are beyond dismal and reveal more than gaps in representationthey reflect systemic barriers that prevent Black talent from reaching their full potential. Yet despite the intention of DEI programs to gain access to the many talents and skills of the Black community, a false narrative has been created that DEI gives unfair advantages to Blacks and people of color. When the reality is that Black Americans have not been the greatest benefactor of DEI compared to white women and other minority groups. Its clear the contributions, abilities, and innovations that Black employees bring to the workforce will continue to be underutilized and untapped. This is exacerbated by the lack of recognition of Black talent, which needs to be leveraged and harnessed effectively as a critical part of the global talent pool to develop and maintain a high-performing workforce and ensure the best and brightest regardless of differences are given access to opportunities. Unfortunately, this is not the first time in history where Blacks have been denied access to education, jobs, and opportunities. Despite this, the impact of the Black worker has strengthened America and cannot be denied. Statistics or examples alone cant capture the full picture. Each number, reference, and invention represent a person with dreams, ambition, and a relentless drive to succeed. This story is about resilience, transformation, and the potential for change. A legacy of resilience and the current reality The history of African Americans in the workforce is deeply rooted in resilience, ingenuity, and advancement. From domestic laborers and factory workers to trailblazers who were innovators that changed the face of modern medicine and technology to savvy business leaders that enacted a difference style and approach to driving business impact and changeeach generation has elevated themselves by challenging and overcoming the stereotypes and ill-fitted beliefs of our community to persevere and progress. Through mentorship, networking, and sharing past and present experiences, Black employees have paved the way to build upon our achievements and we understand of how to navigate during uncertain times. These insights have given us the value of hard work, and the belief that the pursuit of excellence will eventually break down barriers and open doors. This mindset has shaped how I and many other Black professionals show up in the world and maintain a core responsibility to educate, inspire, and share our career journeys and paths to create opportunities for others. Throughout my professional career, Ive had countless conversations with Black professionals who share their experience about being the only one in the roomwhether in leadership meetings, boardrooms, or professional networks. They describe how exhausting it can be to always advocate for their community, lead their work while also pushing for change for other marginalized groups. This places an immense mental, emotional, and psychological burden placed on Black professionals that often leads to burnout because of expectation of being a martyr and savior to everyone while not having support for safety themselves. Barriers to advancement Black professionals face several barriers that continue to stall career advancement: Access to networks: Many Black employees lack access to the informal networks and sponsorships that are essential for career growth. Representation at the top: Without Black leaders in senior roles, companies may find it more difficult to identify and recognize Black talent as viable for leadership positions. Limited support for risk and recovery: Mistakes are often treated as failures rather than learning opportunities, leaving Black professionals with few support systems and little room to develop, experiment, and grow. These barriers go beyond missed opportunities, undermining morale and increasing turnoverthey touch upon the absence of a core belief that theres expectation for them to succeed. Solutions that work To build workplaces where Black talent thrives, organizations need to move beyond performative gestures and commit to systemic change. 1. Activate AllyshipMentorship is valuable, but advocacy and being an ally for someone is transformational. Organizations must actively connect their senior leadership with the top talent in their organizations and despite their differences, identify and eliminate obstacles for them to develop and progress. This includes demonstrating and promoting behaviors that advocate, recognize, and highlight the skills and abilities of high performing Black talent. 2. Build Pathways for GrowthLeadership development programs, cross-functional training, and stretch assignments create pathways for advancement. Companies should focus on ensuring Black employees have access to these training, developmental opportunities, and projects that challenge them and give them exposure for them to have their skills realized. 3. Create Environments for ThrivingRetention requires more than onboardingit requires intentional support. This includes creating a psychologically safe environment for all employees and especially Black employees during this tumultuous time that allows them to feel a sense of belonging and to contribute fully. How to build the future During these times, we need to uplift and magnify examples of companies and organizations making meaningful strides to maximize the full potential of their talent pool, including Black talent. Organizations like the Executive Leadership Council and the National Black MBA Association continue to create opportunities for Black professionals to connect, grow, and excel. Progress is possible when leading through purpose, values, and behaviors. Organizations can and should invest in people and prioritize inclusive environments that allow everyone to grow, develop, and succeed. The strength, ingenuity, and impact African Americans have had in the history of labor will continue as each generation embraces the essence, spirit, and energy from that which we come from. We areour ancestors wildest dreams and will continue to build upon their legacy to elevate, improve, and advance. This Black History Month, let us honor it by asking hard questions to which we must lead the solutions: How are we building pathways for Black professionals to contribute fully and lead? In what ways do our systems support growth, or create barriers for Black professionals? What are we doing today to ensure the next generation has similar or greater opportunities? Establishing an inclusive, psychologically safe, and collaborative workplace goes beyond meeting quotas or fulfilling obligations. It demands environments where everyone feels they belong, where their abilities are recognized and acknowledged, and where potential is nurtured to its fullest. The future of work thrives when we recognize that talent exists everywhere, and we should fight hard to ensure it has the opportunity to flourish.
Category:
E-Commerce
Welcome to Pressing Questions, Fast Companys work-life advice column. Every week, deputy editor Kathleen Davis, host of The New Way We Work podcast, will answer the biggest and most pressing workplace questions. Q: Should I take my DEI work off of my résumé?A: This is such a timely question and such a fraught one. In the last month, President Trump has issued a flurry of executive orders dismantling DEI initiatives in the federal government, military, and public schools. Trump also revoked an executive order from 1965, which addressed discriminatory hiring practices across federal contractors, and in the same executive action, he directed federal agencies to open investigations into private sector companies to end DEI programs that constitute illegal discrimination or preferences. Add to all of that the 2023 Supreme Court decision overturning affirmative action, which sparked a wave of lawsuits from conservative activists aimed at DEI efforts across the public sector and private companies. Given all of this, its not surprising that a lot of companies are renaming, scaling back, or ending their diversity programs. So in this climate, I understand the inclination to remove or downplay your DEI work on your résumé if you are looking for a job.But, as someone who has covered the evolution of DEI work and understands how crucial it is to employee well-being, team dynamics, innovation, and company success, I would never advise anyone to downplay their DEI work on their résumé. Why it’s a mistake to hide your DEI work Aside from the moral imperative to stand behind this important work, its just never a good idea to lie on your résumé. Leaving off your work on an employee resource group, for example, may feel more like a borderline omission. But if your job title included DEI, changing it or leaving it off of your résumé is a deceit that is easy for a future employer to discover. The other reason why I think its a mistake to remove mentions of DEI work from your résumé: If this is work thats important to you, do you really want to work for a company that wouldnt hire you because you worked in DEI?All of that said, Im not naive about the need to find a job if you are out of work. Ideally we could all feel connected to our companys mission, but in an environment where businesses are afraid of legal retaliation, that can difficult. While I dont think you should alter your résumé to remove your past DEI work, you can use your cover letter to address the current climate and how those same values can still have a place at companies. Pivot to Belonging and Culture Fast Company contributor Mita Mallick says that she sees some DEI work being rebranded as Belonging and Culture. While some leaders may feel uneasy about continuing to use the words diversity, equity, and inclusion, belonging can spark more feelings of comfort. When we feel like we belong in our workplaces, we are happier and more engaged, Mallick says. If you previously did DEI work on an HR team, a belonging and culture role pivot to do similar inclusion work by helping with onboarding experience for new hires, employee engagement, employee surveys, and employee resource groups. Expand hiring pool If a company wants to shy away from outright diversity hiring initiatives there are still ways to widen the applicant pool: removing degree requirements, widening where jobs are posted, removing biased phrases from job ads, opening up jobs to remote candidates, and more. Signaling that you are versed in these best practices to find untapped talent, will make you more valuable for open HR roles.Things are complicated and changing fast. Heres some further reading about the current state of DEI: SCOTUS overturns affirmative action: What it means for workplace DEI This is how DEI will change in 2025 DEI in the Trump era: Whats at stake for you and your workplace? How companies can keep doing DEI work, despite Trumps executive orders
Category:
E-Commerce
Last year, Republican attorneys general in 17 states sued the U.S. Department of Health and Human Services (HHS), asking courts to declare Section 504 unconstitutional. Section 504 is part of the Rehabilitation Act of 1973. It protects people with disabilities from discrimination and gives them equal access to federally funded services such as education, employment and healthcare. The lawsuit came in the wake of the Biden administration’s update to Section 504 to include gender dysphoria as a disability in some circumstances. It received intense criticism from disability rights advocates who said it threatened to upend more than 50 years of established law. Now the states have released a status report that seemingly walks back the original case. They noted that it was not their intention to declare Section 504 unconstitutional, writing: Plaintiffs clarify that they have never movedand do not plan to movethe Court to declare or enjoin Section 504 of the Rehabilitation Act, 29 U.S.C. § 794, as unconstitutional on its face.” However, disability advocates warn that this status report does not actually mean anything substantial and, in fact, disability rights are still under threat. The attorneys general obviously got a lot of pushback,” says Alison Barkoff, a professor at George Washington University who led HHS’s Administration on Community Living under the Biden administration. “Some responded to the pushback saying that they were going to drop the claim. That didnt happen. They didnt change the complaint. They didnt drop out of the case.” In other words, the status update is little more than legalese. It says, The context of the entire Complaint . . . is an as-applied challenge to any purported application of Section 504 to funds that are not authorized by the Rehabilitation Act. What does this mean? According to Barkoff, the states are saying that Section 504 only applies to the handful of programs that the Rehabilitation Act directly funds, such as state vocational rehabilitation programs and some employment programs. She points out that healthcare programs are funded through Medicare and Medicaid, and educational services such as 504 plans are funded through the Department of Education. These are all still at risk if the states were to win the court case. She notes that the court required a status update by February 25, and this was filed a few days earlierprobably because of the pushback the original case received. Currently, the case is on pause at the request of both the states and HHS. What happens next? There are a few possible paths forward. First, HHS could decide it will step in to defend Section 504. The current Trump administration, according to Barkoff, has made its stance on gender dysphoria very clear, and it is unlikely that HHS will defend anything regarding gender dysphoria. However, it’s unclear what the implications of this will be for Section 504 as a whole. Second, HHS could decide not to fight and another party, such as a disability rights organization, could step in to defend Section 504. Third, during the pause, HHS could decide to change Section 504 to address the states grievances in hopes that its enough for the states to drop the lawsuit. Barkoff was unwilling to speculate on the future of disability rights, she but urges people to contact their state attorney general and educate him or her on the importance of Section 504. The case that has been filed is very concerning and we have to take it seriously, she says.
Category:
E-Commerce
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