Why Hiring BIPOC Employees Is Not The Same As Valuing Their Contributions
While many companies are striving to diversify their employee pool, by hiring BIPOC, LGBTQ, and other historically oppressed or ignored populations, it is what happens after employment that matters. Simply hiring a diverse workforce does not mean the opinions, ideas, talents, and strengths of each employee are equally valued. Checking a box to ensure diversity does not equate to equal workforce representation or practices. DEI strategies in the workplace go beyond the idea of diversity, teaching companies to build in policies and frameworks within their operational procedures to ensure equity and inclusion as well.
When we break this concept of diverse hiring and how it lacks widespread corporate inclusion down further by specific populations, we see the deeper nuanced indications that these historically ignored populations are still not seen as equals in the workplace. For instance, Black women make up 7.4% of the U.S. population, yet hold less than 2% of VP roles and just over 1% of C-suite roles. Data also shows that one in four transgender people have lost a job due to discrimination, and three-fourths have experienced discrimination or bias in the workplace.
Employers and companies must look beyond merely employing people from marginalized populations, and must begin to truly see them as valuable contributors to their company's mission and success.
Managers need to know what it takes to create a culture of acceptance, equality, and equal opportunity. This culture comes from the top down and needs to be matriculated into the company's policies and procedures.
While some advancements have been made, the work has just begun to illuminate the discrepancies but has yet to offer remediation. Historically, Affirmative Action has not eliminated gaps in equity in either education or the workforce. There is still work to be done. DEI workplace diversity training first emerged in the mid-1960s following the introduction of equal employment laws and affirmative action, this does not mean that change is not still needed.
If you would like to hear more from Kim on this topic please let me know as I am happy to coordinate
-Jillian
Lead Publicist
KT Media Strategies
Kim Crowder, Founder & CEO of Kim Crowder Consulting, is one of the country’s leading Anti-Racism, Diversity, Inclusion, and Equity Speakers, Coaches, Trainers, and Consultants. Kim and her team work across industries serving U.S. and international markets, from retailers to insurers to governmental agencies and the social sector. From Adobe to Good Catch Foods to Target, the American Library Association, Receipt-Bank, HarperCollins Publishers, and on, Kim and her team provide leaders and companies actionable tools to move initiatives forward long term. Kim has been named by Forbes as one of the “Top Anti-Racism Educators Companies Need Now,” A Top 10 Diversity, Equity, and Inclusion Expert by All American, and Top Influential African-American Business Women To Follow by LinkedIn. She is also a member of the MIT Technology Review Global Panel and For(bes) The Culture.
She has been featured for her expertise by The New York Times, Business Insider, Cheddar News, The Tammi Mac Late Show, CBS, NBC, FOX, Katie Couric Media, regularly by Forbes, on Hubspot’s podcast, The Growth Show, Workology, and As Told By Nomads.
