Building a More Inclusive Future
Hello everyone,
Today, I’m delving into a controversial topic of Diversity, Equity, and Inclusion (DEI). The importance of DEI cannot be overstated—it is the cornerstone of creating an innovative, competitive, and engaging work environment that drives individual and corporate success.
The Power of Diversity in the Workplace
A recent study within a Fortune 500 company revealed that showing explicit interest in employee diversity significantly boosts job interest among racial minority candidates. This enhances workplace diversity and points to the critical role of social sciences in identifying and mitigating systemic biases (Flory et al., 2021). However, it’s important to note that while such strategies attract diverse applicants, their long-term effectiveness in fostering genuine inclusion and equity remains a complex challenge.
I remember working in fast food with predominantly one gender in the work environment and being targeted for harassment and condescending management. These incidents occur, and there is often no refuge because the person in charge of the place of business has a bias for that group.
-Kemetic Minds
There is a need for a genuinely diverse workplace that doesn’t make anyone feel left out, isolated, targeted, or treated differently with the social strata.
Addressing Bias in DEI Programs
A common concern surrounding DEI programs is the potential bias favoring specific groups, often because women and minorities predominantly lead these programs (Laubacher et al., 2023). This raises questions about merit-based advancement and underscores the need for a balanced approach to DEI initiatives that recognize and address the legacies of inequality.
It is an issue if the DEI program is only tailor-made for one gender, race, or group. The qualifications should always be there for any hire, but the historical injustices that any race, gender, or group has experienced must be addressed in that decision. I would like to see something specific for foundational black American (FBA) descendants of slaves (ADOS) that helps them integrate into the workplace.
We know that the significant disparities we all witness in this modern society were not created by (ADOS/FBA). So, just like there were systemic ways to keep us out of the workplace, there needs to be systemic policy to help us if we are unemployed. There should be programs for those facing long-term employment that they qualify for to help them avoid rising debt levels and any therapy needed.
The data does not lie; a significant 87.4% of Black graduates take out federal student loans for their education, a rate substantially higher than the national average across all school types, surpassing the borrowing rates of Hispanic (72.2%), white (69.7%), and Asian (48.5%) students, as reported by the National Center for Education Statistics (NCES).
With this data in mind, why is DEI, or race-based policies, such a struggle for people to get their minds around, especially programs that benefit those with the highest societal burdens? Is it because people are concerned with the bias of hiring only black people, women, and lgbtq? Or is it because of their racism?
Systemic Income Disparity: A Call for True DEI
According to Stewart (2021), “Research estimates a $220 billion annual wage disparity versus a parity scenario, with Black workers currently concentrated in low-wage jobs, underrepresented in higher-paying occupations, and paid less than white workers on average within the same occupational categories, especially in managerial and leadership roles” (para. 1).
To help visualize this disparity, we created a simple chart showing the key sectors in which black people are affected.
The chart above visualizes the distribution of the wage gap across five key sectors: Professional Services, Manufacturing, Construction, Trade/Transportation/Utilities, and Financial Services. It highlights how these sectors contribute to the overall wage disparity, underlining the critical areas where initiatives could significantly reduce the economic inequalities faced by Black Americans.
The stark income disparities across racial lines in the U.S. highlight systemic issues rather than individual shortcomings. Studies estimate a significant annual wage disparity for Black workers, exacerbated by historical practices like redlining, gentrification, false convictions, homelessness, convict leasing, and mass incarceration (Stewart et al., 2021). These disparities underscore the urgent need for DEI strategies that provide equitable opportunities for specifically the descendants of U.S. chattel slavery.
“Another defining feature of racial inequality in the labor market is the significant pay disparities between black and white workers. In 2019, the typical (median) black worker earned 24.4% less per hour than the typical white worker. This is an even larger wage gap than in 1979, when it was 16.4%. “
Wilson, Valerie, and William M. Darity Jr. (2022). Understanding black-white disparities in labor market outcomes requires models that account for persistent discrimination and unequal bargaining power. Economic Policy Institute.
Personal Reflections and the Path Forward
In my journey, I’ve seen firsthand the underrepresentation of minorities in software and technology. Creating a diverse and inclusive work environment is not just a goal but a necessity for innovation and understanding. Embracing empathy, as discussed in recent TEDx Talks, allows us to appreciate the perspectives of others, fostering unity and collective problem-solving.
As we strive for a culture built on progress and equity, the benefits extend beyond the workplace, improving health outcomes across all demographics. But the journey begins with us—through leadership, empathy, and a commitment to change. Ultimately, the power structure responsible for positive change must change to create the healthy environment we all desire.
Eventually, the scales of justice will balance what there is an imbalance of; this year could be the beginning of that change from a numerological standpoint.
Your Thoughts?
What are your experiences with diversity in the workplace? Have you seen effective DEI strategies in action? Share your thoughts and discuss how we can collectively contribute to a more inclusive future.
Thank you for reading,
Reference
DIVERSITY IN HIGH TECH. (n.d.). US EEOC.
https://www.eeoc.gov/special-report/diversity-high-tech
Flory, J. A., Leibbrandt, A., Rott, C., & Stoddard, O. (2021). Increasing Workplace Diversity: Evidence from a Recruiting Experiment at a Fortune 500 Company. Journal of
Human Resources, 56(1), 73–92. https://jhr.uwpress.org/content/56/1/73
Laubacher, M., Navarre-Jackson, L. C., Williams, A. N., Dillard, D., Pate, J., & Choi, K. P. (2023). An introduction to social science: Individuals, society, and culture. Vitalsource.
TEDx Talks. (2022, March 24). Belonging, a Critical Piece of Diversity, Equity & Inclusion | Carin Taylor | TEDxSonomaCounty [Video]. YouTube.
https://www.youtube.com/watch?v=2jK0gyQCoTs
Li, J., & Scott-Clayton, J. (2016, October 20). Black-white disparity in student loan debt more than triples after graduation. Brookings.
National Alliance to End Homelessness. (n.d.). Racial Disparities in Homelessness in the United States.
https://endhomelessness.org/resource/racial-disparities-homelessness-united-states/
Safier, R., & Shepard, D. (Eds.). (2020, July 29). Study: Student loans weigh heaviest on Black, Hispanic students. LendingTree.
Stewart, S., III, Pinder, D., & Chui, M. (2021, July 14). Closing the job mobility gap between black and white Americans. McKinsey & Company.
U.S. Census Bureau. (2023, September 12). Income in the United States: 2022-Current population reports. Census.gov.
https://www.census.gov/library/visualizations/2023/demo/p60-279.html
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