3 Ways For Companies To Help Diverse Leaders Get Ahead

Angela Solomon • April 8, 2019

Minorities and women in leaderships roles experience hardships in Corporate America. As Companies look to boost representation in boardrooms and among management, by implementing programs to incentivize these kinds of hires and promotions from within, they fail to understand that their existing culture and systems in place are not meant to support lasting impact. In order to take the diversity and inclusion leap, companies must remedy their internal illnesses that plague progress. When speaking to underrepresented groups in leadership roles they have experienced hostile workplace environments that become impossible to work at. And, have created psychological and physical corporate burnout. Situations ranging from questioning of decisions from subordinates and fellow white male management; typecasting as angry, aggressive and emotional; tokenism branded-you got the job because you're a member of the underrepresented group, and the list goes on.


Here are three things that can be done to create truly inclusive corporate atmospheres that will nurture diverse leaders and secure diverse talent ahead:


What is said vs. what is done is the true disconnect. Companies get caught up in the lace and frills of designing diverse programs that will hire and promote diverse candidates to leaderships roles. But, fail in terms of making substantial change in terms of their recruiting practices that identify potential diverse leader candidates as well as, criteria for promoting diverse candidates from within. Now this is not to say that leveling the playing field should give special favor to underrepresented groups, but overhauling corporate systems that are not created equal for all is key. It starts with revamping internal recruiting strategies, and making foundational cracks to allow change transfusion.


Let go of what is considered the professional ideal because this has been the downfall of successful diverse leadership recruiting and retention. Ideals of what is considered professional has been skewed in favor of allowing white men to accelerate and thrive in leadership roles. The same ideals have led to diverse and female leader candidates struggle to be seen, heard and compensated. Scrap this professional ideal companies! It's time you start understanding ideal is not all its cracked up to be and what may work in favor for one group doesn't work for all groups when hiring and promoting diverse and women leaders.


White men we need you. I recently went to the 6th annual WomenWerk conference, where panelists were discussing women's empowerment and ways to bridge the gap. Very insightful but every panelist said the same thing we need powerful white men in our corners to advocate for us and I couldn't agree more. Sponsorship is important. White men in power at Companies, who sponsor diverse, female leaders and employees advocate and help internal maneuvering such as: laterals moves, promotions, recognition and pay raises.


Following the 3 tips given is a surefire way for Companies to shake things up and create goalpost movement. This is a way to create level playing field leadership for all. In 'I didn't want to be ridiculed': The emotional toll of microagressions at work Karlyn Percil-Mercieca, founder of SisterTalk Group, a network that mentors women of color she says: "Understand that the leadership playing field is not equal. And that you, as a person of color entering the workplace, you are entering a battlefield." Percil-Mercieca worked plenty of years in finance, and speaks firsthand of her workplace experiences. Connect hiring diversity and inclusion programs that say and do. Allow the fall in order to fix and redefine corporate culture. Create professional ideals that takes into account diverse representation. White male advocacy for diverse leaders and employees is very necessary to overall Company success.


We are better together!


I AM someone who sees incredible potential and opportunity in places where some people don't think to look. Minorities and women are still marginalized in the working world. As an owner of a diversity staffing boutique, my team and I walk alongside our Clients in creating professional environments that are truly for ALL. I believe in our interconnectedness as a human race and strive every day to use my gifts to empower the workplace’s invisible and powerless. I rarely bet on certainty and always root for the underdog because, after all, those are the best stories to tell.


Hi there! Thanks for reading! Follow Angela Solomon on her social profiles! | LinkedIn: /ASolomonRecruits | Facebook: @ASolomonRecruits | Instagram: @A.SolomonRecruits | Twitter: @AS_Recruits | Pinterest: @AS_Recruits

The Evolving Landscape of Corporate DEI: Key Insights from Recent Reports

By Angela Solomon • October 10, 2024
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From Stale Bread to Fresh Ideas: The DNA of Today's Thriving Professional

By Angela Solomon • September 26, 2024
As a career coach and self-proclaimed lifelong learner, I’m always telling my clients, “If you’re not growing, you’re going stale—and let’s face it, nobody likes stale bread.” In today’s fast-changing workforce, it’s not enough to just show up anymore. Success now means adapting, learning, and constantly evolving with the world around you. The DNA of today’s working professional is in constant motion, and if you’re still running on yesterday’s playbook, you might just miss out on what’s ahead. Today’s workforce looks nothing like it did a decade ago. Tech is transforming every industry, and there’s a bigger focus on values like flexibility, inclusivity, and personal growth. People want more from their careers—they want purpose, not just a paycheck. The DNA of today’s working professional is all about adaptability, self-motivation, and being comfortable with change. So, let’s dive into how today’s professional DNA stacks up against the past: 1. Adaptability vs. Stability Today : Flexibility is everything. Whether it’s technology, business practices, or job roles, change is constant. Professionals need to be able to pivot and pick up new skills quickly. If you're not evolving, you're likely being left behind. Yesterday : Stability was the goal. You stayed in one job or industry, building deep expertise in a specific area. Specialization was the key to success, and change was something you tried to avoid. 2. Continuous Learning vs. Credential-Driven Success Today : Learning never stops. Whether it’s through online courses, certifications, or simply staying on top of industry trends, professionals are expected to keep their skills fresh. It's not just about what you learned in school—it's about what you keep learning. Yesterday : A degree, especially from a well-known school, was often enough to get you through your career. Once you had the right credentials, continuous learning wasn’t a huge focus. 3. Agility in Technology vs. Traditional Tools Today : Being tech-savvy isn’t optional. From automation to collaboration tools, technology is part of almost every job. You’ve got to be able to use these tools to stay relevant. Yesterday : Tools like spreadsheets and email were enough for most roles. Technology was there, but it wasn’t deeply integrated into non-tech jobs the way it is today. 4. Values-Driven Work vs. Hierarchical Loyalty Today : People want purpose, not just a paycheck. Employees are looking for work that aligns with their values, and companies that support things like work-life balance and mental health. It’s not just about loyalty anymore—it’s about feeling good about where you work. Yesterday : Loyalty to a company was a major factor. You worked hard, stayed loyal, and didn’t necessarily expect the company to care about your personal values. The focus was on putting in the time and doing the work. 5. Diversity & Inclusion as a Key Focus vs. Homogeneous Workplaces Today : Diversity and inclusion aren’t just nice to have—they’re essential. Today’s professionals expect their workplaces to reflect a wide range of perspectives, genders, and experiences. Everyone wants to feel seen and valued. Yesterday : Diversity wasn’t as much of a priority. Many workplaces were homogenous, and inclusion wasn’t discussed the way it is today. 6. Agile Leadership vs. Command-and-Control Management Today : Leadership is about collaboration and empathy. Today’s leaders are facilitators, mentors, and motivators. They encourage open communication and care about the people, not just the tasks. Yesterday : Leadership was more about control. It was top-down, with leaders making decisions and everyone else following orders. The focus was on managing tasks, not people. 7. Freelancing & Flexibility vs. Full-Time, Traditional Employment Today : Flexibility is the name of the game. Freelancing, contracting, and remote work are all becoming more popular as professionals look for control over their schedules and projects. Yesterday : Full-time employment with a single company was the norm. People worked their way up the corporate ladder and stuck around for the long haul. 8. Networking & Personal Branding vs. Quiet Expertise Today : Building a personal brand is important. It’s not enough to do great work—you need to make sure people know you’re doing great work. Networking on platforms like LinkedIn has become a key part of staying visible in your industry. Yesterday : You could quietly focus on your expertise. Long-term relationships and internal company networks were often enough to advance your career. 9. Emphasis on Soft Skills vs. Technical Mastery Alone Today : Emotional intelligence, communication, and collaboration are highly valued. You’ve got to be able to work well with others and adapt to different working styles. Yesterday : Technical skills were often enough to get by. Soft skills mattered, but they didn’t get the same level of attention as they do now. 10. Entrepreneurial Mindset vs. Following the Corporate Playbook Today : Whether or not you’re starting your own business, having an entrepreneurial mindset can make a difference. Professionals today take ownership of their work, innovate, and even pursue side projects. Yesterday : Following the established corporate path was expected. You worked your way up within existing structures, and entrepreneurship was considered a more niche career path. The DNA of today’s working professional is all about adaptability, purpose, and continuous growth. In contrast, yesterday’s professional valued stability, loyalty, and expertise in a more rigid structure. The modern professional thrives in a world that’s always changing, where technology and values shape careers as much as hard skills. Whether you’re freelancing, leading a team, or climbing the corporate ladder, the message is clear: if you’re not learning and evolving, you’re getting left behind. I empower the Invisible. I ignite Success. As a Black woman, small business owner, and advocate for inclusion, I’ve built my career around seeing potential where others may overlook. Through my staffing boutique and professional development/coaching service, I focus on creating real opportunities for marginalized communities, including women, LGBTQ+, neurodiverse, disabled, and veteran professionals. I root for the underdog because they have the best stories to tell—and the most untapped potential.  #CareerGrowth #AdaptabilityMatters #LifelongLearning #ProfessionalDNA #ThriveAtWork #FutureOfWork #EvolveOrFade #InclusiveWorkplace #LeadershipEvolution #TechSavvySkills
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