Diversity Means More Than White Women

Angela Solomon • May 1, 2019

Let’s take a hard look at who exactly has been reaping the rewards of corporate diversity and inclusion campaigns. Companies are spending millions to hire chief diversity officers as well as implementing D&I programs such as unconscious bias training, days of understanding, and tolerance training, all with little to no results. This is a particularly sore subject, because companies want to believe that anything classified as ‘diverse’ is an umbrella win for all diversity. Unfortunately, that’s not the case. Taking a clear-sighted look at the corporate landscape of America, a stark truth about diversity stands out: the demographic that is reaping almost all the benefits of D&I is white women. While the number of white women in power is still low in comparison to white male counterparts, the numbers for women of color in power remains miniscule, with no signs of improvement: in 2017, for instance, Black and Hispanic women together made up a smaller percentage of total women employed in management, business, and finance operations than white or Asian women. It’s not the 1950’s anymore. This is 2019, and it’s high time we put past achievements to bed in the interest of ushering in new ones. 


Company In-House Diversity Recruiting Efforts and Hiring


Although more than two-thirds of executives say diversity and inclusion initiatives are a priority, the people who oversee recruiting, interviewing and hiring of new staffers are overwhelmingly likely to be white and female, according to Namely's 2018 Workplace Diversity Report. Being a black woman recruiter, I have witnessed this first hand over the years. Even with twenty years of experience and an extensive rolodex, I am still frequently denied a seat at the table. When I ask prospective clients whether they work with diversity search firms, nine times out of ten it's a yes. But what does that diversity look like? Diversity continues to mean showcasing white women while resisting the prospect of having women of color represent the face of staffing. Without diverse candidates in hiring positions, diverse candidates continue to be overlooked in the hiring process, and the vicious cycle continues. Many in-house and agency recruiters simply do not understand the impact of race, ethnicity and gender in the process of employment. According to Forbes contributor Erik Sherman, hiring bias is still alive and well and hasn't improved much over the last twenty five years. It’s time to change that. 


White women continue to reap the most bountiful fruits that is diversity


In CNN news this week, there was an article that claims history is being made because women are leading three morning shows on majors networks. While this statistic deserves applause, none of these are women of color. Here are some statistics: Women represent 47% of the entry level workforce while only 37% actually become managers and just 11% are women of color. C-Suite gets even worse with 21% of female executives and only 3% being women of color (Sheryl Sandberg's Women in the Workplace 2017 findings). Even when women of color do make it into the workforce, they continue to experience hostile workplace conditions. A recent client of mine—a black female banker—told me that her white female boss called her 'simple' and referred to her as 'you people'.  The most shocking part of this story is how common it is, and the same kinds of stories will remain until we directly address who benefits the most from diversity and inclusion.


White women must too acknowledge the privilege afforded them through D& I practices thus far, and reach across the aisle to help woman of color reach the same results. True D& I initiatives must serve multiple levels of representation, including not only gender, but race and intersectionality as well. The same holds true for companies and who they chose to do business with. If you want to change the game, you have to change the rules. 


We are better together!


I AM someone who sees incredible potential in places most  people don't think to look. 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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