Wall Street Has A Black People Problem Too!

Angela Solomon • May 6, 2019

In Abadesi Osunwade's article in The Independent titled “I've worked in tech for years - Facebook and similar companies really do have 'a black people problem'” she highlights the horrific experiences of black people in tech. 

Change the company names, change the products being sold and teamwork mixers, and the black tech experience can easily be carried over to the black finance experience. Osunwade’s article raises the issue of when perception of lowering the bar is made synonymous with the notion of hiring diverse talent, in particular black people. In such a scheme, the recruiting, on-boarding and retention processes becomes a total waste of time. In my line of work, I hear similar complaints all the time. Companies say things like, 'I can't find enough diverse talent for my openings' or 'a lot of diverse talent lack the skills needed to hire them for my openings.' But is there actually a lowering of the bar to hire more black talent, or is it in reality racial prejudice and discrimination that leads employers to believe they are lowering the bar when in fact they are doing the exact opposite?


We cannot remove historical context from the idea of people in charge in Corporate America think that by lowering the bar in order to hire black people is problematic in itself. Regardless of the name, neighborhood, life experience, or even education pedigree, blacks in America are time and again cast through the--sometimes unconscious, sometimes conscious—racial prejudice of having a bigger learning curve that their white working counterparts. An African American female finance executive with top schooling recently related a story in which he boss told her that “finance is not her thing” and that she should find another industry. This candidate loves math, and has always excelled in finance. Trying her hand at Investment Banking seemed to her to be the next logical step in her career, but ended up being a living nightmare. Whether white people are aware of it or not, the systems they construct via their unexamined bias continue to portray black people as subhuman, ignorant, or lazy individuals.  These preconceived notions and small-minded core beliefs threaten progress in Corporate America's diversity and inclusion initiatives.


The average American would probably admit that black people are frequently recognized as trendsetters in fashion, music, and sports, but few acknowledge how we are also trailblazers in finance, technology, and entrepreneurship. If you take a step back and look through a historical lens, it makes sense that black people are natural innovators: they have a long history of creating their own path in a society that has been intolerant and constantly obstructing progress. I started my own recruiting and career coaching business precisely because of the hostile working conditions I suffered in staffing agencies and in-house companies. 


While the numbers game on Wall Street is not always white male owned, it is white male dominated. Other perspectives are a threat to tradition and are continually shown the door. Rather than complaining about diverse talent not reaching the bar, companies would do well to realize that hiring black talent inherently raises the bar. It forces companies to question the status quo, which is a welcome change, given how the status quo hasn’t been working too well in creating an equitable, efficient, and innovative society. Hiring diverse talent prompts new approaches to work and rethinking what constitutes hard and smart work ethic. It also makes us question the decaying systems that are Human Resource Recruiting and how companies go about their interviewing, hiring, on boarding and retention tactics. Truly changed perspective must welcome and celebrate differing approaches and redefine how we go about attracting black talent. 


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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