July 26, 2020 by Ileana Terrazas
As young people, we’re living through an incredibly historic time. The impact of COVID-19 has completely uprooted our lives, forcing us to navigate virtual learning environments, canceled graduation ceremonies and rescinded job offers. On top of all of this, the heart-wrenching murder of George Floyd catapulted America into an age of racial reckoning, resulting in massive protests across the country and making Black Lives Matter possibly the largest movement in U.S. history. With millions of young people entering the professional world and gaining financial independence during this period, we now have a responsibility to carry the momentum of the movement forward and create a more equitable world for future generations.
There’s no “one size fits all” approach for the complex problems we face as a nation and within the professional world. However, based on the change that has already come about as a result of this movement, we’ve learned that small, incremental efforts at the individual level can bring about sweeping change on a grand scale. As our generation enters the workforce we must ask ourselves, “What role do I play as a young professional in transforming this moment into a movement and contributing to the fight for a more equitable world?” It’s not too late to be a part of the movement; below are a few commitments to get you started.
Commitment #1: Understand the problem.
Over the past several weeks, we’ve watched as thousands of businesses and organizations responded to the nation’s racial reckoning through statements and action plans communicating their solidarity with the Black community. While important, these statements mark only the beginning of a long fight ahead. According to an article by the Harvard Business Review, a major gap exists in what employers say they are doing to promote diversity and the reality of racial equality in the workplace. Black professionals account for a mere 5 percent of the tech workforce. At tech giants such as Twitter, Google, Facebook, Microsoft and Intel, Black professionals make up less than 5 percent of the company, and these gaps only widen as you move up towards the C-Suite. Black women are most heavily impacted by the severe underrepresentation at these companies, and the tech industry is just one example of the countless industries affected by severe inequality. Black professionals make up only 2 percent of venture capital firms in the U.S., 9 percent of the U.S. Congress, 7 percent of U.S. higher education administrators and just 10 percent of U.S. businesses owners. Overall, Black professionals are less likely than their white peers to be hired, developed and promoted, and have worse lived experiences at work.
Despite widespread adoption of diversity and inclusion from a business standpoint to improve the triple bottom line, a majority of corporations have yet to confront many of the deeper, more complex challenges such as improving the experiences of Black employees at work and creating more opportunities for Black success. There are countless articles that address how companies can spark change on a deeper level, but below are some ways that you can spark change as an individual. Seeking out information regarding the inequities that exist within your respective industry and company is a great first step to guide you in how to move forward.
In order to understand the more nuanced, deeply-rooted biases we hold within ourselves, we must put in real work. Therefore, incorporating education into your everyday life is essential. Keep up with current events by reading the news, subscribing to newsletters, and being intentional with the media you consume. The New York Times features a Race newsletter, which focuses on the countless ways race affects our lives, and the Anti-Racism Daily provides tactical action you can take to practice anti-racism every day. You can also follow influential individuals on LinkedIn and Twitter such as Albrey Brown, Head of Diversity and Inclusion at Airtable, Bahja Johnson, Director of Customer Belonging and Co-Lead of Color Proud Council at Gap Inc. and Erika James, the first woman and person of color to become Dean of the Wharton School of Business. Podcasts such as New York Times’ 1619 and NPR’s Code Switch offer interesting, relevant exploration on these topics. The full list of the Wire’s recommendations can be found here. as well. Find the medium that works best for you and incorporate it into your daily routine. You’ll be surprised by how much you can enhance your ability to drive productive dialogue with those around you.
Commitment #2: Incorporate anti-racist action into your daily life.
Education is an essential first step, but consuming media about anti-racism is not enough without taking action. As an intern or new hire, ask your fellow employees about how you can get involved with existing efforts the company is making towards progress. This route is becoming increasingly accessible considering the significant increase in corporations creating scalable Diversity, Equity and Inclusion (DE&I) programs, such as Employee Resource Groups (ERGs), special training and webinars and even book clubs. In addition, many companies have employee match programs, which allow you to multiply your donations to specific nonprofits/organizations to make an even bigger impact. Whether an employee match program exists at your company or not, donating is a truly personal decision that depends on your own financial budget and the various causes that speak to you. If you're struggling to find the money right now, remember this: The amount you donate is not important as long as you commit to donating consistently over time. Many organizations will allow you to set up small, recurring payments over time.
Making small, long-term contributions can help an organization more accurately predict their income and plan for the future, allowing you to make a significant, positive impact over time.
If your company lacks programs and resources such as those mentioned above, try seeking out opportunities with other organizations. Platforms such as Catchafire match professionals with projects based on their individual passions and skill sets. In addition, nonprofits such as Black Girls Who Code specialize in equipping youth with the skills they need to thrive in the modern world. Young professionals can volunteer for nonprofits such as these, or even launch one themselves. Do your research, and you’ll find that there are endless avenues through which you can work to redistribute resources and provide opportunities for others. Whether you’re joining a book club, volunteering for a nonprofit or encouraging your peers to join you in watching webinars and training surrounding these issues, incorporating structure into your life is a proven way to form habits, and pretty soon practicing anti-racism on a daily basis will become a no-brainer.
Commitment #3: Embrace discomfort.
Engaging in conversations about race is a daunting yet necessary practice in de-stigmatizing the topic. However, we must remember that the burden of fighting for equality does not fall on Black employees, rather, non-BIPOC have a duty to create and promote a more equitable workplace. It’s on the individuals afforded more privilege to advocate for positive change in whatever ways they can. Engage in conversations with corporate leadership and fellow employees on how your team, department and company can create a more inclusive environment.
While these topics can be intimidating to bring up, the impact of your curiosity and passion will be well worth it.
The experience of business administration junior Katherine Marotto exemplifies the value that can come from these conversations. During the recruitment process for the “Big 4” accounting firms, she chose to center her questions around DE&I.
“This gave me a more comprehensive understanding of the company’s overarching goals and also illuminated shallow points in the company’s anti-racism initiatives that were important to recognize.”
— Katherine Marotto
Before accepting an offer, Marotto even questioned one of the partners regarding an incident at the company regarding race. Although she took a risk by bringing this issue to light, she feels her decision paid off. Not only did the partner feel these conversations promoted a “growth mindset” and would “make the team overall better,” but her confidence and passion were also cited as important factors in the team’s decision to extend her offer. This kind of passion from individuals such as Marotto is exactly the kind of energy needed to change the status quo at large institutions. Her story exemplifies that even at an intern level, young professionals can spark meaningful dialogue that creates a shift in mindset among company leaders.
Commitment #4: Create space for marginalized voices.
Daisy Auger-Dominguez, an executive with experience leading diversity, equity and inclusion at organizations such as The Walt Disney Company and Google, says that we must get over our fear of talking about diversity in order to truly move forward. In light of the senseless killings of Ahmaud Arbury, Breonna Taylor, George Floyd and far too many others, the Black community is collectively hurting—yet this pain often goes unnoticed in professional spaces, where topics of race are stigmatized or deemed “too political” for work. When coworkers fail to check in with their Black peers or address these tragedies, they risk alienating them. According to Auger-Dominguez, individuals should initiate these conversations through genuine inquiry, which “can promote trusting relationships and a safe, respectful, and supportive work environment even in times of complex change.” Moreover, Mandela Schumacher-Hodge Dixon, CEO of Founder Gym, highlights the significance a short interaction can have when she details her white manager’s response to two recent incidents of police brutality. “The fact that she didn’t just act like today was ‘business as usual’ — that meant more to me than any free lunches, office perks, or holiday bonuses ever could.”
In addition to checking in and listening to Black peers, intentionally creating space for their voices to be heard is equally important. During meetings and conversations, Auger-Dominguez recommends asking questions such as, “What do you think about that? Do you have anything to add? How can I help amplify your voice and that of other underrepresented voices? Whose voice or what perspective is missing from this conversation?” Overall, her advice is to “show courage not just in what you ask but in how you listen.”
Commitment #5: Work to narrow the “network gap.”
Former CEO of LinkedIn, Jeff Weiner argues that one of the biggest challenges to achieving equality in the professional world is the “network gap,” the effect of one’s network on their access to professional opportunities. There are several factors that affect an individual’s network gap including the zip code they grew up in, the college they attended and the ranking of the company they worked for during their first job. A candidate who suffers from the effects of the network gap will experience greater challenges in job searching and scoring internal referrals.
Meanwhile, job referral networks have become increasingly important factors in landing a job offer. As of 2018, job referrals are considered the leading source of superior candidates for 88 percent of employers. Weiner describes various steps a company can take to counteract the effects of the network gap including implementing programs to create opportunities for candidates from underrepresented backgrounds.
Despite the importance of programs such as these, we cannot address the entirety of the hiring gap problem without a change in mindset. VSCO CEO Joel Flory promotes the idea that in order to cultivate diversity within companies, those making hiring decisions should reject the idea of searching for a “culture fit,” and instead, search for a “culture add.” Additionally, during an interview with Protocol magazine, Albrey Brown, Head of Diversity and Inclusion at Airtable warns that if everyone "just hires their friends," this can build silos that disadvantage members of Black, queer and other marginalized communities.
The network gap may seem more relevant to those going into human resources and hiring, but remember, whether you’re interning for a company or you’re a full-time employee, you hold a position in which you can provide opportunities for others. At Cal Poly, consider reaching out to clubs such as the Multicultural Business Program, Latinx Business Student Association, Women in Business and Cal Poly OPEN (Cal Poly’s first queer-trans professional network) for ways to get involved. You can also utilize Cal Poly Career Connections and Cal Poly’s LinkedIn page for opportunities to connect with a mentee. Whether it be internally referring someone for a role, organizing a corporate tour for a club on campus or cultivating a mentorship with a younger peer, you can always find new ways to create opportunities for students from underrepresented backgrounds.
--
The tips summarized in this article are just a few of many ways we as individuals can alter our mindsets and behaviors in pursuit of becoming better allies and leave a legacy of racial progress in the professional and academic world. We must resist burnout and channel the momentum of this movement in order to truly effect change.
In the words of award-winning author L.R. Knost, “At a time when politics and power decide who is important enough to be fed, to be safe, to be free, those of us who have a voice in this world must speak boldly, loudly, insistently for those who cannot speak for themselves.”