The Anti-Racist Organization. Shereen Daniels
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You should be asking why it is seemingly impossible for anyone who does not look like the majority of your colleagues to progress above first‐ or second‐line management positions.
Why are there few or no Black leaders on your board?
Why are you so keen on emphasising proportional representation?
What are the retention and promotion rates for Black colleagues?
What are they paid, relative to their white counterparts?
Who is asking those questions to your line managers, heads of department and functional directors?
Who rubber‐stamps the answers? Someone must do, if very little has changed.
What you do with the answers to these questions will determine how serious you are about dismantling systemic racism within your workplace.
Suddenly promoting or hiring more Black people is not the answer. There's more to it than that.
References
1 McKinsey & Company. (17 June 2021). The Economic State of Black America. Retrieved 14 September 2021, from https://www.mckinsey.com/featured-insights/diversity-and-inclusion/the-economic-state-of-black-america-what-is-and-what-could-be.
2 Office for National Statistics. (December 2021). Labour market overview, UK. Retrieved 14 September 2021, from https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/uklabourmarket/latest.
3 PwC's Annual Corporate Directors Survey. (2021). Retrieved 6 January 2022, from https://www.pwc.com/us/en/services/governance-insights-center/library/annual-corporate-directors-survey.html.
4 US Bureau of Labor Statistics. (2021). Labor Force Statistics from the Current Population Survey. Retrieved 14 September 2021, from https://www.bls.gov/cps/.
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