For every dollar that white men make, Black women are paid 58 cents, reports indicate.
Racial equity has been on the minds and lips of every corporate leader for the past two years. Although an estimated $66 billion was pledged to racial equity initiatives in the aftermath of George Floyd, momentum seems to be waning. A question corporate leaders continue to ask is how to truly promote equity in the workplace. One of the reasons why equity continues to evade and escape workplaces is a lack of prioritization on the most marginalized employees. Workplaces that want to foster environments built on equity may want to think about adopting a triage-type method, as explained by Amira Barger in a recent article. The triage method is a system adopted in healthcare and medicine. During times when resources are limited such as during a natural disaster or in a warzone area, those providing medical care will prioritize individuals with the most severe injuries. This method can be applied to DEI efforts by focusing implementations and interventions on employees that experience the most harm. Black women experience some of the most severe forms of marginalization, therefore workplaces that want to foster equity must be centering their needs. “It’s very important to me to work for a company who respects me both as an employee and as a person,” shared Jessica Pharm, a senior talent acquisition professional. “I am also not dealing with the day-to-day toxicity, and microaggressions one experiences as a Black woman in corporate America. I can focus on my job, do it well while protecting my energy and peace. Any company who refuses to acknowledge this truth is not one I wish to work for.”
No workplace can truly achieve equity without addressing the widening pay gaps that exist. For every dollar that white men make, Black women are paid 58 cents, reports indicate. Racial pay disparities continue to persist. “Workplace equity for me means that at the moment I join an organization...my employer has assessed competitive industry data and advises on whether my salary is lower than it should be. It means not asking me to volunteer my precious time without compensation and explanation of how additional tasks will impact my career,” shared DEI consultant Netta Jenkins. “EEOC policies are critically important for me and they’re as much needed today as they were in 1965. Black women are still demanding equal pay for equal work because unfortunately we are getting way more work and way less pay,” shared DEI executive Yolanda Collins. “Companies just ‘saying’ they pay and treat employees equitably is no longer enough.”
Workplace slights and affronts continue to plague Black women’s workplace experiences. “Black women experience micro and macro aggressions that are unfamiliar to their male and non-Black peers. Rather than attempt to sweep the transgressions under the rug, colleagues and supervisors should proactively speak out when they witness these events and offer support if a Black female employee confides in them,” shared a government employee who asked to remain anonymous. Ensuring that your policies and practices prioritize the safety and wellbeing of Black women is vital. “A rising tide lifts all boats. I firmly believe that if one ‘solves for Blackness’...if issues that affect Black people, and especially Black women, are prioritized and addressed, then everyone benefits,” explained activist and TV host Lisa Hurley. “Organizations need to proactively and appropriately sponsor, promote, protect, advocate for, and compensate Black women. The focus needs to move beyond mere inclusion. Inclusion is the minimum...as a Black woman, I feel supported and valued when all my abilities, degrees, idiosyncrasies, and intersectionalities are seen and celebrated.”
