Rhonda R. Siggers, M.Div 💖💚 on LinkedIn: There is nothing I have to add. This post is why I am going to reflect… (2024)

WHERE WE AT NOW?This month four years ago, a man, George Floyd, died while being arrested. HIs death was televised and it brought about a huge reckoning and conversations about the lived experience of not just African Americans but others of Black heritage living in the West and beyond. The mattering of black lives so to speak.One of the biggest conversations was an exploration of the Black employee experience for quite a number of firms in the corporate, third and public sector. Copious amounts of data revealed how many were just surviving in these spaces and point of conflict.- We observed the make up of boards, both executive and advisory and questioned why so many were hom*ogenous and excluded Black talent.- We explored discrepancies around leadership paths sitting just under the executive levels and the lack of sponsorship as well as other means that could help high potential Black professionals.- We uncovered not just tension with White leadership but also tension with South and Pacific Asian leadership.- We discovered a host of Black leaders and gatekeepers who wanted to be the only and did little or nothing to support Black talent progress.- Many of us signed NDAs with firms so as not to expose the horrendous hiring, retention and ethnic pay gap data they were afraid to share.The thing is for many Black professionals, this was not even borne out of anger. Rather a simple desire to partake in the promises of the glossy brochures and open cultures organisations promised. To actually bring alarge part of themselves to work without having to compromise. To be rewarded for the hard work they put in to keep these companies relevant who loved our rhythm but didn't want to hear our blues.Black squares were put up. Black colleagues were featured on brochures and PR puff pieces. Leadership development programmes were promised. Race Action Plans were hastily designed. And yet here we are now some four years later and there is collective amnesia. Initiatives and programmes to address these discrepancies are being disregarded as WOKE or DEI FATIGUE. Imagine that aye!Anyhoo, this is a simple request. If you are part of any of those orgs that made promises I would love to know where you are at. In the corporate, public or third sector. Have you met your five year targets? Do you have the Black partners, senior execs, leadership bench you said you were going to hit? Has your ethnicity pay gap shrunk? Has your supply chain representation improved? Or has it stayed the same? Heck is it worse?Feel free to reach out to me directly here or on my website with the data. If you know me, you know I don’t share names, just info. In this here Black Inclusion Week 2024, I am curious where we at now?

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As Black History Month comes to a close, it's important to recognize and celebrate the contributions of black leaders in the workplace. One such leader is Willie Grant, Global Head of Human Resources at CooperSurgical. In an article shared by The SR Group, Willie discusses his journey and the importance of diversity, equity, and inclusion in the workplace. Check out the article to learn more about Willie's inspiring story and the work he's doing to promote inclusion in HR. #blackhistorymonth #hr #dei #blackleaders #inclusionmatters Link to the article: https://lnkd.in/eFtRYww7

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Since 2020 at the height of BLM, I have closely observed the recruitment and subsequent removal of numerous Black and Brown professionals in roles related to Diversity, Equity, and Inclusion (DEI) and other leadership positions in our backyards. This period has brought heightened attention to issues of racial injustice and inequality, prompting organizations to focus on diversifying their workforce. However, it is disheartening to note that a significant portion of these newly hired individuals, including myself from my former employer, has experienced a premature exit.This phenomenon raises questions about the challenges faced by Black professionals in maintaining their positions within organizations. The reasons behind these departures are complex and multifaceted, and they underscore persistent issues within workplace dynamics. The removal of individuals from these roles may be indicative of broader challenges in creating inclusive work environments, where the contributions of Black professionals are valued and supported.This situation highlights the ongoing need for organizations to address systemic issues, foster inclusive cultures, and implement sustained diversity initiatives that go beyond symbolic gestures. It is crucial to create an environment where professionals of all backgrounds can thrive, contribute meaningfully, and have equitable opportunities for career advancement.

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Today marks the start of Black History Month. There is much to celebrate, especially over the last few years as many companies have made it a priority to hire, retain, and promote black employees. Inarguably, great strides have been made to create more awareness around DE&I; however, we still have a long way to go.In a survey conducted by CNBC, findings showed that, “…nearly two-thirds of respondents said Black employees were underrepresented in upper management at their organization, with only about one-quarter describing equal representation, and about 10% indicating Black representation is higher. More than 20% of respondents said there was no Black representation in leadership.”These responses tell a story that’s hard to ignore.Yes, progress has been made but the black-white disparity in the workforce still very much exists. So, what do you think? Are companies still invested in closing the gap or are they quietly quitting their DE&I efforts?

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'...diversity and inclusion officer positions exploded by almost 169% between 2019 to 2022, a study by RevelioLabs found that a third of all DEI professionals lost their positions over a 12 month period ending in December of 2022, the survey said. Over that same period, the study, a collaboration with Reuters and The Washington Post, noted that positions outside of DEI experienced a noticeably “lower attrition rate of 21%”.Big tech organizations, such as Google, Meta, and others also cut their DEI opportunities, despite making very big promises in 2020. According to CNBC, “Some companies have laid off DEI staffers and leaders of diverse employee resource groups, downsized learning and development programs, and cut budgets for external DEI groups by as much as 90%.”Google, whose own commitments in 2020 to diversity included “improving representation of underrepresented groups in leadership by 30% by 2025” as well as addressing issues in hiring, retention and promotions as well as “establishing better support for the mental and physical health for Black employees” cut its own DEI department and laid off staffers by the end of 2023.Things aren’t fairing any better at Meta. According to CNBC, almost every member of Meta’s Sourcer Development Program, a program intended to “help workers from diverse backgrounds obtain careers in corporate technology recruiting” was laid off. This affected more than 60 DEI professionals.Experts noted the stall in inclusion efforts in 2022, noting that when companies are looking to cut costs, unfortunately, DEI is one of the first places they look to cut. Research from a Glassdoor study show a surge in DEI efforts in 2020 that peaked in 2020 only to stall and then fall in later years.From GlassdoorEducation too experienced a loss in DEI initiatives and positions. According to the Chronicle, in 22 different states, 40 bills were introduced that restrict DEI initiatives at public colleges. Many of these bills prohibit the use of state funds for any DEI efforts or positions, trainings, or diversity statements.At the end of January 2024, the Florida State Board of Education announced its vote prohibiting any DEI spending in its state colleges. This affects 28 institutions.Texas introduced legislation that will withhold federal funds from its universities that require a DEI statement in December of 2023.In the same month, the University of Wisconsin agreed to cut its own DEI programs and initiatives in order to access state funding.Despite the documented importance of diversity and inclusion efforts in schools and their benefits to staff and students, even the improved rate of graduation when representative leadership is present, across the nation, the conservative push to ban these efforts not only persists, it grows.The “efforts” made by these organizations prove to be no more than a mere passing trend rather than legitimate strides towards inclusion, efforts that were soon tossed aside...'

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📆 Are you one of those employers who recognizes your Black employees feelings of belonging only in February, Black History Month?📋According to research and in-depth interviews by Adia Harvey Wingfield about what comprises an organizational culture that makes Black employees feel welcomed and valued…✔️Two qualities stand out, particularly among Black workers in market-focused sectors such as banking and financial services: the ability to collaborate and the space to be open about race at work... ✔️Both are areas where organizations are slowly moving the needle, and they should continue to do so in order to make organizations more racially inclusive…📈Racial equity and inclusion benefits businesses, government, and the overall economy by creating a healthier, better educated, more diverse workforce, and by increasing the ability of minority populations to purchase goods and services…📲Get more insight from Harvard Business Review: https://lnkd.in/eP-TY8R3#diversityequityinclusionandbelonging #racialequity #antiracim #allyship #inclusiveleadership

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Happy Black History Month!While it is important to celebrate the achievements of Black people, it is also essential to provide genuine support for them year round.As a leader, here are some tips on how to do so:⁠⁠✅ Reduce micro-aggressions in the workplace - the reason 97% of Black employees did not wish to return to the office, according to a 2021 survey by Future Forum, was because of the racial micro-aggressions they experience there on a daily basis.Therefore, it is critical that you provide training to reduce micro-aggressions, and make the workplace less hostile for Black employees.⁠⁠✅ Address pay inequities which impact them - while Black History Month events are a great time to amplify Black voices, it does not replace providing equitable pay to your Black employees.In 2019, the typical (median) black worker earned 24.4% less per hour than the typical white worker.Thus, you should address pay disparities which affect them.⁠⁠✅ Identify biases in performance reviews & promotions - unconscious bias often seeps into performance reviews & promotions, leaving Black employees at a disadvantage.Therefore, train managers to ensure such biases do not adversely impact Black employees.⁠⁠✅ Examine reasons for poor recruitment or retention of Black employees - oftentimes companies will make excuses for their inability to hire and retain Black employees.So rather than do so, you should examine where you are falling short, and take serious steps to change that reality.⁠⁠✅ Provide culturally competent coaching for them - far too many Black clients have expressed dismay at the culturally incompetent coaching given to them by their company's internal coaches. If the coach is unable to discuss race, racism, or micro-aggressions, they may not have the cultural competence to help your Black employees.⁠⁠✅ Genuinely listen to their concerns and take action - do not just pay lip service to the needs of Black employees.Actually listen to their concerns & take action.⁠⁠Stop patting yourself on the back for the progress you believe you have made, and recognize there is so much more work to do.While Black History Month is about celebration, company leaders should also ensure you are improving the lives of your Black employees year round.⁠ Follow these tips to do so.#blackhistorymonth #blacklivesmatter #blackmentalhealthmatters #linkedinnews #dei #diversityequityandinclusion

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We all remember the events of 2020 and the declarations that businesses made to create fair, equitable and safe workplaces for their Black employees.So, how's it going? Organizations across the world pledged to meaningfully tackle systemic racism and smash barriers to progress - but we know that progress has been slow. As we approach Black History Month in the UK, here are some ways business leaders can invest in and make tangible moves to drive Black inclusion. 1. Let's Talk About RaceIf employees can't discuss the problem, how can we collectively fix it? It's time to get over the discomfort, and our Let's Talk About Race training equips employees with the language they need to have meaningful and productive conversations that drive change. https://lnkd.in/eAXMT3tB2. INvolve's RISE Program Do your Black employees have access to strong, internal talent development programs? Ambitions for change won’t result in progress until they are given the tools to succeed. It’s not about providing some employees with an advantage; it’s about recognizing that Black employees deserve an equitable and level playing field to achieve their career goals.That's where our RISE Program comes in: https://lnkd.in/eAxbuz-43. Leaning into Allyship and AdvocacyDo leaders within your business know how to be effective and intentional allies? This Advanced Workshop provides leaders, managers with the tools to show up for your Black employees and ensure that they have the tools to advocate for and smash barriers to progress. https://lnkd.in/egSUzkXxAs we move into Black History Month, let's not make excuses. Black employees deserve abundant opportunities within our organizations, so let's make it happen. Get in touch with us at engagement@involvepeople.org to learn more about how we can support your organization. #DEI #Diversityandinclusion #blackhistorymonth #BlackHistoryMonthUK #diversityequityandinclusion #Diversetalent #blacklivesmatter #Allyship #Advocacy

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