The contributions of Black Americans built the nation's economic foundation, sustained industries and shaped countless communities. Yet, even today, disparities in the workplace persist, limiting the opportunities available to Black professionals, which has been exacerbated by the recentWhite House Executive Order to terminate all Federal DE&I programs and positions.
Black employees comprise 12.8 percent of the workforce but hold just 7 percent of managerial positions. In senior leadership, representation drops to 4–5 percent. These numbers are beyond dismal and reveal more than gaps in representation—they reflect systemic barriers that prevent Black talent from reaching their full potential. Yet despite the intention of DE&I programs to gain access to the many talents and skills of the Black community, a false narrative has been created that DE&I gives unfair advantages to Blacks and people of color. When the reality is that Black Americans have not been the greatest benefactor of DEI compared to white women and other minority groups.
It’s clear the contributions, abilities and innovations that Black employees bring to the workforce will continue to be underutilized and untapped. This is exacerbated by the lack of recognition of Black talent, which needs to be leveraged and harnessed effectively as a critical part of the global talent pool to develop and maintain a high-performing workforce and ensure the best and brightest regardless of differences are given access to opportunities.
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