Diversity in Leadership: We've Got to Invest in People

When organizations launch strategic initiatives to increase representation of those within marginalized racial and ethnic groups, particularly to leadership roles, strategies often include various programs to mitigate bias in the selection process, mentorship, retention, succession plans, and among others. All of these efforts send the right message to marginalized employees, but do they really work? The short answer is, look at your leadership workforce data.?

While I agree programs to help diversify leadership are helpful and should be in-place, for me, what moved the needle were leaders that invested in me, and particularly those that were not from within a marginalized group. Why? At that time, and still the case today, in many organizations, it is leaders from non-marginalized groups that are behind the doors of executive leadership. In the top ranks, 85% of positions are held by those that identify as White (source). Until we can materially change who is represented in executive roles, moving more towards leadership diversity for people of color, will require those that are not underrepresented, to invest in people. I would have wanted executive leaders who share my affinity to have been mentors and sponsors, but unfortunately, this was not an option and may still be the case across many organizations today.?

We often hear “we need to diversify, but of course pick the most qualified person for the job.” One area of opportunity is college degree requirements, particularly for leadership roles. The U.S. Census Bureau released educational attainment data in 2022 that revealed 28.1% of Black and 20.6% of Hispanics, have a bachelor’s degree or higher. As compared to 41.9% White and 61.0% Asians with a bachelor's degree or higher?(source). Thus, we see underrepresentation in leadership roles among Black and Hispanics due to stringent and or antiquated college degree requirements. Can we invest in a person's competencies, talents, or relevant skills as a means to not exclude individuals that may be just as "qualified?” If we are truly committed to diversifying leadership, we need to reconsider all job requirements.

We need to also challenge other methods of how leadership roles have been recruited for and are likely barriers to increase diversity. Consider your hiring processes. At Intel, the diversity of hires increased from 31% to 45% of hires being women or people of color after the company required interview panels to include at least two women and/or employees from underrepresented groups (source). What are your interview panel requirements? Are those on the panel leading by example in their own hiring and promotion practices for diversifying leadership? You can intentionally select for diversity by giving underrepresented groups support throughout the hiring process, that is consistent with the law. (What’s legal?)?

Reviewing your overall selection strategy is necessary. But I'd also challenge leaders to take it a step further. For almost every promotion, I had leaders who invested their time and support for my success. They not only made all of the difference for me, but they were also helping to diversify leadership. These types of leaders walk the talk. You know who they are. You see it in their leadership workforce data, in their recruitment and promotion decisions, and you can feel it when you are in their presence.?

Investing in diversifying leadership doesn't need to be solely in the workplace. There are organizations committed to advancing people of color that you can get involved with and or make a donation. For example,?OneTen’s mission is to hire, promote and advance Black individuals who do not have a four-year degree into family-sustaining careers. They take a skills-first approach, focusing on competencies, with an aim to close the opportunity gap and ignite potential. Other organizations can also assist your diversity recruitment efforts and cater to the needs of specific groups of talent, as well as students preparing to enter the workforce and can be found?here.

The Britannica Dictionary definition for the word invest is "to give your time or effort in order to do something or make something better." As a person from a marginalized community, I recommend that leaders, especially allies, not only support and engage in an organization's programs that are designed to help diversify leadership, but also personally invest in people that would benefit from their time and effort.

Investment also means a sincere commitment to grow and develop talent that is as diverse as it is aspiring. Honesty is to be truthful to ourselves. Integrity is to live by example. We all have an opportunity to make a defining difference in a person’s life, a difference that is a gift that keeps on giving. Be the difference that changes someone's life and the future generations of leaders.