Increase Representation Among Black Women: A Step-by-Step Guide

This is #IncreaseDiversity, a weekly newsletter series + Increase Diversity Academy sharing best practices for employers who want to learn how to….well, increase diversity. To see previous editions, visit JenniferTardy.com. | IG: @IncreaseDiversity | Increase Diversity - YouTube

As Black History Month winds down, the spotlight on hiring Black talent shines brighter than ever. Companies say they want to hire more people of color. Yet when it comes to Black women, progress remains limited. Many of Black women are set up to fail, placed in unstable roles, or positioned within struggling organizations.

Too often, companies fall back on excuses like, “We want to hire the best,” as if diversity and quality are mutually exclusive. Real progress requires moving past these excuses and tackling the inefficiencies in our hiring practices.

One way to address this diversity challenge and increase representation among Black women is to examine something closer to home: our personal networks.

The Power of Networks in Hiring

Referrals still rule the hiring game. According to a Jobvite survey, 30% of hires happen through referrals, and 84% companies use Employee Referral Programs. So, who gets referred? The people already in your network. If Black women aren’t in that circle, they miss out on those opportunities. And your company misses out on their talent.

Think about the last time a job opened up. Who popped into your head? Someone you’ve worked with, someone you know through a colleague, maybe someone you met at a conference. That’s how opportunities spread. When your network lacks diversity, the same types of candidates keep getting recommended. The cycle repeats itself.

Steps to Close the Gap

So, how do you break that cycle? It’s not as simple as “network more.” The steps need intention. They need action. Here’s a quick roadmap:

1. Audit your network. Grab a piece of paper. Write down the names of the ten people you’d call first if a job opened up tomorrow. How many Black women are on that list? If the answer is zero, that’s a signal.
2. Build genuine relationships. Don’t make connections just to check a box. Invite people into your circle. Listen to their experiences. Show up for them the way you want others to show up for you.
3. Make introductions that matter. When you know a Black woman looking for opportunities, connect her with someone who can open doors. But don’t stop there. Tell the person why she’s a strong candidate. Share her skills, experience, and value. Make that introduction warm and credible.

Are you feeling stuck in this area? Or, asking yourself, Where do I even begin? What if my outreach feels forced or insincere? Our infographic has the answers you need to navigate these challenges and take meaningful action.

Your Roadmap to Real Change

Team JTC created a straightforward, actionable guide to help you increase representation among Black women in your workplace. This infographic doesn’t just outline the steps—it pinpoints exactly where to look, what to do, and how to bridge the gaps in your network. From identifying who’s in your circle to making thoughtful, strategic introductions, it gives you the tools to turn intention into impact.

If you’re serious about making a difference, this infographic is the resource you need. Download it, share it, and put it into action. Because real progress happens when we open doors and keep them open.

JOIN US IN THE COMMENTS: Are you ready to take the first step? We’d love to hear how your company is working to close the network gap. Share your thoughts.