The workplace culture and dynamics have significantly transformed over the last couple of years. One positive change is more emphasis on diversity, equity and inclusion (DE&I). Many organizations have set lofty goals in this regard, creating employee resource groups and hiring chief diversity officers (CDOs) to address issues related to systemic racism in the workplace. Having said that, are the actions taken by companies and leaders impacting the attraction and retention of diverse talent?
Fishbowl, a platform that enables conversations among professionals, recently released its Black at Work 2022 reportOpens a new window , which tries to identify the extent of disparities in perceptions of career advancement opportunities between non-Black and Black professionals, especially in the era of remote work. It further attempts to evaluate whether DE&I initiatives have produced meaningful results in assisting Black professionals in feeling supported in their current organizations.
A significant finding from the study was that Black professionals overall feel confident about their ability to grow in the remote work era and have good relationships with their managers. However, they are not confident in their path to promotion in their present companies.
The following are the findings in detail.
See more: 6 HR Tips To Make Black History Month a Success
More Black Professionals Than Non-Black Ones Feel Remote Work Helps Them in Career Advancement
The study showed that more Black professionals felt that the remote work offered them several advantages and opportunities that have become vital. While 35% of Black employees believed that remote work helped their potential for professional growth, only 27% of non-Black professionals felt so. Black professionals thought that the following advantages were the critical drivers of productivity and became the basis for their preference for remote work:
- Reduction in microaggressions
- Increased ability to bring their complete self to work from the comfort of their homes
Further, since many of the roles are no longer location-based, Black professionals feel remote work opened up new opportunities for career growth and potential advancement for them.
Both Black and Non-Black Professionals Share Positive Relationship With Managers
The relationship between the employee and their manager is critical in determining how much a person can grow in the company. The study showed that a significant percentage of Black (72%) and non-Black professionals (76%) maintained a positive relationship with their managers. While it would be assumed that the remote work and almost non-existent in-person relationship would affect the relationship, both Black and non-Black professionals felt they had a good relationship with their managers.
Yet, Many Black Professionals Do Not See a Viable Path to Promotion in Their Current Company
Despite having a positive sentiment about remote work and the opportunities for growth and advancement, over half (53%) of them felt there was no clear, viable path to promotion in their present company. On the other hand, only 46% of non-Black professionals felt so.
Actions Employers Should Take To Retain Black Professionals
It can be seen that Black professionals feel more comfortable with remote work and are optimistic about career advancement, yet do not see a clear path for promotion. So, what can employers do to retain Black employees and ensure they do not add to the percentage in the Great Resignation? Here are a few actions they can take.
- Identify issues Black professionals face
A few reasons Black professionals quote for preferring remote work also show the underlying problems, for example, microaggressions. Hence, companies should look at their culture and see where Black professionals face issues. Companies should make adjustments to their culture accordingly to create a more equitable workplace.
See more: 3 Ways To Stand Out and Attract Top Talent During the Great Resignation
2. Invest in employee-manager relationships
Overall, the study shows that both Black and non-Black employees maintain a positive relationship with their managers. Companies should support initiatives that build on them and strengthen these relationships.
3. Identify the roadblocks to promotion
Company leaders should identify where Black professionals face challenges regarding promotions. One reason for the lack of confidence in Black professionals about the path to advancement in their present company could be the lack of involvement of decision-makers in conversations with Black employees and managers. Another reason could be a lack of representation of Black talent in top positions.
Leaders should open up channels for conversations and feedback, which can help identify where careers for the Black professionals stall. Based on these discussions, they should introduce initiatives that can open up pathways upward.
Taking a few simple steps to create an equitable workplace and clearing the road for promotions will boost Black professionals’ confidence and reduce the risk of quitting in search of greener pastures.
What steps have you taken to help Black professionals grow in their careers in your organization? Share with us on FacebookOpens a new window , TwitterOpens a new window , and LinkedInOpens a new window .
MORE ON DIVERSITY AND INCLUSION
Confetti Launches Virtual Collection of Experiences To Celebrate Black History Month
71% of HR Professionals Think the Great Resignation May impact DEI Efforts: HR Trends Report
3 Levers to Focus On To Build a DEI Program That Actually Works
Invest in Data and Analytics To Drive DEI Program Results
3 Ways Companies Can Implement and Measure Success of DEI Tools