Building Pathways to Workplace Equity: Part 1 of Our Black History Month Series

It’s February and many of us are honoring Black History Month (BHM) - a time to recognize the trailblazing contributions the Black community has made in the U.S. It’s also an important time to reflect on our history, the progress that has been made, and the crucial steps we must take to help create equitable outcomes for every member of the global workforce. Personally, this month is meaningful because it shines a light on those who came before us. It honors the work they did and their struggle, but it’s also a reminder of the responsibility I feel toward my community and family.

In thinking about the events of the past year, and how the pandemic and racial justice movement have affected underrepresented communities, economic equity has never been more important. To make that a reality, business leaders and allies must ensure our underrepresented employees are supported and empowered in the workforce. Anchored to this moment, and in pursuit of better understanding where businesses can play a role, in January of this year, LinkedIn surveyed more than 2,000 Black professionals in the US to shed light on the challenges they face in the workplace, including the prevalence of discrimination, being overlooked for advancement, the importance of mentorship, and the actions companies must take to advance the careers of Black professionals. This is part one of a two part data survey series dedicated to the Black professional experience. Be sure to check out next week’s post for a deeper dive into the importance of access to leadership, mentorship, and sponsorship.

Opening Doors For Black Professional

Black professionals hold just 0.8% of Fortune 500 CEO positions, and only 3.2% of senior leadership positions at large companies despite making up over 12% of the US population. With this in mind, we’ve taken a look at the long-standing inequities that continue to exist in our places of work. We found that 40% of Black professionals say the biggest obstacle in their career is not having a clear path or opportunity for advancement at their organization. And 44% feel they’ve been overlooked or intentionally passed by for career advancement opportunities because of their race. Moreover, nearly half (46%) of Black professionals age 18-34 have faced blatant discrimination and/or microaggressions at work. Perhaps most staggering, even now, through an economic downturn, Nearly 1 in 3 Black Professionals surveyed (30%) are thinking about leaving their current job, with the top reason being lack of growth or advancement opportunities (45%) and lack of recognition of their work (33%).

Companies should identify any potential discrimination experienced by their employees by acknowledging it transparently and openly. To help Black professionals advance and see a clear path forward in their career, people leaders should improve the way they develop underrepresented talent through employee development programs or career coaching. We’re at a juncture where organizations must focus on the retention and development of the Black employees they have now before making bold stances to hire more underrepresented professionals. The work starts internally. Instead of rushing to make a statement, make sure you’re working to grow and appreciate the Black professionals in your organization first.

Moving From Acknowledgment To Action

Anything is possible when we open the door of opportunity for one another, and while employee retention and development will help advance Black professionals, organizations must also think more broadly about action. Amidst the global focus on racial injustice, we’ve seen many companies take a stand against inequality – but the work to create safe spaces so that these conversations can take place still needs to be done.nbsp; As many as 1 in 4 Black professionals feel they may face retaliation for speaking up about racial justice issues or topics around diversity, equity, and inclusion in the workplace, further isolating employees from feeling like they can bring their authentic selves to work.

Creating a workplace culture rooted in anti-racism, with belonging at the center is essential so everyone feels valued and heard. When people from diverse backgrounds and cultures work together, we all succeed and studies show that companies with the most ethnically/culturally diverse boards worldwide are 43% more likely to experience higher profits. To ensure you’re hiring, developing, and promoting employees of all backgrounds, start by building programs across the entire employee lifecycle. At LinkedIn, we are committed to hiring and growing our underrepresented talent through development programs like our ImpactIn mentorship and LEAD program aimed at engaging and developingnbsp; Black and Latino talent in the U.S., to help accelerate career growth and build our leadership pipeline.