To me, there are few headlines more discouraging than the ones that explain how epically far behind black American families are compared to white families in terms of personal wealth. A few months ago, The Nation reported that the average black family would need 228 years to build the wealth of a white family today, and just last week The Washington Post reported that in the DC area white households have a net worth 81 times that of black households.
If your brain works anything like my brain, hearing this makes something deep inside you shiver. You read the articles. You scrutinize the methodology. You don’t want to succumb to the hopelessness inspired by the data.
It’s hard not to give in to that feeling, but it’s crucial to remember why we shouldn’t. Namely because we’re all in a position to drive change towards more equal footing for all Americans.
Here are some simple ways you can support positive change:
Open your eyes. Take note of the makeup of leadership in your company or office.
Speak up. When your company interviews potential candidates, suggest adding different people to the panel of interviewers if the current panel is made up of only one demographic.
Examine the frontrunners. Studies show that having just one woman or minority among job finalists isn’t good enough to shift the odds. But having two or more minority candidates in the finalist pool increases the odds of making a diverse hire by 194 times. Source: Harvard Business Review, April 2016
Check the talent sources. If none of the job candidates you’re seeing come from a diverse background, start requesting that your recruiters use a wider net. There are hundreds of organizations, websites, universities, and other avenues where jobs can be advertised to get the attention of diverse professionals.
Champion pay equity. If you’re in a position to influence fair pay, do it.
Activate advocates on your team. If you work with good people, they’re probably also thinking about these issues and want to do something about it. Join existing Employee Resource Groups that support and advocate diversity and inclusion in the workplace. If you don’t think they’re doing enough, take the time to brainstorm ways to make the group more effective. Be constructive, cooperative, and keep a positive attitude.
Tap the leaders. Executives care about these matters, too. They have 99 problems already, but if no one is talking to them about equality, don’t assume they’re ignoring issues on purpose. Find a confidant who you know is trusted by the exec and together develop a strategy for voicing concerns that aren’t currently being heard. Let them help you take action without making yourself a martyr for the cause.