Black Canadians and Americans have made significant contributions that have shaped countless opportunities over the years. Yet, despite that, they still face racism and limited opportunities in the corporate world. After the death of George Floyd in the United States, a coalition of companies grouped together with the shared goal of lifting one million Black workers into good-paying jobs over the next ten years.
Nevertheless, with the political landscape abruptly shifting in the United States, and the White House’s recent program to terminate all federal DEI programs and positions, the situation has changed. Currently, in the United States, the rate of employment of Black employees has remarkably dropped. An article by The New York Times highlighted that America is facing a diversity problem. The article states that only four companies on the Fortune 500 list have a Black CEO, down from seven less than a decade ago.
In Canada, the situation is different; an article by The Toronto Star revealed that the vast majority of Black Canadians believe their employers have made progress in creating a more equitable workplace. Nevertheless, more than three-quarters say that they still encounter varying degrees of racism at work. The contributions, abilities, and skills of Black employees still remains undervalued.
A Legacy of Resilience
If you take a closer look at the history of Black achievements in the workforce, you will notice that it is built upon resilience and hard work. In the past, Black labourers were often forced to do menial tasks under strenuous conditions toiling in factory working jobs, open fields, and domestic labour jobs.
With the establishment of innovation and technology, some of these jobs became obsolete, and many Black workers became educated. Through mentorship, networking, and sharing of past and present experiences, Black employees have built upon their past achievements and understanding to navigate uncertain times.
Despite that, many Black professionals feel that it is a constant struggle to be the only one in the room in leadership meetings, boardrooms, or professional networks. They describe how challenging it is to consistently advocate for their community and lead their work by driving change for marginalized communities. All these factors place tremendous pressure on them, which sometimes leads to burnout as they constantly serve as martyrs for everyone else without a safety net of their own.
What are the Barriers to Advancement?
According to Statistics Canada, in 2021, 32.4 per cent of Black Canadians aged 25-64 held a bachelor’s degree or higher, which is comparable to the national average of 32.9 per cent. The study indicates that a significant portion of Black Canadians have attained an education. Yet, that doesn’t negate the fact that Black professionals still face several barriers that stall their advancement.
One of the barriers is limited access to networks. Many Black professionals lack access to the networks and sponsorships that are essential for career growth. In Canada, the situation is worsened by rampant racism. A report by KPMG revealed that 77 per cent of Black professionals said that they experienced microaggression, discrimination, or acts of racism at work over the past year. Rob Davis, Chief of Diversity, Equity, and Inclusion at KPMG Canada, said that employers need to maintain trust by continuing to take action to remove barriers and ensure that inclusion and equity efforts are both real and sustainable.
Another barrier to advancement is the lack of representation at the top. Without Black leadership in senior roles, companies may struggle to identify and recognize Black talent for viable leadership positions.
When mistakes happen, they are often treated as failures, as there is limited support for risk and recovery. This often leaves Black professionals without a support system and little room for growth and development.
How to Change Course
To build an inclusive workforce where Black talent thrives, we must activate mentorship and advocacy. When organizations lend a voice and advocate for marginalized communities by connecting senior leadership with top-performing Black talent, they create an equitable workforce.
Another strategy is to build pathways for growth. That entails providing Black employees with the needed training and projects that challenge them and exposes their skills.
When employers consider these factors, they create a safe environment where Black employees feel valued. They also pave the way for others to follow their example in nurturing Black potential and allowing it to thrive!
David Messiha | Staff Writer