Hiring Black Professionals

I took a stand at one of my jobs. To not break confidentiality, I will say only that my goal in speaking out was to see that justice was served. Being an activist cost me a promotion. And I wouldn’t hesitate to do this again when it matters.

I recommend that you subscribe to the Vault newsletter. The Vault website link will be given at the end of this article.

Not everything I read in the newsletter is news to me. Most of it I’ve heard before. What I find compelling is the recent Vault articles about current events. Such as how to be an ally against racism at your workplace.

One of the current newsletters talked about interviews with Black CEOs on how to hire more Black professionals.

First off–it is startling and upsetting to me when a person doesn’t take the time to find out a Black person’s name and use it in conversation. Referring to someone else as “the Black woman over there” to a person they’re talking to must stop.

You should be getting to know them just like everyone else at the event.

Vault solutions:

Have companies disclose diversity numbers.

Break their staff down by race ethnicity and gender.

Offer Black students more internships and mentor them.

Make company boards accountable for hitting diversity targets.

While this is done—increase Black representation on those boards.

Only do business with firms with Black representation.

In the next blog entry, I’ll talk about being an ally at work.

Vault website.

More compelling to me would be a Vault newsletter targeting the job candidates themselves. On how Black job seekers can get coveted positions. Not just how companies can hire them.

Author: Christina Bruni

Christina Bruni is the author of the new book Working Assets: A Career Guide for Peers. She contributed a chapter "Recovery is Within Reach" to Benessere Psicologico: Contemporary Thought on Italian American Mental Health.

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