“Representation matters.” We often hear this phrase when discussing the importance of diversity, equity, and inclusion (DE&I), or the lack thereof, across industries including media and entertainment, healthcare, education, and beyond. For my mother, a child of the sixties, knowing this reality and the limitations that some would try to place on her two Black daughters, she always encouraged my sister and me to go after every opportunity we desired — regardless of if there were people that looked like us. It is upsetting that people of color are still fighting to simply be represented. And, in 2021, it’s past time for more progress — no longer can companies be content with meeting quotas and simply getting diverse people in the door. We now know that to create lasting change, diversity must be embraced and be a part of every aspect of a company’s operations.

During the past 10 months, in particular, conversations around DE&I were elevated. Many industries were forced to confront race in ways they never had before. And with the tragic deaths of George Floyd, Breonna Taylor, and Ahmaud Arbery, and the impact of COVID-19 on communities of color, many wrestled with the reality of how deeply rooted racism and injustice are in the world.

When these events took place, we witnessed organizations putting out statements of support and announcing new diversity initiatives and positions within their companies. While these steps were a start, now is the time to think about the lessons learned, how to continue applying them and evaluate progress made.

• Be Authentic. Consumers wish to align with brands that practice what they preach. In fact, according to research done by FleishmanHillard TRUE Global Intelligence, 62% of consumers report they will look into how a company behaves when responding to issues of racial or gender inequality when considering whether to buy their product. Many were quick to call out organizations who put out statements that weren’t backed by actionable DE&I plans or whose history did not align with their promises. As a consumer, I take note of companies that not only spoke out during this time and were authentic in their approach, but were already implementing DE&I into their business and didn’t need this moment to make it part of their mission. Consumers will continue being vocal about those who appear inauthentic, and so organizations must be sure they are acting, listening and learning.
• Look Within. Think about how people of color are represented within your organization and evaluate the purpose, practices, and culture. From an organizational standpoint, is there a culture that welcomes diversity? Is diversity represented from the C-Suite on down? Is the organization creating an environment where diverse talent can grow and desire to stay? Go beyond and ask if employees are able to bring their full selves to work. As a young professional of color, I sought to work in an environment where parts of me weren’t left at the door — something I consider even when it comes to my hair, a point my colleague raised in a recent blog post. I hope to see companies continue to not only hire, mentor, and train diverse talent, but accept these individuals for what they bring to the organization. Question who your company is, who you want to be and whether you are willing to do the work to get there.
• Keep Going. This past year has shown that conversations around race and justice are more than a moment. Organizations should recognize that action goes beyond a social media post and the work continues beyond Black History Month. As a junior counselor, I try to incorporate this into the work that I do, whether it’s suggesting diverse influencers for a campaign or considering new audiences to target. Efforts around DE&I must be considered year-round.

Brands and industries have realized how integral DE&I efforts are to their success — not only in how they appeal to stakeholders and to stay competitive in the marketplace, but for their employees and workplace culture.

U.S. Vice President Kamala Harris recently expressed what my mother so fervently tried to instill in my sister and me, “You may be the first, but don’t be the last.”

What is your company doing to not only ensure there are “firsts” within the organization, but creating an environment that guarantees there aren’t any “lasts”?

Black women are 1.5 times more likely to be sent home from the workplace because of their hair. From the interview process to promoting diverse talent, organizations need to recognize and address such microaggressions that impede the success of their Black employees. Every company will face its own challenges, but this one in particular – hair – starts at the top.

Prior to my first job in corporate America, I had been wearing my hair natural for two years after chemical perms and extremely damaged hair from straightening it consistently for 25 years. It had been a journey and a struggle, one that every Black woman shares even if her route is not specifically about transitioning, but one that I was proud of. Even so, upon graduation I feared going to an interview with my hair in big, wavy coils. So, I straightened it. For me, securing a future for my child was more important than remaining true to myself.

It took some time, but I come to work as I am now.

With even more Black women choosing to wear their hair in its natural, textured state or in protective styles, such as braids, twists, locs and knots, in the workplace, leadership needs to create a company culture that embraces the shift and, in fact, encourages authentic self-expression not only with hair, but in all aspects.

Hair discrimination among Black women has captured so much attention that U.S. federal legislation was initiated in 2019 with the goal of protecting Black women from being discriminated against – being seen as less professional or competent or risk losing their jobs – when choosing to wear their naturally textured hair or protective hairstyles. This legislation is still pending.

While some states and cities have enacted the bill, there are some where this type of discrimination is still legal. I’m happy to see laws are being put in place to protect us, but there is more work that needs to be done to normalize Black hair within company culture; to value a woman’s professional performance instead of combatting her natural physical appearance. This may seem like a small problem to some but embracing this much-needed change symbolizes eradicating the choice between surviving and thriving for Black women.

To combat hair and other biases, organizations should follow these best practices:

1. Eliminate discriminatory language in policies around appearance. Dress code and appearance guidelines are standard for most organizations, but policies should be evaluated to remove language and actions that discriminate against employees’ immutable characteristics. Even implicit language should be evaluated.

2. Train employees. When conducting interviews or promoting staff for achievements and accolades, bias can unconsciously creep in due to societal norms, limited exposure, etc. This often leads to unintentional or purposeful discrimination which perpetuates the advancement of individuals from the majority group over those who are Black. Training on conscious inclusion is needed to break down these barriers and level the odds for diverse employees and candidates with similar aptitudes and abilities as their peers.

3. Ensure diversity is reflected both within and beyond the walls of your organization. This is twofold. Internally, it’s important to have people of all backgrounds represented throughout your organization. Black interns are just as important as Black vice presidents. This ensures everyone has a voice and is exposed to a diversity of topics and POVs, helping to nurture a culture of understanding.

Externally, it’s just as important that organizations reflect diversity accurately on websites, social channels and resources that potential employees may encounter. For example, when researching new job opportunities, if I see someone who looks like me on the organization’s website, it reinforces that diversity, equity and inclusion (DE&I) is touted as a priority for the organization.

While keeping all this in mind, remember that hair is only one of many barriers to hiring and retaining Black employees. As your organization reflects on commitments and initiatives, check out True Self x True MOSAIC to learn how to authentically engage on DE&I. As we continue to put in the work, I hope to see future generations, including my kids, being valued for themselves – not having to choose between their livelihood and remaining true to who they are. This must be accomplished through the united efforts of advocates, leadership and organizations enforcing DE&I.