Rising Diversity Numbers in the Corporate and Political World Do Not Eliminate the Need for Structural Changes
ANGELA YU: At the first “Know You Power Forum” hosted by Georgetown’s Institute for Politics and Public Service, Rashida Jones shared valuable insights from her long career in journalism as the president of MSNBC and the first Black executive to lead a major news network. Spring 2022 Fellow Ashley Etienne moderated the conversation as the two delved into their shared experiences as Black women in white, male dominated fields.
Throughout their conversation about overcoming skeptical coworkers, chasing opportunity and assuming leadership, a common theme arose: “results don’t lie.” This mindset drove Jones to surpass criticisms of her age, gender, race and every other aspect that colleagues believed deemed her less qualified for the role. Her words echo the experiences of women, especially Black women, who have historically led America’s largest social movements and yet are still considered outsiders in corporate and political leadership. Despite being every bit as capable, if not more so, than their white counterparts, Black women must continually prove their capabilities in authority positions that should carry inherent respect.
Out of the 500 largest businesses in the world, women run merely 41—a small number that is still applauded as a significant jump from 14 in 2020. Black women achieved a record-breaking number of positions on the list at 2: Roz Brewer of Walgreens Boots Alliance and Thasunda Brown Duckett of TIAA. In Congress, 26 Black women won or held their seats after the 2020 election, and across the country, a jump from the 2018 record of 25.
These strides, although momentous, are not a magic wand solution to the racism and sexism that these leaders face in board meetings or on the Congressional floor. The professional world treats each promotion or hiring of diverse candidates as a step towards an inclusivity rather than the expected outcome of an inclusive workplace. A society that truly values diversity structures its institutions to attract candidates of diverse backgrounds, not require its minority employees to jump through additional hurdles in pursuit of success.
The flaw in using diversity numbers as a measuring tool for inclusivity lies in its one-dimensional storytelling. A women of color achieving an executive position does not erase the biases she has faced previously nor does it shield her from any discrimination that she may experience while in the position. Alternatively, corporations need to investigate its internal structure from the way managers hire employees to the process in which employees can report incidents of racism. In the same vein, the stakeholders in the political process must assess their role in perpetuating a hostile system; notably, how political discourse around Black female political candidates contribute to stereotypical beliefs.
As a result of shallow perceptions of diversity, HR departments are failing their female and minority employees, whose complaints of discriminations are often blatantly ignored. In some cases, employees are even accused of being too centered on their identity and creating disruptions. In a profile of employees of color in the tech industry, one Twitter employee commented that the company emphasized diverse hiring rather than keeping existing employees. Hiring policies that chase an arbitrary increase in minority employees persists in almost every career field. Of course, no organization has ever ended racism in its workplace with a specific number of hires.
Undoubtedly, Black female success should be celebrated as a product of a powerful individual’s hard work and perseverance. However, reform can only be sustained on the structural level when institutions make concrete changes to the rules and regulations that perpetuate racism and oppression. Even issues that may seem unrelated can have profound impacts on the opportunities of minority demographics. For example, one of the biggest barriers preventing Black women from running for office is the high cost of campaigning; campaign finance laws that heavily favor candidates with existing wealth discourage new faces from entering a race.
Furthermore, biased media portrayals of Black women act as a cultural barrier to politics. Prominent figures such as Stacey Abrams and Kamala Harris are often negatively framed as “ambitious” or calculating despite ambition being a necessary trait of all politicians. Offhanded comments about likeability or appearance are also a reality for almost every female candidate.
Both Rashida Jones and Ashley Etienne’s rise to the top is a testament to the extraordinary results they have achieved. However, Etienne’s observation that “women in general and Black Women in particular [are] held to different standards” call for our systems to be reformed to honor the unique experiences and contributions of all Americans.
Angela Yu is a freshman in the School of Foreign Service from Rockville, Maryland.