Workplace Leadership : Diversity and inclusion have become booming industries, bringing in billions of dollars. Yet, despite this seductive language, there is little evidence to support the idea that corporate programs have tangible effects. In Canada, the Black population has surpassed 1.5 million, or 4.3% of the total population. However, blacks are vastly under-represented in the business world: only eight Fortune 500 companies are headed by a black CEO, while blacks represent 16.1% of the non-white population. In the overall black population, only 1.6% of Fortune 500 CEOs are black.
Despite some progress, Canadian society is far from being an equal-opportunity meritocracy; recent years have seen a resurgence of racism, both overt and subtle. Today, more than ever, we need to adopt and defend policies that help level the playing field and enable organizations to benefit from the collective knowledge of all, not just a few. We need to understand the reality of the Black experience - which can prove rich in lessons for other under-represented or marginalized people, and for organizations seeking to maximize their talents.
CHALLENGED AUTHORITY
Handshakes, speeches and photos aren't the only elements of the repetitive story of good looks. For as we know the ability to take responsibility and inspire others is fundamental to any leadership role; nevertheless, Black leaders can face particular obstacles when it comes to building the trust needed to achieve this. Stakeholders with unconscious prejudices that lead them to distrust leadership abilities, or to associate the color black with disadvantage, risk or ineptitude, can be reluctant to accept their authority.
In the name of power and control and the desire to fill all our spaces with collaboration and a smile for us to invite them while excluding us from theirs, Black leaders can be limited by the kinds of leadership styles their supporters tolerate; studies show that people view black leaders more favorably when they are perceived as non-threatening. Unconsciously or consciously, this leads some black leaders to downplay their strength or zeal for their profession - passion can be mistaken for aggression - in favor of more polite, peaceful or gentle behavior. This measure of behavior unfortunately creates opportunities for black leaders to assume responsibility but be confined to difficult, even critical situations, with little likelihood of success. The good news is that leadership involves overcoming difficult situations.
AUTHENTICITY AND COMMITMENT
Due to hostile corporate cultures, black professionals often feel unable to express their ideals or bring their whole selves to work. This "tension of authenticity" encourages professionals to conform, especially Afro-descendants in the fields of law, health, and finance. They often have to create spaces of fulfillment and well-being for themselves in order to continue working. According to KPMG in Canada, based on data collected from millions of employees, eight out of ten black Canadians say they still face some form of racism or microaggression at work. The yes-but-no answers in this data demonstrate a certain understanding of black people, but they remain less satisfied and less motivated to keep their current jobs.
Consequently, the aspiration to thrive and generate wealth within the black community appears more attainable, despite the economic challenges still imposed by society. The transformation became evident, yet the actions of non-black people have significantly increased the likelihood of people of color believing in and actively pursuing alternative answers.
Black business and law school graduates endure more career stagnation and job changes than their white counterparts. Furthermore, young students are less interested in seeking leadership roles at Fortune 500 companies. Creating influence and wealth for future generations has become a rallying cry for resilience. This tendency has ramifications for firms that lose high-potential black executives, including losses in efficiency, corporate culture, and the competitive advantage associated with diversity of opinions. These high costs are not only social; they are also exponential.
"While business leaders can take some comfort in the fact that Black Canadians feel the workplace has become more equitable over the last few years, the reality is that racism and hate crime are on the rise in Canada," says Elio Luongo, CEO and Senior Partner, KPMG in Canada. "As business leaders, we must continue our efforts to build equitable and inclusive workplaces where all our people feel welcomed and safe, and we must stand up against hate in our communities as well."
DEVELOPING AND NURTURING A COMMUNITY
As leaders, it is imperative that we advocate for ourselves and of the next generation, and we can no longer accept the ongoing problem of inadequate representation of exceptionally skilled black leaders. Rather than seeing them as examples of exceptionalism who must overcome almost insurmountable obstacles to reach the top, we need to cultivate a strong talent pipeline and recognize those that do.
"Among the first steps to change in the workplace are awareness and understanding of racial privilege in social, political, economic, and cultural environments," says Rob Davis, Head of Inclusion, Diversity, and Equity at KPMG. "The commitment organizations are making to tackle this issue in their workplaces is making a difference, but unfortunately, progress is uneven.
Interracial cooperation has the potential to strengthen the bond between employees and their employers, bypassing hierarchical barriers. This will maximize the effectiveness of the relationship between managers and employees, while still offering coaching and mentoring opportunities that take all realities into account. In addition, supervisors should undergo training to strengthen their ability to provide more constructive criticism.
People learn a lot from differences; making it possible to detect racial and cultural distinctions can contribute to the development of leadership bonds and essential learning. This includes ensuring psychological safety, developing a culture of inquiry about race, recognizing the informal leadership responsibilities that black professionals play in changing their workplaces, and supporting self-expression.
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