Does Your Talent Management Strategy Support Women of Color?



I’ve been married for 9 years, and my husband and I have 1 child.

I got my first ever credit card in 2019.

I’m a stay-at-home mom (by choice) with no live-in nanny or regular sitter (by choice), and I work one full day during the workweek (by choice). It's been that way since the beginning of my independent practice, aside from a 12-week period where I was without my daughter for two workdays.

How did your assumptions about me fare?

Had you previously stereotyped me?

The main problem with stereotypes is that they assume particular types of people or things are the same. Without exposure to people from various walks of life, people can't address and correct their stereotypes. Training, speaking, and consulting on minority employee engagement and talent acquisition must start with reflective dialogue on stereotypes, create small proactive steps, and then lead to meaningful change. We've got a way to go with that change.

In 2019, women of color were less likely to be found in leadership roles. They represented the following percentages in these positions: managers (12%), senior managers/directors (9%), VPs (7%), SVPs (5%), and C-suite positions 4%). Earning less and a lower chance of landing a top leadership position are two career goals that, among other things, lead to stress and "emotional tax" in the workplace. So much so that it impacts wellbeing and productivity.

Yet despite feeling excluded, the same report by Catalyst showed that women of color still aspire to:

  •  Be an influential leader (87%)
  •  Work toward a high-ranking position (81%)

What can we do to extend support?

Well, according to the Charter Institute of Personnel and Development, the most highly rated developmental opportunities are coaching (50%), mentoring (38%), and high-quality feedback (38%). Hopefully, your strategy includes all three. 

Together Forward @Work is a call-to-action for the HR profession and broader business community to drive racism and social injustice out of America’s workplaces. Get the resources you need to create racial equity at work.  



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