Sometimes looking at statistical data on the US labor force can be depressing. We have a pretty long and ugly history in this country of claiming equality but not practicing it. As time goes on and acceptance and tolerance of everyone becomes a larger focus in our education, minds evolve, but the same systems often stay in place.
We see it in the numbers. Income disparity is at an all-time high. According to Emmanuel Saez, an economics professor at UC-Berkeley the top 10% of earners make over 50% of the pre-tax income in the United States. Compare this to figures from the 70s with the bottom 90% earning 67.5% of all income and you see that we have a growing problem.
But it’s not all about the rich getting richer and the poor staying poorer. Specific demographics are not surprisingly victimized by this gap more so than others. African-American females are often hit the hardest.
Black women are the hardest workers in this country but make the least amount of money and occupy the least amount of CEO positions. This isn’t an opinion either, it’s fact. According to the Department of Labor, out of all racial demographics for women, black women are the most likely to be employed or looking for work. 75% of all black women with children under the age of 18 are active in the labor force, and the number of labor participation is only growing. Additionally, if you look at sole breadwinners for the family, black women again come in at the top with 34% of them being the sole provider for their families compared to only 18% of females in all other demographics.
So we live in the United States States, that means the hardest workers should most likely be getting paid the most–the American Dream and all that, right?
Unfortunately it’s not the reality. Women of color only make up 0.2% of S&P 500 CEOs, and 1.2% of executives or senior level managers. But let’s not stop at executive level positions, let’s look at income overall. Again, the Department of Labor chimes in and reports women of color are losing again, making 13% less than all women, and 33% less than white males.
To examine the reasons behind the statistics would mean delving into historical systemic hatred, victimization, prejudice and oppression that extends to today. For 20 somethings it can’t be more evident with the social climate in this country and innumerable reports of victimization in the news.
The solutions aren’t simple but can start with the employer. Diversity and inclusion is not only morally correct, but gives you an advantage over competitors because of a diverse work group. Old stigmas for women and specifically women of color also need to come to an end. Being strong and independent are qualities we look for in male leaders and are qualities we should also search for in female ones. We need to look at cultural differences and realize it can be utilized to improve the business, not disrupt it. Studies prove that doing this creates a more successful organization.
The way we start doing this is simple. Promote black women. The more African-American women in hiring roles, the more diverse a work force that is able to relate and understand its employees. We should recognize the differences, not dismiss or ignore them. By embracing our differences and understanding them, as well as by having a diverse organization that has variance in employees on every tier of the business, we can ensure that organizations are reaching every facet of American culture, and will in turn be more financially successful.
All is not negative, either. African-American women are gradually making more money in this country, and since the early ’70s, their earnings have increased a dramatic 75% compared to only 55% of all other women. While the trajectory is on the right path, we still need to ensure that we are providing an equal opportunity for everyone to succeed.
