Atlanta Wealth Building Initiative ’s Post

The Atlanta Wealth Building Initiative “reimagines economic realities in communities of color through community wealth building strategies that powerfully leverage ideas, people and capital.” Check out their framework for building Black wealth in Atlanta in the Beloved Economies Report at https://lnkd.in/eqkdnM4Q. #atlawbi

What are Black Jobs? In a recent presidential debate, the statement regarding “black jobs” has sparked considerable discussion. The phrase itself reveals underlying biases and oversimplifies the diverse experiences of Black Americans in the workforce. It’s crucial to recognize that employment opportunities for Black individuals cannot be compartmentalized into a singular category. Our goal should be to address systemic inequities, promote inclusive economic growth, and create pathways for sustainable career advancement for all. As leaders, we must challenge reductive narratives and advocate for comprehensive policies that uplift marginalized communities. This is not just about jobs; it’s about ensuring equitable access to opportunities, resources, and support systems that allow everyone to thrive. #LeadershipDevelopment #DiversityAndInclusion #AuthenticLeadership #EquityInAction #DrDeenaSpeaks #PositiveImpact #dailybrew #blackjobs https://lnkd.in/gH5X4K8W

Do Black Workers choose their jobs, or do their jobs choose them? I’ve been raising the uncomfortable fact that a roaring economy and record-low unemployment may not be enough to untether many Black workers from the lower-wage jobs they’ve worked historically in my LinkedIn posts. After reading a WSJ article that showed that Black Americans were double, and sometimes even triple, their representation in the worker population in primarily low-wage jobs, I decided to explore what might be driving Black workers’ decisions about the jobs they work in a series (post linked in comments). I will organize the posts around five factors that Raj Chetty and his colleagues found associated with mobility: segregation, income inequality, quality of K-12 schooling, social capital, and family structure. Over the next few months, I will reflect on how these factors, separately and together, may shape Black workers’ job choices. I aim to start a conversation about who ends up in what job and why and what if anything, might be done about it. If you’ve read my posts, you may think you have a good sense of where I’ll land on the question. I believe that race may be a factor in job choice. But it may not be the only factor, even if it is a factor. And it may not be the most decisive factor. If we are ever going to solve the problem of racial equity, we need to see the problem clearly. We must avoid two psychological traps: confirmation and binary bias. Confirmation bias is the tendency to seek information confirming our beliefs and ignore data that challenges us. Binary bias is the tendency to organize information into only two mutually exclusive sets of possibilities (e.g., good or bad) with no middle ground or nuance despite evidence suggesting a continuum of multiple options. With this caveat in mind, I am excited to explore this question together. 

Imagine a workforce where diverse talent thrives, not just survives. That's the power of Diversity, Equity, and Inclusion (DEI). But for Black workers, the puzzle pieces are often missing. Here's the stark reality: ❇️ 51% of Black workers say their race makes it harder to succeed where they work. ❇️ Black workers face double the unemployment rate compared to the national average. ❇️ Only 3% of Black workers feel their companies pay enough attention to DEI. These aren't just statistics, they're missed opportunities for a stronger, more innovative workforce. DEI isn't just about "feeling good." It's about: ❇️ Unlocking potential: Diverse perspectives lead to better problem-solving and decision-making. ❇️ Boosting innovation: When everyone feels valued and heard, creativity flourishes. ❇️ Fueling growth: A diverse workforce attracts top talent and strengthens brand reputation. Ready to rewrite the narrative for Black workers? ✅ Explore more insights from the BOSS team. We're here to help you build a stronger, more equitable future for all. ✅ Challenge yourself and your organization. Are you addressing the systemic barriers holding back Black talent? ✅ Take action. From inclusive hiring practices to unconscious bias training, there's always more to do. Let's work together to complete the DEI puzzle and unlock the full potential of every worker. Click the link in bio to explore more. #DEI #BlackWorkers #WorkforceEquity #DiversityMatters #ChallengeTheStatusQuo

There are more than 70 million STARS–workers who are Skilled Through Alternative Routes, rather than through a bachelor’s degree–in the U.S. This includes 10 million Black STARS, who make up 62% of all Black workers and 7% of the overall workforce. Black STARS have skills that position them for higher-wage work, yet they continue to be overrepresented in jobs with low wages, showing the need to build and broaden the pathways to jobs with family-sustaining wages for Black STARS.  Learn more about Black STARS from Irvine partner Opportunity@Work: https://lnkd.in/dgzY6Kc 

Despite Employment Gains, Black Workers Now Face a New Challenge 2/5/2024 |   “As the U.S. celebrates Black History Month in February, recent research shows that more Black individuals are making significant strides in their careers. Black professionals are earning college degrees at much higher rates than they did two decades ago, are starting more businesses and are landing jobs at record numbers. Further, the employment gap between white and Black individuals has shrunk considerably in recent years. However, a December report by McKinsey & Company predicts that the burgeoning use of generative artificial intelligence (GenAI) in the workplace could widen the racial wealth gap between Black and white households by $43 billion annually by 2045, with Black workers also facing a higher risk of job loss due to this technology. “As often happens, the advent of a new technology can create or exacerbate divides, including the racial wealth gap,” the report said. “One of the most pressing questions about [GenAI] is how it will affect workers and, specifically, workers of color.” For more detail read, please visit SHRM @https://lnkd.in/gKxQGtwK

According to our most recent research, of the 16 million Black workers active in the U.S. labor market, 10 million are STARs – 62% of all Black workers and 7% of the overall workforce. Employers cannot find the diverse talent they need to meet emerging market needs without taking account of Black STARs. See our research, "Spotlight on Black STARs: Insights for Employers to Access the Skilled and Diverse Talent They’ve Been Missing." https://lnkd.in/etTWvZgR #HireSTARs #BlackHistoryMonth

Occupational segregation is real. Why are Black workers overrepresented in lower quality jobs? Why are women? We as humans tend to like simple answers, but really, there is a complex and tangled web of influences that continue to funnel certain workers into certain jobs. I’m looking forward to reading & responding to this 5-post series by Michael Collins, which will explore 5 areas associated with mobility: 1. Segregation 2. Income inequality 3. Quality of K-12 schooling 4. Social capital 5. Family structure Join me to learn more about these areas, and explore how we each can influence the areas we touch, to build a #goodfuture for all! #economicmobility #segregation #qualityjobs #learningculture

The recent statement by a presidential candidate about “Black jobs” is not only offensive but also deeply ignorant of the historical and systemic challenges faced by the Black community. This kind of rhetoric reduces the complex and diverse economic contributions of Black individuals to a simplistic, monolithic notion. Historically, the term "Black jobs" evokes painful memories of systemic discrimination and exclusion. From the days of slavery, when Black labor was exploited without compensation, to the Jim Crow era, where segregation and discrimination relegated Black workers to menial, low-paying jobs, the Black community has continuously faced significant barriers to economic opportunity and mobility. During the 20th century, practices like redlining, where Black families were denied access to housing loans and opportunities in certain neighborhoods, and discriminatory hiring practices further entrenched economic disparities. Even in more recent history, Black workers have been disproportionately affected by economic downturns and have faced higher unemployment rates compared to their white counterparts. The term "Black jobs" also overlooks the rich diversity within the Black community, which includes professionals, entrepreneurs, creatives, and leaders across all sectors. It reduces our economic potential to a narrow, stereotypical view that fails to recognize our full capabilities and aspirations. Moreover, this rhetoric fails to acknowledge the generational trauma resulting from centuries of systemic racism and economic exploitation. The economic disparities we see today are not just about current job availability; they are deeply rooted in historical injustices that have prevented many Black families from accumulating and passing down wealth. My firm understands that real progress involves addressing these historical injustices and providing comprehensive support for financial literacy, wealth-building strategies, and equitable opportunities. That's why my legal and financial services are designed to help women and undervalued communities create lasting legacies and manage wealth effectively. By focusing on financial education, strategic planning, and overcoming generational trauma, my firm aims to build a future where our economic contributions are recognized and celebrated, not reduced to political sound bites. Real change requires an understanding of our history and a commitment to systemic solutions that empower our community. Together, we can create a legacy of resilience and prosperity. #EmpowermentThroughKnowledge #LegacyAndWealth #TSharpLegacyAndWealthCounsel #FinancialEmpowerment #BlackExcellence #GenerationalWealth #EconomicJustice

From sectors like business, law, to medicine, we often find that these imbalances can lead to marginalization, creating barriers to advancement for Black employees. This realization prompts us as leaders and professionals to not only acknowledge these challenges but to take active steps in addressing them. Creating such an inclusive environment is a journey, one that requires collaboration, openness, and a commitment to change. We must build a workplace where diversity is not just seen but felt, where every individual has the space to thrive. #BuildingInclusiveWorkplaces #DiversityAndInclusion #LeadershipResponsibility