DEI Initiatives: Why the Black Community Benefit Least —and How to Change That

At Tellers Untold, we believe in amplifying the voices and experiences of those who are often left out of the conversation. Today, we’re diving into a critical issue within the Diversity, Equity, and Inclusion (DEI) movement: the systemic exclusion of Black people. While DEI initiatives have made strides in addressing inequities, Black individuals—especially Black women—continue to benefit the least from these efforts. Let’s explore the history of DEI, how it has evolved, and why it often falls short for Black communities. We’ll also examine recent political developments, including former President Trump’s executive order targeting DEI, and what this means for the future of equity.

The History of DEI: Where It All Began

The roots of DEI can be traced back to the civil rights movements of the 1960’s, when activists fought to dismantle systemic racism and discrimination in the U.S. Key milestones include:

• The Civil Rights Act of 1964, which outlawed discrimination based on race, color, religion, sex, or national origin.
• The introduction of affirmative action policies in the 1960s and 1970s, which aimed to address historical inequities by promoting opportunities for marginalized groups.

In the 1980s and 1990s, the concept of DEI began to take shape as organizations recognized the need to go beyond compliance with anti-discrimination laws. Companies started implementing diversity training programs and creating diversity offices to foster more inclusive workplaces.

By the 2000s, DEI became a formalized framework, with a focus on three pillars:

Inclusion: Creating environments where everyone feels valued and empowered.

Diversity: Ensuring representation of different identities.

Equity: Addressing systemic barriers to create fair outcomes.

The Evolution of DEI—And Its Shortcomings

While DEI initiatives have grown in popularity, their impact has been uneven. Many programs focus on surface-level diversity (e.g., hiring more women or people of color) without addressing systemic inequities or intersectionality. This has led to significant gaps in who benefits from DEI efforts.

For example, white women have seen substantial gains in representation and leadership roles, while Black people—particularly Black women—continue to face significant barriers. This disparity highlights the need for a more intersectional approach to DEI, one that considers how race, gender, class, and other identities intersect to create unique challenges.

DEI (Diversity, Equity, and Inclusion) benefits the following groups in order:

DEI (Diversity, Equity, and Inclusion) benefits the following groups in order:

1. Women of all races and ethnicities – Without DEI, gender inequality persists, limiting leadership roles, wage equity, and representation.
2. Racial and ethnic minorities – Without DEI, systemic racism and underrepresentation remain entrenched in education, employment, and leadership.
3. LGBTQ+ individuals – Without DEI, discrimination and exclusion in workplaces, schools, and communities continue, perpetuating inequality.
4. People with disabilities – Without DEI, accessibility barriers, stigmatization, and a lack of opportunities for inclusion in various spaces persist.
5. Religious minorities – Without DEI, prejudice and religious discrimination go unchallenged, fostering exclusion and inequity.
6. Individuals from lower socioeconomic backgrounds – Without DEI, economic disparities and lack of access to education and career opportunities remain unchanged, perpetuating cycles of poverty.

Without DEI initiatives, these groups face ongoing harm through systemic inequities, exclusion, and limited opportunities for progress and equity.

The Data: Black People Are Being Left Behind

Here are some sobering statistics that highlight the disparities Black people face in workplaces, leadership roles, and beyond:

1. Representation in Leadership:
   • Black people make up 13.6% of the U.S. population but hold only 8% of managerial roles and 4% of C-suite executive roles in corporate America.
   • In Fortune 500 companies, only 1% of CEOs are Black.
     (Sources: McKinsey & Company, Lean In’s Women in the Workplace Report, 2023)
2. Pay Inequity:
   • Black workers earn 24% less than their white counterparts, even when controlling for education and experience.
   • Black women face an even wider gap, earning 63 cents for every dollar earned by white, non-Hispanic men.
     (Sources: Economic Policy Institute, 2023; National Women’s Law Center, 2023)
3. Workplace Discrimination:
   • 60% of Black employees report experiencing racial bias at work, compared to 41% of white employees.
   • Black employees are also more likely to be penalized for self-advocacy, with many reporting being labeled as “aggressive” or “difficult” when they speak up.
     (Sources: Lean In, 2023; Harvard Business Review, 2022)
4. Barriers to Advancement:
   • Black employees are less likely to receive mentorship or sponsorship opportunities, which are critical for career advancement.
   • Only 5% of Black employees feel they have equal access to leadership development programs.
     (Sources: Catalyst, 2023; McKinsey & Company, 2023)

The Unique Challenges Faced by Black Women

While Black people as a whole face significant barriers, Black women experience compounded discrimination due to the intersection of race and gender. For example:

• Black women are often overlooked for leadership roles, with only 1.6% of C-suite executive roles held by Black women.
• They face a wider pay gap, earning 17% less than white women and 63% less than white men.
• Black women are also more likely to experience workplace harassment and bias.

Political Backlash: Trump’s Executive Order on DEI

In September 2020, former President Donald Trump signed Executive Order 13950, which targeted DEI training in federal agencies and contractors. The order prohibited training that addressed concepts like systemic racism, white privilege, and implicit bias, labeling them as “divisive” and “un-American.”

This move sparked widespread backlash from DEI advocates, who argued that the order undermined efforts to address racial inequities and promote inclusion. While President Biden revoked the order in January 2021, the controversy highlighted the ongoing political resistance to DEI initiatives—and the need for continued advocacy.

What Needs to Change

To ensure DEI initiatives benefit Black people—and particularly Black women—organizations must take intentional, intersectional action:

1. Adopt an Intersectional Approach:
   • DEI programs must address the unique challenges faced by Black individuals, especially those with overlapping marginalized identities (e.g., Black women, LGBTQ+ Black individuals).
2. Invest in Mentorship and Sponsorship:
   • Create programs that connect Black employees with mentors and sponsors who can advocate for their advancement.
3. Address Pay Inequity:
   • Conduct regular pay audits to identify and address racial and gender pay gaps.
4. Combat Bias and Discrimination:
   • Implement training programs to address implicit bias and create accountability mechanisms for addressing discrimination.
5. Amplify Black Voices:
   • Ensure Black employees are represented in leadership and decision-making roles, and create spaces for their voices to be heard.

Conclusion

DEI initiatives have the potential to create transformative change, but only if they address the unique challenges faced by Black people—especially Black women. By adopting an intersectional approach and committing to systemic change, organizations can move beyond performative allyship and create truly inclusive spaces where everyone can thrive.

At Tellers Untold, we’re committed to telling these stories and advocating for change. Join us in pushing for a future where DEI lives up to its promise—for everyone.