Why Are Some Organizations Hesitant to Hire Exceptional Black Talent?

The Paradox of Corporate Diversity: When Advocacy Stops Short of Hiring Black Talent

The benefits of hiring diverse talent are unmistakable. McKinsey found that the business case for gender and ethnic diversity in top teams is stronger than ever. The report demonstrates that companies with the most gender and ethnic diversity on executive teams outperform less diverse companies on profitability [1]. However, Black professionals hold a mere 3.7% of technical roles in major tech organizations, although they represent 13% of the general labor force [2][3]. The statistics for Black women in tech are even bleaker, making up only 1.7% of the tech workforce, despite women accounting for 26.7% overall [4]. This gap between corporate rhetoric and reality is glaringly obvious.

So why does hiring Black talent remain controversial in an environment where most agree that diversity is beneficial? The common refrain from corporate leaders is a lack of access to diverse talent pools, a problem that we aim to tackle with Black Freelancer.

For those who've been following our journey, you know that I've dedicated the last 18 months to creating Black Freelancer—the first in a series of community-centered marketplaces. We aim to help professionals discover significant work opportunities while connecting with other skilled individuals on these platforms via robust community tooling. We also have exciting expansions planned for LatinX Freelancer, Womxn Freelancer, and Veteran Freelancer, respectively (see Freelancer Hub). Earlier this summer, we launched Black Freelancer to Talent, which includes several game-changing features, such as digital profile creation and community-centric tools, that democratize access to the growing number of professionals seeking financial independence via freelancing.

Last month, we initiated a pilot program to help organizations identify and hire elite Black professionals. LinkedIn has been instrumental in this effort, giving us direct access to industry decision-makers. Just last week, I had a conversation with the CTO of a rising pet insurance startup. We discussed how collaborating could benefit our community of 5,000+ Black tech talents and their organization’s diversity and innovation goals.

The response? A flat-out rejection, labeling our platform as "racist." This response prompted a swirl of emotions and led me to question the very ethos of Black Freelancer.

n contrast, we've also had several conversations with one of the country’s largest media and advertising companies, which was recently named one of Forbes’ Best Employers for Diversity. Following an initial conversation, they seemed keen on partnering with Black Freelancer. Still, days later, they deferred, awaiting our 'Woman Freelancer' product, which begs the question– Why wouldn't they start with Black Freelancer to hire exceptional Black women professionals today? See the stats above.

What gives? Why do some companies express enthusiasm about hiring diverse talent yet hesitant about hiring Black professionals?

Furthermore–Is a marketplace that emphasizes connecting organizations with exceptional Black talent inherently racist? Or is it revealing awkward truths that many would rather ignore?

Looking forward to your insights. Have an excellent week ahead.

Warm regards,

Sterling

This memo was originally posted within the Black Freelancer Community Forum. Chime In