Decreased funding in DEI quiets important moments, longtime DEI leader remains optimistic
Black Women’s Equal Pay Day didn’t get much attention but there’s still much we can do
By Jennifer Cloer
Black Women’s Equal Pay Day on July 9 of this year passed by without much attention. While it’s an election year and the media is distracted by an unprecedented campaign cycle, I believe the decrease in funding and support for DEI is also impacting the attention these important dates are getting. If we don’t acknowledge equity issues and important moments like Equal Pay Day, we run the risk of losing our collective consciousness and intention to drive change.
This led me to connect with Katrina Jones, the founder and CEO of Advancing Equity + Inclusion. Her impressive resume includes 15 years in HR and DEI roles at Accenture, Vimeo, Amazon and the Sandberg Goldberg Bernthal Family Foundation. She told me the decreased funding and support for DEI is real and it’s happening in both the corporate and public sectors.
“I’m always optimistic because that’s the best place to stay in,” Katrina says at the top of our conversation. “But yes, we’re seeing a retreat right now. Even with companies that are committed, DEI and HR budgets are being reduced and support for DEI, generally, seems more muted as compared to the last few years.”
Katrina Jones
Katrina’s journey into DEI work began in HR, where she learned the art and science of selecting job candidates, onboarding them and creating an environment for their success. Her "lightbulb moment" came when she found the most diverse work environment she’d ever encountered while working at the federal government.
“I saw an opportunity to make a difference in the workplace experience, to influence culture, and advocate for representation, inclusion and equity, in alignment with my values.”
Create diverse workplaces, close the gap
Katrina believes the experiences Black women face at work drive them out of the workplace before they reach senior roles, which contributes to the pay gap.
“One focus companies can pay attention to is the experience Black women have and what needs to be done to retain them,” she says. “Black women are often ‘canaries in the workplace coal mine.’ If they’re working in an unhealthy environment they may experience being dismissed by colleagues or unfairly criticized, or they’re given less grace as compared to other team members. So even if you can get people in the door–which we saw during the racial justice reckoning when companies were scrambling to recruit Black talent, following the murder of George Floyd–how do you retain them? How do you support their specific career journey and workplace experience within the organization? How do you make sure they're having an overall, positive experience as an employee?”
“If Black women are having a bad experience, it’s likely a sign of deeper or pervasive issues across the organization. It’s critical that leaders take Black women's experiences seriously. Believe them when they tell you they’re experiencing microaggressions, or feeling shut out and undermined.”
“If they’re working in an unhealthy environment they may experience being dismissed by colleagues or unfairly criticized, or they’re given less grace as compared to other team members.”
Katrina says this challenge with retention is a compounding factor of the pay gap for Black women.
“Negative employee experiences can lead to temporary or permanent career derailment at mid- and senior-career levels. Your career trajectory is derailed or paused,” she notes. “Ultimately, this derailment can have long-lasting effects, not just on career trajectories, but also lifetime earning potential and overall financial security.”
At Story Changes Culture, we often explore career transformations that were catalyzed by toxic workplaces.
“There were so many ‘Race and Racism 101’ book clubs that sprouted during the summer of 2020. At times it feels like people read the assignment but skipped through the work that followed it. In my day-to-day work in diversity, equity and inclusion, what gets my attention is the need to focus on things at the systems and the individual level. How are you contributing to Black women’s workplace experiences?”
Katrina urges individuals to support their colleagues who are Black, as well as other team members from marginalized communities. “You have an opportunity. Use your power and credibility to support Black women at work, to advocate for them, open and expand career pathways, and help foster a more inclusive environment.”