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A recent report revealed that in the year after many companies made major commitments to improve diversity at their organizations, many of them actually followed through. A new report from 2020 and 2021 of companies that employ more than 9 million people in the US at some of the country’s largest and most lucrative firms, reports that 94% of the 300,000 new jobs went to Hispanic, Asian, and Black candidates. These new jobs were observed, not just in the lower-paying job categories, but in well-paid and powerful managerial and professional roles, even at the executive level.

“For years, companies have blamed the lack of a sufficient recruiting pipeline for why their workplaces don’t reflect the country’s racial and ethnic makeup. White men tend to disproportionately hold the highest-paying roles, and hiring managers have long said that qualified candidates from other backgrounds for elite jobs were few and far between. The latest findings show that when under pressure to hire and promote qualified diverse talent, organizations find a way to do it.”

With so many reports, research, and articles that highlight the massive gaps between DEI commitment and progress, it’s refreshing to see that there is some good news related to DEI. Company leaders can use this good news to renergerize their commitments and effort toward prioritizing DEI in their organization. While it feels difficult to address the deeply rooted and often elusive issues of systemic racism, it is important to use corporate and individual power to continue to make progress. As you work toward progress, don’t let fatigue derail you. Check out our checklist on “Overcoming Diversity Fatigue” on practical tips to keep you on track.

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The Editor

Ngozi Okeh is an experienced leader with a history of driving efforts to conceptualize, define, assess and promote diversity, equity, and inclusion (DEI) as strategic business processes. Ngozi is currently the Director of DEI at a leading marketing technology company where she develops and executes enterprise-wide DEI initiatives through rigorous strategic planning efforts, community partnerships, leadership collaboration, strategy evaluation, and careful management of communication and buy-in as well as policies and procedures.  Previously, she worked at an independent mortgage bank, where… View Profile