by Michael Burkart | Oct 18, 2020 | Uncategorized
Research by Professors Judd Kessler and Corinne Low indicates that employers continue to show bias against BIPOC candidates, in spite of affirmations about wanting to hire more BIPOC candidates.[1] In that study of 72 employers, 90% continued to rate lower the...
by Michael Burkart | Oct 10, 2020 | Uncategorized
I have some concrete suggestions for any organizational leader whose company is “unable to find qualified BIPOC workers,” as the Wells Fargo CEO recently said. The first thing you need to do is to find out whether your company is perceived as a place where BIPOC...
by Michael Burkart | Sep 21, 2020 | Uncategorized
A recent article in the New York Times is entitled: “Faces of Power: 80% Are White, Even as U.S. Becomes More Diverse.”[1] The article states that about 40% of US residents identify as BIPOC. The article contrasts this statistic with the following data: 94% of...
by Michael Burkart | Sep 16, 2020 | Uncategorized
Of late, I have come across quite a few posts on social media advertising or advocating for anti-racism and diversity training. While I understand it is very much the need of the hour, most of these ‘training sessions’ do have one fundamental flaw. It is a...
by Michael Burkart | Sep 7, 2020 | Uncategorized
According to Wikipedia, cronyism is “the practice of partiality in awarding jobs and other advantages to friends or trusted colleagues…” What I am calling racial cronyism is the practice of whites hiring other whites who are their friends and colleagues in the...
by Michael Burkart | Aug 18, 2020 | Uncategorized
People of color rarely receive as many development opportunities as do whites (though not every white person receives mentoring or training, those who do have mentors are overwhelmingly white). One driver of this pattern is the fact that there are whites who keep a...
by Michael Burkart | Jul 21, 2020 | Uncategorized
Employees of color have to navigate through white-run organizations, and they can ill afford to alienate white co-workers. After all, whites hold the most powerful positions in the organization and any one white person may have connections with those power holders. ...
by Michael Burkart | Jul 10, 2020 | Uncategorized
One of the things that keeps racial inequity in place within organizations is the impasse in communication between whites and people of color. As mentioned in my post, the “Psychology of Human Differences,” (April 9, 2020), many whites grow up in settings...
by Michael Burkart | Jul 3, 2020 | Uncategorized
Another arena where any white person can make a difference in their workplace is that of social networks. These social networks are built on friendships among co-workers. Social networks have a strong impact on one’s career. In his 2001 article in Harvard Business...
by Michael Burkart | Jun 23, 2020 | Uncategorized
Everywhere I turn, whites are asking what we can do to address the racial inequity that is now on display across the nation. On both social media and on list-serves, people are sharing books, videos and suggestions. I want to suggest taking action in the location...
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