Exclusion from leadership conversations leaves Black professionals lacking access to promotion criteria. This makes navigating the uncertain terrain of career advancement even more difficult. While these barriers hurt everyone in the organization, being Black at work often means being disproportionately left out of critical information that could guide career development.
Black professionals remain underrepresented in leadership. While Black people make up 14% of the US population. McKinsey reports that Black professionals only make up 12% of the private sector workforce. Black representation representation drops significantly to 7% at the managerial level and further to 4-5% in senior leadership positions. This gap in representation exacerbates exclusion from leadership conversations where informal promotion criteria are often shared among insiders (USC Career Center). Research also reveals that Black professionals are more likely to experience workplace discrimination—41% say they have been treated unfairly in pay, promotions, or hiring due to their race (Pew Research Center).
Addressing exclusion from leadership conversations is crucial to ensuring fairness. Transparent promotion criteria provide all employees, especially Black professionals, with a clear understanding of how to advance. This transparency supports Black professionals and improves organizational health by retaining diverse talent and promoting fairness.
In fact, companies with higher racial diversity in leadership see 36% better profitability than their peers (USC Career Center). When Black professionals can access clear, standardized promotion criteria, organizations benefit from higher retention, a more inclusive culture, and stronger business performance.
Are you an organizational leader?
Standardize promotion criteria: Develop and distribute transparent, bias-free promotion guidelines across all teams. Ensure these criteria are easily accessible to every employee, particularly Black professionals. Standardization is key to eliminating hidden barriers.
Are you an ally?
Advocate for transparency: Raise the issue of promotion transparency during leadership meetings. Push for open, accessible promotion guidelines and equitable access to opportunities.
You might feel like there’s nothing you can do or that these barriers are too deeply rooted to change—but they’re not. By advocating for transparency and challenging exclusion in leadership, you help to create a work environment where everyone, especially Black professionals, can thrive. Imagine the impact: diverse, inclusive teams that are more innovative and successful and organizations that are stronger because they embrace fairness.
By being proactive, you contribute to a culture where promotion criteria are clear, bias is reduced, and every professional—regardless of race—can advance. It starts with taking small actions today, but the long-term benefits for teams, organizations, and entire industries can be profound.
Exclusion from leadership conversations and the lack of Black representation in those spaces shouldn’t continue to be a roadblock for Black professionals. By taking intentional steps—whether you’re a Black professional, an ally, or an organizational leader—you can help dismantle these barriers.