A Black Recruiters’ Experience Upholding Racist Hiring Practices in the Investment Banking Industry.

Unveiling Bias

Black History Month 2024

As I thought about how to contribute to conversations happening this Black History Month, I thought about my experience hiring for investment banks in the early 2000s and how I contributed to unequal hiring practices.

As a recruiter back then, hiring for IB tech, it was common to encounter East Asian H1B Visa holders, Cybersecurity and Tech professionals coming from countries like Nigeria, and the handful of French or German hopefuls interviewing for product, marketing, or leadership roles.

I remember the difference in treatment of the French or German candidates vs. the Indian or Nigerian-born applicants. 

• I assumed the latter would accept less pay, and they always did.
• Communication was less gracious.
• Interview rounds took longer for roles above individual contributor.
• There was never a salary negotiation that ended in their favor.
• We were more apt to ghosting or taking longer to respond - provide feedback.
• Hiring managers may not verbalize their preferences in terms of who they invited to interview, but patterns emerged. 
• Assumptions were made regarding resumes with ethnic names. 

As much as this can end up turning into a confessional, I’d much rather share my thoughts on how black hires can push past any lingering bias in the hiring process.  I’ll try my best. 

Let's get started. 

In today's society, the fight against systemic racism and bias in hiring practices remains a pressing issue. Despite progress, many individuals continue to face discrimination and barriers to employment based on their race, ethnicity, or cultural background. It's imperative to shine a light on these injustices and work towards creating a fair and equitable hiring landscape for all.

Understanding Bias in Hiring:

Bias in hiring can manifest in various forms, from implicit biases held by individual recruiters to systemic inequities embedded within organizational structures. Implicit biases, often unconscious and unintentional, can influence hiring decisions based on factors such as race, gender, age, or socioeconomic status. Systemic racism further exacerbates these biases, perpetuating inequalities and limiting opportunities for marginalized communities.

 Fix it by: 

• As a Black candidate, slip on a reserved version of yourself during all initial conversations. 
• View it as you ‘putting’ on the most self-collected version of yourself. The version that doesn't need them while being aware of how much they will need you. You’ll either intimidate or anger them, but you’ll for sure make it understood that there will be no lowballing you as it relates to pay. I can guarantee that.
• If you’re a golden retriever at heart, dont worry; recruitment teams will still pick up on that; however, still share a reserved version of yourself, at least until the interviewer makes an effort to establish commonality during the conversation. Have them make an effort to make you feel at ease, never the other way around. We (Black candidates) can’t afford it. 

Challenges Faced by Marginalized Groups:

Marginalized groups, particularly Black communities, bear the brunt of discriminatory hiring practices. Studies have shown that job applicants with "ethnic-sounding" names are less likely to receive callbacks for interviews compared to those with traditionally white names, highlighting the prevalence of racial bias in the hiring process. Additionally, Black job seekers may encounter barriers such as a lack of access to networks, educational opportunities, or discriminatory screening practices.

 Fix it by: 

• Nurture the network you do have by making it an actual goal. 
• We place much more emphasis on weight loss goals (actually adding goal posts, timelines, accountability partners, etc.) Give your networking goals the same amount of effort. 
• There is a HUGE invisible job board out there. HUGE!!!!!!!! To gain access to it, start nurturing the friends and friends of friends you do have. View it from the place of - being of service ie. how I can help them? Then make sure everyone person alive knows your career goals and how you’ve been able to be a value-add every where you’ve gone.
• Expect rejections, etc., and just keep going. Set a goal of how many applications you'll send out - with tailored resumes - and 3-4 messages to the recruiters and hiring managers via their LinkedIn profile. We share how to do that in our job search group on Facebook.

The Impact of Systemic Racism:

Systemic racism in hiring extends beyond individual biases to encompass broader societal structures and policies that perpetuate inequality. Historical injustices, such as segregation, redlining, and discriminatory hiring practices, have created systemic barriers that continue to disadvantage BIPOC communities today. These disparities not only limit economic opportunities but also contribute to cycles of poverty, unemployment, and social marginalization.

 Fix it by: 

• View negotiating as not a nice to have but as a self-fulfilling prophecy - as Black job seekers in this country, we have to place SO MUCH emphasis on deciding to feel WORTHY of a top-of-the-range offer, because instead, we usually just feel we are lucky to be there, or we make ourselves prove our value over and over. Who can relate? 
• Make sure that you arm yourself to the teeth before you negotiate and don’t allow yourself to fall for the ‘A-OK’ - meaning, “It's okay, I’ll just accept this offer to get my foot in the door” or “It's okay I dont need blank, blank and blank. I'll just take blank offer because I need this now”
• If you accept less now, you will continue to. 
• Hire a professional to help you negotiate, and make sure your it gets just as much love, attention, and effort as your interview prep gets. 

Steps Towards Equity and Inclusion:

Addressing bias and systemic racism in hiring requires a multifaceted approach that involves individuals, organizations, and policymakers. Employers must commit to fostering diversity, equity, and inclusion (DEI) within their workplaces by implementing fair and transparent hiring practices, providing bias training for recruiters, and actively recruiting from diverse talent pools. Additionally, policymakers play a crucial role in enacting legislation to combat discrimination, promote affirmative action, and create pathways for economic mobility for marginalized communities.

 Fix it by: 

• Make your advocate friends prove it. Do they really care about equality or equity? 
• Then, ask them for real things - introductions, interview preparation, closed door invitations, investments. Make them prove it. You got this. 

The fight against bias and systemic racism in hiring practices is an ongoing struggle that demands collective action and commitment from all stakeholders. 

By acknowledging the existence of bias, challenging systemic inequities, and advocating for inclusive policies, we can work towards creating a more just and equitable society where every individual has the opportunity to thrive based on their merit and potential, rather than their race or background. 

Together, we can build a future where diversity is celebrated and all voices are heard and valued in the workplace and beyond.

#UnveilingBias, #DismantlingSystemicRacism, #BlackHistoryMonth2024, #FairHiringPractices, #FightAgainstRacism, #InclusiveWorkplaces, #EquitableOpportunities, #BreakingBarriers, #RacialJustice, #BuildingDiversity, #CreatingInclusion, #ChallengingBias, #EqualOpportunity, #AdvocateForChange, #ThriveOnMerit