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Bridging the Pay Gap Starts with You

Greer Campbell • September 25, 2023

There is no question that a racial and gender pay gap exists and persists across all industries in the United States. Slowly but surely small steps have been taken to close the gap, but nonetheless, the gap remains. This can be very frustrating for professionals in HR and job seekers that want to make a change, but don’t always have the power to do so.


Change does not always have to be the responsibility of major organizations and officials. Change begins with you. Below, we have listed various ways you yourself can close the pay equity gap and start making changes in your organization.


Let’s Start with Stats

In 2023:

·     White women make $0.73 for every dollar a White Man makes.

·     Black women make $0.64 for every dollar a White Man makes.

·     Latina women make $0.54 for every dollar a White Man makes.

·     Native American women make $0.51 for every dollar a White Man makes.


In 2020, Men ages 45-54 were paid 30 percent more than women of the same age.*


What Can You Do?

Diversify your Executive Level Hiring

The pay gap is contributed by “occupational segregation”, meaning that women and women of color are strongly represented in lower paid positions and industries, with little to no internal growth, including caregivers, education, administration, and more.


Considering and hiring women and women of color in executive opportunities will close the pay gap significantly, especially internally for your organization. Statistics show that a diverse team at the executive level leads to increased productivity, perspectives, and positive moral.


Job Seekers: Do Your Research

If you are in the market for a job, make sure you conduct your research on what level and compensation your skill sets and experience require. Knowing the market and industry hiring trends before you get into the interview stage of negotiations will greatly assist in communicating your expectations and advocating for the treatment you deserve.


HR Departments: Cultivate an Inclusive Organization

To diversify your organization, it’s essential that your hiring process is inclusive, and your company culture reflects one that will retain diversity. Ensuring your interview questions and qualifications are equitable and representative of all backgrounds will bring a broader slate of talent and provide confidence in job seekers that your organization is committed to engaging multiple perspectives. Having internal resources and diverse representation at the executive level will lead to better retention diverse perspectives, and in turn lead to a more diverse executive team.

Change starts with you and your team. If you are still hesitant on what you can do, contact DT@diverse-talent.com to set up a consultation and discussion.



Statistics found via Pew Research Center, Article by Eileen Patten.

Making Change: Black History Month 2025

By Greer Campbell • February 12, 2025
While we are only 2 months into 2025, it may feel we’ve lived many lifetimes already. February is Black History Month, and this year it is essential to celebrate and support leaders and people of influence more than ever. As media coverage and information continue to grow at the tip of our fingers, it’s easy to feel that being just one person, you can’t make a huge difference for huge causes, but that is not the case. As professionals, every year we meet with our team, with our supervisors, and focus on goal setting. One major suggestion when entering this planning stage, has always been to set achievable goals. Don’t create chaos in your mind trying to achieve an unachievable goal, our supervisors tell us. The same goes for support change and community. You don’t have to be a major donor to a cause, or a legislator, decision-maker to be the change you want to see. Black history month is and always has been essential to education and honoring stories and perspectives of those that paved the way for communities of the present and future. Below, we’ve outlined ways to be an ally and support Black History Month this month, and every month after. Shop Local, Black Owned Businesses Small businesses thrive off community support. Individual care and attention go into each service and product a local business produces. So, next time you need a coffee on the go, a brunch spot to meet your friends, a new work outfit, or a concert for your next weekend outing, do a google search of black owned businesses around you, try it out, and refer your friends. Educate Yourself Did you know it was a black woman, Marie Van Brittan Brown, that invented the first home security system, which included a camera, peepholes, and a two-way communication system? Or a black man, Garrett Morgan, who invented the 3-light traffic light? Many life changing and saving innovations are credited to people of color, specifically African American people. Doing research and educating yourself on black leaders and people of influence can continue the knowledge and support of the black community, and further the narrative that teams and ideas flourish under diverse perspectives. Volunteer Act, to make change. Research organizations and causes that support racial justice, social equality, and community development. Join groups that work together to support community and engage your skill sets to work together and make a change. Ask the Questions, Use Your Voice See something, say something. If you see a coworker experiencing discrimination, call it out. If your organization is not operating inclusively, set a meeting with your manager to start the conversation. For more information on causes to support, where to start, and how to make change, contact Diverse Talent.

Goal-Setting for Leaders: Embracing 2025 with Purpose

By Greer Campbell • January 8, 2025
As the New Year kicks off, leaders are invited to take time to redefine aspirations for personal and professional growth. Goal setting as a leader helps to push forth an environment of accountability and ambition within teams. By embracing SMART goals ( S pecific M easurable A chievable R elevant T ime-bound) leaders provide strategy and achievable goals that resonate with evolving demands of 2025. If you are finding yourself drawing a blank in beginning the stages of goal setting for 2025, see below for a guide and items to consider adding to your spread: Begin by reflecting on the past year. What went well? What challenges arose? What needs to be discontinued? Identifying achievements and problem areas from the previous year can help in defining where to focus in the new year. This reflective process lays the groundwork for future successes. Connect with different teams and lead discussions to gain all perspectives of previous work, with a clear understanding of past performance and data. Engage your Team. When charting the course for the company’s future, engaging the team in thoughtful dialogue to gather invaluable feedback about ongoing projects and programs helps leaders understand not only what has fueled the organization’s successes, but also what challenges remain. True growth stems not only from pursuing high targets, but also from embracing diverse perspectives and insights from your team. Set Accountability Measures. Once your goals are set, it’s imperative to continue check ins and maintain accountability throughout the year. Scheduling 360 reviews with your teams s not just a procedural obligation, but an essential practice to ensure everyone feels encouraged to receive and give feedback and gain valuable insights that can shape the professional development of the team. Moreover, continuing the refinement of established goals is vital for maintaining focus and direction. As your team engages in regular discussions about their objectives, it facilitates a dynamic process of assessment and adjustment. This ongoing refinement not only ensures that everyone remains aligned with the overall vision but also fosters individual accountability, making each team member a crucial part of the larger mission. Continue your Leadership Education and Professional Development. Continued education is at the forefront for continued success of your individual position and company. Sharpen your leadership skills and ensure you’re up to date on how to effectively lead your team with online or in person programs. Diverse Talent’s DT University is a virtual, 6-session course focused on refining leadership qualities and skills. Meet with a mentor each week and learn through facilitated conversations and workshops to enhance your leadership abilities. For more information, contact us at DT@diverse-talent.com , or visit our website at www.diverse-talent.com .
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