Skip to main content
  • Foundation
  • Executive network
  • CEO Circle
  • Enterprise Solutions
  • Linkage Logo
  • Store
  • Sign In
  • Account
    • My Account
    • Logout
  • Global
    • Global
    • India
    • MENA
SHRM
About
Book a Speaker
Join Today
Renew
Rejoin Now
Renew
  • Membership
  • Certification
    Certification

    Smiling asian student studying in library with laptop books doing online research for coursework, making notes for essay homework assignment, online education e-learning concept
    Get Certified!

    Be recognized as an HR leader with your SHRM-CP or SHRM-SCP credential.

    • How to Get Certified

      Demonstrate your ability to apply HR principles to real-life situations. No other HR certification compares.

      • How to Get Certified
      • Eligibility Criteria
      • Exam Details and Fees
      • SHRM-CP
      • SHRM-SCP
      • Which Certification is Best for Me
      • Certification FAQs
    • Prepare for the Exam

      Give yourself the best chance to pass your SHRM certification exam.

      • Exam Preparation
      • SHRM BASK
      • SHRM Learning System
      • Instructor-Led Learning
      • Self-Study
      • Study Aids & Add-ons
    • Recertification

      Recertify your SHRM Credentials before your end date!

      • Specialty Credentials
      • Qualifications
  • Topics & Tools
    Topics & Tools

    Stay up to date with workplace news and leverage our vast library of resources to streamline day-to-day HR tasks.

    The white house in washington, dc.
    Executive Order Impact Zone

    Do not abandon, but evaluate and evolve. It is about legal, equal opportunity for all.

    • News & Trends

      Follow breaking news and emerging workplace trends.

      Legal & Compliance

      Stay informed on workplace legal updates and their impacts.

      From the Workplace

      Explore diverse perspectives from your peers on today's workplaces.

      Flagships

      Get curated collections of podcasts, videos, articles, and more produced by SHRM.

    • HR Topics
      • AI in the Workplace
      • Civility at Work
      • Compensation & Benefits
      • Inclusion & Diversity
      • Talent Acquisition
      • Workplace Technology
      • Workplace Violence Prevention
      SEE ALL
      SHRM Research
    • Tools & Samples

      Access member resources and tools to streamline HR tasks.

      • Forms & Checklists
      • How-To Guides
      • Interactive Tools
      • Job Descriptions
      • Policies
      • Toolkits
      SEE ALL
      Ask an Advisor
  • Events & Education
    Events & Education

    SHRM25 in San Diego, June 29 - July 2, 2025
    Join us for SHRM25 in San Diego

    Register for the World’s Largest HR Conference being held on June 29 - July 2, 2025

    • Events
      • SHRM25
      • The AI+HI Project 2025
      • INCLUSION 2025
      • Talent 2026
      • Linkage Institute 2025
      SEE ALL
      Webinars
    • Educational Programs

      Designed and delivered by HR experts to empower you with the knowledge and tools you need to drive lasting change in the workplace.

      Specialty Credentials

      Demonstrate targeted competence and enhance credibility among peers and employers.

      Qualifications

      Gain a deeper understanding and develop critical skills.

    • Team Training & Development

      Customized training programs unique to your organization’s needs.

  • Business Solutions
  • Advocacy
    Advocacy

    Make your voice heard on public policy issues impacting the workplace.

    Advocacy
    SHRM's President & CEO testifies to Congress on "The State of American Education"
    • Policy Areas
      • Workforce Development
      • Workplace Inclusion
      • Workplace Flexibility & Leave
      • Workplace Governance
      • Workplace Health Care
      • Workplace Immigration
      State Affairs

      SHRM advances policy solutions in state legislatures nationwide.

      Global Policy

      SHRM is the go-to for global HR leaders and businesses on workplace matters.

    • Advocacy Team (A-Team)

      SHRM’s A-Team is a key member benefit, giving you the tools, insights, and opportunities to shape workplace policy and drive real impact.

      Take Action

      Urge lawmakers to support policies that create lasting, positive change.

      Advocacy & Legislative Resources

      Access SHRM’s curated policy materials and content.

    • SHRM-Led Coalitions
      • Generation Cares
      • The Section 127 Coalition
      • Learn More & Partner with SHRM Government Affairs
  • Community
    Community

    Woman raising hand in group
    Find a SHRM Chapter

    Easily find a local professional or student chapter in your area.

    • Chapters

      Find local connections from over 607 chapters and state councils and create your personalized HR network.

      SHRM Connect

      Post polls, get crowdsourced answers to your questions and network with other HR professionals online.

      SHRM Northern California

      Join SHRM members in the greater San Francisco Bay area for local events and networking.

    • Membership Councils

      Learn about SHRM's five regional councils and the Membership Advisory Council (MAC).

      • Membership Advisory Council
      • Regional Councils
    • Volunteers

      Learn about volunteer opportunities with SHRM.

      • Volunteer Leader Resource Center
Close
  • Membership
  • Certification
    back
    Certification
    Smiling asian student studying in library with laptop books doing online research for coursework, making notes for essay homework assignment, online education e-learning concept
    Get Certified!

    Be recognized as an HR leader with your SHRM-CP or SHRM-SCP credential.

    • How to Get Certified

      Demonstrate your ability to apply HR principles to real-life situations. No other HR certification compares.

      • How to Get Certified
      • Eligibility Criteria
      • Exam Details and Fees
      • SHRM-CP
      • SHRM-SCP
      • Which Certification is Best for Me
      • Certification FAQs
    • Prepare for the Exam

      Give yourself the best chance to pass your SHRM certification exam.

      • Exam Preparation
      • SHRM BASK
      • SHRM Learning System
      • Instructor-Led Learning
      • Self-Study
      • Study Aids & Add-ons
    • Recertification

      Recertify your SHRM Credentials before your end date!

      • Specialty Credentials
      • Qualifications
  • Topics & Tools
    back
    Topics & Tools

    Stay up to date with workplace news and leverage our vast library of resources to streamline day-to-day HR tasks.

    The white house in washington, dc.
    Executive Order Impact Zone

    Do not abandon, but evaluate and evolve. It is about legal, equal opportunity for all.

    • News & Trends

      Follow breaking news and emerging workplace trends.

      Legal & Compliance

      Stay informed on workplace legal updates and their impacts.

      From the Workplace

      Explore diverse perspectives from your peers on today's workplaces.

      Flagships

      Get curated collections of podcasts, videos, articles, and more produced by SHRM.

    • HR Topics
      • AI in the Workplace
      • Civility at Work
      • Compensation & Benefits
      • Inclusion & Diversity
      • Talent Acquisition
      • Workplace Technology
      • Workplace Violence Prevention
      SEE ALL
      SHRM Research
    • Tools & Samples

      Access member resources and tools to streamline HR tasks.

      • Forms & Checklists
      • How-To Guides
      • Interactive Tools
      • Job Descriptions
      • Policies
      • Toolkits
      SEE ALL
      Ask an Advisor
  • Events & Education
    back
    Events & Education
    SHRM25 in San Diego, June 29 - July 2, 2025
    Join us for SHRM25 in San Diego

    Register for the World’s Largest HR Conference being held on June 29 - July 2, 2025

    • Events
      • SHRM25
      • The AI+HI Project 2025
      • INCLUSION 2025
      • Talent 2026
      • Linkage Institute 2025
      SEE ALL
      Webinars
    • Educational Programs

      Designed and delivered by HR experts to empower you with the knowledge and tools you need to drive lasting change in the workplace.

      Specialty Credentials

      Demonstrate targeted competence and enhance credibility among peers and employers.

      Qualifications

      Gain a deeper understanding and develop critical skills.

    • Team Training & Development

      Customized training programs unique to your organization’s needs.

  • Business Solutions
  • Advocacy
    back
    Advocacy

    Make your voice heard on public policy issues impacting the workplace.

    Advocacy
    SHRM's President & CEO testifies to Congress on "The State of American Education"
    • Policy Areas
      • Workforce Development
      • Workplace Inclusion
      • Workplace Flexibility & Leave
      • Workplace Governance
      • Workplace Health Care
      • Workplace Immigration
      State Affairs

      SHRM advances policy solutions in state legislatures nationwide.

      Global Policy

      SHRM is the go-to for global HR leaders and businesses on workplace matters.

    • Advocacy Team (A-Team)

      SHRM’s A-Team is a key member benefit, giving you the tools, insights, and opportunities to shape workplace policy and drive real impact.

      Take Action

      Urge lawmakers to support policies that create lasting, positive change.

      Advocacy & Legislative Resources

      Access SHRM’s curated policy materials and content.

    • SHRM-Led Coalitions
      • Generation Cares
      • The Section 127 Coalition
      • Learn More & Partner with SHRM Government Affairs
  • Community
    back
    Community
    Woman raising hand in group
    Find a SHRM Chapter

    Easily find a local professional or student chapter in your area.

    • Chapters

      Find local connections from over 607 chapters and state councils and create your personalized HR network.

      SHRM Connect

      Post polls, get crowdsourced answers to your questions and network with other HR professionals online.

      SHRM Northern California

      Join SHRM members in the greater San Francisco Bay area for local events and networking.

    • Membership Councils

      Learn about SHRM's five regional councils and the Membership Advisory Council (MAC).

      • Membership Advisory Council
      • Regional Councils
    • Volunteers

      Learn about volunteer opportunities with SHRM.

      • Volunteer Leader Resource Center
Join Today
Renew
Rejoin Now
Renew
  • Store
    • Global
    • India
    • MENA
  • About
  • Book a Speaker
  • Foundation
  • Executive network
  • CEO Circle
  • Enterprise Solutions
  • Linkage Logo
SHRM
Sign In
  • Account
    • My Account
    • Logout
Close

  1. Topics & Tools
  2. Workplace News & Trends
  3. Inclusion & Diversity
  4. Advancing Racial Equity in the Workplace
Share
  • Linked In
  • Facebook
  • Twitter
  • Email

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Vivamus convallis sem tellus, vitae egestas felis vestibule ut.


Error message details.

Copy button
Reuse Permissions

Request permission to republish or redistribute SHRM content and materials.


Learn More
News

Advancing Racial Equity in the Workplace

July 15, 2021 | Arlene S. Hirsch

A group of business people having a meeting in a conference room.


​Racial bias in the workplace is annually costing U.S. businesses $54.1 billion in increased absenteeism, $58.7 billion in lost productivity and $171.9 billion in turnover, according to research from the Society for Human Resource Management (SHRM). Black employees are most at risk for experiencing bias, followed by Latino and Asian-American employees. However, even employees who don't directly experience bias are negatively impacted by observing others being treated unfairly.

"There has been a collective awakening as more people become aware of how pervasive discrimination and bias are," said Evelyn Carter, director of training and people development at Paradigm Consulting, which is based in San Francisco and focuses on diversity, equity and inclusion (DE&I). "We are at a pivotal moment when organizations must answer an important question: How will they restructure their workplaces to truly advance racial equity and inclusion?"

HR has a pivotal role to play in answering that question.

"Until there are systemic changes in the way our workplaces are structured, nothing will change," said Dorianne St. Fleur, a workplace inclusion strategist in San Jose, Calif. "All people processes, such as compensation, hiring, promotion and performance reviews, must be audited, reconfigured and measured regularly to ensure there is no disparity based on race."

[Want to learn more about HR's role in advancing diversity, equity and inclusion? Join us at the SHRM Annual Conference & Expo 2021, taking place Sept. 9-12 in Las Vegas and virtually.]

Leadership Challenge

The SHRM research found that racial inequity is often perpetrated by supervisors, managers and senior leaders.

"Anti-racism is a core leadership competency," said Tim Cynova, co-CEO of Fractured Atlas, a New York City-based nonprofit arts organization committed to anti-racism and anti-oppression. "If you're a white leader and you're not personally engaged in learning and understanding racism and oppression, you're not doing your job."

Fractured Atlas' journey to becoming an anti-racist, anti-oppression organization began in earnest six years ago when it changed its values statement to reflect that commitment. The leadership team then created a diversity task force to assess the company's business model and culture in order to bring the organization into closer alignment with those values.

"What's so challenging is that there's no playbook for what we're trying to do," Cynova said. "It's an innovative process. We're trying to create a healthy organization where everyone can thrive that didn't exist before."

Joyce Smithey, a labor and employment attorney with the Smithey Law Group in Annapolis, Md., had this advice for organizations trying to advance racial equity in the workplace: "An important first step is for leaders to have an open and honest discussion about the issue and challenges of racial equity with their employees." The goal of these discussions should be threefold:

  • Identify problem areas.
  • Give an equal voice to minority employees and allow them to feel heard.
  • Help educate white employees about a problem they may not believe exists.

Talent Reimagined

A number of companies are changing their recruitment and hiring strategies in an effort to build more-diverse talent pipelines.

In its five-year racial equity plan, Best Buy committed to filling one out of every three new non-hourly corporate positions with individuals who are Black, Indigenous and people of color (BIPOC) and to expand representation throughout the company by providing leadership-in-training roles to BIPOC employees.

Since 2007, the Gap has been building its diversity pipeline through This Way ONward, a 10-week program that helps interns gain critical skills, confidence and work experience while the employees who mentor them simultaneously build leadership skills; 95 percent of program alumni are people of color.

Organizations also can build more-diverse talent pipelines by eliminating the race-based practice of rejecting qualified candidates who do not have four-year college degrees, diversity experts advise. Statistics compiled by Opportunity at Work, a Washington, D.C., nonprofit, found that nearly two-thirds of Black individuals and more than half of Hispanic individuals in the U.S. labor force are STARs (Skilled Through Alternative Routes).

Yscaira Jimenez founded LaborX, a Boston-based talent marketplace for STARs, as a way to connect hiring managers with graduates of vocational schools, boot camps, apprenticeships and community colleges using predictive skill analytics and 3D resumes.

"Many of the programs we source from support diverse demographics such as opportunity youth, veterans and immigrants who have the skills but lack the networks to connect to good jobs," Jimenez said. "LaborX believes in a world where everyone can contribute their skills and potential to the workforce, regardless of pedigree or social capital." The organization recently merged with Opportunity at Work.

Cascade Engineering, a 1,200-person manufacturing company in Grand Rapids, Mich., with a long-standing commitment to being anti-racist, launched its Welfare to Work program in 1993 with the goal of getting welfare recipients into manufacturing jobs at Cascade. However, the program was plagued by high turnover until the company partnered with social service agencies to provide child care, transportation and other help, said President and CEO Christina Keller. The eventual success of the program led to the creation of the company's Returning Citizens program. To date, Cascade has hired over 1,000 people with criminal histories, and those employees have an average retention rate of seven years.

"We want to be an employer of choice, and we feel our culture helps us achieve that," Keller said. "One of the most important things we do is socially responsible hiring."

SHRM Resource Hub Page
Overcoming Workplace Bias

Addressing Pay Equity

"In a job market where there is fierce competition for diverse talent, companies need to pay people fairly, invest in their development and show them that there is a path forward," said Cheryl Pinarchick, an attorney and co-chair of the Pay Equity Practice Group at Fisher Phillips LLP in Boston.

"This is more than a legal issue," she noted. "When we talk about pay equity, we also need to talk about the opportunity gap and identify disparities among different groups within different levels of the organization. You have to look at it both ways."

By implementing a transparent compensation system with objective metrics for recruitment, advancement and compensation, she explained, companies can help build trust and ensure consistency and fairness.

Angelique Hamilton, founder of The Chique Group, a diversity and inclusion training company based in Florida, added, "Organizations need to review compensation and promotion structures at all levels to identify what systems are in place and what resources are available."

To that end, Fractured Atlas implemented a fixed-tier compensation model "so that everyone knows what everyone makes and everyone moves forward together," Cynova said.

St. Fleur recommends tying managers' bonuses and promotions to DE&I goals.

"Behavior often follows incentives," she said. "Create clear and uncomplicated goals around diversity, equity and inclusion and then hold managers accountable for the results." She recommends that at least 20 percent of C-suite positions and 30 percent of senior leadership jobs be filled by BIPOC employees.

Experiment with Options

Every organization's journey toward racial equity will be different. While some wholeheartedly embrace the challenge of being anti-racist, others opt for a more moderate approach.

"If you want to address structural racism, you have to address the structures that support [it]," said Joan Williams, founding director of the Center for WorkLife Law at the University of California, Hastings College of Law in San Francisco. She recommends conducting research to identify areas of possible bias, determining what metrics to use to measure change, and then making small adjustments called "bias interrupters."

Bias interrupters are tweaks to existing business systems, such as those related to hiring, performance evaluations, work assignments, promotions and compensation, that stop and correct implicit biases, also known as hidden or unconscious biases, she said.

"If you make surgical tweaks to basic business systems, you can have a measurable impact on bias in one year's time without ever talking about bias," Williams said.

Technology can be an ally as well. The World Economic Forum's Diversity & Inclusion Toolkit outlines a number of ways in which technology can be leveraged to reduce bias, diversify talent pools and benchmark progress. For example, artificial intelligence software can be programmed to pinpoint hidden biases in an organization's recruiting process. Organizations that are focused on building an inclusive culture, however, may need more individual engagement and accountability from employees at all levels.

"A lot of issues stem from the culture of the company," Hamilton said. "If the culture is awry, you won't succeed."

Best Buy's plan to create a more inclusive culture includes an investment in mentoring, sponsoring and coaching BIPOC employees to "enhance the employee experience, increase retention, and help current and future leaders create meaningful connections."

Pinarchick recommends that managers participate in implicit-bias training to help them recognize how their own biases and decisions may be coloring their decisions about hiring, promotions and development opportunities.

"It's important to give people space to recognize that their biases may be impacting their decisions without their realizing it," she said.

"There's no one-size-fits-all answer to what kind of training or education will work best," Carter explained. Organizations need to develop the content and approach that fits with their needs and goals.

But "Training alone won't accomplish much if there aren't other components," said Carla Thomas, founder and president of the Realized Leadership Group, a DE&I consulting company in Richmond, Va. She recommends building ethnocultural empathy—empathy directed toward people of different races—into everyday interactions to mitigate bias and build an inclusive workplace. This can include coaching, mentoring, allyship, empathy circles, affinity groups and town halls, as well as anti-bias and peer leadership training.

"Here's the bottom line," St. Fleur said. "If you truly want to build a company culture that actively and relentlessly indexes toward racial equity and inclusion, stop talking about how hard it is and actually start doing something about it."

Arlene Hirsch is a career counselor and author based in Chicago.

Global Mindset
Inclusion and Diversity

Artificial Intelligence in the Workplace

​An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.



Related Content

Kelly Dobbs Bunting speaks onstage at SHRM24
(opens in a new tab)
News
Why AI+HI Is Essential to Compliance

HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.

(opens in a new tab)
News
A 4-Day Workweek? AI-Fueled Efficiencies Could Make It Happen

The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.

(opens in a new tab)
News
How One Company Uses Digital Tools to Boost Employee Well-Being

Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.

HR Daily Newsletter

Stay up to date with the latest HR news, trends, and expert advice each business day.

Success title

Success caption

Manage Subscriptions
  • About SHRM
  • Careers at SHRM
  • Press Room
  • Contact SHRM
  • Book a SHRM Executive Speaker
  • Advertise with Us
  • Partner with Us
  • Copyright & Permissions
  • Post a Job
  • Find an HR Job
Follow Us
  • LinkedIn
  • Facebook
  • Twitter
  • Instagram
  • YouTube
  • SHRM Newsletters
  • Ask An Advisor

© 2025 SHRM. All Rights Reserved

SHRM provides content as a service to its readers and members. It does not offer legal advice, and cannot guarantee the accuracy or suitability of its content for a particular purpose. Disclaimer


  1. Privacy Policy

  2. Terms of Use

  3. Accessibility

Join SHRM for Exclusive Access to Member Content

SHRM Members enjoy unlimited access to articles and exclusive member resources.

Already a member?
Free Article
Limit Reached

Get unlimited access to articles and member-exclusive resources.

You've reached the limit of 1 free article this month. Join to access unlimited articles and member-only resources.

Already a member?
Free Article
Exclusive Executive-Level Content

This content is for the SHRM Executive Network and Executive Content Subscription members only.

You've reached the limit of 1 free article this month. Join the Executive Network and enjoy unlimited content.

Already a member?
Free Article
Exclusive Executive-Level Content

This content is for the SHRM Executive Network and Executive Content Subscription members only.

You've reached the limit of 1 free article this month. Join and enjoy unlimited access to SHRM Executive Network Content.

Already a member?
Unlock Your Career with SHRM Membership

Please enjoy this free resource! Join SHRM for unlimited access to exclusive articles and tools.

Already a member?

Your membership is almost expired! Renew today for unlimited access to member content.

Renew now

Your membership has expired. Renew today for unlimited access to member content.

Renew Now

Your Executive Network membership is nearing its expiration. Renew now to maintain access.

Renew Now

Your membership has expired. Renew your Executive Network benefits today.

Renew Now