Stephanie Horton and Stacie Henderson started Fashion Tech Connects in 2017 as a reaction to the lack of women of color in technology and fashion leadership. Both women have worked in corporate America since 1993 and have at this point held every level of position from associate to C.E.O.  They have worked predominantly at larger corporations where the percentage of minorities was “pathetic at best,” according to Horton. As their careers progressed, more often than not, they were the only black professionals in their organizations, which, as they put it, is a frustrating, counterproductive, and lonely space to be in.

Given the recent events in Minnesota, Georgia, Kentucky, Central Park and elsewhere, Horton and Henderson address the issues of racism, under-representation and lack of education of majority colleagues in the workplace. These are key issues that must be conversed  to achieve tangible, sustainable change.

“Representation is a huge problem in corporate America but change really seems to have come slower to the Fashion and Tech spaces. While companies have erected diversity councils, produced content and ad campaigns filled with black influencers and celebrities and announced donations to well-deserved causes and organizations, most have failed or neglected to be productive where it will count the most – internally with their employees

As black women, when we walk into a space, we often look for people who look like us to feel comfortable, safe, and confident. In fact, we were fortunate enough to meet and bond in such a situation over a decade ago.  The first step is honest self-assessment and admitting where you have failed. This issue won’t be solved in a day but outlined are a few thought starters that we feel are mandatory if companies want to attract and retain black and minority talent.

Employees

Relative to your total population, how many black employees or people of color do you have? For every discipline represented in your company is there a person of color in a leadership or decision-making roll?  If you are a company of 100 and have only 10 people of color or less in your entire organization or if there is no representation in key positions, you will probably have high turnover among your black and minority employees. What kind of commitment from an HR perspective is the company making to ensure proper representation at all levels? Also, now is a time to ensure pay and benefits are aligned with their white counter parts.

C- Suite/Board Seats

When you enter a new job, especially in a place you may want to make your career, you want to know that you actually have a chance to grow and achieve higher levels. Looking to the Executive Suite and board, it’s hard to think you will ever have a chance to really succeed if there is no-one who looks like you. Also, diversity at this level gives the entire business a broader perspective not only from a race standpoint but culture and class when making key strategic decisions on how to grow.

Access/Getting A Head Start

We were both lucky enough during our college years to have internships giving us access and exposure which both lead to full time positions. I think it’s important for organizations to form partnerships and relationships with schools and organizations that can help recruit people of color. It not only provides a funnel of future talent but also sends a great signal to current employees that your organization is dedicated and can give current employees a chance to also mentor students who can become great ambassadors for your brand on campuses etc.

Events and Cultural Programming

It’s important that when organizations have events and cultural programming that they are conscious of the voices they are including from a race/cultural perspective. Are the people on the panel representative of all sides of the topic. If a company is doing a training on a particular topic, is there a black or minority owned company that could facilitate?

Creating Space for your Black Employees/Mentorship

Being in an underrepresented group in an organization is hard.  You are often misunderstood, feel you did too much, feel you did not do enough, and you don’t have anyone to vent to as you often don’t trust your white colleagues.  It’s important that black/minority employees feel they have a safe place to gather/talk where no-one is going to complain to HR that they “were all together. Mentorship is key here as well.  If you don’t have the right level staff yet in your organization, you can partner with friends, colleagues or organizations to provide the employees you want to cultivate with the right resources, so they have a sounding board when they need it. Also, please consider a career coach that has worked with black professionals and can objectively support.

Education

Organizations need courses and curriculum to expose employees to others’ perspectives, experiences and constraints. We think it’s the responsibility of organizations to find innovative ways to broaden the perspectives and imaginations of all employees. Bring together people from many backgrounds and create a basis for understanding one another. Also, company mission and vision statements should emphasize diversity and inclusion.

Suppliers/Partners

There are many great Black PR/Communications firms, IT companies, Digital marketing companies, photographers, videographers, models, content creators, florist, caterers etc.

Seek Outside Expertise

Now is not the time to “wing it.” If you don’t have someone in-house to develop a program and ensure the cadence strikes the right balance, please consider hiring a Diversity and Inclusion consultant.  It should not be the job or burden of your employees to solve the companies Diversity & Inclusion issues.

As we all grow in each of these areas, we will learn why racism and inequality persist, and why our actions and words sometimes have effects that we don’t intend or may not have appreciated. We are encouraged by the current momentum and look forward to what the future holds and how great we can be with tangible/sustainable change.”