In 2020, the Midlands Business Leadership Group (MBLG) launched its Workplace Equity Initiative in partnership with Richland Library and EngenuitySC. They commissioned a human-centered design study from Richland Library that would provide a framework for business leaders throughout the Midlands to receive candid feedback about barriers within their own organizations, as well as those that exist in the recruitment and growth of BIPOC (Black, Indigenous and people of color) employees across industries. The study had two primary components with the following goals: assess, understand and share the experiences of BIPOC employees and jobseekers; and help local business leaders act based on the feedback received.
In 2021, sixty BIPOC employees, recent graduates and students participated in confidential directed-storytelling interviews with library staff, and common trends and themes among their experiences were identified and shared with MBLG leaders.
Findings at a Glance
Although almost half (48%) of interview participants shared overall positive views of their work experiences, nearly all of them (97%) shared having at least one negative race-based experience over the course of their careers.
The immigrant experience is different from that of other BIPOC and comes with its own unique challenges.
Race and gender are deeply intertwined. Many female interview participants shared experiences of gender discrimination or micro-aggressions.
Diversity, equity and inclusion are not the same things, and we don’t necessarily achieve them in a linear way. There can be representation without inclusion and inclusion without equity. Each needs to be addressed individually.
Race continues to be a driver of workplace inequity and it is also our strongest leverage point for creating positive change for all.
Trends and Themes
Culture is key
Mid-level managers and supervisors as your critical gatekeepers
Transparency around leadership opportunities and promotions
Problematic perceptions of “the south”
Mentorship (may be) more important than representation
However, representation still matters
Can I be myself?
Micro-aggressions
Hear my voice
Show it, don’t say it
New graduates as an innovation asset
Immigrant experience
