“It is not enough for companies to just focus on the vague goal of 'advancing women' without making the effort to understand the unique challenges women of color face within the workplace.”
on the gender pay gap finds women of color are more likely to start at a significant pay disadvantage compared with white women, right at the beginning of their careers. This gap widens throughout their careers — and many leaders just don’t have the data to analyze the problem and begin to address it. Citigroup was recently lauded for publicly releasing their raw pay data –, and that the median pay for U.S. minorities is 93% of the median for white employees.
“Often companies have a women’s affinity group often run by white women and you see women of color beginning to leave because they don’t share the same concerns,” says Sanchez. When you address the most marginalized communities in the organization, you have a better shot at creating an inclusive environment. She also cautions against asking an employee to lead any diversity and inclusion efforts on top of their full-time work.
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