Constructing a new talent pipeline to challenge the status quo
Given today’s extremely unstable job market, especially for Millennials, we’re studying employment—and the barriers to maintaining rewarding work that can sustain a decent living. One thing is really clear: Despite all of the talk about Diversity, Equity, and Inclusion, employers still hire people that fall within their comfort zone in terms of credentials and image.
For years, we have been participating in advertising and design industry events like award presentations, and are always struck by the lack of diversity in the room at the executive and creative levels. In a field that is fed by pop culture trends and new thinking, it is ironic that there are so few people of color.
People in a position to hire designers seem to have miraculously just discovered that their agency lacks diversity, adding that they feel powerless to make a change. How many times have we heard executives lament that they would love to increase diversity but don’t to where to find “qualified” candidates?
To build diversity in employment, companies must take a broader view of what it means to be “qualified” and forge a more active partnership between industry and communities of color. In the absence of companies playing a stronger role in this area, local organizations are stepping into the vacuum. Scope of Work (SOW) is out to bring greater diversity to the design field. They are building a pipeline of talent through what they call a “three-pillar system organized around members (i.e., company partnerships), a fellowship program, and a talent agency.”
Through their fellowship program, talented people can build skills and find work as paid interns. Importantly, they require that member companies go through coaching to understand the dynamics of power and privilege, and how to create a work environment that fuels the success of a diverse talent pool. Scope of Work challenges the notion that people of color will find meaningful career opportunities merely through exposure to White employers. Their approach is to help partner companies rebuild their work cultures, by considering the needs of the ‘whole person’ in helping people succeed.
Our take:
Companies should and could be supporting this work. At ShedLight, our research reveals that diversity is a two-way contract that starts before people are hired and continues throughout careers. And for companies to be successful, they must understand the emotional needs and unique cultural backgrounds of their employees. This is not only essential for society, but can yield stronger business results through greater market understanding and representation. For more on Scope of Work, here is a link to their website: Scope of Work.
