Giving Notice

The New York Times recently released an article regarding the growing disparity in higher education levels between different income and racial groups in the U.S. today. According to the article, recent studies confirm that African Americans and Latinos are lagging behind whites and Asians in attending college and earning degrees, signaling a widening gap in economic upward mobility between the groups. While higher education has been shown to help people’s ability to prosper and move up in society, underprivileged and economically disadvantaged youth often do not receive the resources and guidance to apply for college nor the support to complete their education.

Giving Notice dedicates a chapter to this critical issue of working to address the early sources of hidden barriers and bias for underprivileged groups. “Once you’re on the Have-Nots team, it’s a tough scramble to get onto the playing field” (Chapter 9, “Ten Steps Back,” Giving Notice). For example, applying to and attending college are much more manageable and feasible for those youth who come well-equipped with parental support, a stable middle or upper class upbringing, and the necessary finances. However, for those lower-income, underprivileged, and ill-equipped individuals, the prospect of attending college is overshadowed by countless daunting obstacles—from knowing where to apply, to writing application essays, to paying fees and applying for financial aid. The upward battle is far from over once these individuals have been admitted to college, as financial and family pressures, acclimating to rigorous academic environments, and seeking summer internships loom over them.

Many of us take our family’s support and opportunities for granted come time to apply for college or a job, but those who are not entitled to such birthrights can’t afford to take anything for granted. The Level Playing Field Institute aims to level inequities in education opportunities by providing the necessary academic preparation, guidance, and resources to high school students through the Summer Math and Science Honors (SMASH) Program and to college student through the Initiative for Diversity in Education and Leadership (IDEAL) Scholars program. For more information on these programs, check out http://www.lpfi.org/

Companies that are committed to leveling the playing field and fostering true diversity in the workplace can do their part by first looking beyond Ivy league names and what people state they’ve done on their resumes. They should focus more on the distance traveled and the obstacles some people have had to overcome to get to where they are—because most often these individuals demonstrate true character, drive, and unique skills that will undoubtedly benefit the organization.

The Associated Press recently reported a disturbing reality concerning the rapidly shrinking number of African American CEOs. Following Stan O’Neal’s recent retirement from a top tier position at Merrill Lynch & Co. and Dick Parsons’ announcement that he will retire at the end of the year from Time Warner, Inc., only four African Americans will remain chief executives among Fortune 500 companies. Though CEOs, regardless of race, generally have a short shelf life, representation among African Americans in these top positions is sorely lacking nonetheless. Which begs the question: What challenges do African Americans face that prevent them from reaching the top ranks?

Giving Notice acknowledges that African Americans and other people of color are often confronted with a myriad of hidden barriers and with disproving stereotypes from the moment they enter the corporate workplace. While leadership and managers clearly need to address these workplace issues that negatively affect the retention of African Americans at every level, there is an equally if not more critical challenge at the source that impacts African Americans’ career advancement—dismantling educational barriers. One approach to harvesting increased numbers of African American future CEOs in Fortune 500 companies is planting the seed early on through improved fairness in education, opportunities, resources, and investment in African American youth so that they can realize their potential to truly rise through the ranks and become leaders. This, in effect, serves as a pipeline and will better prepare them with knowledge and confidence to confront the hidden bias and barriers in the workplace that undoubtedly await them…

C.W. Nevius has been writing thoughtful columns on sports for the San Francisco Chronicle for many years. Recently, he published a controversial column on San Francisco public schools. In a nutshell, the majority of kids in S.F. public schools are black. Although many in the community give lip service to supporting public schools, a Principal from Starr King Elementary, Chris Rosenberg, said, “Many people don’t feel comfortable sending their kids to school with a lot of African Americans.”

The fact remains that when Californians had the opportunity to support public education, the majority voted against it in the form of Proposition 13, a statewide proposition that froze the percentage of property taxes. Now, in one of the 10 richest states in the country, public schools are in shambles. School district superintendent Carlos Garcia is organizing a task force to look at the problem. “My question to everyone…is if we left all those things in the 60’s, how have our schools become more segregated than ever?”

Nevius poses the question, “After all, what’s the real advantage of keeping schools racially diverse?” He finds his answer with a teacher who was responsible for teaching a mix of African American, Latino and Asian kids. “The classes were not only mixed but the students interacted well.” In other words, give kids the chance to experience diversity and there’s more hope they will grow into adults who can accept differences. Which all leads to healthier work environments, and a level playing field.