When excellence meets opportunity under the umbrella of equality, everyone benefits.
Last year, Gen. Charles Q. Brown Jr. was celebrated as the first African American Air Force chief of staff. To put the accomplishment in perspective, only 6 percent of Air Force officers are African American. The number of African American pilots, fighter pilots and four-star generals is even smaller, relative to the overall force. Hence, Brown’s selection is both historic and statistically unlikely. However, Air Force history and Black history are filled with the unlikely firsts of exceptional leaders.
As rare as the general’s rise is, the same can be said about the history of African American pilots. While there were Black aviators in the early 1900s, none flew in the U.S. military in World War I. The issue wasn’t ability; it was equal opportunity. A key turning point happened during World War II.
First lady Eleanor Roosevelt was committed to equality. In 1941, she visited a flight-training program for African Americans in Tuskegee, Ala. While there, the first lady decided to fly with a Black pilot named C. Alfred “Chief” Anderson. That flight provided the exposure needed to ensure opportunity, access and a fair shot. Subsequently, the Tuskegee Airmen proved excellence is linked to competency, character and commitment, not skin color.
Like the Tuskegee Airmen, many African Americans still lack opportunities. From coaching athletes to corporate America, invisible barriers yet exist. The talent pool isn’t shallow; employment and career-path equality are elusive.
Historically, unemployment is highest among African Americans even when the overall unemployment rate is low, according to the Department of Labor. In February, African American unemployment rose and all other groups fell. Salaried opportunities and retention are also lower. African Americans occupy 12 percent of entry-level jobs, but only 7 percent of supervisory and management roles, according to research firm McKinsey and Co. Consequently, African Americans leave positions earlier due to limited developmental and promotion opportunities.
Challenges persist at executive and board levels. In 2019, Harvard Business Review researched why boards have such few Black directors. Their research showed one-third of S&P firms have no Black board members and only 4 percent of Russell 3000 firms have a Black director. African Americans are also less likely to hold director or committee leadership positions on boards, although their achievements meet or outpace their counterparts. This, despite research from the Boston Consulting Group, a renowned global management consulting firm, linking increased innovation, productivity and earnings to diverse senior leadership teams and boardrooms.
When will African Americans get an equal opportunity to “fly”? Perhaps the problem is the same one found at Tuskegee in 1941: Opportunity, access and a fair shot are limited. Correcting the lack of leadership diversity requires more than words and empathy. Where monitoring, accountability and commitment to diversity are missing, underrepresentation will continue. It takes action linked to equal opportunity.
Give objectively qualified African Americans an equal opportunity to compete for jobs, executive roles and board positions. Likewise, provide equal access to the same development — education, training and experiences — afforded to their counterparts. Metaphorically, a seat on the bench without the tools to win is a losing team strategy.
Lastly, ensure a fair shot at being successful. Open doors and development are meaningless if the corporate commitment to diversity is timid and tenuous. While the thin roster of African American head coaches in college and professional sports provides a poor example of talent management and succession planning, could the same be true in the public, private and nonprofit sectors?
Eleanor Roosevelt didn’t solely ensure equality at Tuskegee in 1941. Greats like A. Philip Randolph, the NAACP and others were already pushing. She did, however, ensure exposure. Today, the nation continues to benefit from the successes of the Tuskegee Airmen. Their achievements are Black history, the best of American history and an inspiration to everyone.
Isn’t it time we ensure diversity and inclusion in jobs, corporate suites, boardrooms and executive government positions? African American professionals are ready to fly and deliver excellence at all levels. May the spirit of Eleanor Roosevelt influence hiring practices and nominating committees to ensure exposure and equality that benefits everyone.
Les Bramlett is a pastor and Air Force veteran in San Antonio. He retired from the Pentagon.
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