From George Floyd Commitments to DEI Cuts: The Flip-Floppin Racism of Tech Giants

By Khafre Jay

As we navigate through 2024, the tech industry remains embroiled in persistent diversity issues, revealing a deeper, more insidious problem: systemic racism and white supremacy. 

Despite the bold commitments made in the wake of the 2020 Black Lives Matter protests, tech giants have backpedaled on their promises, slashing diversity, equity, and inclusion (DEI) programs. 

The data is telling—DEI job postings plummeted by 44% in 2023. This rollback highlights the industry’s superficial approach to diversity and underscores the urgent need to address the pervasive racism that hinders true inclusivity. 

The decline in DEI initiatives is not just a matter of budget cuts but a clear indication of the industry’s lack of genuine commitment to racial equity. 

Tech companies like Google and Meta, which once vocally supported the Black community, have significantly reduced their DEI efforts, including laying off employees who held leadership roles in Black employee resource groups (ERGs). 

This hypocrisy reveals an industry more interested in maintaining appearances than making fundamental, systemic changes to combat white supremacy and foster an inclusive environment for Black workers. 

Not to mention the fact that, according to a report from Zippia, 76.1% of chief diversity officer roles are held by white employees, while Black employees hold 3.8%. They sure like to keep it in the family, don’t they? 

The False Narrative of the Pipeline Problem 

The “pipeline problem” is often cited by tech companies as the reason for the lack of diversity in their workforce, suggesting that there aren’t enough qualified Black graduates to fill tech roles. 

This narrative is not only misleading but serves as a convenient cover-up for systemic racism within these organizations. By blaming the pipeline, tech companies divert attention from their discriminatory practices and the hostile work environments that deter Black talent. 

Data clearly shows that the availability of qualified Black graduates far exceeds their representation in tech jobs. According to the American Community Survey, 57% of young computer science and engineering graduates are white, 26% are Asian, 8% are Hispanic, and 6% are Black. 

Despite this, the technical workforce at significant tech firms remains overwhelmingly white and Asian, with Black employees significantly underrepresented. This discrepancy highlights the failure of tech companies to hire and retain Black talent, not a lack of qualified candidates. 

The disparity between graduation rates and employment at major tech firms reveals a systemic issue within the industry. 

Black graduates are entering the job market with the necessary qualifications but are systematically excluded from opportunities. 

This exclusion is perpetuated by biased hiring practices, such as the whiteboard interview, which disproportionately disadvantages minority candidates. The “pipeline problem” is a myth perpetuated to avoid addressing the real issue: the entrenched racism within the tech industry. 

Deliberate Exclusion and 

acist Hiring Practices 

The tech industry’s hiring practices are rife with deliberate exclusion and racism, creating a corporate culture that systematically marginalizes Black candidates. 

Companies often rely on biased recruitment methods that favor white and Asian applicants, perpetuating a homogenous workforce. The emphasis on elite educational backgrounds and referral programs further entrenches this exclusion, as these criteria disproportionately benefit those who already fit the industry’s narrow mold. 

One glaring example of these exclusionary practices is the whiteboard interview. This method, which requires candidates to solve problems on the spot, disproportionately disadvantages Black applicants who may not have had the same preparatory opportunities. 

The whiteboard interview tests specific technical knowledge and demands a performance under pressure that can be biased against those unfamiliar with the format. This practice filters out qualified Black candidates, reinforcing the racial homogeneity of tech teams. 

Another common exclusionary practice is the reliance on employee referral programs. These programs, while seemingly benign, often perpetuate existing racial disparities because employees tend to refer candidates who are similar to themselves, both in background and demographics. 

This results in a workforce that continues to lack diversity, as white and Asian employees refer their networks, excluding Black candidates, since our country is more segregated than it’s ever been right now. 

The hostile environments created by these hiring practices and corporate cultures significantly impact Black graduates’ decisions to pursue careers in tech. 

Many Black professionals are deterred by the lack of representation and the overt and covert racism they face during the recruitment process. The pervasive exclusion and bias lead to a self-reinforcing cycle where Black talent is systematically driven away, maintaining the industry’s predominantly white and Asian workforce. 

Hypocrisy and Racism in DEI Cuts 

In 2023, tech giants like Google and Meta drastically reduced their diversity, equity, and inclusion (DEI) initiatives, with DEI-related job postings plummeting and DEI budgets being slashed. According to CNBC, some companies cut nearly 90% of their DEI budgets by midyear, and layoffs included employees holding leadership roles within Black employee resource groups (ERGs). 

These reductions starkly contrast the bold commitments made in 2020 following the Black Lives Matter protests, revealing the superficial nature of these promises and the underlying racism within these corporations. 

Despite public statements from executives like Sundar Pichai of Google and Sheryl Sandberg of Meta, pledging to improve support for Black workers and increase diversity, these commitments have been rapidly rolled back. 

Pichai’s promise to develop long-term solutions and Sandberg’s goal of increasing Black leadership by 30% by 2025 now ring hollow in the face of these DEI cuts. This hypocrisy highlights that their promises were more about maintaining a positive public image than enacting real, meaningful change. 

Melonie Parker, Google’s Chief Diversity Officer, has been prominent in the company’s DEI efforts. Under her leadership, Google set ambitious goals, such as increasing underrepresented groups in leadership by 30% by 2025. 

Despite achieving significant milestones, such as increasing the annual percentage of Black hires within the US from 5.5% in 2019 to 9.4% in 2021, the recent cuts undermine these achievements. Parker’s efforts emphasize data-driven research and transparent reporting, but the broader company actions in 2023 betray these commitments, underscoring a pervasive culture of systemic racism and performative allyship within the tech industry. 

Systemic Barriers to Black Advancement 

The lack of diversity in leadership within tech companies is not an oversight but a deliberate strategy to maintain white supremacy. By keeping leadership roles predominantly white, these companies ensure that decision-making power remains with those who perpetuate existing racial hierarchies. This exclusionary practice creates a hostile environment for Black employees, limiting their opportunities for advancement and reinforcing the status quo. New McKinsey data reveals that U.S. companies have lost momentum in promoting Black professionals into management, reverting to promotion rates similar to those in 2019. This trend suggests that many companies have deprioritized their commitments to racial equity in favor of budget cuts and other corporate priorities. 

Implicit biases and overt racism in hiring and promotion processes further entrench these systemic barriers. Black candidates are often subjected to more scrutiny and are less likely to be promoted compared to their white counterparts, even when equally qualified. In 2022, for every 100 men of all races promoted to their first management role, only 54 Black women were promoted, a sharp decline from 96 per 100 in 2021. Similarly, the promotion rate for Black men dropped from 72 per 100 men in 2021 to 66 per 100 in 2022. These disparities highlight the pervasive discrimination that hinders the professional growth of Black employees and reinforces the industry’s racial inequities. 

Concrete examples of systemic barriers faced by Black tech workers include being passed over for promotions, receiving lower performance evaluations, and being excluded from critical projects and decision-making processes. Black employees frequently report feeling isolated and unsupported in predominantly white workplaces, leading to higher turnover rates. For instance, the first promotion from an entry-level role into management is crucial for setting a person’s career trajectory. However, the decreased promotion rates for Black professionals indicate a “leaky bucket” situation, where companies may recruit Black employees but fail to retain and promote them. This systemic failure not only stymies the career progression of Black workers but also weakens the overall pipeline of future leaders in the tech industry. 

The Racist Retreat from DEI Programs 

The economic downturn has provided tech companies with a convenient excuse to slash DEI budgets, revealing the fragility of their commitments to diversity and inclusion. As financial pressures mounted, DEI programs were among the first to be cut, with some companies reducing their DEI budgets by up to 90%. This rollback undermines the progress made since 2020 and highlights the superficial nature of these initiatives, which are quickly abandoned in the face of economic challenges. 

DEI experts have testified to the severity of these cuts, noting that the layoffs have disproportionately affected those in leadership roles within Black employee resource groups (ERGs) and other diversity-focused positions. Devika Brij, CEO of Brij the Gap Consulting, noted that many companies have significantly reduced their DEI teams, erasing years of hard-won gains. 

Melinda Briana Epler, founder and CEO of Empovia (formerly Change Catalyst), emphasized the starkness of these reductions compared to previous economic downturns, suggesting a retreat from genuine diversity efforts in favor of cost-cutting measures.The direct correlation between layoffs and the rollback of diversity efforts is clear. As companies prioritize budget cuts, they simultaneously undermine their DEI commitments, often using economic hardship as a justification. This pattern not only stalls progress but actively reverses it, pushing the industry back to a state where diversity is an afterthought rather than a core value. 

The layoffs of DEI leaders and the reduction of related programs demonstrate a broader unwillingness to invest in lasting change, perpetuating a cycle of superficial commitment and systemic exclusion. 

Real Solutions for True Inclusion 

Achieving true inclusion in the tech industry requires actionable strategies and accountability. One critical approach is holding hiring managers and executives accountable for diversity goals by tying these objectives to their performance reviews and compensation. This ensures that those in positions of power are directly responsible for fostering an inclusive environment. Implementing standardized, transparent hiring processes can mitigate biases and ensure fair evaluation of all candidates. 

Expanding recruitment efforts to historically Black colleges and universities (HBCUs) and other minority-serving institutions is essential for diversifying the talent pipeline. These institutions are rich sources of highly qualified candidates who have historically been overlooked. 

Google’s investment of millions of dollars in recruiting from HBCUs, such as Stillman College in Alabama, exemplifies a successful strategy that can be emulated across the industry. Additionally, recruitment should not just focus on entry-level positions but also on promoting Black professionals into management roles, addressing the systemic barriers that hinder their advancement. 

Mentorship, sponsorship programs, and robust employee resource groups (ERGs) play critical roles in supporting underrepresented employees. Research, including findings from Dr. Cynetra F.’s study on ERGs, shows that these groups are vital for professional development and career advancement. ERGs provide mentorship, facilitate networking with senior leaders, and offer support systems that help members navigate corporate cultures. 

For instance, Ferguson’s study highlighted that ERGs empower African American, Hispanic, and Latin American women by providing leadership opportunities and professional development. Companies should invest in these programs, recognizing the significant impact they have on retention and advancement of diverse talent. 

Fundamental support means leaders must participate in ERG activities, acknowledge their contributions, and address biases that prevent members from advancing into leadership positions. This comprehensive approach ensures that DEI efforts translate into meaningful and lasting change within organizations. 

Darein Burton of Perspectives Media said the key is “social entrepreneurship! We need young, brilliant Black tech minds to strike out on their own. 

The problem is that they can’t get funding from traditional investment funds and banks because they have the same problems other corporations have [white supremacy]. Young people have to bootstrap justice-oriented entrepreneurial ventures. 

They can use models like the lean startup model to drive slow, steady growth methods. It IS hard! But if any group of young people can do it, it is this generation! 

But, short of a real investment from the federal government in reparations to Black communities, I think building companies that reflect our social justice values is one of the only paths left to real change in America.” 

The Path Forward 

It’s past time for the tech industry to mandate an unwavering commitment to expanding DEI efforts and prioritizing the advancement of Black employees. Tech companies must dismantle the entrenched systems of white supremacy that have long marginalized Black professionals and move beyond performative gestures to implement genuine, systemic changes. 

This involves holding executives accountable for diversity goals, expanding recruitment to historically Black colleges and universities (HBCUs) and other minority-serving institutions, and significantly investing in mentorship and sponsorship programs. 

The benefits of a truly diverse and inclusive tech workforce are manifold. Embracing diversity leads to higher innovation and productivity, as varied perspectives drive creativity and problem-solving. 

Companies that genuinely commit to these principles will foster a more equitable workplace, enhance employee engagement and retention, and gain a competitive edge in the industry. It is not just an ethical imperative but a strategic necessity for the future of tech. 

The tech industry’s current diversity landscape is a stark indictment of its systemic racism. Despite public commitments following the Black Lives Matter protests, many tech giants have retreated from their DEI efforts, revealing their superficial nature. 

The pervasive white supremacy within these organizations continues to hinder the advancement of Black professionals. It is time for the industry to confront these entrenched systems of exclusion and take actionable steps to support and elevate Black talent. 

This requires more than just words—it demands concrete strategies, accountability, and sustained investment in diversity initiatives.

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The Weekend Edition • September 27, 2024 • Page 5