No, There Isn't a Diversity Talent Pipeline Problem

Wells Fargo CEO Charles Scharf told members of his own company’s Black talent group that there just isn’t enough Black talent in the pipeline (and was compelled to issue an apology just 24 hours later).

I’ve heard this “pipeline problem” argument from white male executives for years. It’s bulls—t. Sharf’s statement, by the way, came just two short months after an announcement about his commitment to diversity and inclusion.

But let’s say, for just a moment, that there was a talent pipeline problem. Let’s imagine that there are only a handful of Black people in the whole country who are qualified to work in your ridiculous ivory towers. (Again, bulls—t, but play along with me.)

What people get wrong when they say there’s a “talent pipeline” problem

Does your company have Black professionals in C-suite and executive roles? I’m not talking about your chief diversity officer, who probably reports to someone who reports to the person who reports to the head of human resources. I mean real representation in your executive ranks.

If the answer is no, ask yourself: Why would one of those precious Black unicorns bother to work at a company where they can see they will not be allowed to advance?

Fix your org chart before you blame anything on the “talent pipeline.”

Talent pipeline problem or a pay disparity problem?

Have you released company data on equal pay across race and gender?

Black men receive $0.87 for every dollar given to white men for the same work. Black women receive just $0.62 on the dollar, despite being the most educated demographic in the U.S.

Pay attention to my wording: Black people don’t earn less. They are paid less.

Prove that your company doesn’t engage in wage theft before you blame anything on the “talent pipeline.”

What employers should assess before they blame the “talent pipeline”

Have you assessed your corporate culture from the perspective of Black employees? Each manager in your organization has the power to institute racism unless you actively root it out.

Fix your culture before you blame the “talent pipeline.”

Similarly, does your company actively recruit from historically Black colleges and universities? Not one job fair. A sustained effort.

Or do you instead recruit from the same schools whose degrees hang in the offices of your existing executives? A company filled with grads from the same three East Coast rugby teams is going to limit your exposure to “talent.”

Fix your recruiting process before you blame the “talent pipeline.”

Additionally, do you redact resumes or let the biases of your managers dictate who gets an interview? How do you prevent hiring managers or recruiters from screening out that handful of qualified candidates named Jamal or those who didn’t go to the “right” schools? Once interviews are scheduled, do you hold your managers accountable for equal treatment of candidates regardless of race?

Fix your selection process before you blame the “talent pipeline.”

The bottom line

These are big problems that are uncomfortable to talk about and difficult to solve. If you’re not willing to work hard to solve big problems, step down. You’ve already admitted you don’t have what it takes to be in charge of anything, especially the livelihoods and careers of talented Black professionals.

This article was written by Amy C. Waninger for Living Corporate and was lightly edited and published with permission.