How executive perceptions and power shape the career outcomes of minority applicants

How executive perceptions and power shape the career outcomes of minority applicants

Today, most sports organizations have revealed their desire for greater black representation. However, after years of sweeping promises and modest change, the data shows that organizations’ willingness and willingness to accept black candidates is based on more than their ethos of inclusion. It is equally based on the racial taste of their outside agencies, especially executive search firms. Collectively, these two stakeholders have the power to determine the professional achievement of black applicants.

Playing a vital role in the formation of executive leadership, executive search firms can either ensure upward mobility for candidates or impede (act as gatekeepers). Applicants, especially historically underrepresented identities, have tremendous faith in the ability of these organizations to recognize their proven ability and potential. These entities evaluate and offer guidance to candidates as they approach the transition to senior corporate leadership based on their perception of the candidates. Executive recruiters’ subjective views of whether a candidate is “executive material” may be hindered by their racial biases and insensitivity. Specifically, the problem is that the definition of talent is spread by search firms that often do not reflect the diversity that organizations seek, nor do they have the training to ensure fairness. Consequently, classification as a talented individual and access to opportunities that provide access to elite executive positions often fall into the hands of individuals with homogeneous experiences, identities, and perceptions.

For decades, research has underpinned the theory of racial discrimination in the job search and workplace. Although executive search is a specialized recruitment service, these entities may inadvertently reproduce inequality within their organization and others. Zippia uses its database of 30 million profiles to assess the demographics and statistics of the executive workforce in the United States. They found that between 2010 and 2019, the most common ethnicity of recruiters was white. We see an increase in representation over the same time frame among Hispanic/Latino and Asian populations; however, black representation began to decline. Although there is a limitation in the data regarding employment (ie, in-house executive hires or agency-based), these findings illustrate disparities in Black representation and experience in the workforce.

Moving forward in evaluating Black talent, we must consider how the intersectionality of identity and cultural norm can (1) inform recruiters’ perceptions of candidate effort and potential, (2) shape recruiters’ perceptions of representation within workforce and (3) regulate the executive archetype. Although the focus is on black candidates, this phenomenon affects a wider population, often underrepresented. When interviews involve an interracial or cross-cultural element, differences in the way we act and communicate can cause misunderstandings that lead to the candidate’s experience being overlooked. For black and other underrepresented minority applicants, assumptions about an individual’s character, personality, and suitability may be challenged at the start of an interview based on the applicant’s appearance, demeanor, and communication style.

■ Recent research shows that black women with natural hair are less likely to find work. Duke University’s Fuqua School of Business reported that black women who wore traditional black styles, including afros, twists or braids, were perceived as less professional. According to CNN, this is especially true “in industries where a more conservative look is common.”

■ Research shows that black CEOs with baby faces are more likely to succeed. Black CEOs with baby faces are perceived as warmer, even though they are not usually perceived as such. These findings reveal that hiring authorities are more responsive to black applicants who present themselves as deracial, ultimately rendering them non-threatening.

■ Considering communication and behavior, we know that Black America is not monolithic. However, research shows cross-cultural communication styles associated with ethnic groups in the US. These cultural observations were intended to summarize how black communication behavior can be misunderstood. For example, in interviews, a black woman being open in conversation does not mean she is brash or inflexible. A black man who is expressive and emotional does not mean being unstable and therefore inappropriate. Failure to understand subtle differences in communication style can inadvertently eliminate a top candidate.

Although research lends itself to the wider corporate landscape, issues of underrepresentation of black candidates and other ethnic identities are prevalent in sports. Today, black executives make up a small portion of the leadership team in American sports teams, even though they are heavily concentrated on the field. In the major five men’s professional sports leagues, six black executives are sitting presidents/CEOs, with one named the NFL’s first black female president this year. According to the 2021 TIDES report on NBA, NFL, MLS and MLB data for 2022, the representation of black team executives at the vice president level peaked at 16% (NBA); NFL has 11%, followed by MLS (7%), MLB (6%). The NHL does not disclose data. Hispanic and Asian American representation is equally abysmal, and Hawaiian/Pacific Islander and American Indian or Alaska Native are virtually non-existent in the executive branch.

As corporations continue to struggle to recruit black talent and turn to outside agencies for help, executive search firms must rise to the occasion. Capitalizing on this opportunity requires executive search firms to intentionally and quickly conduct a realistic assessment of their internal diversity, inclusion processes, and equity philosophies. There is no time to wait because the professional outcomes of black and other underrepresented candidates are in our hands.

Kelly Lewis is Vice President of Diversity and Inclusion at TurnkeyZRG.

Questions about the OPED guidelines or letters to the editor? Email editor Jake Kyler at jkyler@sportsbusinessjournal.com