In fact, it is the bare minimum, and many states have or will soon pass legislation making pay transparency standard practice. academic institutions has dramatically reduced the gender pay gap, even eliminating it in some states, and generally caused academic institutions to more consistently or equitably link pay to observable measures of academic productivity.”īut fair pay alone is not enough. Sure enough, a study conducted by Harvard Business Review found that “pay transparency’s rapid spread into public U.S. For the subsections of workers who suffer from an unfair pay gap (whether it is due to gender, race or both), pay transparency can often feel like the only way to ensure a prospective employer is practicing fair pay practices. Indeed has long established that fair pay is crucial to workplace satisfaction and wellbeing. Both tend to be indicative of a lack of communication from management.įor the Black workers who are considering or actively looking for a new job, the following three elements are top priorities:Ħ3% want their personal and company values to align
Ambiguity around pay and advancement are some of the most often cited frustrations for workers across the board. Respondents ranked unfair compensation, a lack of career advancement opportunities and a lack of support from management as the top three reasons why they are seeking new jobs. Learn more: 12 Tips for Finding a New Job While Still Employed What Black workers are prioritizing when seeking new jobs The disconnect between job seekers and employers is driving job seekers away with the hope that they will find a company where DEIB priorities align more closely with their own.
Black on the job driver#
The second driver can be inferred by looking at the misalignment between what respondents say they want companies to prioritize in terms of DEIB initiatives versus what companies actually are prioritizing. The first is clear: many Black workers appear to work in a hostile work environment-43% of Black workers who said they were thinking about leaving their job reported microaggressions from coworkers or leadership. Why are nearly half of Black workers thinking about leaving their job? While many companies have upped their DEIB initiatives, the changes implemented may not be what Black workers are prioritizing. Not only that, but they are prioritizing jobs that value diversity, equity, inclusion and belonging (DEIB). The findings¹ suggest that nearly half (49%) of Black workers aren’t satisfied with their work environment.īlack workers want to work for companies that are transparent about salary and employee advancement. feel about work in the hope of providing job seekers with insight that can help them navigate the market year-round. I haven’t received one single job offer based on their services.In honor of Black History Month, Indeed wanted to gauge how Black workers in the U.S. I asked them to change it they didn’t!! They branded my resume with my current civil service job title which I’m trying to get away from! Overall, it seemed unorganized and a mess. My resume revision had a bunch of stuff I didn’t do. You could tell she didn’t have much experience with career coaching. So unprofessional! Then the only thing she came up with for my career options was HR generalist. She called me at a totally different time than I booked.
Neither did the career coaching that I paid for. However, I should have stopped there! The resume REVISION didn’t go well. That person provided the most insight and sold me on other services that I later purchased. Especially for the $25 or so that I paid. My resume review was actually pretty good. Since I can’t find the company on Google to review I will share my experience here.
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