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种族间的财富差距惊人,企业能做点什么?

种族间的财富差距惊人,企业能做点什么?

Aric Jenkins 2020年06月30日
商界领袖们正在思考在特殊时期如何缩小种族间的财富差距。

如今,美国种族间的财富差距惊人。

2016年,美国白人家庭的平均资产净值为171,000美元;黑人家庭的平均资产净值为17,150美元,几乎只有白人家庭的十分之一。研究显示,财富上的差距会显著影响教育、医疗、职业机会等方面。

图片来源:GettyImages

乔治•弗洛伊德被警察致死案引发了全美对于黑人待遇的反思。商界领袖们正在思考在特殊时期如何缩小种族间的财富差距。从今年2月至4月,公共卫生事件已经导致黑人企业主减少了41%,而同一时期的白人企业主只减少了17%。

上周四,在由《财富》杂志与麦肯锡公司(McKinsey & Co.)联合举办的Bold虚拟会议上,种族间的财富差距成为了讨论的议题。此次会议由《财富》杂志的高级编辑艾伦•迈克格尔特主持。阿里尔投资公司(Ariel Investments)董事长、联席CEO兼首席投资官约翰•罗杰斯和麦肯锡高级合伙人兼多元化与包容性举措负责人莱瑞拉•易出席了会议。会议讨论的问题是企业如何帮助缩小非洲裔美国人的财富差距。

罗杰斯说:“这是一个极其复杂的问题,但我每次都会首先强调一个重要的事实,那就是财富差距正在不断扩大。”最近的研究显示,在特殊时期,种族间的财富差距进一步扩大。

罗杰斯承认,确实有一些公司制定了供应商多元化项目,承诺与非洲裔美国人的公司合作。他说:“但事实上,他们通常只在部分供应链支出中才会坚持多元化原则。比如施工、餐饮、保洁服务、公司礼品等,这些都是利润率最低的领域。众所周知,美国经济已经转向了基于专业服务、金融服务和科技的经济。这些才是高利润率的领域。这些领域才能产生现金流和创造就业。”

罗杰斯认为,解决方案在于摆脱“供应链多元化”,更专注于“业务多元化”。他说,对黑人的隐性偏见使这种转变本身很有挑战性。罗杰斯说:“人们的偏见不止是在语言方面。人们依旧认为黑人没有资格从事复杂的工作,比如法律服务、会计服务、财富管理等。当人们闭上眼睛想一位非洲裔美国人领袖时,人们想到的是体育界或娱乐界的明星,但不会是一名投资银行家。”

罗杰斯表示,归根结底,关于人们内心隐性偏见的教育,不是通过一次研讨会就能完成的。相反,这需要公司定期对员工持续进行教育,让包括CEO在内的所有人对此承担起应尽的责任。另外,黑人还需要接受财经素养方面的更多教育。

莱瑞拉•易引用麦肯锡的数据称,按照当前的进展,美国和英国的黑人雇员需要35年的时间才有望“看到任何意义上的种族平等。”

她说:“但到那时,我和约翰早已经退休。在更深入地了解公司劳动力的差异之后,你会感到非常震惊。”莱瑞拉•易尤其提到,被录用的黑人员工很难得到她所说的“第一轮”提拔。她指出,隐性偏见“在其中发挥着作用,因为他们进入你公司的时间并不长,实际上不足以出现巨大的绩效差距,除非你不信任公司的招聘标准。我认为没有人会这样想。”

莱瑞拉•易说,白人和非黑人种族应该自我反省,而不是靠黑人来教育他们。

她补充道,一种做法是让隐性偏见不再是隐性的,让它暴露出来。“因为只要你看到了它,你就不会再对它视而不见。这与某个人是不是好人或者他们是否出于好心无关。事实是,我们得不到合理的结果。所以,我们必须从源头上解决问题。”(财富中文网)

译者:Biz

如今,美国种族间的财富差距惊人。

2016年,美国白人家庭的平均资产净值为171,000美元;黑人家庭的平均资产净值为17,150美元,几乎只有白人家庭的十分之一。研究显示,财富上的差距会显著影响教育、医疗、职业机会等方面。

乔治•弗洛伊德被警察致死案引发了全美对于黑人待遇的反思。商界领袖们正在思考在特殊时期如何缩小种族间的财富差距。从今年2月至4月,公共卫生事件已经导致黑人企业主减少了41%,而同一时期的白人企业主只减少了17%。

上周四,在由《财富》杂志与麦肯锡公司(McKinsey & Co.)联合举办的Bold虚拟会议上,种族间的财富差距成为了讨论的议题。此次会议由《财富》杂志的高级编辑艾伦•迈克格尔特主持。阿里尔投资公司(Ariel Investments)董事长、联席CEO兼首席投资官约翰•罗杰斯和麦肯锡高级合伙人兼多元化与包容性举措负责人莱瑞拉•易出席了会议。会议讨论的问题是企业如何帮助缩小非洲裔美国人的财富差距。

罗杰斯说:“这是一个极其复杂的问题,但我每次都会首先强调一个重要的事实,那就是财富差距正在不断扩大。”最近的研究显示,在特殊时期,种族间的财富差距进一步扩大。

罗杰斯承认,确实有一些公司制定了供应商多元化项目,承诺与非洲裔美国人的公司合作。他说:“但事实上,他们通常只在部分供应链支出中才会坚持多元化原则。比如施工、餐饮、保洁服务、公司礼品等,这些都是利润率最低的领域。众所周知,美国经济已经转向了基于专业服务、金融服务和科技的经济。这些才是高利润率的领域。这些领域才能产生现金流和创造就业。”

罗杰斯认为,解决方案在于摆脱“供应链多元化”,更专注于“业务多元化”。他说,对黑人的隐性偏见使这种转变本身很有挑战性。罗杰斯说:“人们的偏见不止是在语言方面。人们依旧认为黑人没有资格从事复杂的工作,比如法律服务、会计服务、财富管理等。当人们闭上眼睛想一位非洲裔美国人领袖时,人们想到的是体育界或娱乐界的明星,但不会是一名投资银行家。”

罗杰斯表示,归根结底,关于人们内心隐性偏见的教育,不是通过一次研讨会就能完成的。相反,这需要公司定期对员工持续进行教育,让包括CEO在内的所有人对此承担起应尽的责任。另外,黑人还需要接受财经素养方面的更多教育。

莱瑞拉•易引用麦肯锡的数据称,按照当前的进展,美国和英国的黑人雇员需要35年的时间才有望“看到任何意义上的种族平等。”

她说:“但到那时,我和约翰早已经退休。在更深入地了解公司劳动力的差异之后,你会感到非常震惊。”莱瑞拉•易尤其提到,被录用的黑人员工很难得到她所说的“第一轮”提拔。她指出,隐性偏见“在其中发挥着作用,因为他们进入你公司的时间并不长,实际上不足以出现巨大的绩效差距,除非你不信任公司的招聘标准。我认为没有人会这样想。”

莱瑞拉•易说,白人和非黑人种族应该自我反省,而不是靠黑人来教育他们。

她补充道,一种做法是让隐性偏见不再是隐性的,让它暴露出来。“因为只要你看到了它,你就不会再对它视而不见。这与某个人是不是好人或者他们是否出于好心无关。事实是,我们得不到合理的结果。所以,我们必须从源头上解决问题。”(财富中文网)

译者:Biz

The racial wealth gap in the United States is staggering.

In 2016, white families had an average net worth of $171,000; Black families averaged a net worth of $17,150—almost exactly one-tenth of their white counterparts’. That divide can make all the difference in education, health care, professional opportunities, and more, studies show.

As the nation reckons with its treatment of Black people following the police killing of George Floyd, business leaders are examining ways to reduce the wealth gap amid the coronavirus pandemic that has contributed to a 41% decline in the number of Black business owners from February to April. White business owners, meanwhile, saw just a 17% decline during the same period.

This disparity was the topic of discussion at last Thursday’s Fortune Bold virtual conference, in partnership with McKinsey & Co., and moderated by senior editor Ellen McGirt. Joining her was John Rogers, chairman, co-CEO, and chief investment officer of Ariel Investments, and Lareina Yee, senior partner and head of diversity and inclusion at McKinsey. The question at hand: How can businesses help reduce the Black wealth gap?

“It’s a very, very complicated question, but the one key thing I always start with is that the wealth gap is getting worse and worse,” Rogers said. The coronavirus pandemic has further contributed to this, recent studies have shown.

It’s true, Rogers acknowledged, that some corporations have created supplier diversity programs pledging to work with African-American companies. “But in reality, they typically do that only in the supply chain part of the spend,” Rogers said. “Construction, catering, janitorial services, corporate gifts—the lowest-margin part of the spend. And as we know, our economy has moved to a professional services, financial services, and technology-based economy. That’s where all the high margins are. That’s where the cash flow is. That’s where the jobs are.”

The solution, Rogers said, was to get rid of “supplier diversity” and focus more on “business diversity.” That will be challenging in itself, he added, because of implicit biases against Black people. “So it’s not just language. People continue to think that we’re not qualified to do the complicated tasks, the legal services, the accounting services, money management,” Rogers said. “When people close their eyes and think about an African-American leader, they think about someone in sports or entertainment, not an investment banker.”

At the end of the day, Rogers said, education about implicit biases cannot be done in just one seminar. Rather, it needs to be taught continually at companies on a regular basis to hold employees—including CEOs—accountable. Another aspect of education that Black people need more access to: financial literacy.

At the current rate of progress, said McKinsey’s Yee, it would take 35 years for Black employees in the U.S. and U.K. to “to see any sense of racial equity,” she said, citing McKinsey data.

“By then, John and I will have been retired for a long time. And when you look a little more closely at the disparities in the corporate workforce, it’s pretty shocking,” Yee said. In particular she cited the difficulty for Black employees who get hired to achieve what she calls the “first rung” promotion. Implicit bias, she says, “has to play a role because they haven’t actually been in your company long enough for there to be such a big performance gap, unless you don’t believe in your recruiting standards, which I think we all do.”

Yee said that white and non-Black allies need to educate themselves—and not rely on Black people to do the teaching for them.

And part of that is making that implicit bias not implicit anymore; make it explicit, Yee added. “Because once you see it, you’re not going to ignore it. And it’s not about whether people are good people or whether they have good intentions. The fact of the matter is, we don’t have the right outcomes. So we’ve got to fix the inputs.”

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