Harlem, NY

Career Mentorship and The Responsibility of Black Men

Kenneth L. Johnson • February 23, 2023
Career advice from the world's top Diversity Recruiter & Developer of blkbox.tech

After placing a post on LinkedIn, I received a comment from a gentleman that I've never met personally but we have interacted several times on the social platform. His name is Bill Conley and he offered to mentor through our blkbox initiative. This is the type of thoughtful action needed to support the careers of Black Men -- thanks Bill!


Black men in professional careers have a unique social responsibility to their community. As members of a historically marginalized group, they have the potential to use their positions to effect change and create opportunities for others who have been disenfranchised. In this blog post, we will discuss the social responsibility of black men in professional careers and offer suggestions for how they can fulfill this responsibility.


First and foremost, black men in professional careers have a responsibility to serve as positive role models for the younger generation. They should strive to be examples of excellence, demonstrating to young black boys that they too can succeed in the professional world. This can involve mentoring young people, sharing their experiences and advice, and modeling professional behavior and values.


Additionally, black men in professional careers have a responsibility to advocate for diversity, equity, and inclusion within their workplaces. They should be vocal about the importance of diversity and work to ensure that hiring practices, promotions, and other opportunities are equitable for all. They can also serve on diversity committees, attend diversity training, and participate in employee resource groups to help foster a more inclusive workplace culture.


Black men in professional careers also have a responsibility to use their positions to give back to their communities. This can involve volunteering their time and resources to community organizations, supporting black-owned businesses, and using their professional expertise to help address issues such as poverty, education, and healthcare disparities. By giving back to their communities, black men in professional careers can help create more opportunities and improve the lives of those around them.


Finally, black men in professional careers have a responsibility to speak out against injustice and systemic racism. They should use their platform to raise awareness about issues affecting black communities, and advocate for policy changes that address systemic inequities. This can involve speaking publicly, writing op-eds or letters to elected officials, or joining advocacy organizations.


In conclusion, black men in professional careers have a unique social responsibility to their community. By serving as positive role models, advocating for diversity and inclusion, giving back to their communities, and speaking out against injustice, they can help create a more equitable and just society. It is essential for black men in professional careers to take this responsibility seriously and use their positions to make a positive impact on the world around them.


blkbox is a Career Resource portal designed for Black Men powered by East Coast Executives. Visit www.blkbox.tech to download the App.

By Kenneth Johnson February 28, 2025
The Nasdaq Center for Board Excellence Webinar
By Kenneth Johnson September 18, 2024
Here is how Kenneth L Johnson & East Coast Executives continues to steady the course...
By Kenneth Johnson July 8, 2024
Unlocking the Future of Talent Acquisition: The Perfect Blend of Technology and Relationship Building
By Kenneth Johnson June 14, 2024
The Impact of AI on Recruitment and Talent Acquisition for Black Job Seekers and Diverse Professionals
By Ted James April 7, 2023
This is a guest post authored by Ted James of tedknowsmoney.com
By Kenneth L. Johnson March 2, 2023
Career advice from the world's top Diversity Recruiter & Developer of blkbox.tech
By Kenneth L. Johnson February 16, 2023
Career advice from the world's top Diversity Recruiter & Developer of blkbox.tech
By Kenneth L. Johnson February 8, 2023
Career advice from the world's top Diversity Recruiter & Developer of blkbox.tech
By Kenneth L. Johnson February 4, 2023
Career advice from the world's top Diversity Recruiter & Developer of blkbox.tech
By Kenneth Johnson October 11, 2021
5 Surprising Gender Pay Gap Statistics Hiring Managers Need to Know In 2021, women still earn less than men for their work—and according to the statistics below the pay gap is getting worse, partly thanks to the pandemic. Gender discrimination, racial discrimination, the devaluation of a women’s work, and lack of benefits are just a few of the many systematic issues working against women on their path to equal pay in the workplace. These long-standing issues were only exacerbated by the COVID-19 pandemic, which set women’s equal pay back even further. Here’s how to better understand the gender pay gap—and five surprising gender pay statistics that all hiring managers need to know. What Is the Gender Pay Gap? The gender pay gap refers to the difference in net pay between women and men. That difference in earnings is calculated in a number of different ways, but the consensus is that women consistently earn less than men, and that gap is wider for women of color and people living intersectional realities, like transgender women or immigrants. What Causes the Gender Pay Gap? It’s important to keep in mind how the wage gap is calculated. It’s calculated to reflect the ratio of earnings for men and women across all industries. Not all calculations are a direct comparison of men and women doing the same work. The way the wage gap is calculated allows experts to take into account multiple factors that influence the gap, including: Differences in Industry When you calculate the holistic pay gap, researchers can better examine how occupational segregation affects the pay gap. Occupational segregation refers to men and women working certain jobs due to gender norms and expectations. Women may tend to work in childcare or healthcare, which tend to pay less, while men might work in manufacturing or IT . That’s why attracting a diverse workforce is so important for your company. Differences in Experience Women carry a disproportionate burden to manage childcare and other unpaid family obligations, and as a result they’re driven out of the workforce. Access to paid family and medical leave makes women more likely to return to work, but not every woman has access to such benefits. Differences in Hours Worked Women may work fewer hours to accommodate for caregiving and family obligations. They’re often more likely than men to work part-time, which means fewer benefits and lower wages. Discrimination and Harrassment Gender-based pay discrimination has been illegal for decades, but unfortunately, it’s still a widespread practice, especially for women of color and people living in intersectional realities. Employers may distribute pay based on previous salary history, which may have been the result of discrimination following women job to job. Much of the reasons behind the gender pay gap revolve around systematic workplace policies that don’t do enough to uplift women and make them feel safe. To fight discrimination, it’s important to have a transparent workplace where women feel as if they can come to managers and HR professionals to speak about issues. Likewise, it’s crucial to have an anonymous whistleblowing system in place to ensure all employees have a secure channel to report issues without fear of reprisal, and sexual harassment training and to help prevent discrimination and harrassment before it happens. 5 Surprising Gender Pay Gap Statistics The global effects of the pandemic have had a serious, damaging effect on women and their road to equality, even with the benefits of remote working . Women earned just 84% of what women earned in 2020, according to a Pew Research Center analysis of median hourly earnings of both full- and part-time workers. Based on those numbers, women had to work an additional 42 days to earn the same amount as men in 2020. Image Source The pandemic had a huge negative impact on the pay gap. Layoffs and lack of child care made many women leave the workforce entirely. In February 2021, the women’s labor force participation rate was just 55.9% , down from 57.9% the previous year, according to the Bureau of Labor Statistics. Women of color and those working in lower wage occupations suffered the most. According to The World Economic Forum’s Global Gender Gap Report, the gender gap grew by more than 35 years in just 12 months. At this rate, it’ll take 135 years to close the gender gap across the world. The gender pay gap is far worse for women of color. According to the U.S. Department of Labor, Black women with a bachelor’s degree make 65% of what comparable White men do. Education isn’t enough to close the pay gap: Black women with advanced degrees earned just 70% of what White men with the same degrees earned. Women’s gross hourly earnings were, on average, 14.1% lower than those of men in the EU in 2019, according to Eurostat .
More Posts
Share by: