少數(shù)族裔怎樣挺進(jìn)高管層
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???? ????親愛的安妮：（謝麗爾?桑德伯格的書）《向前一步》（Lean In）引發(fā)了公眾關(guān)于職場女性的熱烈討論，這很好，但我真心希望有人同樣能夠關(guān)注一下職場中的少數(shù)族裔群體。我是非洲裔美國人，不考慮在白宮中地位顯赫的那一位，我們這個群體在高管層和董事會中的數(shù)量比女性還要少。但到現(xiàn)在也沒有人談到這個問題，或許這是因?yàn)槿藗冋J(rèn)為，一位黑人總統(tǒng)已經(jīng)可以證明一切，已經(jīng)沒有必要再多說什么了。 ????我并不同意這種觀點(diǎn)。常春藤盟校（Ivy League）畢業(yè)的我即將奔四，雖然我擁有十多年出色的績效評估，但從中層管理職位到高層職位的晉升機(jī)會一直與我無緣。這讓我不禁懷疑，我的種族是否與此有關(guān)。特別要說明的是，我所在公司的高級管理層中一名少數(shù)族裔都沒有。我感覺，其中肯定有某些我所不了解的內(nèi)幕。您和您的讀者們怎么看？——L.T.A.I. ????親愛的L.T.A.I.：無論如何，我們都要探討一下這個問題。從哪里談起呢？首先，目前，任何人（與膚色無關(guān)）要想獲得晉升都比以往要困難，至少有兩個原因。其中一個原因是經(jīng)濟(jì) ????形勢。經(jīng)濟(jì)衰退讓已經(jīng)在精兵簡政的公司裁減了更多管理職位，因此，現(xiàn)在出現(xiàn)了管理職位“僧多粥少”的局面。 ????然后是人口統(tǒng)計學(xué)的問題。作為X一代，你或許是遇到了人力資源人士所謂的“灰色天花板”，即大批嬰兒潮一代占據(jù)著高層職位，卻遲遲不肯退休。 ????毫無疑問，如果在這種背景下再加入種族這個因素，前景看起來會更令人沮喪。調(diào)查與咨詢公司DiversityInc一直在跟蹤調(diào)查美國公司少數(shù)群體的發(fā)展?fàn)顩r。該公司報告稱，2012年，《財富》500強(qiáng)公司（Fortune 500 ）中，僅有1.2%的公司CEO是黑人。（共有6位，而亞裔美國人有9位，拉丁裔美國人有6位，女性有17位。） ????律師事務(wù)所——6.5%的合伙人為有色人種——稍微多元化一些，但少數(shù)族裔“最近實(shí)際上失去了在公司董事會中的地位，”克洛伊?德魯說。“如今非白人董事的數(shù)量比2004年有所減少。” ????德魯是紐約市非營利機(jī)構(gòu)城市職業(yè)理事會（Council of Urban Professionals，CUP）的執(zhí)行理事。這個理事會成立于2007年，旨在為少數(shù)族裔和女性提供培訓(xùn)、人際交往和輔導(dǎo)，以及其他職場資源等。它大約有1,500名個人會員和67家企業(yè)合作伙伴，這些企業(yè)均為《財富》599強(qiáng)公司，其中包括美國運(yùn)通（American Express）、高盛（Goldman Sachs）、安永會計師事務(wù)所（Ernst & Young）和谷歌（Google）。 ????德魯說，CUP的目的是培養(yǎng)“多元化領(lǐng)導(dǎo)人”。她補(bǔ)充道，理事會還將為雇主和應(yīng)征者牽線搭橋：“盡管經(jīng)濟(jì)衰退對招聘市場產(chǎn)生了影響，但我們已經(jīng)為100多位新高管和董事會成員找到了工作。” |
????Dear Annie: It's great that [Sheryl Sandberg's book] Lean In has sparked a big public discussion about women in the workplace, but I really wish someone would start a similar conversation with regard to minorities. I am an African-American man and -- leaving aside the notable exception of the White House -- we're even more scarce in top executive jobs and boardrooms than women are. Yet no one is talking about that, maybe because people think that having a black President proves there's nothing more to say. ????I disagree. As an Ivy League alumnus in my late 30s who keeps getting passed over for promotion from middle management to a senior job, despite more than a decade of outstanding performance reviews, I can't help wondering if my race has something to do with it, especially since there are no ethnic minorities in senior management here. I feel like there's some secret handshake I haven't learned. What do you and your readers think? -- Let's Talk About It ????Dear Let's Talk: By all means, let's. Where do we start? Maybe by mentioning that there are at least two reasons why it's harder than it used to be for anyone (regardless of color) to get promoted these days. One of them is economic. The recession knocked more layers of management out of already-streamlined companies, so there are now even fewer senior jobs for middle managers to move into. ????Then there's the matter of demographics. As a Gen Xer, you're probably bumping into what HR people call the "gray ceiling," made up of large numbers of Boomers in lofty positions who are in no hurry to retire. ????No doubt, adding race to this picture does make the outlook even gloomier. Research and consulting firm DiversityInc, which tracks minorities' progress at U.S. companies, has reported that, in 2012, only 1.2% of Fortune 500 companies had black CEOs. (There were six of them, vs. nine chief executives who were Asian-American, six Latino, and 17 female.) ????Law firms -- 6.5% of whose partners are people of color -- are a tiny bit more diverse, but minorities "have actually lost ground in corporate board rooms recently," notes Chloe Drew. "There are fewer non-white directors now than in 2004." ????Drew is executive director of the Council of Urban Professionals, a New York City-based nonprofit launched in 2007 that offers leadership training, networking, and mentoring connections and other career resources to minorities and women. The group has about 1,500 individual members and 67 corporate partners, all of them Fortune 500 companies, including American Express (AXP), Goldman Sachs (GS), Ernst & Young, and Google (GOOG). ????CUP aims to develop "a pipeline of diverse leaders," Drew says, adding that it also acts as matchmaker between employers and candidates: "We've placed over 100 new executives and board members, despite the impact the recession has had on hiring." |
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