Ignoring Black Experiences in Favor of Equality
Welcome to Part 2 of what could potentially be a never ending series on race in America as observed through the Tech industry. In Part 1 I broke down statistics and research to show that qualifications are not preventing Black people from joining the tech industry, but racial discrimination is. In Part 2 I want to explain the differences between equity and equality and connect how the tech industry can combat these inequalities, hoping they can use this knowledge to better approach diversity and inclusion initiatives and offer Black candidates fair pay and benefits. Throughout this entire series, I am looking to bring attention to past events and academic discourse in relation to the current environments of Silicon Valley’s tech industry to show how racial discrimination pervades hiring practices and internal culture, keeping Black people out.
In 2016, Michelle, a 28-year-old Black woman, applied for her next job in tech. She is responsible for every bill she accrues and has been since she could remember. After paying rent, student loans, phone, utilities, recurring medical bills, groceries, and transportation, she’s out $4800/month. Having 4 years of direct experience and 10 years of work experience in total, she applies for a management role seeking entry and mid-level applicants and gets an offer to join TechCompanyX.
