Black American Labor: From Tokenism To True Equity
This year’s Black History Month theme, “African Americans and Labor,” focuses on work of Black Americans throughout history. This includes unpaid, unfree, skilled, vocational and professional labor. Acknowledging this history reminds us of the integral achievements of Black people and their impact on the U.S. and the world.
Black History Month gives us all an elevated opportunity to research, learn, and reflect on the many spaces within which African Americans participate in the building of culture, society, and the workforce. This year’s theme, “African Americans and Labor,” encourages us to specifically examine how the work and labor of Black people have shaped economies while driving innovation across industries. From the forced labor of enslavement to laborers during Reconstruction to today’s leaders in tech and finance, Black Americans have played a huge role in building the world as we know it.
However, despite these contributions, most of which are intentionally erased from historic records, true equity in the workplace is still a challenge—especially when inclusion efforts fail to go beyond the surface.
The Problem With Surface-Level Inclusion
Many companies aim to be more diverse and have taken steps to hire more underrepresented employees. But diversity alone isn’t enough—without real efforts to ensure inclusion and equity, it can lead to tokenism instead of meaningful, sustainable change.
Tokenism happens when companies hire or promote a few underrepresented individuals to check a box, without giving them the resources, influence, or support they need to thrive. It can look like having Black professionals in the room but not allowing space for them in decision making. Or highlighting their achievements in marketing materials, while failing to acknowledge their expertise in the workplace.
Related Read: Inclusion in Context: From The Ceiling to the Cliff
What Is Tokenism And Why is it Harmful?
Tokenism is when companies make a minimal or symbolic effort to be inclusive, rather than actually fostering change. It leaves Black employees feeling isolated, undervalued, and pressured to represent an entire group instead of being recognized for their individual skills and expertise.
Why is tokenism a problem?
- Higher turnover – When employees feel like they’re being used for optics rather than for their abilities, they’re more likely to leave.
- Less innovation – If diverse voices aren’t truly heard, companies miss out on different perspectives that drive creativity and problem-solving.
- Loss of trust – When employees see that diversity efforts are just for show, engagement and morale drop.
- Fewer leadership opportunities – Tokenism keeps Black professionals in visible but powerless roles, blocking career growth.
Moving Beyond Tokenism: Why Data Matters
If I have said it once, I’ve said it a thousand times: if an organization really wants to create equitable workplaces, it needs to track progress with data rather than assuming diversity efforts are effective.
Track Representation And Advancement
It’s not just about hiring more Black employees—companies need to look at who is moving up into leadership positions. Tracking how many Black professionals are in management, executive roles, and key decision-making spots helps measure true inclusion.
Analyze Retention And Promotion Rates
Are Black employees being promoted at the same rate as others? Are they staying long enough to make an impact, or is high turnover pointing to deeper problems? Looking at these trends helps reveal whether inclusion efforts are working.
Measure The Impact Of Mentorship and Leadership Development
Companies need to see if leadership programs and mentorships are making a difference. Are people who participate getting promoted? Are they contributing to business growth? A Wharton study found that mentees were five times more likely to be promoted than those who weren’t mentored. Plus, teams led by those who completed leadership programs saw a 15% boost in client retention—a true business advantage.
Link Inclusion To Business Success
Beyond internal metrics, companies should ask: Are diverse leadership teams leading to new market opportunities? Are they improving revenue and customer satisfaction? By tying inclusion to key business outcomes, companies can prove that diversity isn’t just good ethics—it’s smart strategy.
The Bottom Line
Real inclusion means making sure Black professionals are valued, empowered, and set up for success—not just present for appearances. Tokenism happens when inclusion efforts stop hiring without real structural change. But when companies use data to measure progress, they can move beyond surface-level representation and build workplaces where Black employees have equal access to leadership, influence, and real opportunities.
This Black History Month, as we reflect on “African Americans and Labor,” let’s do more than celebrate the past—let’s push for workplaces where Black professionals can thrive today and in the future. Tackling tokenism with real accountability and data-driven strategies will create stronger, more inclusive organizations for everyone.
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