I heard about a small bright spot coming out of the Cambridge community this week: Danielle Geathers just became the first black woman to serve as Student Body President at MIT. In the article linked above she reflects on the importance of prospective students seeing their own culture and background reflected in the student and staff community - especially in leadership positions.
The Greater Boston community has a long way to go though. I work in an MIT-owned building in Kendall Square, a Cambridge neighborhood and business community often criticized as an ivory tower exponentially driving up property prices and rent largely due to the presence of Google, Facebook, Amazon, plenty of biopharma companies, and more. My company’s main function is to provide affordable and flexible workspace and accessible networking opportunities for startups and innovators, in an otherwise expensive, exclusive, and densely occupied business neighborhood. But, as the price of rent continues to sky rocket, the company ends up having to charge more per square foot just to cover our own rent, which works in direct opposition to the goal of accessibility and affordability. (Note, we offer free events and donate space to/partner with various community-oriented initiatives and nonprofit orgs, but this is obviously not enough to fix the issue of inaccessibility overall.)
With the current exclusivity in our neighborhood in mind, last year, the Kendall Square Association kicked off a monthly Diversity, Equity, and Inclusion learning community bringing together local KS business leaders. The focus of this discussion group was "Can Kendall Square pilot and scale ways of building inclusive institutions, by applying its [Research & Development] mindset to the diversity, equity, and inclusion (DEI) issue?"
Since that group started, it sounds like there has been a lot of openness to accountability and self-criticism and lots of thoughtful ideas for future changes and initiatives to support the goal of making KS a more equitable and inclusive community. But of course there is still a lot of work to be done and a lot of those ideas are far from being rolled out. (Read more on the KSA DEIB initiative here.)
Because it’s easy to point to everyone else and whether they are/are not doing enough, I’m trying to turn the mirror on myself as a cog within the greater Kendall Square wheel. My big questions for myself within this context are:
1. What can I do as a member of a Talent Acquisition team in a Kendall Square business to make sure I am helping create a company that provides a welcoming, safe, worthwhile, and engaging community for existing and prospective BIPOC staff?
2. How can I work with my company to bring more BIPOC into positions of leadership and other parts of our work that are not accurately reflecting the community and population within which we operate?
Given that my team works in hiring and HR, DEIB (Diversity, Equity, Inclusion, Belonging) naturally surfaces in our work every day and it's something we always address up front when hiring for the Talent Acquisition department. But I am challenging myself with the questions above because my professional identity has always felt secondary to me; I've often felt like my individual identity is that I like to make art and that my professional day job is a way to pay the bills while I also work on creative things during my free time. But I'm recognizing that with my line of work, that's a place where I can make a tangible impact in the Black Lives Matter movement.
Here's some sobering context: Boston was recently voted last in a survey on how welcoming eight major US cities are to people of color. Last. In a region of the world know for being extremely progressive and liberal. On average, I interview anywhere between 5 and 25 people every week, have worked on entry-level to C-level searches, and my team reviews hundreds of resumes and applications from all over the world each month. We are responsible for finding valuable contributors who reflect the fabric of the community around us. And right now, we have a number of ongoing initiatives to keep ourselves accountable... but we are continuing to listen and learn and admit where we can do better.
Layla F. Saad held an Instagram Live lecture on the topic yesterday, titled "The Revolution with not be Colonised... by White Business Leaders" and this has been a nice resource to make sure I am pointing the finger back at myself and my company whenever I think about racism. She reminds me that it is a shield to simply call out others who are not doing enough when the most effective calling out should be happening within myself and my immediate sphere. View Layla's full session here.
Some helpful words written and emphasized by Layla that white business people like myself should keep in mind:
“The revolution will not be businesses, brands, and leaders who have silenced black voices for all these years, only now to post a black square and proclaim “Black Lives Matter”. The revolution will not be white-washed into a movement where people with white privilege get to feel like benevolent white saviors once again. The revolution will not be slotted into capitalism and used to sell white supremacy back to us.”
Hannah Dunscombe is a painter and portrait artist based in Mansfield, MA.