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What do tennis star Serena Williams, U. Kamala Harris and businesswoman Mellody Hobson have in common? But despite these real-world examples of interracial relationships, a Pew Research Center report found that black women are the least likely group of women to marry, especially outside of their own race.

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Black Lives Matter and MeToo, two social movements founded by Black women, have increased pressure on businesses to raise the of women, particularly Black women and other women of color, in executive positions. Jackson was one of two Black female executives on the panel and answered questions in a follow-up interview.

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To better balance the scales for women in corporate America, access to sponsorship, equal first-rung promotion, and client exposure are just some of the issues that need to be tackled, panel members suggested. Also, awareness must rise about the lack of access to opportunity Black women face, according to the McKinsey study and a survey by LeanIn.

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Org, which focuses on getting more women in corporate leadership:. This means companies need to focus on talent acquisition and developing and retaining women while qualifying them to be promoted to leadership ranks where they can exert influence, she said. Despite broadly equal s of male and female graduates entering ancy, the lack of diversity starts early.

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By the first round of promotions, white men are leading the race, panelists said, adding that unconscious bias means senior management tends to elevate people they can easily identify with. Finding sponsors who understand the specific challenges Black women and other women of color face climbing the ranks is an all-too-common challenge in the profession, where white men dominate senior positions, they added.

McClain is Black. Black women frequently encounter microaggressions. The LeanIn.

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She added she is usually the only woman of color at corporate events. It takes more than hiring a specialist consultant to improve diversity, Jackson and McClain said.

It requires a genuine top-down commitment to change the entire corporate ethos. This can start with simple steps such as intentionally recruiting graduates from historically Black universities. Also, clients and investors can exert their influence to ensure firms actively promote diversity.

Goldman Sachs, for example, announced this year it would not help U. Organizations need to feel the pain financially and reputationally. As businesses continue to strategize how to deal with the impact of COVID, the current disruption should also be an opportune time to overhaul their approach to diversity, the executives suggested.

Although in reality, it could take years to see real change.

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To comment on this article or to suggest an idea for another article, contact Sabine Vollmer, a JofA senior editor, at Sabine. Vollmer aicpa-cima.

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How to get black women leadership talent into the c-suite

Breaking News. For good reason. Org, which focuses on getting more women in corporate leadership: White men report having access to senior leaders at three times the rate and white women at twice the rate of Black women. Raising awareness Black women frequently encounter microaggressions.

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