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Black workers in the US private sector | McKinsey
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class="mdc-o-container__wrapper mdc-u-spaced-mobile mdc-u-grid mdc-u-grid-gutter-xxl FullHero_mck-c-full-hero__title-container__YfybZ"><div class="mdc-u-grid mdc-u-grid-col-md-12"><div class="mdc-u-grid-col-md-start-2 mdc-u-grid-col-md-end-12 mdc-u-grid-col-lg-start-3 mdc-u-grid-col-lg-end-11 mdc-u-spaced-mobile mdc-u-align-center mdc-u-grid"><div><h1 data-component="mdc-c-heading" class="mdc-c-heading___0fM1W_2734c4f mdc-u-ts-2 FullHero_mck-c-full-hero__heading__RgATx"><div>Race in the workplace: The Black experience in the US private sector</div></h1></div><div><div data-component="mdc-c-description" class="mdc-c-description___SrnQP_2734c4f mdc-u-ts-8 FullHero_mck-c-full-hero__date__jb4gN"><div><time datetime="2021-02-21T00:00:00Z">February 21, 2021</time> | Report</div></div></div><div><button data-component="mdc-c-button" aria-label="" type="button" id="button_id" class="mdc-c-button___U4iY2_2734c4f mdc-c-button--ghost mdc-c-button--size-medium 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mdc-u-grid-col-lg-end-11"><div data-component="mdc-c-description" class="mdc-c-description___SrnQP_2734c4f mdc-u-ts-8 FullHero_mck-c-full-hero__description__WOtti"><span>Advancing racial equity in the workplace is a system-level challenge—ranging from the structural inequities of geography to underrepresentation in industries and jobs that could create additional opportunity to the behaviors of the workplace itself.</span></div></div></div></div></div></div></div><div class="FullHero_mck-c-full-hero__background__tdkXY"></div></div></div><div class="mck-o-container"><div class="mck-o-container--wrapped mck-o-container--mobile-spacing mdc-u-grid mdc-u-grid-gutter-xxl"><section data-layer-region="article-body-header" class="mdc-u-grid mdc-u-grid-col-md-12 mck-u-animation-blur-in-400 byline-share-container"><div class="mdc-u-grid-col-md-start-2 mdc-u-grid-col-md-end-7 mdc-u-grid-col-lg-start-3 mdc-u-grid-col-lg-end-8 mdc-u-ts-10"></div></section><main data-layer-region="article-body" class="mdc-u-grid mdc-u-grid-gutter-xxl"><div class="mdc-u-grid mdc-u-grid-col-1 mdc-u-grid-col-md-12"><div class="mdc-u-grid-col-md-start-2 mdc-u-grid-col-md-end-12 mdc-u-grid-col-lg-start-3 mdc-u-grid-col-lg-end-11"><div class="mdc-o-content-body mck-u-dropcap"><p><strong>This report explores Black workers </strong>in the private sector in three parts: first, their participation in the entire US private-sector economy; second, their representation, advancement, and experience in companies; and third, a path forward that includes the key challenges to address, actions companies can take, and additional actions for a wider set of stakeholders to accelerate progress on diversity, equity, and inclusion (DE&I).</p> <h2>The participation of Black workers in the US private-sector economy</h2> <!-- --> <div data-component="mdc-c-module-wrapper" data-module-theme="default" data-module-background="transparent" data-module-category="" class="DownloadsSidebar_mck-c-downloads-sidebar__iFmyt mck-o-xs-right-span"><div data-layer-region="downloads-right-rail"><h3 data-component="mdc-c-heading" class="mdc-c-heading___0fM1W_2734c4f mdc-c-heading--title___5qyOB_2734c4f mdc-c-heading--border___K8dj3_2734c4f"></h3><div><div data-component="mdc-c-link-container" class="mdc-c-link-container___xefGu_2734c4f"><div class="mdc-u-align-center DownloadsSidebar_mck-c-downloads-sidebar__fullreport__pTrE3"><img class="DownloadsSidebar_mck-c-downloads-sidebar__fullreport__pTrE3 DownloadsSidebar_mck-c-downloads-sidebar__fullreport--image__RcOxJ" alt="" src="/~/media/mckinsey/featured insights/diversity and inclusion/race in the workplace the black experience in the us private sector/race-in-the-workplace-the-black-experience-in-the-us-private-sector-v3_thumbnail.jpeg"/></div><div><h5 data-component="mdc-c-heading" class="mdc-c-heading___0fM1W_2734c4f mdc-u-ts-6 DownloadsSidebar_mck-c-downloads-sidebar__fullreport__pTrE3 DownloadsSidebar_mck-c-downloads-sidebar__fullreport--title__dsfYc">Race in the workplace The Black experience in the US private sector</h5></div><a data-component="mdc-c-link" href="#/download/%2F~%2Fmedia%2Fmckinsey%2Ffeatured%20insights%2Fdiversity%20and%20inclusion%2Frace%20in%20the%20workplace%20the%20black%20experience%20in%20the%20us%20private%20sector%2Frace-in-the-workplace-the-black-experience-in-the-us-private-sector-v3.pdf%3FshouldIndex%3Dfalse" class="DownloadsSidebar_mck-c-downloads-sidebar__download-link__fPqFQ mdc-c-link___lBbY1_2734c4f" target="_self" data-layer-event-prefix="Download Link" data-layer-action="click" data-layer-report-type="" data-layer-file-name="race-in-the-workplace-the-black-experience-in-the-us-private-sector-v3" data-layer-report-name="race-in-the-workplace-the-black-experience-in-the-us-private-sector-v3>"><span data-component="mdc-c-icon" class="mdc-c-icon___oi7ef_2734c4f mdc-c-icon--size-md___yi5fA_2734c4f mck-download-icon"></span><span class="mdc-c-link__label___Pfqtd_2734c4f"> (71 pages)</span></a></div></div></div></div> <p>In the United States, Black workers account for 15 million, or 12 percent, of the 125 million US private-sector workers.<span class="FootNote_footnote-holder__tjRqy"><a aria-label="footnote" href="javascript:void(0);" class="FootNote_footnote-wrapper__AIRwL undefined FootNote_inactive__VZfCp" aria-describedby="aa8ef7b9-b72d-45b0-9de8-d47ed97ecbd0"><sup class="FootNote_footnotesup__e73z_">1</sup><span class="FootNote_notch-wrapper__b_5NS"><span class="FootNote_notch__omKtY"></span></span><span class="FootNote_tooltip__QtrbA mdc-u-mt-2"><span class="FootNote_footnote-content__r2OVl"><span id="aa8ef7b9-b72d-45b0-9de8-d47ed97ecbd0" aria-hidden="true" data-module-theme="light" class="FootNote_footnote-text__VjKgO mck-u-links-inline">Total non-farm payroll employment in the private sector, Occupational Employment Statistics, Bureau of Labor Statistics, 2019.</span></span></span></a></span> The overall Black labor force, including the entire private sector, public sector, and the unemployed looking for work is 20.6 million.<span class="FootNote_footnote-holder__tjRqy"><a aria-label="footnote" href="javascript:void(0);" class="FootNote_footnote-wrapper__AIRwL undefined FootNote_inactive__VZfCp" aria-describedby="b3f7ca6a-7250-417a-be4d-068b90e53c30"><sup class="FootNote_footnotesup__e73z_">2</sup><span class="FootNote_notch-wrapper__b_5NS"><span class="FootNote_notch__omKtY"></span></span><span class="FootNote_tooltip__QtrbA mdc-u-mt-2"><span class="FootNote_footnote-content__r2OVl"><span id="b3f7ca6a-7250-417a-be4d-068b90e53c30" aria-hidden="true" data-module-theme="light" class="FootNote_footnote-text__VjKgO mck-u-links-inline">Total Black labor force includes private sector and public sector, and farm, nonfarm, payroll, and nonpayroll employment. Current Population Survey, Bureau of Labor Statistics, 2019.</span></span></span></a></span> Our analysis of economic data, primarily drawn from the Bureau of Labor Statistics and the US Census Bureau from 2019,<span class="FootNote_footnote-holder__tjRqy"><a aria-label="footnote" href="javascript:void(0);" class="FootNote_footnote-wrapper__AIRwL undefined FootNote_inactive__VZfCp" aria-describedby="606664d5-4408-492f-a478-df87266fe379"><sup class="FootNote_footnotesup__e73z_">3</sup><span class="FootNote_notch-wrapper__b_5NS"><span class="FootNote_notch__omKtY"></span></span><span class="FootNote_tooltip__QtrbA mdc-u-mt-2"><span class="FootNote_footnote-content__r2OVl"><span id="606664d5-4408-492f-a478-df87266fe379" aria-hidden="true" data-module-theme="light" class="FootNote_footnote-text__VjKgO mck-u-links-inline">Bureau of Labor Statistics’ Occupational Employment Statistics and Current Population Survey, 2019; US Census Bureau American Community Survey, 2019.</span></span></span></a></span> as well as the Equal Employment Opportunity Commission from 2018, reinforces the immense complexity of the challenge facing many of the Black private-sector workers today.</p> <div data-component="mdc-c-module-wrapper" data-module-theme="light" data-module-background="lightest-grey" data-module-category="" data-module-gradient-position="bottom-right" class="mck-c-inline-module-container SideBar_mck-c-sidebar__bgimg-wrapper__Qj4Dt mck-o-sm-left-span SideBar_mck-c-sidebar__sidebar-wrapper__Dpjw2 SideBar_mck-c-sidebar__sidebar-wrapper--istablet__IQ6ii mck-u-screen-only mck-c-module-wrapper" data-layer-region="sidebar"><div class="SideBar_mck-c-sidebar__epoAm mck-o-md-center"><div class="SideBar_mck-c-sidebar__share-icons-wrapper__9gB_c"><div data-component="mdc-c-link-container" class="mdc-c-link-container___xefGu_2734c4f mdc-c-link-container--display-column___X0HDD_2734c4f SideBar_mck-c-sidebar__share-icons___eQy6"><div data-component="mdc-c-dropdown-menu" class="mdc-c-drop-down"><button data-component="mdc-c-button" aria-label="" type="button" id="button_id" class="mdc-c-button___U4iY2_2734c4f mdc-c-button--ghost mdc-c-button--size-medium mdc-c-drop-down__rootmenu___yJzvz_2734c4f" aria-expanded="false" aria-haspopup="menu"><span data-component="mdc-c-icon" class="mdc-c-icon___oi7ef_2734c4f mdc-c-icon--default___f-hQM_2734c4f mdc-c-icon--size-md___yi5fA_2734c4f mck-share2-icon"></span></button><div data-component="mdc-c-module-wrapper" data-module-theme="light" data-module-background="white" data-module-category="" class=""></div></div><button data-component="mdc-c-button" aria-label="Expandable Sidebar" type="button" id="button_id" class="mdc-c-button___U4iY2_2734c4f mdc-c-button--ghost mdc-c-button--size-medium SideBar_mck-c-sidebar__toggle-btn__EL8iE" aria-expanded="false" data-layer-event-prefix="UI Item" data-layer-action="click" data-layer-category="sidebar" data-layer-subcategory="open" data-layer-text="open sidebar"><span data-component="mdc-c-icon" class="mdc-c-icon___oi7ef_2734c4f mdc-c-icon--radial___y3csX_2734c4f mdc-c-icon--size-xxl___cL3ZT_2734c4f mck-plus-no-circle-icon"></span></button></div></div><div class="SideBar_mck-c-sidebar__content-outer__UdWCq"><div class="SideBar_mck-c-sidebar__eyebrow__5GSEq"></div><div class="SideBar_mck-c-sidebar__content__raEwe"><h2 data-component="mdc-c-heading" class="mdc-c-heading___0fM1W_2734c4f mdc-u-ts-3 SideBar_mck-c-sidebar__content-heading__NJekY"><div>About the authors</div></h2><div class="SideBar_mck-c-sidebar__content-description__4p9iI mdc-u-ts-7"><div class="mdc-o-content-body">This article was a collaborative effort by <a href="/our-people/bryan-hancock">Bryan Hancock</a>, Monne Williams, <a href="/our-people/james-manyika">James Manyika</a>, <a href="/our-people/lareina-yee">Lareina Yee</a>, and Jackie Wong. The research in this report was conducted in collaboration with Walmart, the W.K. Kellogg Foundation, PolicyLink, and McKinsey’s <a href="https://www.mckinsey.com/bem/overview">Institute for Black Economic Mobility</a>.</div></div></div></div></div></div> <h3>The concentration of the Black labor force by geography, industry, and occupation creates challenges and mismatches</h3> <p>Overall, our analysis found that Black workers are underrepresented in the highest-growth geographies and the highest-paying industries. Meanwhile, they are overrepresented in low-growth geographies and in frontline jobs, which tend to pay less.<span class="FootNote_footnote-holder__tjRqy"><a aria-label="footnote" href="javascript:void(0);" class="FootNote_footnote-wrapper__AIRwL undefined FootNote_inactive__VZfCp" aria-describedby="3e4a9c8b-f62c-48f3-b513-231d4936b2da"><sup class="FootNote_footnotesup__e73z_">4</sup><span class="FootNote_notch-wrapper__b_5NS"><span class="FootNote_notch__omKtY"></span></span><span class="FootNote_tooltip__QtrbA mdc-u-mt-2"><span class="FootNote_footnote-content__r2OVl"><span id="3e4a9c8b-f62c-48f3-b513-231d4936b2da" aria-hidden="true" data-module-theme="light" class="FootNote_footnote-text__VjKgO mck-u-links-inline">This report uses the following terminology: Job is a position of employment. Job classification refers specifically to the nine-job classifications defined by the Equal Employment Opportunity Commission and reported on in the Employment Information Report (EEO-1). This term includes classifications such as “service workers” or “laborers.” Occupations and occupational categories, as defined by the Bureau of Labor Statistics, classifies workers into “occupational categories based upon the work they perform and their skills, education, training, and credentials. Two examples of occupations are accountants and auditors and janitors and cleaners. Some occupations are found in just one or two industries, but many occupations are found in a large number of industries.” Private sector worker refers to a person currently employed in the private sector, excluding farms (for example, 15 million Black workers), in the private sector data set discussed in part 1 of the report. Employee refers to employees in the participating company data set discussed in part 2 of the report. Labor force refers to people age 16 or older who are either working or actively looking for work. For more examples of EEO job classifications and BLS occupation groups, please see the technical appendix of the full report.</span></span></span></a></span></p> <div data-component="mdc-c-module-wrapper" data-module-theme="default" data-module-background="transparent" data-module-category="" class="mck-c-inline-module-container mck-o-md-center"><div class="mdc-u-grid mdc-u-grid-gutter-lg mdc-u-grid-col-sm-1 mdc-u-grid--align-start mdc-u-mb-3 GenericItem_mck-c-generic-item__sGwKL"><div data-component="mdc-c-content-block" class="mdc-c-content-block___7p6Lu_2734c4f mdc-u-grid-gutter-xs GenericItem_mck-c-generic-item__content__gq1m0"><div class="mck-c-eyebrow mdc-u-ts-10"><span> 1</span></div></div></div><div class="mck-u-inline-module-border-top mck-u-inline-module-border-bottom"><picture data-component="mdc-c-picture" class="Exhibit_mck-c-exhibit__image__pyIDm"><source media="(min-width: 768px)" srcSet="/~/media/mckinsey/featured%20insights/diversity%20and%20inclusion/race%20in%20the%20workplace%20the%20black%20experience%20in%20the%20us%20private%20sector/svgz-corporaterace-ex1-rev.svgz?cq=50&cpy=Center"/><img alt="Nearly 60 percent of the Black labor force live in southern states." src="/~/media/mckinsey/featured%20insights/diversity%20and%20inclusion/race%20in%20the%20workplace%20the%20black%20experience%20in%20the%20us%20private%20sector/svgz-corporaterace-ex1-rev.svgz?cq=50&cpy=Center" loading="lazy"/></picture></div><div class="mck-u-sr-only"></div></div> <h3>The Black labor force is concentrated in states in the South</h3> <p>Almost 60 percent of the Black labor force (11.8 million people) is concentrated in the South, compared with just one-third of the rest of private-sector workers (Exhibit 1).<span class="FootNote_footnote-holder__tjRqy"><a aria-label="footnote" href="javascript:void(0);" class="FootNote_footnote-wrapper__AIRwL undefined FootNote_inactive__VZfCp" aria-describedby="130a6ac1-6189-4395-b082-39fe91e2d7ad"><sup class="FootNote_footnotesup__e73z_">5</sup><span class="FootNote_notch-wrapper__b_5NS"><span class="FootNote_notch__omKtY"></span></span><span class="FootNote_tooltip__QtrbA mdc-u-mt-2"><span class="FootNote_footnote-content__r2OVl"><span id="130a6ac1-6189-4395-b082-39fe91e2d7ad" aria-hidden="true" data-module-theme="light" class="FootNote_footnote-text__VjKgO mck-u-links-inline">South Census Region as defined by the Bureau of Labor Statistics.</span></span></span></a></span> As a result, companies located in states with low Black populations—for example, much of the West and parts of the Midwest and Northeast—will need to think differently about how they effectively attract Black talent (Exhibit 2).</p> <div data-component="mdc-c-module-wrapper" data-module-theme="default" data-module-background="transparent" data-module-category="" class="mck-c-inline-module-container mck-o-md-center"><div class="mdc-u-grid mdc-u-grid-gutter-lg mdc-u-grid-col-sm-1 mdc-u-grid--align-start mdc-u-mb-3 GenericItem_mck-c-generic-item__sGwKL"><div data-component="mdc-c-content-block" class="mdc-c-content-block___7p6Lu_2734c4f mdc-u-grid-gutter-xs GenericItem_mck-c-generic-item__content__gq1m0"><div class="mck-c-eyebrow mdc-u-ts-10"><span> 2</span></div></div></div><div class="mck-u-inline-module-border-top mck-u-inline-module-border-bottom"><picture data-component="mdc-c-picture" class="Exhibit_mck-c-exhibit__image__pyIDm"><source media="(min-width: 768px)" srcSet="/~/media/mckinsey/featured%20insights/diversity%20and%20inclusion/race%20in%20the%20workplace%20the%20black%20experience%20in%20the%20us%20private%20sector/svg-corporaterace-v18-v2-exs-rj-ex2.svgz?cq=50&cpy=Center"/><img alt="About 60 percent of the Black labor force live in ten states, mostly concentrated in the South." src="/~/media/mckinsey/featured%20insights/diversity%20and%20inclusion/race%20in%20the%20workplace%20the%20black%20experience%20in%20the%20us%20private%20sector/svg-corporaterace-v18-v2-exs-rj-ex2.svgz?cq=50&cpy=Center" loading="lazy"/></picture></div><div class="mck-u-sr-only"></div></div> <h3>The Black labor force is not located in the fastest-growing regions</h3> <div data-component="mdc-c-module-wrapper" data-module-theme="light" data-module-background="lightest-grey" data-module-category="" data-module-gradient-position="bottom-right" class="mck-c-inline-module-container SideBar_mck-c-sidebar__bgimg-wrapper__Qj4Dt mck-o-sm-left-span SideBar_mck-c-sidebar__sidebar-wrapper__Dpjw2 SideBar_mck-c-sidebar__sidebar-wrapper--istablet__IQ6ii mck-u-screen-only mck-c-module-wrapper" data-layer-region="sidebar"><div class="SideBar_mck-c-sidebar__epoAm mck-o-md-center"><div class="SideBar_mck-c-sidebar__share-icons-wrapper__9gB_c"><div data-component="mdc-c-link-container" class="mdc-c-link-container___xefGu_2734c4f mdc-c-link-container--display-column___X0HDD_2734c4f SideBar_mck-c-sidebar__share-icons___eQy6"><div data-component="mdc-c-dropdown-menu" class="mdc-c-drop-down"><button data-component="mdc-c-button" aria-label="" type="button" id="button_id" class="mdc-c-button___U4iY2_2734c4f mdc-c-button--ghost mdc-c-button--size-medium mdc-c-drop-down__rootmenu___yJzvz_2734c4f" aria-expanded="false" aria-haspopup="menu"><span data-component="mdc-c-icon" class="mdc-c-icon___oi7ef_2734c4f mdc-c-icon--default___f-hQM_2734c4f mdc-c-icon--size-md___yi5fA_2734c4f mck-share2-icon"></span></button><div data-component="mdc-c-module-wrapper" data-module-theme="light" data-module-background="white" data-module-category="" class=""></div></div><button data-component="mdc-c-button" aria-label="Expandable Sidebar" type="button" id="button_id" class="mdc-c-button___U4iY2_2734c4f mdc-c-button--ghost mdc-c-button--size-medium SideBar_mck-c-sidebar__toggle-btn__EL8iE" aria-expanded="false" data-layer-event-prefix="UI Item" data-layer-action="click" data-layer-category="sidebar" data-layer-subcategory="open" data-layer-text="open sidebar"><span data-component="mdc-c-icon" class="mdc-c-icon___oi7ef_2734c4f mdc-c-icon--radial___y3csX_2734c4f mdc-c-icon--size-xxl___cL3ZT_2734c4f mck-plus-no-circle-icon"></span></button></div></div><div class="SideBar_mck-c-sidebar__content-outer__UdWCq"><div class="SideBar_mck-c-sidebar__eyebrow__5GSEq"></div><div class="SideBar_mck-c-sidebar__content__raEwe"><h2 data-component="mdc-c-heading" class="mdc-c-heading___0fM1W_2734c4f mdc-u-ts-3 SideBar_mck-c-sidebar__content-heading__NJekY"><div>Author insights</div></h2><div class="SideBar_mck-c-sidebar__content-description__4p9iI mdc-u-ts-7"><div class="mdc-o-content-body">“A leader should be asking: ‘Given my geography, my industry, my location, what are the best ways to make pathways for my Black frontline workers?’”<br/> —Bryan Hancock, partner, McKinsey & Company<br/></div></div></div></div></div></div> <p>Overall, Black workers are not located in the places where current job opportunities are and where job growth will likely rise the fastest through 2030. For example, fewer than one in ten Black workers is located in the fastest-growing cities and counties (such as Provo, Utah). Instead, they overwhelmingly live in places where job growth will range from low to above average, with the bright spots being in megacities (such as Chicago) and urban periphery (such as Clayton County, Georgia).<span class="FootNote_footnote-holder__tjRqy"><a aria-label="footnote" href="javascript:void(0);" class="FootNote_footnote-wrapper__AIRwL undefined FootNote_inactive__VZfCp" aria-describedby="b6398553-30ee-4b75-9644-15e1a5daa31c"><sup class="FootNote_footnotesup__e73z_">6</sup><span class="FootNote_notch-wrapper__b_5NS"><span class="FootNote_notch__omKtY"></span></span><span class="FootNote_tooltip__QtrbA mdc-u-mt-2"><span class="FootNote_footnote-content__r2OVl"><span id="b6398553-30ee-4b75-9644-15e1a5daa31c" aria-hidden="true" data-module-theme="light" class="FootNote_footnote-text__VjKgO mck-u-links-inline">Megacities and the urban periphery are community archetypes discussed further in the full report.</span></span></span></a></span> For the growth to be inclusive in these areas, workers need to be connected to the opportunities being created (for example, transportation between Black neighborhoods and job locations) and have the right skills for in-demand jobs.</p> <h3>Almost half of Black workers are in three industries with a large frontline presence, with significant underrepresentation especially in high-growth, high-wage industries</h3> <p>Our analysis found that 45 percent of Black private-sector workers (approximately 6.7 million people) work in three industries that have a large frontline-service presence: healthcare, retail, and accommodation and food service. These industries also have some of the highest shares of workers making less than $30,000 (Exhibit 3). In retail, 73 percent of Black workers fall into this category; in accommodations and food service, that share is 84 percent.</p> <!-- --> <p>Conversely, Black workers are underrepresented in industries such as information technology, professional services, and financial services—all sectors that typically have relatively higher wages and job growth.</p> <div data-component="mdc-c-module-wrapper" data-module-theme="default" data-module-background="transparent" data-module-category="" class="mck-c-inline-module-container mck-o-edge-to-edge StoryContainer_mck-c-story-container__TLkZC mck-c-module-wrapper"><div data-component="mdc-c-module-wrapper" data-module-theme="light" data-module-background="white" data-module-category="" class="StoryContainer_mck-c-story-container__item__YhXnX"><div class="mck-o-container"><div class="mck-o-container--wrapped mck-o-container--mobile-spacing mdc-u-grid mdc-u-grid-col-md-12 StoryContainer_mck-c-story-container__content-item__fg74z"><div data-component="mdc-c-content-block" class="mdc-c-content-block___7p6Lu_2734c4f mdc-u-grid-gutter-md StoryContainer_mck-c-story-container__content-text__DEQ4O StoryContainer_mck-c-story-container__container-sticky__EK8hB StoryContainer_mck-c-story-container__container-sticky--extra-spacing__uDmVE mdc-u-grid-col-md-span-4"><div data-component="mdc-c-description" class="mdc-c-description___SrnQP_2734c4f mdc-u-ts-8 mck-u-links-inline"><div><section data-module="PullQuotesFactory" class="nga-pull-quotes center-align"> <blockquote class="-emphasize -full-width"> <p>Fewer than one in ten Black workers is located in the fastest-growing cities and counties.</p> </blockquote> </section></div></div></div><div class="StoryContainer_mck-c-story-container__content-media__o8N4Z StoryContainer_mck-c-story-container__container-sticky__EK8hB StoryContainer_mck-c-story-container__container-sticky--extra-spacing__uDmVE mdc-u-grid-col-md-span-8"><div class=""><picture data-component="mdc-c-picture" class="Exhibit_mck-c-exhibit__image__pyIDm"><source media="(min-width: 768px)" srcSet="/~/media/mckinsey/featured%20insights/diversity%20and%20inclusion/race%20in%20the%20workplace%20the%20black%20experience%20in%20the%20us%20private%20sector/ritw-bx-a003c007-1920x1080.jpg?cq=50&cpy=Center"/><img alt="Race in the workplace: The Black experience in the US private sector" src="/~/media/mckinsey/featured%20insights/diversity%20and%20inclusion/race%20in%20the%20workplace%20the%20black%20experience%20in%20the%20us%20private%20sector/ritw-bx-a003c007-1920x1080.jpg?cq=50&cpy=Center" loading="lazy"/></picture></div><div class="mck-u-sr-only"></div></div></div></div></div></div> <h3>More Black workers are in jobs with less opportunity for advancement</h3> <p>More Black private-sector workers, 43 percent, make less than $30,000 per year, compared with 29 percent of the rest of private-sector employees (Exhibit 4). In addition, Black workers tend to be in the industries with the largest frontline labor forces. Three in five Black workers work in frontline jobs such as service workers, laborers, operatives, and office and clerical workers.</p> <div data-component="mdc-c-module-wrapper" data-module-theme="default" data-module-background="transparent" data-module-category="" class="mck-c-inline-module-container mck-o-md-center"><div class="mdc-u-grid mdc-u-grid-gutter-lg mdc-u-grid-col-sm-1 mdc-u-grid--align-start mdc-u-mb-3 GenericItem_mck-c-generic-item__sGwKL"><div data-component="mdc-c-content-block" class="mdc-c-content-block___7p6Lu_2734c4f mdc-u-grid-gutter-xs GenericItem_mck-c-generic-item__content__gq1m0"><div class="mck-c-eyebrow mdc-u-ts-10"><span> 4</span></div></div></div><div class="mck-u-inline-module-border-top mck-u-inline-module-border-bottom"><div class="flourish-chart flourish-embed" data-src="visualisation/5273171?357117?956372"></div></div><div class="mck-u-sr-only"></div></div> <h3>Black workers are at higher risk of disruption from automation</h3> <p>Automation will prove disruptive to the labor force in the years to come, but its impact won’t be evenly distributed. For example, one-third of Black workers are in occupational groups such as production work, food service, and office support, which are at heightened risk of losing their jobs to automation. One encouraging trend: health aides is the occupational group with the <a href="/featured-insights/future-of-work/the-future-of-work-in-america-people-and-places-today-and-tomorrow">highest expected job growth through 2030</a>, and these occupations are disproportionately filled by Black workers.</p> <h3>Job prospects are markedly different for Black and white workers with similar backgrounds</h3> <p>Black workers face higher hurdles to gainful employment than do the rest of the labor force, creating stark disparities. For example, the employment rate for Black workers with some college or an associate’s degree are similar to the total population of workers who have a high-school diploma.</p> <h2>The Black experience in the workplace: Findings from participating companies</h2> <!-- --> <p>Our research drew on data from 24 participating companies ranging in size from 10,000 to 1.4 million US employees and across all geographies, representing a total of about 3.7 million US employees. Several key insights emerged:</p> <h3>Black employees encounter representation gaps at each step</h3> <p>According to our analysis, companies have successfully hired Black employees into frontline and entry-level jobs, but there is a significant drop-off in representation at management levels. In the report’s participating companies, Black employees make up 14 percent of all employees, compared with 12 percent for the US private sector overall. At the managerial level, the Black share of the workforce declines to 7 percent. Across the senior manager, VP, and SVP levels, Black representation holds steady at 4 to 5 percent (Exhibit 5).</p> <div data-component="mdc-c-module-wrapper" data-module-theme="default" data-module-background="transparent" data-module-category="" class="mck-c-inline-module-container mck-o-md-center"><div class="mdc-u-grid mdc-u-grid-gutter-lg mdc-u-grid-col-sm-1 mdc-u-grid--align-start mdc-u-mb-3 GenericItem_mck-c-generic-item__sGwKL"><div data-component="mdc-c-content-block" class="mdc-c-content-block___7p6Lu_2734c4f mdc-u-grid-gutter-xs GenericItem_mck-c-generic-item__content__gq1m0"><div class="mck-c-eyebrow mdc-u-ts-10"><span> 5</span></div></div></div><div class="mck-u-inline-module-border-top mck-u-inline-module-border-bottom"><picture data-component="mdc-c-picture" class="Exhibit_mck-c-exhibit__image__pyIDm"><source media="(min-width: 768px)" srcSet="/~/media/mckinsey/featured%20insights/diversity%20and%20inclusion/race%20in%20the%20workplace%20the%20black%20experience%20in%20the%20us%20private%20sector/svgz-corporaterace-ex5-final.svgz?cq=50&cpy=Center"/><img alt="" src="/~/media/mckinsey/featured%20insights/diversity%20and%20inclusion/race%20in%20the%20workplace%20the%20black%20experience%20in%20the%20us%20private%20sector/svgz-corporaterace-ex5-final.svgz?cq=50&cpy=Center" loading="lazy"/></picture></div><div class="mck-u-sr-only"></div></div> <h3>Black employees face five common challenges in the private sector</h3> <p>Based on findings from the participating companies, Black employees face five common challenges that materially affect Black representation, advancement, and experience:</p> <p><strong>Frontline jobs largely do not connect Black employees with sufficient opportunities to advance.</strong> Our data set of participating companies shows that Black employees are overrepresented in frontline jobs (18 percent) compared with managerial jobs (9 percent). Frontline jobs could be a launching pad for careers, but today there is just one frontline salaried position for every 20 frontline hourly jobs, reinforcing the need for pathways within and across industries.</p> <p><strong>Entry-level jobs are a revolving door, and Black employee attrition is high. </strong>Black employees make up 12 percent of entry-level employees (such as account associates, software engineers, and paralegals). While hiring has been effective, the higher attrition of Black employees—they are leaving their jobs more often than their white counterparts at almost all levels—reduces the number of Black candidates available for promotion.</p> <p><strong>Black employees encounter a broken rung from entry-level jobs to managerial jobs.</strong> Black employees account for just 7 percent of managers. This broken rung and higher-than-expected attrition rates in the pipeline significantly limit representation at subsequent levels of the company. For Black employees who are able to make it to the manager level, we see some promising signs in promotion rates for these employees.</p> <p><strong>A trust deficit exists between Black employees and their companies.</strong> A trust deficit reflects Black employee perceptions of their workplace as less fair, accepting, and authentic. For example, Black employees are 23 percent less likely to receive “a lot” or “quite a bit” of support to advance, 41 percent less likely to view promotions as fair, and 39 percent less likely to believe their company’s DE&I programs are effective than white employees in the same company.</p> <p><strong>Black employees lack the sponsorship and allyship to support their advancement. </strong>Most Black employees are ambitious and want to advance but perceive a lack of support to help them ascend to management jobs. Only 23 percent of Black employees and 30 percent of white employees believe they get “a lot” or “quite a bit” of support to advance. More than 67 percent of Black employees and 63 percent of white employees report they do not have a sponsor, despite 87 percent of our participating companies reporting that they have sponsorship programs in place.</p> <h3>Variability in representation across companies</h3> <p>Variability in representation among the companies in our participating company data set suggests reasons to be optimistic. Although no company has solved the challenge of increasing Black representation at all job levels, many have made significant inroads at specific points in the pipeline. Their successes could hold the key to more favorable outcomes across the private sector.</p> <h2>A path forward</h2> <!-- --> <p>On the current trajectory, it will take about 95 years<span class="FootNote_footnote-holder__tjRqy"><a aria-label="footnote" href="javascript:void(0);" class="FootNote_footnote-wrapper__AIRwL undefined FootNote_inactive__VZfCp" aria-describedby="3a95818f-6531-46b5-9974-77d700fd2806"><sup class="FootNote_footnotesup__e73z_">7</sup><span class="FootNote_notch-wrapper__b_5NS"><span class="FootNote_notch__omKtY"></span></span><span class="FootNote_tooltip__QtrbA mdc-u-mt-2"><span class="FootNote_footnote-content__r2OVl"><span id="3a95818f-6531-46b5-9974-77d700fd2806" aria-hidden="true" data-module-theme="light" class="FootNote_footnote-text__VjKgO mck-u-links-inline">If the average promotion, attrition, and external hiring rates across the participating companies remain the same for all races, it would take about 95 years for managerial jobs (managers, senior managers, VPs, SVPs, and executives) to reach 12% Black representation overall.</span></span></span></a></span> for Black employees to reach talent parity (or 12 percent representation) across all levels in the private sector. Addressing the major barriers that hold back the advancement of Black employees could cut that duration to about 25 years.<span class="FootNote_footnote-holder__tjRqy"><a aria-label="footnote" href="javascript:void(0);" class="FootNote_footnote-wrapper__AIRwL undefined FootNote_inactive__VZfCp" aria-describedby="4ee2baf9-7d69-45b2-9068-689d9a6a1764"><sup class="FootNote_footnotesup__e73z_">8</sup><span class="FootNote_notch-wrapper__b_5NS"><span class="FootNote_notch__omKtY"></span></span><span class="FootNote_tooltip__QtrbA mdc-u-mt-2"><span class="FootNote_footnote-content__r2OVl"><span id="4ee2baf9-7d69-45b2-9068-689d9a6a1764" aria-hidden="true" data-module-theme="light" class="FootNote_footnote-text__VjKgO mck-u-links-inline">If promotion, attrition, and external hiring rates were best-in-class at each level across the participating companies, it would take about 25 years for managerial jobs (managers, senior managers, VPs, SVPs, and executives) to reach 12% Black representation overall.</span></span></span></a></span> </p> <p>Achieving equity for Black workers in the private sector is a structural and multivariate challenge that cuts across many facets of geography, industry, and occupations, as well as advancement and inclusion in the workplace.</p> <h3>Companies and other stakeholders will need to address ten key challenges to create opportunities</h3> <!-- --> <p>Truly making progress will require more than addressing corporate policies; it calls for system-level change, an examination of our broader society, and active collaboration among companies and other stakeholders.</p> <p>While the challenges are daunting, our research found some bright spots that companies can build on. Trends for both Black representation in the private sector and the promotion rates for Black men and women have shown improvement. High representation in faster-growing and higher-paying industries for Black workers, such as transportation, could present opportunities in the coming years. Nine in ten Black employees believe they are helping their company succeed and that their work gives them a sense of purpose and accomplishment. In addition, our research uncovered pockets of progress on DE&I programs and representation in different companies, which provides the potential for shared learning of best practices across companies.</p> <div data-component="mdc-c-module-wrapper" data-module-theme="default" data-module-background="transparent" data-module-category="" class="mck-c-inline-module-container mck-o-edge-to-edge StoryContainer_mck-c-story-container__TLkZC mck-c-module-wrapper"><div data-component="mdc-c-module-wrapper" data-module-theme="light" data-module-background="white" data-module-category="" class="StoryContainer_mck-c-story-container__item__YhXnX"><div class="mck-o-container"><div class="mck-o-container--wrapped mck-o-container--mobile-spacing mdc-u-grid mdc-u-grid-col-md-12 StoryContainer_mck-c-story-container__content-item__fg74z"><div data-component="mdc-c-content-block" class="mdc-c-content-block___7p6Lu_2734c4f mdc-u-grid-gutter-md StoryContainer_mck-c-story-container__content-text__DEQ4O StoryContainer_mck-c-story-container__container-sticky__EK8hB StoryContainer_mck-c-story-container__container-sticky--extra-spacing__uDmVE mdc-u-grid-col-md-span-4"><div data-component="mdc-c-description" class="mdc-c-description___SrnQP_2734c4f mdc-u-ts-8 mck-u-links-inline"><div><section data-module="PullQuotesFactory" class="nga-pull-quotes center-align"> <blockquote class="-emphasize -full-width"> <p>On the current trajectory, it will take about 95 years for Black employees to reach talent parity (or 12 percent representation) across all levels in the private sector.</p> </blockquote> </section></div></div></div><div class="StoryContainer_mck-c-story-container__content-media__o8N4Z StoryContainer_mck-c-story-container__container-sticky__EK8hB StoryContainer_mck-c-story-container__container-sticky--extra-spacing__uDmVE mdc-u-grid-col-md-span-8"><div class=""><picture data-component="mdc-c-picture" class="Exhibit_mck-c-exhibit__image__pyIDm"><source media="(min-width: 768px)" srcSet="/~/media/mckinsey/featured%20insights/diversity%20and%20inclusion/race%20in%20the%20workplace%20the%20black%20experience%20in%20the%20us%20private%20sector/ritw-bx-a010c001-1920x1080.jpg?cq=50&cpy=Center"/><img alt="Race in the workplace: The Black experience in the US private sector" src="/~/media/mckinsey/featured%20insights/diversity%20and%20inclusion/race%20in%20the%20workplace%20the%20black%20experience%20in%20the%20us%20private%20sector/ritw-bx-a010c001-1920x1080.jpg?cq=50&cpy=Center" loading="lazy"/></picture></div><div class="mck-u-sr-only"></div></div></div></div></div></div> <p>Companies can take a number of actions immediately to address their own workforce and culture. Our research, as well as findings by others, suggest the following no-regrets moves.</p> <ul> <li>Define your company’s aspiration for <a href="/bem/our-insights/its-time-for-a-new-approach-to-racial-equity">addressing racial equity</a>—including steps to address structural barriers</li> <li>Understand your company’s current state of DE&I, taking into account industry and geographic contexts</li> <li>Strategically prioritize interventions</li> <li>Reinforce what works—and reimagine what doesn’t</li> <li>Track progress to increase accountability—and share successes</li> </ul> <p>Beyond actions by individual companies, a more concerted effort may be required. Companies should consider the following efforts to build broader momentum for effecting system-level change.</p> <ul> <li>Share best practices on effective programs</li> <li>Pursue collaborative efforts to galvanize collective action</li> <li>Commit to continued investment and research</li> </ul> <hr/> <div data-component="mdc-c-module-wrapper" data-module-theme="light" data-module-background="lightest-grey" data-module-category="" data-module-gradient-position="bottom-right" class="mck-c-inline-module-container SideBar_mck-c-sidebar__bgimg-wrapper__Qj4Dt mck-o-sm-left-span SideBar_mck-c-sidebar__sidebar-wrapper__Dpjw2 SideBar_mck-c-sidebar__sidebar-wrapper--istablet__IQ6ii mck-u-screen-only mck-c-module-wrapper" data-layer-region="sidebar"><div class="SideBar_mck-c-sidebar__epoAm mck-o-md-center"><div class="SideBar_mck-c-sidebar__share-icons-wrapper__9gB_c"><div data-component="mdc-c-link-container" class="mdc-c-link-container___xefGu_2734c4f mdc-c-link-container--display-column___X0HDD_2734c4f SideBar_mck-c-sidebar__share-icons___eQy6"><div data-component="mdc-c-dropdown-menu" class="mdc-c-drop-down"><button data-component="mdc-c-button" aria-label="" type="button" id="button_id" class="mdc-c-button___U4iY2_2734c4f mdc-c-button--ghost mdc-c-button--size-medium mdc-c-drop-down__rootmenu___yJzvz_2734c4f" aria-expanded="false" aria-haspopup="menu"><span data-component="mdc-c-icon" class="mdc-c-icon___oi7ef_2734c4f mdc-c-icon--default___f-hQM_2734c4f mdc-c-icon--size-md___yi5fA_2734c4f mck-share2-icon"></span></button><div data-component="mdc-c-module-wrapper" data-module-theme="light" data-module-background="white" data-module-category="" class=""></div></div><button data-component="mdc-c-button" aria-label="Expandable Sidebar" type="button" id="button_id" class="mdc-c-button___U4iY2_2734c4f mdc-c-button--ghost mdc-c-button--size-medium SideBar_mck-c-sidebar__toggle-btn__EL8iE" aria-expanded="false" data-layer-event-prefix="UI Item" data-layer-action="click" data-layer-category="sidebar" data-layer-subcategory="open" data-layer-text="open sidebar"><span data-component="mdc-c-icon" class="mdc-c-icon___oi7ef_2734c4f mdc-c-icon--radial___y3csX_2734c4f mdc-c-icon--size-xxl___cL3ZT_2734c4f mck-plus-no-circle-icon"></span></button></div></div><div class="SideBar_mck-c-sidebar__content-outer__UdWCq"><div class="SideBar_mck-c-sidebar__eyebrow__5GSEq"></div><div class="SideBar_mck-c-sidebar__content__raEwe"><h2 data-component="mdc-c-heading" class="mdc-c-heading___0fM1W_2734c4f mdc-u-ts-3 SideBar_mck-c-sidebar__content-heading__NJekY"><div>Author insights</div></h2><div class="SideBar_mck-c-sidebar__content-description__4p9iI mdc-u-ts-7"><div class="mdc-o-content-body">“Black employees are seeing companies saying the right things, making public announcements, and monetary commitments to diversity, equity, and inclusion, but the execution is lacking.”<br/> —Monne Williams, partner, McKinsey & Company</div></div></div></div></div></div> <p>The Racial Equity Institute writes, “Our systems, institutions, and outcomes emanate from the racial hierarchy, on which the United States was built. In other words, we have a ‘groundwater’ problem, and we need ‘groundwater’ solutions.”<span class="FootNote_footnote-holder__tjRqy"><a aria-label="footnote" href="javascript:void(0);" class="FootNote_footnote-wrapper__AIRwL undefined FootNote_inactive__VZfCp" aria-describedby="214926d3-647e-4419-8225-0ef86a7bb80f"><sup class="FootNote_footnotesup__e73z_">9</sup><span class="FootNote_notch-wrapper__b_5NS"><span class="FootNote_notch__omKtY"></span></span><span class="FootNote_tooltip__QtrbA mdc-u-mt-2"><span class="FootNote_footnote-content__r2OVl"><span id="214926d3-647e-4419-8225-0ef86a7bb80f" aria-hidden="true" data-module-theme="light" class="FootNote_footnote-text__VjKgO mck-u-links-inline">Deena Hayes-Greene and Bayard Love, The groundwater approach: Building a practical understanding of structural racism, Racial Equity Institute, 2018, racialequityinstitute.com.</span></span></span></a></span></p> <p>Companies have an important role to play—along with other stakeholders. It is our hope that this paper helps to inform the conversation on the path forward. We plan to continue to contribute and be part of this journey. </p> <hr/> <p>The research in this report was conducted in collaboration with Walmart, the W.K. Kellogg Foundation, PolicyLink, and McKinsey’s <a href="https://www.mckinsey.com/bem/overview">Institute for Black Economic Mobility</a>, with video production by Osato Dixon and editorial by Leff Communications.</p></div><div class="container-placeholder"></div></div></div><div class="mdc-u-grid mdc-u-grid-gutter-xl"><section role="contentinfo" data-layer-region="article-about-authors" class="mdc-u-grid mdc-u-grid-col-md-12 AboutAuthor_mck-c-about-author__nRJzu"><div class="mdc-u-grid-col-md-start-2 mdc-u-grid-col-md-end-12 mdc-u-grid-col-lg-start-3 mdc-u-grid-col-lg-end-11"><h5 data-component="mdc-c-heading" class="mdc-c-heading___0fM1W_2734c4f mdc-c-heading--title___5qyOB_2734c4f mdc-c-heading--border___K8dj3_2734c4f mdc-u-align-center"></h5><div data-component="mdc-c-description" class="mdc-c-description___SrnQP_2734c4f mdc-u-ts-8 mck-u-links-inline mck-u-links-inline--secondary mdc-u-mt-5"><div><p><strong><a href="/our-people/bryan-hancock">Bryan Hancock</a></strong> is a partner in McKinsey’s Washington, DC, office; <strong>Monne Williams</strong> is a partner in the Atlanta office; <a href="/our-people/james-manyika"><strong>James Manyika</strong></a> and <a href="/our-people/lareina-yee"><strong>Lareina Yee</strong></a> are senior partners in the San Francisco office; and <strong>Jackie Wong</strong> is a consultant in the Philadelphia office.</p> <p>This experience was brought to you through an intensive collaborative effort by Mike Borruso, Vanessa Burke, Victor Cuevas, Mona Hamouly, Drew Holzfeind, Richard Johnson, Eleni Kostopoulos, Julie Macias, Janet Michaud, Kathleen O’Leary, Charmaine Rice, Dana Sand, Mythili Sankara, Julie Schwade, Katherine Shearer, Cary Shoda, Margaret Swink, Petra Vincent, and Nathan Wilson.</p></div></div></div></section><section class="mdc-u-grid mdc-u-grid-col-md-12 mck-u-screen-only"><div class="mdc-u-grid-col-md-start-2 mdc-u-grid-col-md-end-12 mdc-u-grid-col-lg-start-5 mdc-u-grid-col-lg-end-9"><h5 data-component="mdc-c-heading" class="mdc-c-heading___0fM1W_2734c4f mdc-c-heading--title___5qyOB_2734c4f mdc-c-heading--border___K8dj3_2734c4f mdc-u-align-center">Explore a career with us</h5><div data-component="mdc-c-link-container" class="mdc-c-link-container___xefGu_2734c4f mdc-c-link-container--align-center___ar3mu_2734c4f"><a data-component="mdc-c-link" href="/careers/search-jobs" class="mdc-c-button___U4iY2_2734c4f mdc-c-button--secondary___Boipq_2734c4f mdc-c-button--size-large___jwpUy_2734c4f" aria-label="Search Openings" data-layer-event-prefix="CTA Link" data-layer-action="click" data-layer-category="careers" data-layer-subcategory="search" data-layer-text="Search Openings"><span class="mdc-c-link__label___Pfqtd_2734c4f">Search Openings</span></a></div></div></section></div></main></div><div data-component="mdc-c-module-wrapper" data-module-theme="light" data-module-background="lightest-grey" data-module-category="StandalonePromo" class="RelatedArticle_mck-c-article-related__GGA76 mck-u-screen-only" data-layer-region="related-articles"><div class="mdc-o-container__wrapper is-wrapped mdc-u-spaced-mobile"><h5 data-component="mdc-c-heading" class="mdc-c-heading___0fM1W_2734c4f mdc-c-heading--title___5qyOB_2734c4f mdc-u-align-center">Related Articles</h5><div class="mdc-u-grid mdc-u-grid-col-md-3 RelatedArticle_items-container__s2uD0"><div class="mdc-u-grid mdc-u-grid-gutter-lg Card_card__diA2r Card_hover-effect__RGb9b"><div class="Card_wrapper-image__8b4P6"><a data-component="mdc-c-link" href="/bem/our-insights/its-time-for-a-new-approach-to-racial-equity" class="mdc-c-link___lBbY1_2734c4f"><picture data-component="mdc-c-picture" class="Card_wrapper-image__8b4P6"><style>.picture-uniqueKey-it’s-0 { aspect-ratio: 16/9 }</style><img alt="It’s time for a new approach to racial equity" class="picture-uniqueKey-it’s-0" src="/~/media/mckinsey/featured%20insights/diversity%20and%20inclusion/its%20time%20for%20a%20new%20approach%20to%20racial%20equity/racial-equity-1536x1536-v2.jpeg?cq=50&mw=767&car=16:9&cpy=Center" loading="lazy"/></picture></a></div><div class="Card_wrapper-text__U6Y3k"><div data-component="mdc-c-content-block" class="mdc-c-content-block___7p6Lu_2734c4f Card_content-block__pF6Z1"><span>Article - 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<i>MGI Research</i></span><h6 data-component="mdc-c-heading" class="mdc-c-heading___0fM1W_2734c4f mdc-u-ts-6"><a data-component="mdc-c-link" href="/featured-insights/diversity-and-inclusion/a-happy-warrior-mellody-hobson-on-mentorship-diversity-and-feedback" class="mdc-c-link-heading___Zggl8_2734c4f mdc-c-link___lBbY1_2734c4f"><div>A happy warrior: Mellody Hobson on mentorship, diversity, and feedback</div></a></h6></div></div></div></div></div></div></div></main></div><script id="__NEXT_DATA__" type="application/json">{"props":{"pageProps":{"locale":"en","dictionary":{},"sitecoreContext":{"route":{"name":"Race in the workplace The Black experience in the US private sector","displayName":"Race in the workplace The Black experience in the US private sector","fields":null,"databaseName":"web","deviceId":"fe5d7fdf-89c0-4d99-9aa3-b5fbd009c9f3","itemId":"0a46cdc4-b148-4677-b7ba-2a47c8152dcd","itemLanguage":"en","itemVersion":8,"layoutId":"ae753eb4-a035-40b4-83bf-4b4438df6742","templateId":"683910db-02ba-40ba-92e7-726c880160a9","templateName":"ArticleJSS","placeholders":{"jss-main":[{"uid":"232bb7e9-289f-492d-a916-2b6185e44a84","componentName":"ArticleTemplate","dataSource":"","fields":{"data":{"articleTemplate":{"title":{"jsonValue":{"value":"Race in the workplace: The Black experience in the US private sector"}},"sEOTitle":{"value":"Black workers in the US private sector"},"description":{"jsonValue":{"value":"Advancing racial equity in the workplace is a system-level challenge—ranging from the structural inequities of geography to underrepresentation in industries and jobs that could create additional opportunity to the behaviors of the workplace itself."}},"sEODescription":{"value":"This report explores Black workers in the private sector in three parts: participation in the economy; experience in companies; and actions for advancement."},"displayDate":{"jsonValue":{"value":"2021-02-21T00:00:00Z"}},"body":{"value":"\u003cp\u003e\u003cstrong\u003eThis report explores Black workers \u003c/strong\u003ein the private sector in three parts: first, their participation in the entire US private-sector economy; second, their representation, advancement, and experience in companies; and third, a path forward that includes the key challenges to address, actions companies can take, and additional actions for a wider set of stakeholders to accelerate progress on diversity, equity, and inclusion (DE\u0026amp;I).\u003c/p\u003e\n\u003ch2\u003eThe participation of Black workers in the US private-sector economy\u003c/h2\u003e\n[[Video 1]]\n[[DownloadsSidebar]]\n\u003cp\u003eIn the United States, Black workers account for 15 million, or 12 percent, of the 125 million US private-sector workers.[[Footnote 1]] The overall Black labor force, including the entire private sector, public sector, and the unemployed looking for work is 20.6 million.[[Footnote 2]] Our analysis of economic data, primarily drawn from the Bureau of Labor Statistics and the US Census Bureau from 2019,[[Footnote 3]] as well as the Equal Employment Opportunity Commission from 2018, reinforces the immense complexity of the challenge facing many of the Black private-sector workers today.\u003c/p\u003e\n[[Sidebar authors]]\n\u003ch3\u003eThe concentration of the Black labor force by geography, industry, and occupation creates challenges and mismatches\u003c/h3\u003e\n\u003cp\u003eOverall, our analysis found that Black workers are underrepresented in the highest-growth geographies and the highest-paying industries. Meanwhile, they are overrepresented in low-growth geographies and in frontline jobs, which tend to pay less.[[Footnote 4]]\u003c/p\u003e\n[[Exhibit 1]]\n\u003ch3\u003eThe Black labor force is concentrated in states in the South\u003c/h3\u003e\n\u003cp\u003eAlmost 60 percent of the Black labor force (11.8 million people) is concentrated in the South, compared with just one-third of the rest of private-sector workers (Exhibit 1).[[Footnote 5]] As a result, companies located in states with low Black populations\u0026mdash;for example, much of the West and parts of the Midwest and Northeast\u0026mdash;will need to think differently about how they effectively attract Black talent (Exhibit 2).\u003c/p\u003e\n[[Exhibit 2]]\n\u003ch3\u003eThe Black labor force is not located in the fastest-growing regions\u003c/h3\u003e\n[[Sidebar bryan]]\n\u003cp\u003eOverall, Black workers are not located in the places where current job opportunities are and where job growth will likely rise the fastest through 2030. For example, fewer than one in ten Black workers is located in the fastest-growing cities and counties (such as Provo, Utah). Instead, they overwhelmingly live in places where job growth will range from low to above average, with the bright spots being in megacities (such as Chicago) and urban periphery (such as Clayton County, Georgia).[[Footnote 6]] For the growth to be inclusive in these areas, workers need to be connected to the opportunities being created (for example, transportation between Black neighborhoods and job locations) and have the right skills for in-demand jobs.\u003c/p\u003e\n\u003ch3\u003eAlmost half of Black workers are in three industries with a large frontline presence, with significant underrepresentation especially in high-growth, high-wage industries\u003c/h3\u003e\n\u003cp\u003eOur analysis found that 45 percent of Black private-sector workers (approximately 6.7 million people) work in three industries that have a large frontline-service presence: healthcare, retail, and accommodation and food service. These industries also have some of the highest shares of workers making less than $30,000 (Exhibit 3). In retail, 73 percent of Black workers fall into this category; in accommodations and food service, that share is 84 percent.\u003c/p\u003e\n[[Ceros 3]]\n\u003cp\u003eConversely, Black workers are underrepresented in industries such as information technology, professional services, and financial services\u0026mdash;all sectors that typically have relatively higher wages and job growth.\u003c/p\u003e\n[[Story 1]]\n\u003ch3\u003eMore Black workers are in jobs with less opportunity for advancement\u003c/h3\u003e\n\u003cp\u003eMore Black private-sector workers, 43 percent, make less than $30,000 per year, compared with 29 percent of the rest of private-sector employees (Exhibit 4). In addition, Black workers tend to be in the industries with the largest frontline labor forces. Three in five Black workers work in frontline jobs such as service workers, laborers, operatives, and office and clerical workers.\u003c/p\u003e\n[[Exhibit 4]]\n\u003ch3\u003eBlack workers are at higher risk of disruption from automation\u003c/h3\u003e\n\u003cp\u003eAutomation will prove disruptive to the labor force in the years to come, but its impact won\u0026rsquo;t be evenly distributed. For example, one-third of Black workers are in occupational groups such as production work, food service, and office support, which are at heightened risk of losing their jobs to automation. One encouraging trend: health aides is the occupational group with the \u003ca href=\"/featured-insights/future-of-work/the-future-of-work-in-america-people-and-places-today-and-tomorrow\"\u003ehighest expected job growth through 2030\u003c/a\u003e, and these occupations are disproportionately filled by Black workers.\u003c/p\u003e\n\u003ch3\u003eJob prospects are markedly different for Black and white workers with similar backgrounds\u003c/h3\u003e\n\u003cp\u003eBlack workers face higher hurdles to gainful employment than do the rest of the labor force, creating stark disparities. For example, the employment rate for Black workers with some college or an associate\u0026rsquo;s degree are similar to the total population of workers who have a high-school diploma.\u003c/p\u003e\n\u003ch2\u003eThe Black experience in the workplace: Findings from participating companies\u003c/h2\u003e\n[[Video 2]]\n\u003cp\u003eOur research drew on data from 24 participating companies ranging in size from 10,000 to 1.4 million US employees and across all geographies, representing a total of about 3.7 million US employees. Several key insights emerged:\u003c/p\u003e\n\u003ch3\u003eBlack employees encounter representation gaps at each step\u003c/h3\u003e\n\u003cp\u003eAccording to our analysis, companies have successfully hired Black employees into frontline and entry-level jobs, but there is a significant drop-off in representation at management levels. In the report\u0026rsquo;s participating companies, Black employees make up 14 percent of all employees, compared with 12 percent for the US private sector overall. At the managerial level, the Black share of the workforce declines to 7 percent. Across the senior manager, VP, and SVP levels, Black representation holds steady at 4 to 5 percent (Exhibit 5).\u003c/p\u003e\n[[Exhibit 5]]\n\u003ch3\u003eBlack employees face five common challenges in the private sector\u003c/h3\u003e\n\u003cp\u003eBased on findings from the participating companies, Black employees face five common challenges that materially affect Black representation, advancement, and experience:\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFrontline jobs largely do not connect Black employees with sufficient opportunities to advance.\u003c/strong\u003e Our data set of participating companies shows that Black employees are overrepresented in frontline jobs (18 percent) compared with managerial jobs (9 percent). Frontline jobs could be a launching pad for careers, but today there is just one frontline salaried position for every 20 frontline hourly jobs, reinforcing the need for pathways within and across industries.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eEntry-level jobs are a revolving door, and Black employee attrition is high. \u003c/strong\u003eBlack employees make up 12 percent of entry-level employees (such as account associates, software engineers, and paralegals). While hiring has been effective, the higher attrition of Black employees\u0026mdash;they are leaving their jobs more often than their white counterparts at almost all levels\u0026mdash;reduces the number of Black candidates available for promotion.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eBlack employees encounter a broken rung from entry-level jobs to managerial jobs.\u003c/strong\u003e Black employees account for just 7 percent of managers. This broken rung and higher-than-expected attrition rates in the pipeline significantly limit representation at subsequent levels of the company. For Black employees who are able to make it to the manager level, we see some promising signs in promotion rates for these employees.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA trust deficit exists between Black employees and their companies.\u003c/strong\u003e A trust deficit reflects Black employee perceptions of their workplace as less fair, accepting, and authentic. For example, Black employees are 23 percent less likely to receive \u0026ldquo;a lot\u0026rdquo; or \u0026ldquo;quite a bit\u0026rdquo; of support to advance, 41 percent less likely to view promotions as fair, and 39 percent less likely to believe their company\u0026rsquo;s DE\u0026amp;I programs are effective than white employees in the same company.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eBlack employees lack the sponsorship and allyship to support their advancement. \u003c/strong\u003eMost Black employees are ambitious and want to advance but perceive a lack of support to help them ascend to management jobs. Only 23 percent of Black employees and 30 percent of white employees believe they get \u0026ldquo;a lot\u0026rdquo; or \u0026ldquo;quite a bit\u0026rdquo; of support to advance. More than 67 percent of Black employees and 63 percent of white employees report they do not have a sponsor, despite 87 percent of our participating companies reporting that they have sponsorship programs in place.\u003c/p\u003e\n\u003ch3\u003eVariability in representation across companies\u003c/h3\u003e\n\u003cp\u003eVariability in representation among the companies in our participating company data set suggests reasons to be optimistic. Although no company has solved the challenge of increasing Black representation at all job levels, many have made significant inroads at specific points in the pipeline. Their successes could hold the key to more favorable outcomes across the private sector.\u003c/p\u003e\n\u003ch2\u003eA path forward\u003c/h2\u003e\n[[Video 3]]\n\u003cp\u003eOn the current trajectory, it will take about 95 years[[Footnote 7]] for Black employees to reach talent parity (or 12 percent representation) across all levels in the private sector. Addressing the major barriers that hold back the advancement of Black employees could cut that duration to about 25 years.[[Footnote 8]] \u003c/p\u003e\n\u003cp\u003eAchieving equity for Black workers in the private sector is a structural and multivariate challenge that cuts across many facets of geography, industry, and occupations, as well as advancement and inclusion in the workplace.\u003c/p\u003e\n\u003ch3\u003eCompanies and other stakeholders will need to address ten key challenges to create opportunities\u003c/h3\u003e\n[[Ceros 2]]\n\u003cp\u003eTruly making progress will require more than addressing corporate policies; it calls for system-level change, an examination of our broader society, and active collaboration among companies and other stakeholders.\u003c/p\u003e\n\u003cp\u003eWhile the challenges are daunting, our research found some bright spots that companies can build on. Trends for both Black representation in the private sector and the promotion rates for Black men and women have shown improvement. High representation in faster-growing and higher-paying industries for Black workers, such as transportation, could present opportunities in the coming years. Nine in ten Black employees believe they are helping their company succeed and that their work gives them a sense of purpose and accomplishment. In addition, our research uncovered pockets of progress on DE\u0026amp;I programs and representation in different companies, which provides the potential for shared learning of best practices across companies.\u003c/p\u003e\n[[Story 2]]\n\u003cp\u003eCompanies can take a number of actions immediately to address their own workforce and culture. Our research, as well as findings by others, suggest the following no-regrets moves.\u003c/p\u003e\n\u003cul\u003e\n \u003cli\u003eDefine your company\u0026rsquo;s aspiration for \u003ca href=\"/bem/our-insights/its-time-for-a-new-approach-to-racial-equity\"\u003eaddressing racial equity\u003c/a\u003e\u0026mdash;including steps to address structural barriers\u003c/li\u003e\n \u003cli\u003eUnderstand your company\u0026rsquo;s current state of DE\u0026amp;I, taking into account industry and geographic contexts\u003c/li\u003e\n \u003cli\u003eStrategically prioritize interventions\u003c/li\u003e\n \u003cli\u003eReinforce what works\u0026mdash;and reimagine what doesn\u0026rsquo;t\u003c/li\u003e\n \u003cli\u003eTrack progress to increase accountability\u0026mdash;and share successes\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003eBeyond actions by individual companies, a more concerted effort may be required. Companies should consider the following efforts to build broader momentum for effecting system-level change.\u003c/p\u003e\n\u003cul\u003e\n \u003cli\u003eShare best practices on effective programs\u003c/li\u003e\n \u003cli\u003ePursue collaborative efforts to galvanize collective action\u003c/li\u003e\n \u003cli\u003eCommit to continued investment and research\u003c/li\u003e\n\u003c/ul\u003e\n\u003chr /\u003e\n[[Sidebar monne]]\n\u003cp\u003eThe Racial Equity Institute writes, \u0026ldquo;Our systems, institutions, and outcomes emanate from the racial hierarchy, on which the United States was built. In other words, we have a \u0026lsquo;groundwater\u0026rsquo; problem, and we need \u0026lsquo;groundwater\u0026rsquo; solutions.\u0026rdquo;[[Footnote 9]]\u003c/p\u003e\n\u003cp\u003eCompanies have an important role to play\u0026mdash;along with other stakeholders. It is our hope that this paper helps to inform the conversation on the path forward. We plan to continue to contribute and be part of this journey. \u003c/p\u003e\n\u003chr /\u003e\n\u003cp\u003eThe research in this report was conducted in collaboration with Walmart, the W.K. Kellogg Foundation, PolicyLink, and McKinsey\u0026rsquo;s \u003ca href=\"https://www.mckinsey.com/bem/overview\"\u003eInstitute for Black Economic Mobility\u003c/a\u003e, with video production by Osato Dixon and editorial by Leff Communications.\u003c/p\u003e"},"isFullScreenInteractive":{"boolValue":false},"hideStickySocialShareBar":{"boolValue":false},"desktopID":{"value":""},"mobileID":{"value":""},"desktopURL":{"value":""},"mobileURL":{"value":""},"desktopPaddingPercentage":{"value":""},"mobilePaddingPercentage":{"value":""},"desktopOverrideHeight":{"value":""},"mobileOverrideHeight":{"value":""},"cerosOembedURL":{"value":""},"cerosRenderMode":{"targetItem":null},"cerosBackgroundColor":{"targetItem":null},"hideByLine":{"boolValue":false},"tableOfContentsTitle":{"value":"TABLE OF CONTENTS"},"accessStatus":{"targetItem":{"key":{"value":"RegisteredUsers"},"value":{"value":"Registered Users"}}},"articleType":{"targetItem":{"displayName":"Report"}},"hasSpecialReport":{"boolValue":true},"contentType":{"targetItem":{"displayName":"Article"}},"sourcePublication":{"targetItem":null},"externalPublication":{"value":""},"mobileReady":{"boolValue":true},"forClientsOnly":{"boolValue":false},"excludeFromClientLink":{"boolValue":false},"originalPublishDate":{"jsonValue":{"value":"2021-02-21T00:00:00Z"}},"footnotes":{"value":"\u003col\u003e\n \u003cli\u003eTotal non-farm payroll employment in the private sector, Occupational Employment Statistics, Bureau of Labor Statistics, 2019.\u003c/li\u003e\n \u003cli\u003eTotal Black labor force includes private sector and public sector, and farm, nonfarm, payroll, and nonpayroll employment. Current Population Survey, Bureau of Labor Statistics, 2019.\u003c/li\u003e\n\u003cli\u003eBureau of Labor Statistics\u0026rsquo; Occupational Employment Statistics and Current Population Survey, 2019; US Census Bureau American Community Survey, 2019.\u003c/li\u003e\n \u003cli\u003eThis report uses the following terminology: Job is a position of employment. Job classification refers specifically to the nine-job classifications defined by the Equal Employment Opportunity Commission and reported on in the Employment Information Report (EEO-1). This term includes classifications such as \u0026ldquo;service workers\u0026rdquo; or \u0026ldquo;laborers.\u0026rdquo; Occupations and occupational categories, as defined by the Bureau of Labor Statistics, classifies workers into \u0026ldquo;occupational categories based upon the work they perform and their skills, education, training, and credentials. Two examples of occupations are accountants and auditors and janitors and cleaners. Some occupations are found in just one or two industries, but many occupations are found in a large number of industries.\u0026rdquo; Private sector worker refers to a person currently employed in the private sector, excluding farms (for example, 15 million Black workers), in the private sector data set discussed in part 1 of the report. Employee refers to employees in the participating company data set discussed in part 2 of the report. Labor force refers to people age 16 or older who are either working or actively looking for work. For more examples of EEO job classifications and BLS occupation groups, please see the technical appendix of the full report.\u003c/li\u003e\n \u003cli\u003eSouth Census Region as defined by the Bureau of Labor Statistics.\u003c/li\u003e\n \u003cli\u003eMegacities and the urban periphery are community archetypes discussed further in the full report.\u003c/li\u003e\n \u003cli\u003eIf the average promotion, attrition, and external hiring rates across the participating companies remain the same for all races, it would take about 95 years for managerial jobs (managers, senior managers, VPs, SVPs, and executives) to reach 12% Black representation overall.\u003c/li\u003e\n \u003cli\u003eIf promotion, attrition, and external hiring rates were best-in-class at each level across the participating companies, it would take about 25 years for managerial jobs (managers, senior managers, VPs, SVPs, and executives) to reach 12% Black representation overall.\u003c/li\u003e\n \u003cli\u003eDeena Hayes-Greene and Bayard Love, The groundwater approach: Building a practical understanding of structural racism, Racial Equity Institute, 2018, racialequityinstitute.com.\u003c/li\u003e\n\u003c/ol\u003e"},"contributoryPractice":{"targetItems":[{"displayName":"People \u0026amp; Organizational Performance"},{"displayName":"McKinsey Institute for Black Economic Mobility"}]},"aboutTheAuthors":{"value":"\u003cp\u003e\u003cstrong\u003e\u003ca href=\"/our-people/bryan-hancock\"\u003eBryan Hancock\u003c/a\u003e\u003c/strong\u003e is a partner in McKinsey\u0026rsquo;s Washington, DC, office; \u003cstrong\u003eMonne Williams\u003c/strong\u003e\u0026nbsp;is a partner in the Atlanta office; \u003ca href=\"/our-people/james-manyika\"\u003e\u003cstrong\u003eJames Manyika\u003c/strong\u003e\u003c/a\u003e\u0026nbsp;and \u003ca href=\"/our-people/lareina-yee\"\u003e\u003cstrong\u003eLareina Yee\u003c/strong\u003e\u003c/a\u003e\u0026nbsp;are senior partners in the San Francisco office; and \u003cstrong\u003eJackie Wong\u003c/strong\u003e is a consultant in the Philadelphia office.\u003c/p\u003e\n\u003cp\u003eThis experience was brought to you through an intensive collaborative effort by Mike Borruso, Vanessa Burke, Victor Cuevas, Mona Hamouly, Drew Holzfeind, Richard Johnson, Eleni Kostopoulos, Julie Macias, Janet Michaud, Kathleen O\u0026rsquo;Leary, Charmaine Rice, Dana Sand, Mythili Sankara, Julie Schwade, Katherine Shearer, Cary Shoda, Margaret Swink, Petra Vincent, and Nathan Wilson.\u003c/p\u003e"},"authors":{"targetItems":[]},"nonPartnerAuthors":{"targetItems":[]},"interactiveToUse":{"targetItem":null},"enableArticleComponents":{"boolValue":false},"relatedArticles":{"targetItems":[{"sourcePublication":{"targetItem":{"name":"McKinsey Institute for Black Economic Mobility"}},"publicationSource":null,"externalPublication":{"value":""},"title":{"value":"It’s time for a new approach to racial equity"},"url":{"path":"/bem/our-insights/its-time-for-a-new-approach-to-racial-equity"},"eyebrow":{"targetItem":{"name":"Article"}},"articleType":{"targetItem":{"name":"Article"}},"contentType":{"targetItem":{"name":"Article"}},"description":{"value":"Despite decades of efforts by public-, private-, and social-sector organizations, racial inequity has only increased. Can a concerted, coordinated effort reverse this trend?"},"standardImage":{"src":"/~/media/mckinsey/featured insights/diversity and inclusion/its time for a new approach to racial equity/racial-equity-1536x1536-v2.jpeg","alt":"It’s time for a new approach to racial equity"},"heroImage":null,"thumbnailImage":null},{"sourcePublication":{"targetItem":{"name":"McKinsey Institute for Black Economic Mobility"}},"publicationSource":null,"externalPublication":{"value":""},"title":{"value":"COVID-19: Investing in Black lives and livelihoods"},"url":{"path":"/industries/social-sector/our-insights/covid-19-investing-in-black-lives-and-livelihoods"},"eyebrow":{"targetItem":{"name":"Article"}},"articleType":{"targetItem":{"name":"Article"}},"contentType":{"targetItem":{"name":"Article"}},"description":{"value":"The unfolding public-health and possible economic disaster of the pandemic will disproportionately affect Black Americans\u0026mdash;unless stakeholders respond 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