The change starts with mid-level managers
"There's a huge disconnect between all of the investment that has been made in talent and in Black and brown employees and what is trickling down to middle managers who really are extremely influential over these individuals over these workplace experiences," Creary said. But currently, middle managers are not being held accountable for diversity and inclusion targets, said"As long as we talk about diversity, equity, and inclusion as a nice to have, but there are no metrics, but there's nothing at stake, bonuses are still paid out despite the fact that a division of a law firm or a hedge fund has zero women, zero Black people decade after decade after decade, that is problematic," Opie said.
For managers to make real change, there has to be something at stake, Creary said. Tying diversity and inclusion targets to a manager's performance review and/or bonus can spur action.
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