By Belinda Jones
The HBCUs have played a significant role in Black history for more than 166 years, and they continue to do so in adaptive ways. To break the gridlock of D&I efforts, corporate America is turning to partnerships with HBCUs, to discover strategies that can embed true inclusion in society and their organizations going forward.
Historically Black Colleges and Universities (HBCUs) were established when Black men and women were denied access to education before the Civil Rights Act of 1964 was passed. Many started in the 1800s, when slavery and segregation barred Blacks from public and private educational institutions. It was nine freed slaves, the “Marion Nine”, who opened the Lincoln Normal School, which is now Alabama State University. HBCUs have always been models of perseverance, progress and hope for young Black men and women who wanted equal opportunity for a successful future in the United States. Today, corporate awakening to the incredibly diverse talent being developed and the importance of social justice and equal opportunity to a thriving society, have created a direct path between corporations pursuing diversity, equity, and inclusion (DEI) and HBCUs. It is conceivably that HBCUs will be instrumental in finally breaking the diversity glass ceilings, helping companies close the labor gap due to a labor shortage, improving underserved communities, and ensuring DEI is fully achieved.
HBCUs are Experienced Change Agents for Progress
Many corporate commitments to DEI remain unfulfilled after years of trying, leaving diversity leaders with the difficult task of convincing organizational leaders that more effort and transparency is needed. One of the challenges in addressing bias and discrimination and convincing people that DEI is a business and moral case that delivers important benefits to people, organizations, and communities is that progress requires a change strategy. Real change does not happen without a well-designed strategy and an investment in resources for implementation and accountability. Otherwise, the status quo stubbornly remains. Since their inception, HBCUs have been about bringing positive changes to people’s lives and society, despite what seemed like insurmountable odds, making them natural partners in bringing desired change to corporations across America.
HBCUs are change agents, and they are developing the talent that the United States needs to remain globally competitive. For example, the UNCF data shows 101 accredited HBCUs are graduating approximately 19% of Black men and women who earn STEM degrees nationally. However, the impact of HBCUS is more than the degrees granted. The UNCF report Social Mobility Outcomes for HBCU Alumni notes that these educational institutions “are distinctive in their ability to prepare students for their careers while also acknowledging and celebrating their ethnic histories and cultures.”
This is precisely where the gap exists in corporations. They are not uniquely distinctive in their ability to attract and retain Black men and women, and they continue to have difficulty reconciling the unique experiences and cultures of Black communities with the traditional corporate culture based on a white male developed cultures. Yet, it is the process of closing this gap of understanding that can lead to unlimited innovation and creativity in any organization, through diversity and inclusion. Closing the gap can help organizations fulfill their commitments to pursue social justice, economic equality, and the prosperity of underserved communities.
It makes sense that more corporations are turning to HBCUs for help in meeting their diversity goals and, just as importantly, in gaining a greater understanding of how to capture the Black experience and knowledge as assets to leverage for increased inclusion and retention, filling the leadership pipeline, and generating innovation. HBCUs have a deep understanding of what is required to bring true societal change and how to close the gap in which many people of color never feel a sense of belonging. The corporate-HBCU partnerships taking shape are inspiring true change, by helping organizations turn commitments into action.
Uniquely Designed Partnerships Leverage Strengths of Both Sides
There are many excellent examples of HBCU-corporate partnerships in progress or taking shape. Salesforce’s HBCU360 strategic initiative is partnering with HBCUs to achieve several goals. For example, virtual communities focused on health equity and a seamless recruitment and admissions process are being created. There are many focused HBCU initiatives from Salesforce partners with support for Black owned consulting businesses. The Futureforce recruiting teams work with HBCUs to hire new grads and interns, and they facilitate class lectures on topics such as Data Science and Business. To create a more inclusive tech workforce, Salesforce supports organizations like HBCUforce that is focused on increasing HBCU enrollment. These are just a few of the ways Salesforce is working with HBCUs.
The Chief People and Administrator Officer at Under Armour wrote, “We recognize that while diversity and inclusion has become a mainstream topic, it hasn’t always translated into mainstream action.” The company made a new, long-term commitment to elevate its work with HBCUs, by partnering with Morgan State University on a number of initiatives. One is becoming the Official Outfitter for the university’s sports teams, to better engage students to create a pipeline of top Black talent. Another is the reserving of two summer internships for MSU students and ensuring HBCU account for 15% of the Rookie Program, a 10-12 week internship and mentorship program.
Cisco took a different approach and committed $150 million to the Student Freedom Initiative. The strategic partnership makes Cisco the first anchor corporate partner with SFI, and the financial commitment is going to address student loan debt at HBCUs and the modernization of the digital infrastructures at HBCUs.
The National HBCU Business Deans Roundtable representing 83 campuses is partnering with more than 300 CEOs, with members pledging to take action to cultivate a diverse and inclusive workplace. Over 300 collaborative and sharing actions have been taken to date, creating a pipeline of diverse talent and enabling the sharing of thought leadership. Working with the HBCUs, the CEO Action for Diversity & Inclusion is the initiative making sure that companies act on their commitments to encourage ongoing open dialogue, expand unconscious bias education, share successful D&I initiatives with other companies still evolving their strategies, and create and share strategic inclusion and diversity plans with their respective Board of Directors. There is also a commitment to create accountability systems. More than 2,400 CEOs have pledged to participate in taking action.
More Actions to Follow Commitments
Having open and honest dialogue about DEI is important to overcoming bias, but it has become clear that public discourse is not delivering desired results. There are some new approaches emerging that are helping corporate America develop actions that produce measurable results, and HBCUs are at the center of these efforts.
A good first step is recognizing the contributions that HBCUs are making to the labor market. Per the Department of Education, HBCUs have 3% of the total enrollment at universities in the country, but they award more than 15% of all bachelor’s degrees. HBCUs enroll 10% of all Black American students in the U.S.
One of the challenges that HBCUs had to overcome is the general perspective they are inferior educational institutions. This is due to the history behind their formation as separate non-mainstream educational facilities and to continuing bias. There are 101 HBCUs in the U.S., and corporate partnering with local and regional HBCUs, and not automatically looking to the big-name institutions, has the potential to rapidly increase Black talent hiring while also supporting local communities. Organizations can support the lesser-known institutions as well as the big familiar HBCUs.
It is important for corporations to build relationships beyond writing a check. They can partner with one or more HBCUs and then really get to know both their needs and the needs of the students. Engaging HBCUs may require new approaches that are different from the approaches used by majority white institutions. Does the HBCU need internships, technology upgrades, student support systems, and job fairs?
A corporation can recruit Black American talent, but the company should also work with the HBCUs to better understand how to retain Black talent. Hiring diverse talent is only one step in a talent management process. Too often that talent is not supported with resources and the ability to express an authentic employee voice. There is so much still to be done to achieve diversity and inclusion, and the Historically Black Colleges and Universities are ready to help.