Column: How Corporate America Can Go Beyond Lip Service and Help Foster Change

Column: How Corporate America Can Go Beyond Lip Service and Help Foster Change
Image by Tania Volosianko/ Shutterstock

Since the widespread protests against police brutality in the wake of the murder of George Floyd, Breonna Taylor, Rayshard Brooks, and countless others — large-scale public conversations have followed. Many companies have shared statements expressing their condolences to and solidarity with their Black employees and customers, and outlining their commitment to fighting racism.


Many of these statements have been welcome, with leaders sharing heartfelt personal sentiments that have hit the right notes, while others have been less well-received, with critics pointing out their uniformity and arbitrary tone.

Eyana Carballo is the manager of global commercial strategy & IP at BCG Digital Ventures.

But no matter how strong or wanting these statements have been, they mean very little without a concrete commitment to tangible steps that companies can enact. Now that the words have been shared, it's time for companies and leaders to walk the talk.

So, what can companies do?

Expand Diversity Networks

Enabling employees to work to bolster internal networks is an integral part of making sure their voices are heard. These networks can drive real change, helping to raise issues and set priorities and, in turn, to be heard by leadership. They can be vessels for mutual support, mentorship, and representation.

Invest and Donate

One obvious way companies can take action that backs up their words is by contributing financially. Consistent donations to causes such as the NAACP Legal Defense and Education Fund or the Southern Poverty Law Center are valuable, giving them the resources they need to affect positive change. But companies can also invest other resources, such as talent; partnerships with leading organizations that address racial injustice and inequality are extremely valuable for all parties.


Apply Metrics and Foster Accountability

Without a clear view of what's happening, it's difficult for companies to affect positive change or even decide on what that change might look like. Honing in on the current status quo and what 'good' would look like, in terms of internal diversity but also the external impact of work, enables companies to move in a positive direction and assess success, bolstering accountability in the process.

One aspect of this is a commitment to accelerating representation, which encompasses driving retention parity, increasing representation in leadership and educating leaders and staff. Metrics, whether internal and external, can be the levers which drive this and ensure tangible and lasting impact.

Each company will have its own set of circumstances, its own state of play, and different work that needs to be done. But now that these issues have been raised, we need to make sure that they do everything they can, starting with the initiatives above, to really support Black employees and the wider Black community, moving beyond spoken sentiments to actively making the world a more equitable place.

Eyana Carballo is the manager of global commercial strategy & IP at BCG Digital Ventures, the corporate venture arm of Boston Consulting Group.

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The Impact of Authentic Storytelling. LA Latino/a Founders and Funders Tell All

Decerry Donato

Decerry Donato is a reporter at dot.LA. Prior to that, she was an editorial fellow at the company. Decerry received her bachelor's degree in literary journalism from the University of California, Irvine. She continues to write stories to inform the community about issues or events that take place in the L.A. area. On the weekends, she can be found hiking in the Angeles National forest or sifting through racks at your local thrift store.

The Impact of Authentic Storytelling. LA Latino/a Founders and Funders Tell All
Decerry Donato

As one of the most diverse cities in the world, Los Angeles is home to almost 5 million people who identify as Hispanic or Latinx. Yet, many feel they still lack representation in the city’s tech space.

“I can safely say that last year’s LA tech week hosted all of the events on the west side, and very few were focused on telling Latino and Latina entrepreneurial stories,” said Valeria Martinez, investor at VamosVentures. “We wanted to change that this year.”

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LA Tech Week: Female Founders Provide Insights Into Their Startup Journeys

Decerry Donato

Decerry Donato is a reporter at dot.LA. Prior to that, she was an editorial fellow at the company. Decerry received her bachelor's degree in literary journalism from the University of California, Irvine. She continues to write stories to inform the community about issues or events that take place in the L.A. area. On the weekends, she can be found hiking in the Angeles National forest or sifting through racks at your local thrift store.

LA Tech Week: Female Founders Provide Insights Into Their Startup Journeys
Decerry Donato

Women remain a minority among startup founders. According to Pitchbook, even though women-led startups in the United States received a record $20.8 billion in funding during the first half of 2022, U.S. companies with one or more female founders received less than 20% of total venture funding in 2022. U.S. companies solely led by female founders received less than 2% of the total funding.

The panel, titled Female Founders: Planning, Pivoting, Profiting, was moderated by NYU law professor Shivani Honwad and featured Anjali Kundra, co-founder of bar inventory software Partender; Montré Moore, co-founder of the Black-owned beauty startup AMP Beauty LA; Mia Pokriefka, co-founder and CEO of the interactive social media tool Huxly; and Sunny Wu, founder and CEO of fashion company LE ORA.

The panelists shared their advice and insights on starting and growing a business as a woman. They all acknowledged feeling pressure to not appear weak among peers, especially as a female founder. But this added weight only causes more stress that may lead to burnout.

“The mental health aspect of being a founder should not be overshadowed,” said Kundra, who realized this during the early stages of building her company with her brother..

Growing up in Silicon Valley, Kundra was surrounded by the startup culture where, “everyone is crushing it!” But she said that no one really opened up about the challenges of starting your own company. .

“Once you grow up as a founder in that environment, it's pretty toxic,” Kundra said. “I felt like I really wanted to be open and be able to go to our investors and tell them about challenges because businesses go up and down, markets go up and down and no company is perfect.”

Honwad, who advocates for women’s rights, emphasized the value of aligning yourself with people with similar values in the tech ecosystem. “[Those people] can make your life better not just from an investment and money standpoint, but also a personal standpoint, because life happens,” she said.

Moore, who unexpectedly lost one of her co-founders at AMP Beauty, said that entrepreneurs “really have to learn how to adapt to [their] circumstances.”

“She was young, healthy, vibrant and we've been sorority sisters and friends over the past decade,” she said about her co-founder Phyllicia Phillips, who passed away in February. “So it was just one of those moments where you have to take a pause.”

Moore said this experience forced her to ask for help, which many founders hesitate to do. She encouraged the audience to try and share their issues out loud with their teams because there are always people who will offer help. When Moore shared her concerns with her investors, they jumped in to support her in ways she didn’t think was possible.

Kundra said that while it is important to have a support group and listen to mentors, it is very important for entrepreneurs to follow their own thinking and pick and choose what they want to implement within their strategy. “At the end of the day, you really have to own your own decisions,” she said.

Kundra also said that while it is easy to turn to your colleagues and competitors and do what they are doing, you shouldn’t always follow them because every business is different.

“When I was in the heat of it, I kind of became [a part of] this echo chamber and that was really challenging for us,” Kundra added, “but we were able to move beyond it and figure out what worked for us [as a company] and we're still on a journey. You're always going to be figuring it out, so just know you're not alone.”

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