Put CEOs Without Enough Black C-Suite Executives on a Performance Improvement Plan. #BLM

Put CEOs Without Enough Black C-Suite Executives on a Performance Improvement Plan. #BLM

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Diversity and Inclusion starts at the top. People need role models who look like them at the top. When the C-suite reflects the demographics of the country, that ultimately sets the tone for the entire company. This change will cascade from the top down and help build the next generation of corporate leaders.

Add your name to this petition to demand accountability from the Club of CEOs with <14.6% Black executives in the C-suite by placing them on a Performance Improvement Plan (7/1/2020-12/31/2020).

A Performance Improvement Plan (PIP) is a tool to give to employees with performance deficiencies the opportunity to succeed. 

Why 14.6%? 

The CEO’s leadership team needs to reflect the demographic makeup of the marketplace. The halls of corporate power and guardians of shareholder value need to be better represented with black professionals. According to the 2018 Census Bureau, 14.6% of the total American population of 327.2 Million is Black. Time to walk the talk.

Dear CEOs,

We, the undersigned, hereby place you, the Club of CEOs with <14.6% Black executives in the C-suite, on a Performance Improvement Plan. 

Why?

You have failed in driving Diversity, Equity & Inclusion within your leadership teams. If you are not leading diverse teams, you're driving exclusion. Then it's no wonder most upper and middle management leaders in your organization are also lacking black leadership; it starts at the top. 

How much time?

Most employees get 1-3 months when placed on a PIP, and often these employees get put on a PIP for inconsequential reasons (for example, failure to make quota for 2 months). Many CEOs are successful and leading profitable companies, founders, innovators, disruptors, millionaires, billionaires, and/or have changed society for the better. We will give a reasonable amount of time to make the necessary improvement changes: 6 months (end of 2020).  

Corrective Tangible Action Required

  • Promote high potential Black Talent from within your business into the C-suite and to be named on boards
  • Look externally for accomplished Black leaders including outside the social networks often used to vet candidates
  • Advocate for C-suite diversity and board diversity
  • Develop a pipeline of black talent to promote into the C-suite and to be named on boards
  • Establish a black mentorship program and access to senior leaders for Black Talent company-wide, and invest in your Black Employee Resource Group

Imagine what can happen to your organization's performance and brand after you make an effort to actively promote and hire Black leadership to your C-suite. Improvements? You got that right! Ask any Diversity & Inclusion leader for the data that shows how a diverse and inclusive workplace culture is a business imperative, competitive advantage and drives a sense of belonging.

Who are we?

We are people who have experienced racism.

We are allies and members of the Black community.

We are ____ (a friend, an acquaintance, a neighbor, a business colleague, a family member) of someone that works or has worked at many of your firms.

 

Our voice matters.

 

Why should you care about who we are?

We are customers.

We are shareholders.

We are employees.

 

Our voice matters.

 

It's been:

  • 157 years since Abraham Lincoln’s Emancipation Proclamation (January 1863)
  • 155 years since Juneteenth (June 1865)
  • ~57 years since MLK had a dream (August 1963)
  • ~7 years since Black Lives Matter first started (July 2013)
  • 6 years since tech firms started to reveal its (lack of) diversity numbers (May 2014)
     

You may not have been around during those movements highlighted above, but you must be held accountable to add (more) black voices in the C-suite.  

 

It’s time to get on the right side of history now to achieve real change.

The world is watching. 

The clock is ticking. 

 

Countdown: 6 months (end of 2020). 

 

After 6 months, if you haven’t made the necessary changes, then you are not listening, you are not paying attention and frankly your company’s products and services are not worthy of our purchasing dollars.

Let’s act now to eradicate systemic racism and address the structural inequities.

Please sign this petition. 

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