Where Are They Now? The Troubling Pattern of Diversity Spotlights Without Retention

As Black History Month comes to a close, many organizations have taken to social media to celebrate their Black and Hispanic employees, sharing stories of resilience, achievement, and contributions to the workplace. These posts are meant to signal commitment to diversity, equity, and inclusion (DEI). But a troubling pattern is becoming increasingly apparent—many of the professionals featured in previous years are no longer with those companies.

This raises an important question: Why?

Diversity celebrations are important, but they are not a substitute for meaningful inclusion and retention strategies. Too often, companies highlight employees from underrepresented backgrounds in February or during Hispanic Heritage Month in September, only for those same individuals to leave due to a lack of advancement opportunities, insufficient support, or an environment that fails to foster true belonging.

When companies lose Black, Hispanic, Disability, LGBTQ+, and employees from other minority groups at a higher rate than their peers, it signals deeper systemic issues. Are these employees being provided with equitable opportunities for growth and leadership? Are their voices being heard beyond a social media post? Are organizations investing in retention strategies that address barriers to long-term success?

The continued need for DEI in the workplace is undeniable. Despite progress in some areas, leadership and executive representation remain starkly imbalanced. For example, turn out there are more men named Dick (Richard, Rich, and Rick) on U.S. public corporate boards than entire groups of underrepresented people (ELF BEAUTY CAMPAIGN: So many Dicks, so few of everyone else). As of 2024 the share of Fortune 500 companies run by women CEOs stays flat at 10.4% as pace of change stalls even thought in 2023 women finally surpassed the number of male CEOs named David or John. Also, in 2024 Black CEO representation on the Fortune 500 is so bad that 1.6% was a near-record high. This reality underscores why organizations must go beyond performative gestures and commit to systemic change that fosters true diversity, equity, and inclusion at every level.

True commitment to diversity extends beyond celebratory moments. It requires sustained investment in career/talent development, equitable pay, sponsorship, and an inclusive culture where employees feel valued year-round—not just when it’s time for a public showcase.

As we reflect on the meaning of Black History Month and other cultural observances, organizations must ask themselves:

Are we truly supporting our diverse talent, or are we just putting them on display (a.k.a. being for performative or "diversity washing")

• The answer will be evident in who stays, who advances, who is affected in layoffs, who rates high on employee engagement surveys, who experiences the most amount of corrective action, who has access to executives, who gets support and resources, and who thrives in the workplace—not just in who gets featured in a post.

Want to learn strategies to help support your organization's and executive leaders' efforts to strengthen DEI?

Michael Streffery

DEI & Workforce Culture Transformation Professional (20+ years experience)