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I’ve been tasked by my old school white partner to think of ways staff can be helped to over come racial challenges at big 4. I’m honestly having trouble thinking of ways they can help us.

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They really can’t help us until they educate themselves. They can start helping us by reading white fragility. Understanding how most whites act when a black person enters the room is a good first step. Because you can’t really put in place any policy that’ll really stop racial challenges. The tone at the top really needs to change. If the partner is racist, then what stops the director and managers even down to associates from being racists. Some of them don’t even think about it. Why do we have to work 3x as hard to be noticed for the same work? Things like that do not make sense. If they want to help us, tell them to get educated on the challenges we face and for them to open their eyes and have people speak up when they see it.

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Reading White fragility is a good place for them to start.

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Why do you, a black accountant,have to find them way to overcome racial challenges in a big four? There are consultants they can hire for that. We dnt have to deal with their racist crap and find solutions too... exhausting

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First give him/her a list of Black Corporate books to read and then ask him/her to recommend them to the team and them he/she can decide to have one on one discussions about them or group lunch & learn discussions. Don’t shy, if he is asking, then go for it.

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Anyone have any thoughts?

Giving new hires of color an option to be connected with another minority as a sort of peer mentoring program. The program would be completely optional (for new hires) and totally voluntary (for existing minority employees to participate).

White male sponsorship

They should take a look at utilization. I’ve heard many black people at the Staff and Senior levels indicate that GDS and new hires are getting more utilization. Being under utilized ultimately results in being overlooked for promotional opportunities.

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