Viewpoint: Building a diverse pipeline of talent begins with community

This article originally appeared in the Boston Business Journal.

Each fall thousands of college students descend on Massachusetts, especially the Greater Boston area, eager and full of potential, ready to be intellectually challenged.

Yet, not all students feel welcome. Many black master’s and doctoral students leave following graduation, taking with them their talent, as well as their economic and cultural contributions. Students of color need to see that there is a supportive opportunity system in place that they can utilize in order to live, grow, and prosper here. Our concentration of higher education institutions can create and nurture such communities on campus — and serve as conduits for building connections off campus — for black and other historically underrepresented students.

That is why, together with other local higher education and community leaders, we recently hosted the second annual Black Doctoral Student Meet and Greet in Boston. This is part of a larger diversity, equity and inclusion initiative of the University of Massachusetts system. The event provided a space to foster connections and create a cohesive, welcoming environment.

Currently in Boston, white workers outnumber black workers at a ratio of 9.5-to-1. Within six of the top 10 high-income fields Boston has the largest disparity of white-to-black workers in comparison to the rest of the nation. If we do not create communities for professionals of color, we run the risk of losing intellectual assets and diverse perspectives in the workplace.

Conversely, by supporting people of color who are seeking advanced degrees and retaining them, we will achieve a compounding effect through culture, policies and hiring practices. We will encourage a more diverse workforce and improve cultural knowledge and sensitivity throughout organizations. We will see corporate boards, rather than just civic organizations, becoming more diverse. We will see venture capital invested in a more diverse set of entrepreneurs. Soon, if we are intentional in our action, we will see a more diverse economic ecosystem capable of attracting and retaining more talent.

Overall, businesses will be better prepared to serve diverse clients and customers. Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians.

Together, we can advance a positive cycle that helps students of color identify and truly connect with our community. We have an opportunity to cultivate a pipeline of diverse leadership that will position Massachusetts to compete for a new generation of students and professionals of color looking for a place to work, live and thrive.

Robert Johnson is the chancellor of the University of Massachusetts Dartmouth, and Imari Paris Jeffries is executive director of Parenting Journey and a UMass Trustee.