The Spike in Black Women's Unemployment: A Call for Action on Equity and Inclusion

The latest unemployment data released by the Job Creation and Economic Policy Studies (JCPES) paints a concerning picture: the unemployment rate for Black women rose to 6.1% in November 2024, a significant spike from months prior. This unsettling statistic serves as a stark reminder that, despite progress in workforce diversity, equity, and inclusion (DEI) initiatives, systemic disparities persist, particularly for Black women, one of the most underrepresented and underserved demographics in the labor market.

A Disproportionate Impact on Black Women

Historically, Black women have faced unique barriers in the workforce, including wage disparities, occupational segregation, and limited opportunities for upward mobility. The 6.1% unemployment rate highlights the disproportionate impact of economic shifts on this group, as Black women often occupy jobs in industries most vulnerable to economic instability, such as retail, healthcare support, and administrative services.

Moreover, the lack of targeted workforce protections exacerbates these inequities. Affirmative action programs, once a critical tool for advancing racial and gender equity in employment, have been systematically dismantled or underutilized in recent years. At the same time, corporate DEI programs, while growing in visibility, remain underfunded and often symbolic. Research indicates that fewer than 25% of organizations have robust DEI strategies that address systemic inequities, leaving Black women particularly vulnerable to labor market fluctuations.

Higher Education's Missed Opportunity

One would expect higher education institutions—long regarded as hubs of progress and innovation—to create equitable opportunities for marginalized groups. However, many colleges and universities have fallen short in their commitment to diversity, equity, inclusion, and belonging (DEIB). Despite publicly championing DEIB principles, higher education institutions have struggled to implement policies that create meaningful change, such as hiring diverse faculty, addressing pay inequities, and supporting Black students and employees in measurable ways.

The rollback of affirmative action in admissions further compounds the issue. This decision undermines efforts to diversify campuses and perpetuates disparities that ripple across the workforce. Without bold action, higher education risks reinforcing the very inequities it claims to challenge.

Why This Matters

Black women's economic stability is not just a matter of individual well-being but a critical component of broader economic growth. Studies consistently show that diverse workforces drive innovation, improve decision-making, and enhance organizational performance. For example, McKinsey reports that companies in the top quartile for racial and ethnic diversity are 35% more likely to achieve above-average financial returns. Ignoring the systemic barriers faced by Black women not only harms individuals but limits the potential of the entire economy.

The Path Forward

The spike in Black women's unemployment should serve as a wake-up call for policymakers, business leaders, and educators to recommit to equity and inclusion in meaningful ways. Here's how we can move forward:

Strengthen Protections and Policies

Reintroduce and expand affirmative action policies in hiring, pay equity, and promotions. Organizations and institutions must hold themselves accountable by setting measurable DEI goals and regularly reporting on progress.

Invest in Comprehensive DEIB Programs

DEIB initiatives should go beyond surface-level commitments. This includes allocating adequate resources, conducting regular bias training, and creating career advancement pipelines for Black women.

Reimagine Higher Education's Role

Colleges and universities must embrace their responsibility as change agents by implementing inclusive hiring practices, diversifying leadership, and addressing systemic inequities in pay and opportunity for Black faculty and staff.

Focus on Economic Mobility

Invest in reskilling and upskilling programs specifically targeted at Black women, equipping them for roles in high-demand fields such as technology, project management, and leadership.

Enforce Transparency and Accountability

Both public and private organizations should track and publish workforce data, including racial and gender representation across roles, promotions, and salaries, to ensure transparency and identify areas for improvement.

Conclusion

The 6.1% unemployment rate for Black women is more than a statistic; it is a call to action. It reflects the systemic inequities that persist across industries and institutions, even in spaces that should champion diversity and equity. Addressing this crisis requires a collective effort, with organizations, policymakers, and educators stepping up to ensure that Black women are not left behind in the workforce.

As we look to the future, the question is not whether we can afford to prioritize equity but how much we stand to lose if we fail to act. Black women have long been the backbone of economic and social progress—it's time they receive the support and opportunities they deserve.