The Economic Cost of Black Inequality in the U.S. | Citigroup

Racism stymies national economic growth and is bad financially for business

“We’re in the midst of a national reckoning on race, and words are not enough.  We need awareness, education and action that drive results.”  Mark Mason, Chief Financial Officer of Citigroup

Citigroup research found that if the U.S. could instantly end the most severe forms of economic discrimination against African Americans, it could give the economy a $5 trillion boost to gross domestic product (GDP) over the next five years.

Racial inequalities shaved about $16 trillion from U.S. GDP

During the past 20 years, race-based inequalities shaved about $16 trillion from GDP, Citigroup estimated in a CLOSING THE RACIAL INEQUALITY GAPS: The Economic Cost of Black Inequality in the U.S. study. Citigroup said it “studied the costs of lost wages, fewer opportunities for higher education and less access to home and small-business loans” for African Americans.

“What this report underscores is that this tariff is levied on us all and, particularly in the U.S., that cost has a real and tangible impact on our country’s economic output,” Citigroup Vice Chairman Raymond J. McGuire said in the report. “We have a responsibility and an opportunity to confront this longstanding societal ill.”

Furthermore, today in the midst of the COVID-19 pandemic, Black, Latin, and Native Americans have been hospitalized for COVID-19 at a disproportionately high rate, a direct result of what the Centers for Disease Control and Prevention has identified as “long-standing systemic health and social inequities.” Blacks and People of Color are also bearing a disproportionate share of the pandemic’s economic devastation.

Citigroup believes that they, as a major U.S. financial institution, “have a responsibility to address complex societal questions” and “to address current events and to frame them with an economic lens in order to highlight the real costs of longstanding discrimination against minority groups, especially against Black people and particularly in the U.S.”

Four key racial gaps for Blacks

The analysis in the report shows that if four key racial gaps for Blacks —wages, education, housing, and investment — were closed 20 years ago, $16 trillion
could have been added to the U.S. economy. And if the gaps are closed today, $5 trillion can be added to U.S. GDP over the next five years.  The Citi study assessed that:

  • Closing the Black racial wage gap 20 years ago might have provided an additional $2.7 trillion in income available for consumption and investment.
  • Improving access to housing credit might have added an additional 770,000 Black homeowners over the last 20 years, with combined sales and expenditures adding another $218 billion to GDP over that time.
  • Facilitating increased access to higher education (college, graduate, and vocational schools) for Black students might have bolstered lifetime incomes that in aggregate sums to $90 to $113 billion.
  • Providing fair and equitable lending to Black entrepreneurs might have resulted in the creation of an additional $13 trillion in business revenue over the last 20 years. This could have been used for investments in labor, technology, capital equipment, and structures and 6.1 million jobs might have been created per year.

Closing the wage, housing, education, and business investment racial gaps can help narrow the wealth gap, which is significant for facilitating homeownership, business, and job creation, plus establishing a pipeline for intergenerational wealth accumulation.

It’s hoped that Citigroup’s study brings perspective that collectively Americans can find substantive and sustainable opportunities to address the racial inequality gaps identified in the research.


References:

  1. https://www.americanbanker.com/articles/citigroup-vows-to-become-antiracist-review-internal-policies
  2. https://ir.citi.com/NvIUklHPilz14Hwd3oxqZBLMn1_XPqo5FrxsZD0x6hhil84ZxaxEuJUWmak51UHvYk75VKeHCMI%3D

Wells Fargo’s CEO believes there is a Limited Pool of Black Executive Talent

“The more things change, the more they stay the same.”  Alphonse Karr

What a classic example demonstrated by a major U.S. financial institution of the quote “the more things change, the more they stay the same”.  The saying is a reference to situations where there appears to be a meaningful change, but many underlying fundamentals are still the same.

Recently, Charlie Scharf, Wells Fargo’s CEO, wrote in a June memo to employees, “While it might sound like an excuse, the unfortunate reality is that there is a very limited pool of Black to recruit from,” according to Reuters. Scharf also repeated this claim in a Zoom meeting over the summer, exasperating Black employees.

According to the Washington Post, less than 5 percent of those holding senior executive positions at Wells Fargo in 2018, a year before Scharf became chief executive officer, were Black.

Committing to diversity and inclusion shouldn’t just be a marketing ploy; it should just be who you are.

Like Wells Fargo, many corporations have released marketing statements committing to change and to the elimination of structural racism and racial inequality. But, they have not released comprehensive data on the racial diversity of their employees and in leadership positions to the public. Regrettably, we must assume that many CEOs harbor similar shortsighted beliefs, and they continue to embrace the excuse that there exist a paucity of Black executive talent in America.

“We value and promote diversity and inclusion in every aspect of our business and at every level of our organization” Wells Fargo’s Diversity and Inclusion Policy

Although Scharf apologized profusely for his bonehead remarks and commented that his remarks reflected his “own unconscious bias”, we must asks whether his beliefs, which one must assume is also the company’s mindset, have actually changed.

“The point isn’t to get people to accept that they have biases, but to get them to see [for themselves] that those biases have negative consequences for others.” — Theresa McHenry, HR Director at Microsoft UK

“Wells Fargo is badly broken in multiple ways and that starts at the top,” Senator Elizabeth Warren commented. “Its CEO has an unfathomable blind spot about how and why this giant bank fails to hire, promote, and fairly compensate Black talent.”

Consequently, it’s difficult to argue against Senator Warren’s point. Since, the primary benefit of hiring from a racially and gender diverse talent pool is that it immediately expands the depth of the pool and increases your chances of hiring the best executive talent.


References:

  1. https://www.businessinsider.com/aoc-sherrod-brown-criticize-wells-fargo-ceo-scharf-black-talent-2020-9
  2. https://www.msn.com/en-us/news/politics/wells-fargo-ceo-issues-apology-after-saying-there-was-a-limited-pool-of-black-talent/ar-BB19mize?ocid=uxbndlbing

Corporate Boardroom Equality and Inclusion

America needs better inclusion and diversity in its corporate boardroom.

Addressing racial and gender disparity in the corporate boardroom has become a marketing priority in the past several months and less of a firm commitment to action for boardroom chairmen and chief executive officers, especially amid the global protests against racial injustice and inequality. Effectively, the numbers suggest that much work is needed to level the playing field.

Yet, many corporations claim to support diversity and inclusion, but the numbers simply do not add up. Recently, former AT&T CEO Randall Stephenson spoke passionately on CNBC about the lack of inclusion and equality within corporate American. Yet, the company he ran for 13 years and its board of directors he currently leads as executive chairman reflects that lack of inclusion with only one person of color board member. Furthermore, instead of walking the talk, his appointed successor at AT&T was a non-diverse male.

“A board that better reflects all the communities it serves is in the interest of all stakeholders.” Brad Gerstner, founder and CEO of Altimeter Capital and a founding member of The Board Challenge.

Black leaders are underrepresented in America’s public and private boardrooms. Approximately 66% of Fortune 500 company board members are white men and 18% of members are white women, while only 9% of members are Black men and women, according to a report by the Alliance for Board Diversity and Deloitte.

Research by Black Enterprise found that 187 S&P 500 companies did not have a Black board member in 2019, a 2-percentage point improvement from the prior year. Furthermore, recent data for Fortune 500 boards indicates that white men hold 66% of board seats and white women make up 18%, but only 9% of board seats are held by African Americans (men and women), according to online talent marketplace theBoardlist, which is a founding member of The Board Challenge.

The lack of inclusion and ‘doing the right thing’ is not going to passively happen. Leaders and companies must step up to take courageous action to advance equality and inclusion. For example, the moment a S&P 500 company drops or refuses to engage a vendor or contractor because they lack gender and racial diversity will prove transformative in our society.

Additionally, every U.S. company is encouraged to take The Board Challenge which represent a pledge seeking “to enhance representation in the boardroom by asking companies to retain or add a Black director to their board”. The Board Challenge is asking all boards without a Black director to add a Black director in the next 12 months.

“Diversity does matter when it comes to results.” Arnold Donald, President and CEO of Carnival Corp.

True and full racial representation at the board level is in the best interest of companies, employees, customers and communities and helps to advance and support a more equitable society. According to recent research, people of color in leadership position means better performance and returns:

  • Diverse boards of directors are 43% more likely than non-diverse boards to achieve financial performance above the national industry median for companies in the top quartile versus bottom quartile, according to McKinsey & Company’s Delivering Through Diversity 2018 report.
  • More than nine in 10 directors (94%) agree that board diversity brings unique perspectives to the boardroom, according to PwC’s 2019 Annual Corporate Directors Survey. Additionally, 87% said board diversity enhances board performance and 76% said it enhances company performance.

“One objection we hear is whether companies can find the kind of diverse board talent they are looking for. It is 2020 – it is not a pipeline problem, it is a perspective problem,” said Guy Primus, CEO of Valence and co-founder of The Board Challenge.


References:

  1. https://www.nasdaq.com/articles/nasdaq-continues-commitment-to-equality-by-becoming-a-signatory-of-the-board-challenge
  2. https://www.prnewswire.com/news-releases/the-board-challenge-launches-pledge-for-us-boards-of-directors-to-add-a-black-director-within-one-year-301126074.html
  3. https://www.blackenterprise.com/power-in-the-boardroom-corporate-governance/