Proven vs. Potential: The DEI Illusion and Its Impact on African American Career Progression
- Rae Bullard
- Jan 3
- 4 min read
For decades, Diversity, Equity, and Inclusion (DEI) initiatives have been positioned as a pathway to equal opportunity in the workplace. However, when we look closely at who has benefited the most, the data tell a different story. Despite DEI efforts, African Americans—particularly Black professionals—continue to face an uphill battle when it comes to career advancement.
The DEI Illusion and Its Impact on African American Career Progression
Quickview
One of the most significant disparities is the distinction between proven and potential when it comes to hiring and promotions. African Americans must often demonstrate an extensive track record of experience, skills, and education to be considered for roles, while others—particularly White women and men—are given opportunities based on perceived potential.
Our Perspective: When Potential is Enough for Some, but Not for Others
Our Founder have personally experienced this bias in her career. Despite having more experience, more education, and higher performance metrics, I was overlooked for a promotion in favor of an internal candidate who had less experience, lower tenure, and fewer qualifications.
The company eventually paid for this individual to earn the certifications necessary for the role, while my request for the same support was denied. The candidate, a White male, was a great person—hardworking and likable—but his promotion was based purely on his potential, whereas I was expected to already be proven in the role before even being considered.
This experience is not unique to me. It reflects a systemic issue in which African Americans are frequently held to a higher standard before they can advance, while others are granted on-the-job development opportunities that allow them to grow into leadership roles.
Who Benefited from DEI? The Reality of Workplace Advancement
While DEI was intended to level the playing field, studies show that White women have been the primary beneficiaries. According to a 2022 report by Mckinsey & Company, White women have seen the most substantial gains in corporate leadership roles under DEI programs. This aligns with broader trends:
White women have outpaced Black professionals in managerial and executive promotions, often entering leadership roles despite lacking prior experience in similar positions.
African American professionals remain underrepresented in executive roles, holding less than 5% of C-suite positions in Fortune 500 companies, despite making up approximately 14% of the U.S. population (McKinsey & Company, 2021).
When Black professionals are hired or promoted, it is frequently into roles focused on DEI itself, rather than core business functions that lead to CEO pipelines.
This shift underscores a harsh reality—while DEI discussions have increased, African Americans continue to face systemic biases in hiring and promotions.
Proven vs. Potential: A Double Standard in Career Mobility
The path to leadership for African Americans is fundamentally different from that of their peers. Many Black professionals are expected to arrive in roles with proven credentials:
Multiple years of direct experience in the exact function they’re hired for.
Advanced degrees or additional certifications.
A demonstrated track record of high performance, often with measurable business impact.
The ability to mentor and lead teams before they’re given official leadership roles.
Conversely, others—particularly White professionals—are frequently promoted based on potential rather than past performance:
They may be hired into roles where they have limited direct experience but are assumed to "grow into" the position.
They receive on-the-job training, coaching, and mentorship that allows them to develop leadership skills while in the role.
Their career trajectory benefits from managerial sponsorship—someone advocating for their promotion even when they lack the required experience.
This discrepancy means that African Americans often have to prove themselves over and over again just to be considered for opportunities that others are granted as a developmental step.
The Unspoken Rules of Corporate America
This "proven vs. potential" bias isn’t just anecdotal—it’s backed by research. A 2019 study published in the Academy of Management Journal found that:
Black professionals were 22% less likely to be considered for leadership roles unless they had already held a similar position elsewhere.
White candidates were 30% more likely to be promoted based on “leadership potential” despite having fewer qualifications or direct experience.
Black professionals received less informal coaching and fewer stretch assignments, which are crucial for leadership readiness.
In practice, this means that an African American employee with 10 years of experience might still be overlooked for a promotion, while a White counterpart with only five years is seen as having the “leadership qualities” necessary to move up.
What Needs to Change?
To address these disparities, organizations must go beyond surface-level DEI efforts and address the structural biases that reinforce proven vs. potential disparities:
Reevaluate Promotion Criteria – Companies must ensure that Black professionals are considered for leadership roles even if they don’t check every single experience box, just as their counterparts are.
Expand Leadership Pipelines – Instead of only promoting individuals who fit a traditional mold, companies should intentionally develop and sponsor African American employees for advancement.
Hold Leadership Accountable – DEI metrics should track who is actually advancing within organizations, ensuring Black professionals are not disproportionately left behind.
Challenge Bias in Hiring and Promotions – Managers should ask themselves, “Am I hiring based on performance or perception?” and make data-driven decisions rather than gut instincts.
Final Thoughts
DEI was meant to open doors for all, yet it has largely provided the greatest benefits to those who were already positioned closest to power. If real workplace equity is the goal, companies must address the double standard of proven vs. potential and ensure that Black professionals are given the same opportunities to grow, lead, and succeed—without having to prove themselves twice as much for half the recognition.
Our founders experience was just one example of how this plays out in real life. She worked hard, exceeded expectations, and was still told “not yet.” Meanwhile, someone else—less qualified but full of potential—got the chance she was denied.
How many times does this have to happen before companies realize that potential should be an opportunity for all, not just a select few?
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