A prominent CEO recently wrote: "While it might sound like an excuse, the unfortunate reality is that there is a very limited pool of black talent to recruit from" (https://bit.ly/2HqfuNg). 

Of course, the comment caught our attention. A quick search led me to dozens of reports by major publications, politicians' reactions, and lively debates on social media. Even though the CEO has since apologized, his statement is worthy of further discussion. 

I have four critical questions:

1. How do you define talent? 
2. Who gets to participate in the definition and evaluation of talent?
3. Is your organization's definition or talent broad enough?
4. What does the system reward and punish recruiting professionals to do? 

My thought as I write the last question: The CEO's statement illustrates a web of practices, beliefs, and values. That web includes who participates in meetings that define and evaluate talent, where we look for talent, and how we reward recruiting professionals. In other words: The problem is systemic and tenacious.

What do you think? Most importantly, what should HR leaders DO? I am eager to hear your comments.

Happy Learning, colleagues!

Dr. Cris Wildermuth
Community Chair, Linked:HR
Associate Professor, Drake University

Would you like to strenghten your leadership competencies? Consider Drake University's Master of Science in Leadership Development! You may complete up to 8 courses online and 2 in a residency week on campus. We are accepting applications for the spring semester. For information, please visit http://bit.ly/MSLDDrake.

"What will you do with the power you were given?" Dr. Patrick Pauken, an outstanding professor from my Alma Mater, Bowling Green State University, used to ask us this question in his ethics course. I often start my own ethics courses this way.

This question is relevant as we get closer to the presidential election in the United States. A case in point: Is it ethical for organizations to support a political candidate openly? Should the CEO speak on behalf of a candidate? Should a store post a political banner? And does it matter if the support is covert - for example, a political donation?

Some might say that NOT doing so means silencing our voices. Thus, speaking on behalf of "Candidate X" is not only allowed, but it's also a moral obligation. However, when CEOs (or anyone in a position of authority, including professors) "speak up," they exercise their power. Employees could feel obligated to agree. In that case, "speaking up" could mean coercion.

An important point: I am not asking if making political statements or donations is "legal." I am asking if it's ethical. 

HR professionals and leaders: What do you think?