What does it mean?

A “unicorn” in the workplace is often that one person of colour an organization elevates and showcases as proof that they’ve achieved representation and equity. It’s performative. It’s misleading. And it hides the real gaps in diversity, equity, and inclusion (DEI).

A Common Scenario
Reality/Data: Metrics reveal that the organization lacks representation at higher levels. Most people of colour are concentrated in the lowest positions.

Organizational Leader: “Oh, that’s not true! We have [insert name] as [insert role].”

Reality/Data: That’s one manager of colour in a company of 10,000 employees—in a highly diverse community.

Organizational Leader: “Yes, yes, but it’s a start! It was so hard to find them. We did soooo good bringing them on board!”

The Truth

There are many qualified candidates of colour. They are not rare. They are not “unicorns.”

When organizations treat them as such, it exposes shallow DEI efforts and excuses the lack of real progress.

A Way Forward

  • Upgrade your D&I role and department to visibly include Equity.
  • Implement the 10 key components of an effective DEI framework.

Your people—and your organization—will thank you.
#DEI #10KeyDEIcomponents #DrMich