Nicole L. Turner, MBA’s Post

For 8 months, Aliyah Jones, a qualified, educated Black professional—navigated the job market with little success. Frustrated by the lack of opportunities despite her impressive resume, she decided to conduct an experiment. She created a second LinkedIn profile, presenting herself as a white woman with the same qualifications. The result? Recruiters flooded her inbox, offering opportunities she had never been considered for as herself. This isn't just Aliyah's story—it's a stark reflection of the systemic bias that Black professionals face in corporate America. Even when equally (or more) qualified, the playing field remains unequal. Let this be a call to action for hiring managers, recruiters, and leaders: It's not enough to claim diversity on paper. Bias, conscious or not, has real consequences for talented professionals who are overlooked simply because of the color of their skin. Change starts with awareness, but it must be followed by accountability and action. How is your organization ensuring fair and equitable hiring practices? #DiversityInHiring #EquityInEmployment #CorporateBias #BeTheChange #recruitment #workplaceculture

For 8 months, Aliyah Jones, a qualified, educated Black professional—navigated the job market with little success. Frustrated by the lack of opportunities despite her impressive resume, she decided to conduct an experiment. She created a second LinkedIn profile, presenting herself as a white woman with the same qualifications. The result? Recruiters flooded her inbox, offering opportunities she had never been considered for as herself. This isn't just Aliyah's story—it's a stark reflection of the systemic bias that Black professionals face in corporate America. Even when equally (or more) qualified, the playing field remains unequal. Let this be a call to action for hiring managers, recruiters, and leaders: It's not enough to claim diversity on paper. Bias, conscious or not, has real consequences for talented professionals who are overlooked simply because of the color of their skin. Change starts with awareness, but it must be followed by accountability and action. How is your organization ensuring fair and equitable hiring practices? #DiversityInHiring #EquityInEmployment #CorporateBias #BeTheChange #recruitment #workplaceculture

For 8 months, Aliyah Jones, a qualified, educated Black professional—navigated the job market with little success. Frustrated by the lack of opportunities despite her impressive resume, she decided to conduct an experiment. She created a second LinkedIn profile, presenting herself as a white woman with the same qualifications. The result? Recruiters flooded her inbox, offering opportunities she had never been considered for as herself. This isn't just Aliyah's story—it's a stark reflection of the systemic bias that Black professionals face in corporate America. Even when equally (or more) qualified, the playing field remains unequal. Let this be a call to action for hiring managers, recruiters, and leaders: It's not enough to claim diversity on paper. Bias, conscious or not, has real consequences for talented professionals who are overlooked simply because of the color of their skin. Change starts with awareness, but it must be followed by accountability and action. How is your organization ensuring fair and equitable hiring practices? #DiversityInHiring #EquityInEmployment #CorporateBias #BeTheChange #recruitment #workplaceculture

For 8 months, Aliyah Jones, a qualified, educated Black professional—navigated the job market with little success. Frustrated by the lack of opportunities despite her impressive resume, she decided to conduct an experiment. She created a second LinkedIn profile, presenting herself as a white woman with the same qualifications. The result? Recruiters flooded her inbox, offering opportunities she had never been considered for as herself. This isn't just Aliyah's story—it's a stark reflection of the systemic bias that Black professionals face in corporate America. Even when equally (or more) qualified, the playing field remains unequal. Let this be a call to action for hiring managers, recruiters, and leaders: It's not enough to claim diversity on paper. Bias, conscious or not, has real consequences for talented professionals who are overlooked simply because of the color of their skin. Change starts with awareness, but it must be followed by accountability and action. How is your organization ensuring fair and equitable hiring practices? #DiversityInHiring #EquityInEmployment #CorporateBias #BeTheChange #recruitment #workplaceculture

For 8 months, Aliyah Jones, a qualified, educated Black professional—navigated the job market with little success. Frustrated by the lack of opportunities despite her impressive resume, she decided to conduct an experiment. She created a second LinkedIn profile, presenting herself as a white woman with the same qualifications. The result? Recruiters flooded her inbox, offering opportunities she had never been considered for as herself. This isn't just Aliyah's story—it's a stark reflection of the systemic bias that Black professionals face in corporate America. Even when equally (or more) qualified, the playing field remains unequal. Let this be a call to action for hiring managers, recruiters, and leaders: It's not enough to claim diversity on paper. Bias, conscious or not, has real consequences for talented professionals who are overlooked simply because of the color of their skin. Change starts with awareness, but it must be followed by accountability and action. How is your organization ensuring fair and equitable hiring practices? #DiversityInHiring #EquityInEmployment #CorporateBias #BeTheChange #recruitment #workplaceculture

For 8 months, Aliyah Jones, a qualified, educated Black professional—navigated the job market with little success. Frustrated by the lack of opportunities despite her impressive resume, she decided to conduct an experiment. She created a second LinkedIn profile, presenting herself as a white woman with the same qualifications. The result? Recruiters flooded her inbox, offering opportunities she had never been considered for as herself. This isn't just Aliyah's story—it's a stark reflection of the systemic bias that Black professionals face in corporate America. Even when equally (or more) qualified, the playing field remains unequal. Let this be a call to action for hiring managers, recruiters, and leaders: It's not enough to claim diversity on paper. Bias, conscious or not, has real consequences for talented professionals who are overlooked simply because of the color of their skin. Change starts with awareness, but it must be followed by accountability and action. How is your organization ensuring fair and equitable hiring practices? #DiversityInHiring #EquityInEmployment #CorporateBias #BeTheChange #recruitment #workplaceculture

For 8 months, Aliyah Jones, a qualified, educated Black professional—navigated the job market with little success. Frustrated by the lack of opportunities despite her impressive resume, she decided to conduct an experiment. She created a second LinkedIn profile, presenting herself as a white woman with the same qualifications. The result? Recruiters flooded her inbox, offering opportunities she had never been considered for as herself. This isn't just Aliyah's story—it's a stark reflection of the systemic bias that Black professionals face in corporate America. Even when equally (or more) qualified, the playing field remains unequal. Let this be a call to action for hiring managers, recruiters, and leaders: It's not enough to claim diversity on paper. Bias, conscious or not, has real consequences for talented professionals who are overlooked simply because of the color of their skin. Change starts with awareness, but it must be followed by accountability and action. How is your organization ensuring fair and equitable hiring practices? #DiversityInHiring #EquityInEmployment #CorporateBias #BeTheChange #recruitment #workplaceculture

For 8 months, Aliyah Jones, a qualified, educated Black professional—navigated the job market with little success. Frustrated by the lack of opportunities despite her impressive resume, she decided to conduct an experiment. She created a second LinkedIn profile, presenting herself as a white woman with the same qualifications. The result? Recruiters flooded her inbox, offering opportunities she had never been considered for as herself. This isn't just Aliyah's story—it's a stark reflection of the systemic bias that Black professionals face in corporate America. Even when equally (or more) qualified, the playing field remains unequal. Let this be a call to action for hiring managers, recruiters, and leaders: It's not enough to claim diversity on paper. Bias, conscious or not, has real consequences for talented professionals who are overlooked simply because of the color of their skin. Change starts with awareness, but it must be followed by accountability and action. How is your organization ensuring fair and equitable hiring practices? #DiversityInHiring #EquityInEmployment #CorporateBias #BeTheChange #recruitment #workplaceculture

For 8 months, Aliyah Jones, a qualified, educated Black professional—navigated the job market with little success. Frustrated by the lack of opportunities despite her impressive resume, she decided to conduct an experiment. She created a second LinkedIn profile, presenting herself as a white woman with the same qualifications. The result? Recruiters flooded her inbox, offering opportunities she had never been considered for as herself. This isn't just Aliyah's story—it's a stark reflection of the systemic bias that Black professionals face in corporate America. Even when equally (or more) qualified, the playing field remains unequal. Let this be a call to action for hiring managers, recruiters, and leaders: It's not enough to claim diversity on paper. Bias, conscious or not, has real consequences for talented professionals who are overlooked simply because of the color of their skin. Change starts with awareness, but it must be followed by accountability and action. How is your organization ensuring fair and equitable hiring practices? #DiversityInHiring #EquityInEmployment #CorporateBias #BeTheChange #recruitment #workplaceculture

For 8 months, Aliyah Jones, a qualified, educated Black professional—navigated the job market with little success. Frustrated by the lack of opportunities despite her impressive resume, she decided to conduct an experiment. She created a second LinkedIn profile, presenting herself as a white woman with the same qualifications. The result? Recruiters flooded her inbox, offering opportunities she had never been considered for as herself. This isn't just Aliyah's story—it's a stark reflection of the systemic bias that Black professionals face in corporate America. Even when equally (or more) qualified, the playing field remains unequal. Let this be a call to action for hiring managers, recruiters, and leaders: It's not enough to claim diversity on paper. Bias, conscious or not, has real consequences for talented professionals who are overlooked simply because of the color of their skin. Change starts with awareness, but it must be followed by accountability and action. How is your organization ensuring fair and equitable hiring practices? #DiversityInHiring #EquityInEmployment #CorporateBias #BeTheChange #recruitment #workplaceculture