I’m Not Your DEI Hire: How Black HR Leaders Can Rewrite the Narrative

Prathan Powell
Aug 4
3 min read

Updated: Sep 23

When Jamal stepped into his first executive HR meeting, freshly promoted to Director of People Strategy, the energy shifted. Not because of his résumé—SPHR certified, two master’s degrees, and a track record of reducing turnover by 30% in under 12 months.

It shifted because he was the only Black man in the room.

And within two weeks, someone made a joke about him being the “DEI guy.”He wasn’t hired for a DEI role. He never applied for one. But there it was—typecast, casually, in front of senior leadership.

That moment could’ve knocked him off balance. Instead, it lit a fire.

This story isn’t unique.

Across industries, Black HR leaders walk into roles as strategic problem-solvers and business builders—but are quickly flattened into diversity mascots.

Let’s be clear: we are not here to fill quotas. We are not here to “represent.”We’re here to lead.

So how do you shift the room when the room thinks they already know who you are?

Let’s walk through it—Jamal’s story style.

1. Make Business Impact Your First Language

Jamal knew the assumptions would come. So he came armed—with data.

In his first 90 days, he rolled out a predictive attrition model that used historical turnover, engagement scores, and performance metrics to identify retention risks. He didn’t ask for buy-in. He earned it—by saving the company $220,000 in avoidable attrition.

Suddenly, no one cared what “box” he checked. They cared that he delivered.

Lesson: When you lead with business outcomes, it’s hard for anyone to reduce you to a diversity hire.

Two men in business meeting, talking and using a laptop. The Black in HR.

2. Build Relationships Before You Need Them

Jamal didn’t wait for the VP of Sales to come knocking. He reached out first.

“Let’s grab 15 minutes. I want to learn what’s keeping your team from winning.”

That conversation led to a customized training program for frontline managers, which boosted productivity and reduced call center complaints by 18%.

Now, Sales saw him as a partner—not an HR rep.

Lesson: Don’t just manage relationships—build alliances. Be in rooms your job description doesn’t require.

3. Use Data to See What the Business Can’t

When the CEO asked if the company had a “culture problem,” Jamal didn’t offer vague answers.

He brought a report that revealed something leadership hadn’t noticed:Top performers under 30 were quietly disengaging. Internal mobility was low. Burnout indicators were climbing.

His insight? The issue wasn’t culture—it was career stagnation.And just like that, he got the green light to build a new talent development framework.

Lesson: The person with the most relevant insight holds the most influence. Let the numbers speak louder than assumptions.

4. Don’t Dim—Define Your Leadership Presence

Yes, Jamal advocated for inclusive hiring. Yes, he cared deeply about equity.

But he didn’t let that define him—he let it elevate him.

He ran all-hands meetings with clarity and conviction. He challenged ideas respectfully but firmly. And when recognition came, he didn’t shrink. He accepted it, unapologetically.

Lesson: The moment you own your leadership voice, people stop trying to narrate your story for you.

5. Flip the DEI Label on Its Head

One day, in a town hall, someone introduced Jamal as “our DEI champion.”

He paused. Smiled. Then responded:

“I appreciate that—but I’m actually your People Strategy lead. My job is making sure every person here can do their best work and that our business performs at its highest level. Inclusion is just one of the tools I use to make that happen.”

Mic. Dropped.

Lesson: Don’t reject the DEI label—redefine it. Show them how inclusion is a business strategy, not a silo.

The Takeaway

If you’re a Black HR leader, you don’t have to fight the DEI hire narrative with defensiveness.Fight it with results.Fight it with strategy.Fight it by being so deeply aligned with the business that people can’t imagine it running without you.

You’re not the checkbox. You’re the blueprint.

Need support building your executive presence, sharpening your strategy, or navigating the politics of leadership as a Black HR pro? Tap into Black In HR: