There was a time when Granville Woods, the genius dubbed “the Black Edison,” developed inventions that powered New York’s subways. But when he applied for jobs, he faced discrimination—because of his race. Woods ended up selling patents to White inventors and companies just to get his ideas out into the world. His brilliance didn’t falter, but the system sure did.
Fast forward a century, and too little has changed. In 2021, Black professionals made up only 9% of the STEM workforce, even as tech jobs surged. That’s more than a missed opportunity for Black talent; it holds back progress for everyone. Diversity drives innovation. When barriers keep marginalized individuals from thriving, industries lose out on Lived Experience Intelligence that fuels fresh ideas and groundbreaking solutions.
This Black History Month, Team JTC is honoring the achievements of Black innovators while staying focused on our mission: increasing diversity and retention without harm. We’re taking a hard look at the obstacles that persist today and sharing practical steps to break them down. Ready to join us? Let’s turn the lessons of the past into actions that create a more inclusive and innovative future for everyone.
Has It Always Been This Way? The Legacy of Black Innovation
Black innovators have been shaping America’s progress for centuries, even while facing systemic barriers at every turn.
Percy Julian grew up in Alabama, where high schools barred Black students. He didn’t let that stop him. He pushed forward, earned a PhD in chemistry, and went on to patent over 130 inventions, including Aerofoam, a foam fire extinguisher that saved countless lives during WWII.
Patricia Bath watched her father struggle with blindness and set out to make a difference. In the 1980s, she developed the laserphaco probe, a tool that made cataract surgery faster, less painful, and more effective. Her invention is still used worldwide today.
Elijah McCoy created a lubrication system so effective that engineers insisted on getting “the real McCoy.” His work kept trains running smoothly and safely, transforming the rail industry.
This is not an all-inclusive list, but only a sample. When you have time check out Marie Van Brittan Brown, Dr. Charles Drew, James West, Garrett Morgan, and Frederick Mckinley Jones.
These pioneers smashed barriers and changed the world. But did they get the credit they deserved? That often landed elsewhere. Many times, their opportunities to rise were also blocked. And here’s the kicker: even with this legacy, Black professionals still find doors closed in STEM fields today.
Many people assume the issue is about the shortage of talent, but it’s not. The talent shortage problem is a diversity problem and lies in the lack of visible role models that inspire Black talent to pursue STEM fields, combined with systems that consistently close doors through exclusionary practices, biased hiring, and limited access to resources. These barriers stifle individual potential, and they hold back entire industries. We can’t afford to let this cycle of exclusion continue.
Counteracting the Talent Gap: 3 Actionable Steps
So how do we flip the script? If we’re serious about closing the Black talent gap, it takes more than good intentions. Here’s what works more:
A four-year degree doesn’t tell the whole story. Some Black professionals gain their skills through community colleges, military service, or work experience. According to McKinsey, over 60% of Black workers have the skills for higher-paying jobs, even if they lack a traditional degree.
Companies like IBM are embracing skills-based hiring and seeing results. Focus on what candidates can do to tap into a deeper, more diverse talent pool. Tech moves too fast to let outdated degree requirements hold it back. When companies prioritize skills, they increase diversity and fuel innovation.
Bringing in Black talent isn’t enough if employees don’t stay. Black workers are 30% more likely to leave their jobs than White colleagues. Often, they cite unwelcoming cultures, lack of advancement opportunities, and feeling undervalued.
Retention also means building workplaces where Black employees feel supported and see a future. That looks like clear paths for growth, fair promotions, and cultures where people don’t have to code-switch to belong. Increasing retention among marginalized populations creates higher satisfaction and long-term employee happiness.
Mentorship and sponsorship aren’t optional—they’re essential. Black professionals often are denied access to the networks that help careers take off. Without mentors or sponsors advocating for them, moving up becomes harder.
Structured mentorship and equitable sponsorship programs change that. When Black employees receive the same career guidance and advocacy as their peers, they thrive. They advance, lead, and bring in new ideas. Supporting Black talent means investing in a future where everyone benefits from diverse leadership and fresh perspectives.
This Black History Month, let’s go beyond celebrating achievements of the past. Let’s honor them by acting in the present. Let’s commit, despite the odds, to increasing diversity and retention among marginalized communities. This effort doesn’t just close the Black talent gap—it strengthens entire industries and communities.
