Joy Reid, DEI, and the Illusion of Inclusion: How Black Voices Are Sidelined
“When I liberate myself, I liberate others. If you don’t speak out ain’t nobody going to speak out for you.”
Since 2020 and the death of George Floyd, America has undergone significant changes, particularly in how corporations and media approach diversity. Many organizations restructured to make room for DEI hires, and corporate boards suddenly saw an influx of women of color. I remember interviewing with a former Black leader at Deloitte who also served on a nonprofit board. She remarked, “It’s time for Black nonprofits to seize the moment.” At the time, it felt like a shift was happening—one that would finally create space for Black professionals and leaders.
In media, the trend was just as evident. CNN spotlighted figures like Don Lemon and Laura Coates, while MSNBC, in keeping with DEI incentives, elevated Joy Reid. Corporate America and media seemed to be moving in sync, pushing a new wave of Black representation. But over time, it became clear that much of this representation did not truly reflect the interests of Black Americans—specifically, those of us who are American Descendants of Slavery (ADOS).
DEI quickly transitioned from a promising initiative—diversity, equity, and inclusion—to an empty buzzword with no real substance or impact. While corporations and media celebrated their progress, ADOS professionals and communities remained at the margins. Instead of elevating voices that authentically represented the unique struggles of Black Americans, media and corporate structures continued to sideline us in favor of individuals whose views aligned with liberal white institutions.
The result was a manufactured version of Black leadership—one that looked diverse on the surface but ultimately failed to advocate for the issues that matter most to ADOS. This piece explores how media, corporate America, and politics have elevated non-ADOS voices at the expense of genuine Black representation and why this deliberate misrepresentation has had lasting consequences.
The Media’s Selective Representation
In the aftermath of George Floyd’s tragic death, many narratives emerged, each shaped by personal experiences and perspectives. Reflecting on my own encounters in South Philadelphia—where interactions with individuals battling addiction to heroin and crack cocaine were commonplace—I found my viewpoint diverging from mainstream portrayals.
Having lived in South Philadelphia for years, I frequently witnessed individuals struggling with addiction—nodding off in bars, occupying park benches, or displaying erratic behavior during binges in stores. These encounters were both significant and alarming, often leading me to exercise caution, especially in confined spaces.
When surveillance footage from Cup Foods surfaced, showing George Floyd inside the store before the fatal incident, I couldn’t help but draw parallels to my past experiences. In the video, Floyd appeared agitated and exhibited behaviors that, based on my observations, resembled those of individuals under the influence. Had I been in that store that day, I might have instinctively chosen to leave, anticipating potential unpredictability.
That said, it’s crucial to distinguish between recognizing concerning behavior and justifying excessive use of force. While Floyd’s alleged attempt to use a counterfeit $20 bill was unlawful, this act alone did not warrant the brutal police response that led to his death. The distinction between acknowledging societal issues and condoning disproportionate violence is vital.
The incident also underscores the broader societal challenge of addressing substance abuse and its intersection with law enforcement. Individuals battling addiction often find themselves in vulnerable situations, and without appropriate support systems, these scenarios can escalate tragically.
The Shift in Corporate Focus Post-2020
George Floyd’s death sparked extensive conversations in the United States. However, while corporations and media rushed to adopt Diversity, Equity, and Inclusion (DEI) initiatives, there was little to no discussion about the ongoing crisis of police brutality in the Black community, the rampant gun violence affecting Black neighborhoods, or the devastating impact of drug addiction. The discourse veered away from these pressing issues—such as systemic incarceration and educational disparities—and instead fixated on corporate-driven diversity efforts that did not address the root causes of injustice.
Corporations adjusted their policies, ostensibly to support the African American cause, yet these initiatives often ended up benefiting other marginalized groups while sidelining the very community they were meant to uplift: the ADOS community.
My Personal Account: Deloitte’s DEI Paradox
My tenure at Deloitte offers a microcosmic view of this paradox. In 2020, as part of the Chief Executive Program—an initiative designed to support CEOs transitioning into their roles—I was the sole Black individual embedded within the team. Despite multiple hires, the team remained predominantly white. When three Black professionals were finally brought on, two received unfavorable reviews and were rotated off. After years of commitment and loyalty, I was not let go, but sidelined under the pretense of being “integrated” into a different program.
There was only room for a single "person of color." All others—regardless of their performance, dedication, or tenure—were removed.
Furthermore, despite corporate America's highly publicized DEI initiatives, Black employment has continued to decline, while other groups have experienced employment growth. Reports indicate that:
As of December 2024, Black unemployment remained disproportionately high, standing at 5.6% for Black men and 5.4% for Black women, compared to 3.3% and 3.4% for white men and women, respectively.
Black employees continue to be underrepresented in leadership roles, with white men still overwhelmingly holding senior management positions despite DEI programs.
These statistics contradict corporate claims of "progress" and suggest that DEI initiatives have largely failed to create lasting structural change. While companies like Deloitte tout their DEI efforts, Black professionals continue to face stagnant employment rates, limited leadership opportunities, and higher layoffs relative to other groups.
The Media’s Role in Shaping Narratives
MSNBC’s programming decisions expose how DEI actually works—Black professionals are removed while white counterparts remain in place, regardless of their rhetoric or ratings.
If MSNBC truly wanted diversity, they would have kept both Joy Reid and Rachel Maddow or replaced them all, making room for new voices. Instead, they played Black professionals against one another by replacing Reid with a show featuring two Black faces—Michael Steele, Simone Sanders-Townsend, and Alicia Menendez—as a superficial attempt to appear diverse.
The Comcast Corp.-owned channel confirmed the departure of Joy Reid and the replacement by this trio, despite the fact that her show, The ReidOut, was the second most popular show on MSNBC, with 1,690,000 viewers as of February 24, 2025. MSNBC’s audience overall had dropped 46% compared to the first ten months of 2024, yet it was Reid—one of the few Black voices—who was removed.
Meanwhile, the ratings for "The Weekend," which replaced Reid, were significantly lower:
Total viewers: 631,000 (compared to Reid’s 1.69 million)
Saturday average: 799,000 / Sunday average: 669,000
MSNBC’s December programming saw a 43% increase in total viewership compared to the new show
This move highlights a common DEI tactic—instead of fostering true diversity, corporations and media entities use Black faces as interchangeable tokens while maintaining their existing power structures.
DAHTRUTH
I have been called out for expressing my opinions about what I experienced while working for one of the largest consulting firms in the world. At first, I feared how speaking out might impact my professional career. But I have learned not to carry that fear. My talent and capabilities should sustain me long enough to retire.
I honestly believe I am speaking out for my grandchildren and my community. My voice is strong, powerful, and necessary. To be silent and afraid doesn’t run in my blood—unfortunately.
Consulting firms, in particular—those that advise corporations on business strategy, leadership, and even DEI—should be held accountable for their racist practices instead of sweeping them under the rug. These firms influence corporate policies across industries, yet they fail to implement the very diversity and equity standards they recommend to others. If they cannot uphold fairness and inclusion within their own ranks, they shouldn’t be trusted to guide others.
Real change will only happen when these institutions are forced to acknowledge their failures—not just in reports, but in their hiring, retention, and leadership decisions. Until then, DEI will remain nothing more than a corporate illusion, benefiting those in power while leaving Black professionals behind.
___________________________________________
© 2025 Jacqueline Session. All Rights Reserved.
This article and its contents are the intellectual property of Jacqueline Session. Unauthorized reproduction, distribution, or modification is prohibited without explicit permission from the author. For inquiries regarding usage, please contact jmbeausby@aol.com
