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A quick thread for #EconTwitter enabling DEI given @jeannasmialek's latest piece. I was one of the few Black RAs at the DC Fed, and the experience at first was very uncomfortable. I was used to diversity. https://www.nytimes.com/2021/02/02/business/economy/federal-reserve-diversity.html?action=click&module=Top%20Stories&pgtype=Homepage
I attended @HowardEcon (2015 grad), participated in @AEASPmsu (2017) a pipeline program for economists of color, thanks to @drlisadcook (who convinced me after I got in and considered otherwise because of other pressing financial commitments as a first gen, story for another day)
I worked at @ALAcademy + @echoinggreen b4 going to the Fed, where Black women in leadership was normalized for me, so at the Fed, I was shocked to be THE ONLY Black woman in rooms discussing anything of consequential impact on the economy. What a disservice I thought, but still
I shrinked myself to fit in. Hilarious now, when I look back at it, I got a button down blue shirt and slacks (this was the unofficial uniform for white male economists & RAs), and tried to slick my beautiful natural hair back so I wouldn't be too loud. I contorted. Yet truth is:
Here's what changed it all for me: 1) DEI expert: @qjohnson18 & regular check-ins with him. A new hire with a mandate to diversify the pipeline. Takeaway: Institution that wants to diversify, needs experts. Restored confidence partly due to him - stopped NOT bringing my full self
2) A manager who appreciated my request for check ins every 2 weeks. The fact is: economists aren't trained to manage/mentor. B/c I worked a few places prior, I knew this was critical we had open communication. I had an agenda ready to go so I also was prepared to support him.
All pipeline programs should have good management. I know other RAs, who did not have great relationships with their 'managing' economists, because they didn't manage them, at all. Takeaway: Train economists to manage RAs
3) The @SadieCollective. I started this movement with @itsafronomics and our incredible team prior to going to the Fed, *thankfully*. Though there was a small community of black RAs, all @HowardEcon grads, (for which there is IMMENSE opportunity to expand outside of).
Takeaway: Community is critical. Invest in communities that allow your RAs to get the holistic support they need, from mentorship, to other people with diverse experiences they can learn from #plug: http://sadiecollective.org/donate & @ResearchInColor @blckgrlsnbrdrms
With that said, building the @SadieCollective while being an RA, meant like @MonroeGamble I was doing addt'l work, while trying to become an economist. It's an unfair burden. HIRE DEI EXPERTS. When I saw Yale's policy program didn't have one, I urged them to with my classmates.
We now have a DEI consultant. Good intentions aren't enough. Expertise is required. But I digress. The need for the @SadieCollective was further illuminated while I was at the Fed, and I'm grateful that this work was endorsed by Governor Brainard and Chair Powell. Made it easier
to be an RA and do DEI work. Sometimes initiatives outside of work are not taken well. I tried to keep @SadieCollective, a secret, then #Econtwitter told on me. Led to sponsorship from the top and now we're transforming econ. http://bit.ly/3r9V0K0
Takeaway: Celebrate your employees commitments outside of their core responsibilities, let them be atypical, iconoclasts. Applicable advice more widely: SPONSOR, PAY & COMPENSATE employees esp. women, people of color, & both for doing DEI work.
Any institution who wants to be world class, needs to mandate this. Otherwise your work output, frankly, is trash. garbage. useless. Diversity produces better results and that's a fact. In econ, that's better questions, better research and a better economy.
Because I enjoyed my time at the Fed, (quant skills quadrupled, variety of research, supportive colleagues, incredible mentors, great benefits, meetings with the Governor) despite learning I was the only Black RA hire in Intl Fin in the last 10 years), I critique & urge solution
The Fed can singlehandedly change diversity in economics & economic outcomes and I firmly believe that, whether it's revisiting diversity for Board of Directors who guide priorities as @KalebNygaard latest data set show lacks, or a shift towards RAs and economists of color.
Last takeaway: Not all econ undergrad programs, have great access to statistical tools to be a good RA. Opportunity is not equally distributed. Pre-docs like the Fed should consider building in training of RAs. If you're serious about diversity, use your resources accordingly.
Training was introduced last year formally 4 Intl Fin. RAs, which my manager led. (see how lucky, I was?). Even b4 there were endless training opps. All SQL, R, Bloomberg, etc I lrnd, was on the job. Embed training if you're anti-racist, and hire widely. #freeadvice #noexcuses
More takeaways are in the Sadie Collective Open Letter: https://sadiecollective.medium.com/open-letter-to-economics-blm-5b38100e59b5
