Human Capital is important for market competitiveness, to stimulate economic activity (diaspora economy + overall economy) and to promote growth.
When presented with the complex issue of financially & economically mobilizing here in the United States of America; understanding how behaviors and cultural attributes affect our abilities to perform, produce and receive money is essential to creating more organized & structured labor systems, that would work more efficiently for us and our economic goals.
Here are some examples of suggestive functional and non functional HC organizational concepts:
This dynamic presents major challenges and causes confusion. On many occasions, when culture creators-- creative works are being acknowledged, many white collar professionals will use this technique shown above to exploit by under investing and devaluing the work of culture creators. Through the data/ip that was purchased and acquired at a low value, white collar professionals will go on to reclaim the culture and reproduce it as partially depicted in Scenario #2.
Scenario #2's dynamic becomes more complex and impacts us presently.
Some black collar professionals have inadvertently internalized beliefs in the form of business practices & social stigmas, that do not financially serve the best interests of the culture. This often perpetuates the cycle visualized above. When these interactions occur, the amount of wealth and resources that we do have get lost within a system of complexities that promote oppression, appropriation and economic inequality. It also reinforces the ideologies of european companies, ideas, services and inventions are superior to those who are not. Even though such euro-centric eco systems were built from the exploitative practices explained above.
As you can see, it is essential for black collar professionals to invest in, acknowledge and support socially culture creators, when engaging in solution based discussions on how to create and grow wealth in a way that will empower a whole entire culture collectively.
This is important for emerging entrepreneurs & business professionals to understand, especially when learning about how trends work and how such distinctive information can be converted to advantageous insight & business intelligence.
Scenario #1 also demonstrates the start of any trend in any industry, which is found with our cultures innovators.
Many businesses that appropriate the culture will take advantage of marginalized innovators creative works & labor by depreciating the value of their outputs, and then they will use their resources and capital to increase their visibility by positioning themselves and their affiliates as Early Adopters & the Early Majority; aligning their brand, products and services with the beginning of the idea; it is at this point that it becomes a trend.
This gives the impression of a company being trailblazing & innovative simply because they used raw cultural intel to perfectly align themselves with surfacing grass roots movements and popular social interests.
The strategies of scenario #1 & 2, often put Black/POC in The Late Majority and The Laggard stages of businesses; where it is exceptionally hard to build, monetize, scale, stand out and compete.
If Black start-ups & investment teams want to position themselves as major and influential, then investment and data acquisition has to exchanged between culture creators and black collar professionals.
Strategy #2 also is a contributor to the phenomenon of "Black faced" corporations and would fall under the category of reproduced culture creators. This is when the senior leadership and board of a organization is all white and participates in under employment practices within their start-up/corporate culture.
How this category of appropriation works, is that managing executives will staff their agencies with over qualified Black/POC candidates. It then becomes a routine practice, to not place Black/POC candidates in professional roles commensurate to their skill-set and educational background, while also subsequently not paying them competitive or fair market wages.
These firms use all facets of the culture and the identities of their employees as a value proposition and present themselves as a helping hand and progressive blueprint for disenfranchised individuals. Unfortunately, many others despite ethnicity, become influenced by the visual aspect of these counter productive business models and end up grandfathering down these methods as organizational strategies to future leadership.
This further aggravates economic conditions for Black/POC professionals and becomes an interference when trying to achieve true economic liberation for marginalized entrepreneurs and individuals worldwide.
To learn more about the benefits of human capital investment and how it can enhance the development of a diaspora economy and our society at large, please contact me.