I’m the beneficiary of reverse discrimination—my first job as a journalist in 1972 resulted not just from being in the right place at the right time, but more salient to my theme, from sharing a background with the managing editor in charge of hiring.
Sitting across the desk from the personnel director of The New Haven Register I was crestfallen yet again to hear the newspaper I was visiting was not hiring. I was set to depart when Bob Lee answered his phone and said, “I have someone sitting across from me now.”
He sent me to the third floor newsroom where I met managing editor-administration Murray Farber, originally from Brooklyn and alumnus of Brooklyn Talmudic Academy, arch rival of my alma mater, Yeshivah of Flatbush. I was hired on the spot.
Among the hundred or so staff reporters and editors at The Register there were perhaps two or three Jewish colleagues. Women numbered about half the reporting staff. I recall only one black reporter.
It was that way throughout my four years at The Register.
When I joined Lebhar-Friedman, publisher of Chain Store Age, in 1977, the writing staffs of the seven publications was equally split between men and women. Copy editors were mostly women. All the chief editors were men. Sales staff throughout the company was almost all men. All the publishers and corporate executives were men.
Our newspapers and magazines covered the retail and foodservice industries, among the largest employers in the country. Yet, few retail and restaurant companies had women executives, much less chief executive officers. It became common practice to profile any woman who attained CEO status. Perhaps that occurred once every five years.
Far fewer were examples of black or Hispanic success stories.
Keep in mind, retail and restaurant companies employ more women and minorities than any other segment of our economy. How could it be that among the millions of women and minority workers few if any were perceived to have the skill sets and drive to become leaders? How was it that the success stories of stock room workers or hamburger flippers who became corporate presidents and chief executives was essentially limited to white men?
One of my proudest accomplishments as editor and publisher of Chain Store Age was organizing a conference on diversity in retailing in 2006. I joined forces with an outside organization, DiversityInc, to foster greater executive level diversity in retailing.
The one day conference drew close to 100 attendees to hear speakers from The Home Depot, Food Lion, Walmart, Procter & Gamble, Aetna and Staples.
Yet, promoting diversity almost got me fired.
To broaden our marketing reach I sought buy-in from our company’s other retail publications. Fortuitously, a meeting of publishers, editors and sales reps had been scheduled, a ready-made audience for my solicitation for more diversity and inclusion in the workplace.
I almost lost my job because as I championed diversity for the retail workplace I brought attention to its paucity within the publishing company that employed me.
Standing before the assembled 50 or so leaders of our company I noted that among our group there were numerous women but only one person of color (not present was the one staff writer who was black). Present was a black salesperson, but even that left us vulnerable. He was a telemarketer, hardly ever seen in public. I didn’t say it out loud, but as in retailing, perhaps we as a company were failing to hire qualified minority writers and salespeople.
A few days later I was called into Human Resources because our one black salesman felt he was unfairly singled out by my presentation. Though I had not meant to embarrass him, his feelings trumped my intention to drum up support for the conference. I had to apologize or face the consequences.
I apologized but have always wondered how we could become better corporate citizens. In truth, over 30 years interviewing potential hires, including summer interns, I never had a black or Hispanic candidate apply. Perhaps they were screened out by HR before resumes were sent along to me. But you cannot hire if no one applies, and no one will apply if your corporation does not proactively seek out diversified candidates.
In the end, the conference was a successful one day endeavor. But two decades later the retail industry remains an unfulfilled arena for non-white, non-male workers. Moreover, today’s Trump administration is hacking away at efforts to elevate females and people of color. Witness what is happening at Nike (https://www.nytimes.com/2026/07/16/us/politics/nike-dei-trump-eeoc.html?smid=nytcore-ios-share&referringSource=articleShare).
Diversity, equity and inclusion are not red flags inciting discrimination against white people. They are concepts that must be employed to spread the promise of America beyond our lily-white heritage of property owners.