There’s something happening in Atlanta that most energy companies are completely sleeping on.
For the third year running, the city leads the entire nation with approximately 13,000 Black-owned businesses—that’s 11.3 percent of all Atlanta enterprises. Not second place. Not close. Leading.
And yet, when energy companies come looking for diverse executive talent, they’re often looking everywhere except where the strongest talent pool actually lives.
Let me explain what I mean.
The Talent Is Already Here
Atlanta isn’t just home to a lot of Black-owned businesses. It’s home to 118 chief executives per 100,000 residents—double the national average, according to Home Bay research. Think about that for a second. Double.
Between 2020 and 2021, Black-owned employer firms in metro Atlanta grew by nearly 25 percent. That’s not just a statistic—that’s a fundamental shift in how business leadership is developing in the South’s unofficial capital.
“Atlanta’s unique position as a hub for Black business excellence creates an unparalleled talent pool for executive recruitment,” said Jim Hickey, President Managing Partner at Perpetual Talent Solutions, an Atlanta executive search firm. “Energy companies looking to diversify their leadership while accessing top-tier talent increasingly recognize that Atlanta offers something no other market can match.”
Six historically Black colleges and universities—Morehouse, Spelman, Clark Atlanta University—creating a pipeline of educated professionals. Organizations like the Russell Innovation Center for Entrepreneurs supporting Black business development at every stage. A concentration of experienced leadership who understand both traditional business frameworks and innovative approaches.
The talent is here. It’s thriving. So why is the energy sector missing it?
The Uncomfortable Truth About Energy Sector Diversity
Here’s where it gets awkward. The energy sector nationally employs Black workers at rates below their representation in the overall workforce. According to the U.S. Department of Energy, Black professionals comprise only 9 percent of the clean energy workforce, compared to 13 percent of the national workforce.
So you’ve got this city—Atlanta—where Black business leadership is absolutely flourishing. And you’ve got an energy sector that can’t seem to close the gap.
“The disconnect between Atlanta’s Black business leadership concentration and energy sector representation presents both a challenge and an opportunity,” Hickey explained. “Companies that successfully bridge this gap gain access to executives with diverse perspectives that drive innovation in renewable energy, grid modernization, and sustainable operations.”
But here’s the thing: most companies are approaching this all wrong.
Why Your Recruitment Strategy Isn’t Working
Look, you can’t just show up in Atlanta, wave a compensation package around, and expect the best executives to come running. It doesn’t work that way.
“Energy sector recruiters must recognize that Atlanta’s Black executives often have multiple opportunities and strong community ties,” Hickey emphasizes. “The pitch cannot simply be about compensation; it must address meaningful work, organizational culture, and opportunities for genuine impact.”
Think about it from their perspective. These are executives who’ve built successful businesses, navigated challenges that most people can’t imagine, developed deep roots in their communities. They’re not desperate for opportunities. They’re evaluating whether your opportunity is worth their time.
And honestly? A lot of energy companies aren’t making a compelling case.
What the Data Actually Shows
Here’s what makes this whole situation even more frustrating: we know diversity drives results.
Research from McKinsey shows that companies with ethnically and culturally diverse leadership demonstrate a 33 percent greater likelihood of outperforming their peers. Companies in the top quartile for gender-diverse executive teams show a 21 percent greater likelihood of achieving above-average profitability.
For energy companies facing massive transformation through decarbonization initiatives and renewable energy adoption, that performance difference isn’t just nice to have. It’s critical.
“The energy companies winning in executive recruitment understand that diversity delivers measurable business results,” Hickey noted. “In Atlanta, where Black business leadership is so prominent, companies that fail to recruit diverse executives essentially ignore the strongest talent pool in the Southeast.”
So why aren’t more companies getting this right?
The Real Barriers (And They’re Not What You Think)
Part of the challenge is systemic. The average Black-owned business in Atlanta is valued at $58,085—nearly 11 times less than the average white-owned business at $658,264, according to The Atlanta Voice.
These wealth disparities affect executive development in ways that traditional recruitment strategies miss. But they also create an opportunity for smart energy companies willing to think differently.
“Smart energy companies recognize that recruiting diverse executives means investing in long-term relationships with Atlanta’s Black business community,” said Hickey. “This includes partnerships with HBCUs, engagement with business incubators, and participation in networks that support Black entrepreneurship. It’s about building trust, not just filling positions.”
You can’t transactional your way into this talent pool. You have to actually care.
What Actually Works
The companies getting this right aren’t treating diversity like a compliance exercise. They’re building authentic relationships with the Black business community. They’re demonstrating commitment to equity throughout their organizations. They’re creating environments where diverse leaders can actually thrive.
Because here’s the reality: Atlanta executives have choices. Multiple choices. Good choices.
The city’s ecosystem keeps evolving—new business incubators, venture capital funds focused on Black entrepreneurs, expanding networks supporting executive development. Energy companies that engage with these institutions early position themselves for long-term talent acquisition.
But the ones approaching diversity as a box to check? They’ll keep struggling to compete.
The Opportunity Sitting Right There
Look, the energy sector is going through historic transformation. Renewable technologies, regulatory changes, consumer demands—everything’s shifting at once.
Black executives bring critical perspectives to these challenges. They understand diverse customer bases. They know how to navigate community engagement for infrastructure projects. They’ve built businesses from scratch in environments that weren’t always welcoming.
That’s the kind of resilience and innovation energy companies need right now.
And it’s concentrated in Atlanta like nowhere else in America.
“Energy companies looking to diversify their leadership while accessing top-tier talent increasingly recognize that Atlanta offers something no other market can match,” Hickey said.
The question isn’t whether diversity drives business results—the data’s clear on that. The question is whether your company will actually invest in the relationships and strategies necessary to access Atlanta’s exceptional talent pool.
Because right now? Most companies are just… not doing it.
They’re running the same old playbooks, expecting different results, and wondering why Atlanta’s best executives aren’t interested.
Meanwhile, the companies that get it—the ones building authentic relationships, demonstrating genuine commitment, creating real opportunities for impact—they’re not having any trouble finding incredible talent.
So maybe it’s time to ask yourself: which kind of company are you?
