Alli Myatt’s Post

🤔Think About It Thursday‼️ Leadership Looks Different For Black Women By Design - EBONY https://lnkd.in/ehpnFguN “To be a Black woman in leadership is to be undermined and underfunded, while people continually question the excellence that put you in the rooms where your voice is never quite good enough to convey the final word. 🫤 Somehow, everything is our responsibility, but nothing is our choice. 😡 We are not given the space and time to carve out best practices to do jobs we have earned. Our judgment is constantly questioned despite the track records we build by working twice as hard to achieve as half as much. A simple typo turns into a tidal wave of mistrust and accusations when a Black woman commits it. There's no grace for us. There is no understanding. 😓 We go to HR only to be met with retaliation. We reach out to mentors who are afraid to rock the boat by standing for what's right. We create our own spaces just to be chastised for not centering others facing their own struggles.” 🤯 The story of my life and so many other black women across the globe! 😐 Leave us alone and let us do our thang!! We started this and will continue it! We are not IMPOSTERS…we are the TRUTH! 😍 www.leajaconsulting.com https://lnkd.in/eKmDzmTi #hope #gritandgrowth #blackwomenarepowerful #impoatertreatment #leadershipskills #dismantlethesystem

From start to finish, this article nails the commonplace experience of Black women in the workplace with such jarring specificity that it will make you cry. So, accept this as a TW for Black women presently in an intentional space of protecting your peace. But, if you want to feel seen and reassured that you are not alone, read it, even if you have to do so bit by bit. Most importantly, for those who manage or work alongside Black women, read this article in its entirety, revisit it from time to time and interrogate your thinking. I implore you to ask yourself, how the contents of the article changes you convictionally, psychologically, and behaviorally. And, don’t stop there, but govern yourself accordingly.

This article and the research referenced raises critical points. The only thing I would add Is the expectation of Black women doing care work in the workplace. It is well documented that this care work is critical to business success, yet black women are not rewarded for doing it, and others are not seen as less competent for not doing it.

This is a quick MUST read article!

“To be a Black woman in leadership is to be undermined and underfunded, while people continually question the excellence that put you in the rooms where your voice is never quite good enough to convey the final word. Senior, Director, Head of, the title doesn't matter. Heads swivel towards us to explain racism and sexism, but our voices are less valued later.” A study published in the Education Review observed the “vacuum of understanding” faced by Black women in the workplace. Let’s try to UNDERSTAND the experiences of many Black women leaders as a first step in supporting them.

Part of uplifting Black women is acknowledging harmful tropes and actively working to see us as individuals not walking stereotypes. “Companies can uplift Black women by creating a culture of recognizing and correcting issues when Black women are being demeaned or treated differently because they are Black women. Recognizing the biases of considering assertiveness as anger and other tropes that keep Black women from progressing is also important.”- Abre' Conner, Esq., the director of environmental and climate justice at The NAACP “The empowerment of women in the workplace begins with ensuring that women are included in leadership at all levels. When people see themselves reflected in leadership they can begin to believe in their own future potential to advance within a company or organization. In addition, having women in leadership helps to bring an important perspective to decision-making, which will likely have a positive impact on everyone,” - Kimberly Dowdell is the director of strategic relationships at HOK, a renowned global design firm. She is the first Black female president of the American Institute of Architects 📌 Genuine allyship includes speaking up for and listening to Black women. “True allyship will cost you something whether that is comfort, reputation, money or a job. I think that's one thing that allies don't take into account is that true allyship costs you something, otherwise, it's performative,” she told me. “It’s important that people remember that Black women face unique challenges because of the intersection of both our race and our gender.” - Amira Barger, MBA,CVA,CFRE, the executive vice president and head of DEI advisory and DEI communications at Edelman

There was a time when I felt things were moving forward. We had not reached any measure of equity or equality, but it seemed we were moving in the right direction. Now? I have a hard time believing we are doing anything other than moving backward FAST. Many of my black female colleagues are more pessimistic now than they have ever been. Seeing what happens in workplaces, public spaces, everywhere that someone like me gets to waltz into without a second thought I am dismayed. I am scared for them too. And I am scared for us white folk. If we don't protect access for marginalized groups, we lose out. We as white people are increasingly cutting ourselves off from valuable insights, wisdom, education, creativity, innovation, compassion..... BUT IF THEY HAVE MORE..... I started adult life as an economist and there is nothing more frustrating to me than the pervading belief that someone else can only win if I lose. That is simply not true. People with money spend money. People with jobs contribute to society's piggy bank (taxes), people with the ability to compete on a level playing field are likely to be healthier, happier, and make a difference which in turn means that more money goes and stays in the piggy bank. Which is good for all of us. And that is just the start... And I am sure someone will point to some outliers/exceptions/stellar examples of black people making it. Has anyone read the statistics on billionaires recently? # in the world >3000 # black billionaires < 20 # black women billionaires 2 And let's not examine the US prison system... Need more stats? Check out the The Racial Equity Institute There are so many statistics that support the claim that black and brown people are way behind white people in terms of health, wealth and opportunity. What do you think? White people, what action shall we take? #racialequity #racialjustice NCPMI Daughters of the American Revolution

This part. It’s critical to understand these glossary of terms that spotlight the challenges Black women often face in the workplace- intersectionality, concrete ceiling, glass cliff. Know these terms. #diversityequityandinclusion #blackwomen #intersectionality #bipocmentalhealth #glassceiling #glasscliff #womenempoweringwomen

Want to buy a blue bracelet? Commit to at least one of these in the next month instead. - Nominate a deserving Black woman for an award. - Ask a Black woman to provide an industry expert quote for your next article. - Turn down the next speaking request you get and offer it to a deserving Black woman. - Encourage one of your smart Black colleagues to finally submit to speak at a conference. - Encourage one of your smart Black colleagues to author an industry article and be their fresh eyes editor. - Promote, with a raise, your smart Black employees. - Hire Black women. - Write a LinkedIn recommendation for a deserving Black woman. Please share what you have actually done in your comment. #MRX #MRXpros #Insights #MarketResearch #MarketingResearch #CustomerInsight #ConsumerInsight #QuantitativeResearch #QualitativeResearch #BlackMRX #CORE #ColourOfResearch #InsightsInColor #WireInColor #MulticulturalResearch

FACT:  Black women, who sit at the intersection of race and gender, are more vulnerable to experiencing the negative repercussions of bias in the workplace. So what's an organization to do? Author Raydiance Dangerfield, ICF-ACC offers 3 solutions in this article that blends stories with an evidence-based approach. 1. Fix the System, Not the Person 2. Require Culturally Competent HR Professionals 3. Engage and Listen to Black Women Read on.. #WorkTrauma #BlackHistoryMonth