Crystal Cené, MD, MPH, FAHA’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

This article in EBONY Media Magazine by Keyaira N. Boone is a whole word. In the article, Boone provides examples of how Black women in leadership often don't have the same power and resources as their non-Black and non-female peers. I remember doing an exercise about power when I was a senior leader at an org wide retreat. Folks pushed back about my perceived power in the organization, saying I had way more power than most. It was if they truly believed that having positional power would erase what it means to be a Black women in America. I think what the team was responding to was the fact that I *did* have positional power. Society has indoctrinated all of us that Black women like me are subordinate and should not have power. I believe a lot of the team's reactions and beliefs about my positional power were about subconscious beliefs that someone like me didn't deserve to have any power. Being a Black woman leader still comes with the scrutiny, hyper-surveillance, micro-agressions, and harsh discrimination. In the rooms with the most power, the way those with the most socialized power will come at Black women would steal your breath. Often these actions are done in the dark, with little protection for Black women. There are few allies in these rooms - and those who would claim to be allies often fall silent in these rooms were racialized harm happens. Gaining positional power can also mean losing some sense of community, as you become part of the powers that be. I remember feeling like I couldn't fully participate in Black affinity spaces anymore. It can be very isolating. And it can feel like no one has your back. In these moments, I remember the words of Minda Harts, who said on a panel, "It was Black women who saved me." I hope all Black women remember that we can have each other - even when we're in different workspaces. Because sometimes we're all we've got.

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!

This headline is anti-Blackness in full effect. A daily reality for Black women leaders. They go low, and we are expected to go high. Yup, that’s a nod to our forever First Lady Michelle Obama 👑 Yet, here’s the thing - going high is also steeped in the unrealistic expectations of Black excellence. You know, working twice as hard and exceeding in spite of the goal post constantly moving. DEI is not the enemy. I mean, let’s break down the acronym - Diversity. Equity. Inclusion. In the land of the free and the home of the brave, these are 3 nouns that act as values and guiding principles that are not explicit in our founding declaration. DEI needed to be spelled out for a reason. Yup, read that sentence line again. In fact, this 248 year experiment with American democracy was founded when my ancestors were living radically different lives. My yt DAR (daughters of the American Revolution) side of my family tree, and the Black and likely Indigenous side. Here’s the thing - America isn’t being forced to do anything. We each have a choice. I truly believe. Even as a Black woman living the gender and racial wealth gap. It’s up to each of us to have the awareness to step out of the delusion of our comfort. And yes, I’m looking at the leaders at SHRM and CFRE International 👀 You cannot lead with inclusion without first addressing the inequity. Are you a DEI professional in title or the core work you hold in your role/work? Are you looking for a community that decenters ytness and the shenanigans that comes with it? Are you needing a listening partner to navigate these socio-politically charged times? Then let’s chat 💬 As DEI continues to be under attack, let’s be mindful of the bullying taking place and the illusions being sold as fact. What gives me hope is Black women leaders will continue to defy expectations amidst our ongoing exhaustion and the conditioning - like this headline - that tells us otherwise. How are you finding hope today? In Lovelution… p.s. If you believe change is possible, then you are a changemaker. Change begins with you!

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.

Great article, and much needed as DEI is under attack in many levels of business. From VCs, philanthropy, to small businesses, Black Women are rapidly being removed from leadership roles after speaking up for unethical behaviors in the workplace while in their positions of leadership. When will the workplace take into consideration incidous trauma, historical trauma, generational trauma, and the present day traumas to the Black Woman. The article gives some tips.

### Honoring the Black Women of the US Federal Workforce Black women represent an impressive 11% of the US Federal Government workforce, bringing unparalleled strength, resilience, and insight to their roles. Studies show that organizations with diverse leadership are 45% more likely to report growth in market share, highlighting the crucial impact of their contributions. As Malcolm X profoundly stated, "The most disrespected person in America is the Black woman. The most unprotected person in America is the Black woman. The most neglected person in America is the Black woman." Yet, despite these challenges, Black women in the federal workforce continue to rise, excel, and lead by example. Give a shoutout to a Black Woman Federal Government employee who is inspiring and takin' care of business! I'll start... Let’s celebrate and honor their remarkable dedication and influence. 🌟 #BlackExcellence #Blackofficeunlocked #stayunlocked #FederalWorkforce #DiversityMatters

Feeling unseen in the workplace? You're not alone. ✊🏾 Early-career women of color face a unique challenge: being judged for authenticity & passion (the "Angry Black Woman" stereotype) but also needing to fight for recognition. This Nonprofit Quarterly article by Dr. Shauna Knox explores this "impossible dilemma" and the emotional toll it takes on Black women leaders. Key takeaways: ⭐ We can't conform to fit in, but staying true can come at a cost. ⭐ Being seen as "difficult" can lead to isolation and lack of support. What can we do? ⭐ Share your experiences & create a network of support. ⭐ Advocate for yourselves & one another! ⭐ Let's break down these barriers and rewrite the narrative for WOC leaders. #genderequality #womenofcolor #earlycareers #diversityandinclusion #futureofwork #humanresources #DEI #DiversityandInclusion #ProfessionalDevelopment

𝐑𝐞𝐩𝐫𝐞𝐬𝐞𝐧𝐭𝐚𝐭𝐢𝐨𝐧 𝐢𝐬𝐧'𝐭 𝐭𝐡𝐞 𝐞𝐧𝐝 𝐠𝐨𝐚𝐥 On Saturday we saw the appointment of Kemi Badenoch as the leader of the Conservative Party. She’s the first black woman to lead a major political party in the UK - something some people may see as a win, regardless of her political standpoint. This is the challenge when representation is valued above all else. Representation isn’t inherently inclusive. It doesn’t mean that the person will hold the values or commitment to positively impact other underrepresented groups. We can see this in our politics and our workplaces. It’s easy to fall into the fallacy of thinking representation is the end goal. That hitting diversity targets equals inclusion. But embedding inclusion can’t stop at reaching your representation targets. Inclusion means committing to a set of values, principles and actions that acknowledges the systemic harm that faces many communities, aims to elevate marginalised groups, remove barriers to access and promote equity at every level. Representation matters - it’s important for people to see others that look like you in positions of power. But the win isn’t in the representation - it’s how they use their leadership to elevate others. #UKleadership #inclusion #glassceiling #kemibadenoch