Dr. Nika White, CDE®, IOM’s Post

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!

🤔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.

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

“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.

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

Black History Month may have ended, but the commitment to fostering equitable workplaces must continue. This article by Christianah Omobosola Babajide sheds light on the challenges black women in law face, from microaggressions to career progression barriers, and highlights actionable steps managers can take to foster inclusion and allyship. This conversation is important because it goes beyond diversity; it’s about justice, belonging, and unlocking the full potential of underrepresented talent. Well done, Christianah Omobosola Babajide! https://lnkd.in/euwrhesJ

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

Let’s talk about microaggressions against Black women in the professional world. Being a Black woman working in law and investment/fianance, a dual space not occupied by many women let alone Black women, I often encounter microaggressions from "well-meaning" “progressive” wh!te men and women. I experienced it yet again today so let’s talk about it. These microaggressions, though subtle, are impactful and frequently come in the form of comments about a Black woman’s "tone" or "attitude” or “impatience” when advocating for oneself. What’s particularly disheartening is knowing that the exact same statement and advocaty, delivered in the exact same manner, would likely receive a completely different response if it came from someone who isn't a Black woman and would often be cheered. This double standard not only invalidates our professional demeanor but also underscores the deeply ingrained biases that persist in professional environments. Microaggressions might seem minor or unintentional, but they accumulate over time and contribute to a hostile professional atmosphere, diminishing the confidence and morale of those who face them. It’s crucial for us to recognize and address these behaviors, fostering a more inclusive and equitable workplace for all. To my fellow Black women and other undervalued communities: your voice, tone, and attitude are powerful and deserve respect. Let’s continue to support each other and push for the change we need to see. #BlackWomenMatter #Inclusivity #WorkplaceEquity #TSharpLegacyAndWealthCounsel