Ruth Pearce’s Post

This world was never created with the safety and leadership of Black women in mind. Every day, we witness (and experience) the consequences when we dare to move beyond the standards and boundaries society has intentionally set for us. Despite these challenges, Black women continue to defy expectations, demonstrating resilience and strength in the face of systemic barriers and discrimination. Their courage and leadership not only challenge societal norms but also pave the way for future generations to thrive in a more inclusive and equitable world. “In our cultural landscape, no figure is more scrutinized or misunderstood than a Black woman who is unafraid to speak her mind. The pushback against this boldness, however, often comes at a high societal cost and extends beyond the halls of Congress—permeating our online spaces and everyday interactions” #equity #DEI #SocialImpact #SocialJustice #CommunityEngagement #WomenLeaders #BlackWomen #justice

There are so many sobering statistics about Black women from maternal mortality rates: 49.5 deaths per 100,000 live births for Black women, compared to 19 for White women, 16.9 for Hispanic women, and 13.2 for Asian women, the workforce, Black women make up 1.6% to 2% of the science, technology, engineering, and mathematics (STEM) workforce, to crime, Black women were six times more likely to be murdered than white women, with a rate of 11.6 per 100,000 compared to 3 per 100,000. Between 2014 and 2020, the homicide rate for Black women aged 25–44 increased by 73%. All of this and so much more serves as a reminder that progress is being made, but too often Black women are denied the benefits of progress or made to wait. With attacking DEI becoming a new hobby and sport, it is more vital than ever to celebrate and support Black women. The world is a beautiful place and it is especially beautiful when Black women thrive.

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.

On this last day of Black History Month and just in time for Women's History Month, I am reminded that progress is defined by individual experience and not a one size fits all. Let's consider the cultural philosophy of work. For instance, Black women have always worked. Our ancestors were enslaved for labor. Our culture teaches Black girls to be educated, independent, and self-sufficient. We had to be able to provide for ourselves and our children in case our Black men were taken from us through lynching or imprisonment. Even when we were able to stop working outside the home, laws were passed making it illegal for us not to work. My grandmother was the help for an affluent white family until the mid-70s. Fast forward to the feminist movement. White women no longer wanted to be stay-at-home wives/mothers financially dependent on their men. With the help of Black women, they fought for the right to work outside the home among other things. Present day, I understand the popularity of Brene, Robin, and Mel because other white women can see themselves in these women. On the other hand, most Black women are unimpressed because we have been there, done that, and negative results vary. Not to mention, some of the written work was appropriated from the Black woman experience. Advice for Black women when these books are recommended: 1. Consider the source, including who recommends the reading. 2. Apply the nuance of your cultural experience. Don't try to fit in. Make the information fit you. 3. Eat the meat, spit out the bones. Apply what works for you, discard what doesn't. 4. Remember culture/race will always diversify womanhood. 5. Women are not a monolith. Sometimes, they are not talking to us.

Today, I'm compelled to address a deeply ingrained issue that plagues our society: the continuous disrespect towards Black women and the persistent disbelief they face when they courageously step forward to share their experiences. It's a harrowing reality that despite being pillars of strength within our communities, Black women are too often met with skepticism and dismissal. This pattern of disbelief not only undermines the credibility of Black women but also perpetuates a harmful cycle of silence and invisibility. When Black women are brave enough to speak out about instances of abuse, harassment, or discrimination, their voices are frequently drowned out by skepticism, victim-blaming, or outright denial. This lack of validation not only compounds the trauma they've endured but also sends a chilling message to other survivors: your truth doesn't matter. We cannot turn a blind eye to the systemic biases and stereotypes that contribute to this egregious injustice. Black women face intersecting forms of oppression based on their race and gender, which compound the challenges they encounter when seeking justice and recognition for their experiences. The intersections of racism and sexism create unique barriers that hinder Black women from being believed, respected, and supported. It's essential that we confront these uncomfortable truths and actively work to dismantle the structures that perpetuate the marginalization of Black women. We must start by actively listening to their voices, amplifying their stories, and affirming their experiences. Believing Black women isn't just a slogan—it's a fundamental commitment to justice, empathy, and equality. As a community, we must stand in solidarity with Black women, offering them the unwavering support and validation they deserve. We must challenge ourselves and others to interrogate our own biases, confront our privilege, and actively dismantle the systems of oppression that perpetuate the erasure and disrespect of Black women. Together, let's create a world where Black women are not only heard and believed but also valued, respected, and celebrated for their resilience, strength, and unwavering contributions to our communities. #BelieveBlackWomen #SupportBlackWomen #EndDisrespect"

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!

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

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

“What’s your take on why all these Black women who were promoted to EDs or C-suite positions in 2021/22 are now facing tremendous outstings or fleeing the nonprofit sector?” Okay, so stick with me here. The term “glass cliff” was coined in 2005 by Michelle Ryan and Alex Haslam to describe when women are promoted to leadership roles during times of crisis, often setting them up for failure. But lately, I’d like to be explicit about the intersectionality of what Black women face—a trend I’m calling The Ebony Edge. Yep, someone get me a book deal, I’m working on a dictionary. 📖 So let’s talk about the Ebony Edge. Post-George Floyd, many Black women were elevated into Executive Director and C-suite roles, celebrated as symbols of progress and change. But here’s the reality: they were stepping into environments that were already in crisis—often with limited resources, unsustainable expectations, and without the support needed to succeed. They weren’t just leading—they were expected to clean up the mess. And when things didn’t turn around fast enough, or when they tried to make real, systemic changes, they found themselves facing an impossible drop. No tools, no safety net, no room to breathe. So, while the glass cliff describes the challenges women face when promoted during times of crisis, the Ebony Edge is about how these challenges are amplified for Black women, who are navigating leadership under the weight of additional expectations, racial bias, and fewer resources. It’s being handed a broken system and then being blamed when you can’t fix it with a single hand in a 2-3 year period after inheriting a generation of issues. It’s almost like a modern-day mammy scenario—brought in to fix everything, but then pushed off the cliff when it gets too hard. Black women are not disposable, nor are we your garbage disposers. We can’t keep celebrating these appointments if we’re not willing to change the conditions around them. #EbonyEdge #AskMe #AskSade #SadeKnows