Despite their impressive educational backgrounds, women of color represent merely four percent of C-suite executives. Here’s how organizations can pave the way for change.
A study from McKinsey and LeanIn.org indicates that while women generally occupy more senior roles than before, the representation of women of color in executive positions has stagnated at just 4% over the years.
“The numbers of women of color in senior roles are alarmingly low compared to the overall workforce,” explains Mandi Woodruff-Santos, a personal finance expert and co-host of the Brown Ambition podcast. “It’s disheartening to witness such limited progression to top positions.”
Black women are recognized as one of the most educated demographics in the U.S., yet they earn only 63 cents for every dollar paid to white men.
Zeanique L. Barber, a technologist with a strong background in human resources, has long examined these disparities.
“In the early stages of my career, I sought out women who resembled me in various roles but found none. It baffled me,” Barber notes. “My experience in human resources revealed why individuals choose to join or leave companies, which sparked my interest in understanding the data.”
This exploration exposed numerous obstacles preventing Black women from thriving in corporate settings.
VISIBILITY MATTERS
As Marian Wright Edelman famously stated, “You can’t be what you can’t see.”
When Black women in corporate America don’t encounter others like them in leadership positions, it can discourage their aspirations within the organization.
Additionally, just as one might rely on friends or family to navigate a new environment, having guidance within a new workplace is crucial for success.
“In many organizations, the absence of Black women in leadership roles is a significant barrier, limiting mentorship opportunities,” Barber explains.
A lack of representation can impact confidence levels. “Even if you were hired for your qualifications, being the only person who looks like you in a room can lead to feelings of being a mere quota filler,” Woodruff-Santos adds. “These feelings can intensify when dealing with microaggressions.”
Woodruff-Santos, who also provides career coaching, reports that many Black women express feeling overlooked for promotions and believe their opinions are often disregarded. They frequently feel they are evaluated more harshly than their peers.
Barber’s research indicates that Black women often face criticism based on subjective judgments rather than objective criteria. For instance, leaders may mistakenly interpret a woman’s quietness in meetings as a lack of contribution. Or, they might question her process instead of focusing on the outcomes, Barber explains.
Many Black women are leaving corporate roles due to feeling overwhelmed. A recent survey by Fairygodboss and nFormation revealed that one in three women of color plans to exit their jobs by next year, citing burnout as their primary reason.
WAYS COMPANIES CAN SUPPORT BLACK WOMEN
Organizations can adopt various practices to enhance support for Black women and other employees of color.
Encourage mentorship. “Implement mentorship and training initiatives for BIPOC talent to ensure they feel valued,” Woodruff-Santos emphasizes.
Review hiring protocols. Establish a hiring process that promotes diversity. “Make sure job postings reach diverse audiences,” Woodruff-Santos recommends. Additionally, form a panel of managers to evaluate applications rather than relying on a single individual.
“Effective processes ensure a broad search and an inclusive perspective, minimizing the impact of unconscious bias,” Woodruff-Santos notes. It’s crucial to also review internal promotion practices.
Evaluate company culture. Monitoring retention rates among BIPOC employees can provide insights into company dynamics. “This can reveal whether the culture is welcoming or hostile to BIPOC talent,” Woodruff-Santos advises.
This includes fostering an environment where women of color feel safe reporting workplace issues, Barber points out.
“Advocating for someone in meetings is one thing, but addressing the systemic issues ingrained in the organization is another,” Barber stresses. “True allyship requires tackling systemic barriers and ensuring that those who report mistreatment are protected from retaliation.” She also highlights the importance of data-driven evaluation methods.
Address pay gaps. “Examine compensation practices across gender, race, location, and job title,” Woodruff-Santos suggests. “Identify discrepancies and empower your compensation team to rectify them.”
HOW BLACK WOMEN CAN ADVANCE THEIR CAREERS
While dismantling systemic racism isn’t solely the responsibility of Black women, there are strategies they can employ to navigate their careers effectively.
Document promotion criteria. Barber advises inquiring about advancement expectations early in your employment or during interviews and ensuring this information is documented.
“Request written confirmation of these criteria,” Barber suggests. “This prevents ambiguity later on.”
Seek out mentors. Look for Black women in leadership roles within your organization. If none are available, explore social media platforms. Hashtags, Facebook groups, and LinkedIn can facilitate connections. Consider reaching out to Black women executives from your college or hometown, Barber recommends.
Set boundaries and seek assistance. If overwhelmed, it’s crucial to voice your concerns. “Women often signal their willingness to take on additional work, leading to burnout,” Woodruff-Santos explains.
This tendency can be amplified for women of color, who may fear repercussions for declining extra tasks.
“Reflect on your professional boundaries,” Woodruff-Santos suggests. “Establishing limits doesn’t indicate laziness; it signals a respect for your time.”
Be proactive in requesting the necessary time and resources to accomplish your tasks. Understand that seeking help showcases your capability. “The most competent individuals are those who can articulate their needs to achieve their goals,” Woodruff-Santos adds.
Recognize when it's time to move on. “If you’ve put in the effort, delivered quality work, and communicated your career goals but still feel stagnant, it may be time to seek new opportunities,” Woodruff-Santos advises. “Understand that a decent job now doesn’t mean you can’t find another with even better prospects.”
