In the time of uncomfortable conversations on social issues, the topic of race has surfaced and has presented itself with a clearer lens. Within this topic are subsets of necessary conversations that share the day-to-day issues people of color face.
Women of color — specifically Black women — must deal with marginalization and systemic racism every day. These difficulties create another layer of effort for everyday existence. The workplace, a primary source for everyday interaction, is a particular opportunity for studying Black women’s experiences.
Climbing the Ladder
Many Black women don’t receive fair chances for opportunities in the workplace. While their ask rate for promotions aligns with men’s ask rates, they are less likely to receive a promotion. A study from Lean In, the organization dedicated to uplifting women’s success, notes that 58 Black women for every 100 white men receive promotions. Talented, capable employees are not receiving the recognition they deserve because they are overlooked.
Singling Out
Another, more indirect hurdle is the experience of microaggressions. Trying to touch a Black woman’s hair, commenting on a coworker of color’s “exotic” name, or, much more dismissive and undermining, assuming that a Black coworker is not capable enough to receive credit for her success — these are all very real experiences. Do white employees receive these same interactions? Why are we the primary ones singled out so often?
Familiar Faces in Leadership
A powerful quote from Lean In’s study rings true for many people of color in the workplace. “If you look like the people making the decisions, it’s easier to advance. And I don’t look like any of the people making decisions here.”
This is indicative of a very alienating and isolating workplace culture. Black women don’t see people who look like them in higher levels of leadership, and this can be discouraging.
One of my own aspirations is to see more women of color in leadership. Seeing women of color with great power and great capabilities is encouraging and spirit-lifting. You look like me and you’re successful, so I know I can follow in your footsteps.
I encourage you to read and reflect on this study. You will find so much insight on Black women’s experiences, and this insight has data-backed detail. This will provide some context when you encounter an issue a Black colleague may be facing.
As someone relatively new to the corporate world, I find myself nervous about making a good impression. I constantly remember that in addition to being new, I am a person of color. I do consider myself privileged — I have a very supportive work environment, and I feel as if I am heard and am given opportunities.
I still have a call to speak out and uplift the voices and the abilities of Black women in the workplace. The hurdles many women of color face need to be addressed.
So what do we need to do?
Speak up when someone talks over your coworker. Give credit to a coworker of color when they have a good idea. If you are in a leadership position, provide positive feedback to the employee of color who took great steps for the company to succeed in that business deal.
People of color have countless talents that they are eager to share with the corporate world.
Invest in Black women. Trust Black women. Believe in Black women. Support Black women. We are capable, we are talented and we belong at the table.
About the Author
Carolyn Bradley is a content creator based in Chicago, IL. She studied journalism in college and is passionate about writing. Carolyn joined AWC in 2020. Over the past year, she has developed a strong interest in social justice issues and intersectionality. She is an avid reader of both fiction and nonfiction and enjoys photojournalism as storytelling.
