Achieving equity requires, investing in, supporting, trusting, listening to and following Black leadership. Who's ready for the challenge?

Several well wishing white allies provided me advice that to combat the anti-Blackness that I was experiencing as a Black leader working for change, I needed to stop playing defense and play offense (Be more proactive and intentional with my public relations and marketing). Upon reflection, my mind went to 2 sources:

(1) The National Association of Black Social Workers Code of Ethics statement,

"In America today, no Black person, except the selfish or irrational, can claim neutrality in the quest for Black liberation nor fail to consider the implications of the events taking place in our society." Although the invitation was not to be neutral I likened it to believing that it was possible for authentic change work to avoid high conflict and criticism especially when led by a Black leader.

(2) The autobiography by Huey P. Newton, Revolutionary Suicide that a DEI colleague recently recommended to me. In Revolutionary Suicide Newton speaks to the idea that resisting oppression and calling for change is a form of suicide. Reactionary suicide is a suicide brought about by despair with one's social conditions. On the other hand,?Newton?says a 'revolutionary suicide' is a death brought about by forcibly challenging the system and repressive agencies that can lead a person to commit reactionary suicide. In essence, any act of resistance will bring with it criticism and some form of violence, therefore, Black leaders lack the privilege to abandon defense and embrace an offensive position when working in hostile and toxic environments.

Being Black in historically white institutions and spaces can be an exhausting experience that takes a toll on one's mental and physical well-being. While diversity, equity and inclusion are promoted, the reality of being a person of color in such environments is often characterized by a glass ceiling that can prevent upward mobility, constant microaggressions that can wear down one's self-esteem, and pay inequities that perpetuate systemic racism.

Adding to these struggles are the persistent stereotypes such as the magical negro trope, which can result in unrealistic expectations placed on Black individuals to always be the savior or the one with all the equity answers. This can create a sense of isolation and pressure to conform to certain expectations, which can be mentally and emotionally draining.

Moreover, the lack of diversity in these spaces can exacerbate these stressors, making it difficult to find a sense of community or belonging. The constant sense of defensiveness that comes with navigating a world that does not always treat you equitably can also impact one's mental health.

These stressors ultimately impact performance, job satisfaction, and health outcomes for Black individuals in these toxic environments. It is important for organizations to recognize these challenges and actively work to create more equitable, welcoming and inclusive spaces that promote the well-being and belonging of all individuals especially those that have historically been marginalized within the organization. ?

Some Black leaders find solace in focusing on creating Black spaces rather than seeking to conform, fit in or convince white institutions to behave equitably.?Creating Black spaces can be a daunting task too, and unfortunately, Black leaders often face hyper-criticism and unwarranted suspicion from both within and outside of the community. People often question the credentials of Black leaders, accusing them of lacking the expertise or qualifications necessary to lead, or they may be accused of financial impropriety or even theft.

Moreover, Black leaders who create spaces for their community may be designated as reverse racist, a gang or even a cult, further stigmatizing their efforts and discouraging potential partners, funders or members from joining. Even if they manage to build a community, their leadership and impact may be dismissed, with constantly moving expectations or unrealistically expecting them to do more with less.

This hyper-criticism reflects a broader issue of power and discrimination in leadership. Black leaders are often expected to be twice as educated and work twice as hard to receive half as much recognition or respect as their white counterparts. They are held to higher standards and are frequently subjected to greater scrutiny, which can be exhausting and demoralizing.

It is time to interrogate power and the ways in which discrimination shows up in leadership. We need to acknowledge and address the systemic barriers that Black leaders face in creating spaces for their communities, and we need to support their efforts rather than constantly questioning their legitimacy.

We must recognize that Black leaders bring valuable insights and experiences to the table, and their leadership is crucial in building strong, inclusive communities. By supporting and uplifting Black leaders, we can respond to the many calls to create spaces that empower and celebrate Black voices, enrich our collective experiences and strength our communities.

There is a growing demand for Black leaders across various sectors, including politics, academia, and corporate America. However, the challenge is not just to find Black leaders but to embrace Black leadership fully.

Often, when Black leaders show up with a loyalty and love for the communities they serve, it can be both refreshing and scary for those in power. Black leaders may challenge the status quo, demand accountability, and prioritize the needs of marginalized communities. This type of leadership can feel threatening to historically white institutions, boards, and staff who may have a vested interest in maintaining the current power dynamics.

To learn to follow Black leadership, these institutions must first be willing to relinquish power. This involves acknowledging that white supremacy is built into the very foundations of our institutions and that meaningful change requires a redistribution of power.

Next, institutions must work to develop trust with Black leaders and the communities they serve. Trust-building requires time, consistency, and a willingness to listen to and address the concerns of marginalized communities.

Truth and reconciliation are also critical steps towards following Black leadership. Institutions must confront and reconcile with their past and present complicity in systemic racism and make a concerted effort to repair the harm caused to Black communities.

Learning to listen is another key component of following Black leadership. This involves centering the voices and experiences of communities that have been marginalized and actively seeking out and addressing their concerns.

Lastly, practicing the art of believing is essential. When Black leaders and communities tell their stories of pain, trauma, and racism, it is essential that their experiences are believed and validated. This means moving away from skepticism and towards empathy, understanding, and action.

Ultimately, embracing Black leadership means redefining our understanding of leadership, centering the needs of communities that have experienced marginalization, and working towards a more equitable and just society for all.

#blackleadership #leadershipdevelopment #blacklivesmatter #dei #collectiveimpact #traumainformedcare #historicaltrauma #healthequity