The Challenge to Black Women Leaders

To quote the talented author, speaker, racial justice strategist and facilitator Dr. Yanique Redwood , “Have you ever been in a situation where you felt tokenized? If so, what trade-offs were you making? What power imbalances were you hoping to rectify? What did you gain? What did you lose?” (WWC p50)

In the past few years – since the so-called “racial reckoning” of the summer of 2020 – Black women and gender expansive leaders have been asked to helm organizations in the third (or social) sector at an unprecedented rate. These leaders generally came from the ranks of management within the sector and their resumes add up to a tremendous number of years of experience, education and accumulated expertise.

Despite this request for their leadership and the significant amount of relevant preparation and community experience, a significant number of studies and reports have come out in the last few years showing that Black women and gender expansive leaders have repeatedly been met with a lack of support and resources by the very boards who selected and hired them. Why this disconnect? Why would boards and others doubt the competence of these proven leaders?

The answer lies in a combination of the pervasive socialization that promotes anti-Black bias and the complexity of intercultural engagement. The socialization that many have experienced may lead to doubting the reality of Black excellence and to questioning the appropriateness of leaders of color in the face of external pressures. When leaders communicate differently from the dominant culture, or socially accepted norm, they may be perceived as ineffective or inappropriate. Creating an organizational culture that welcomes all identities, and their attendant differences, allows individuals to show up authentically. It also can increase the diversity of voices and perspectives that are present. This expansion can be a powerful tool for innovation, as well as for a sense of belonging for all, and this culture shift takes work.

Both of the above phenomena may result in boards who have hired Black leaders and fail to trust in the leaders’ ability. Especially when board leaders are predominantly white, there can be multiple aspects at play that discourage investing fully in Black leaders, particularly in Black women. It is also important to acknowledge the extreme complexity of the recent era, including managing workplaces during and after the pandemic.

One of the recent reports, Thrive As They Lead, affirms that while there has been an increase in Black women being asked to helm nonprofit organizations, there has also then been an increase in departures from these roles. The report states that “without the necessary infrastructure to support their leadership, Black women have shattered glass ceilings, only to find themselves teetering on the edge of a glass cliff. The ‘glass cliff’ phenomenon occurs when Black women are elevated into senior leadership roles with the expectation of addressing organizational deficiencies that their predecessors were unable to overcome without added support or resources.”

?Despite these challenges, Black women and gender expansive leaders continue to show up with brilliance everyday, to advance important mission-driven work, to fight for their communities and to contribute to the betterment of our society. It’s because of this context and the admiration we have for these leaders that we honor them this March, International Women’s History Month.?

It’s also why Open Horizon supports the innovative work of Dr. Yanique Redwood, author of White Women Cry & Call Me Angry: A Black Woman’s Memoir on Racism in Philanthropy. It’s an excellent read for people of all identities and across all sectors. And, if you’re interested in supporting her work, you can participate in the crowdsourcing that’s helping to adapt this powerful book into a film.?

How does your organization support Black women leaders to thrive? How are you going to support a Black woman leader to thrive?

This article is written by Open Horizon Co-Founder, Lisa Cohen.