The Fallacy of Cultural Awareness in Women's Leadership: Unpacking Drew Barrymore's 'Momala' Comment to Vice President Kamala Harris

In a recent episode of Drew Barrymore's talk show, the conversation between the actress and Vice President Kamala Harris took an uncomfortable turn when Barrymore suggested that Harris should be the "Momala" of the entire country. While Barrymore's intention may have been to express a sense of warmth and maternal care, her remark highlights a deeper issue regarding cultural awareness and inclusivity - especially within women's leadership and gender equity movements.

The term "Momala" itself, coined by Harris's stepchildren, is endearing and reflects a close familial bond. However, when Barrymore extended this nickname to suggest that Harris should play a maternal role for the nation, it perpetuated harmful stereotypes rooted in the Black woman "mammy" trope. This stereotype, originating from slavery, depicts Black women as inherently maternal, subservient, and the caretakers responsible for fixing problems - reinforcing the expectation that they should care for everyone at the expense of their own agency.

Not only is the lack of racial-cultural competency evident in this conversation, there was also a lack of gender equity competency where women in executive leadership roles are often positioned as fixers of people dynamic and toxic culture issues rather than valued for their performance impact, business acumen, and leadership. This perpetuates harmful stereotypes and undermines the contributions of women leaders, reinforcing the idea that their worth lies solely in their nurturing abilities rather than their strategic vision and professional expertise. In an era where diversity, equity, and inclusion are paramount, it's crucial for leaders to recognize and address these intersecting biases to create truly inclusive environments where all individuals are valued and empowered to thrive.

By suggesting that Harris should serve as a maternal figure for the nation, Barrymore overlooks Harris's qualifications and achievements as a leader and reinforces harmful stereotypes. Harris's role as Vice President is not defined by her ability to provide emotional comfort but by her capacity to govern effectively and address the country's pressing issues.

Barrymore's comment, although well-intentioned, reflects a lack of understanding of the complexities of race and gender dynamics. In 2024, it is crucial for well-meaning women leaders, especially white women, to educate themselves on the experiences of women across different intersections. This is the essence of intersectional allyship and an opportunity that we all have as women to be better advocates of other women.

Moving forward, it is essential for leaders, especially those with influential platforms like Barrymore, to be mindful of the language they use and the implications of their words. Cultural awareness goes beyond surface-level gestures of support; it requires a commitment to understanding and addressing systemic inequalities and personal biases. Where there is a human present, bias is present. So as leaders, it's critical that we raise our emotional intelligence and intentional efforts to incorporate differences to that inclusivity is achieved.

As we continue to navigate conversations around race, gender, and representation, let us strive to uplift and amplify the voices of women across every intersection, rather than perpetuating harmful stereotypes. Vice President Harris's leadership should be celebrated for its substance and impact, rather than reduced to simplistic notions of caregiving.

It's also crucial for organizations and leaders to take an intersectional approach to develop women leaders to ensure that these skills are cultivated. Many women's leadership programs and companies miss opportunities to include the intersections of culture, race, sexual orientation, generation, etc. In the age of AI, where human intelligence and cultural competency are essential, it's business-critical for leaders to invest in tailored, culturally inclusive leadership development.

That's why Career Thrivers created the Rise & Thrive: Advancing Women Leaders program. This three-day intensive, in-person experience in Nashville is designed to empower and equip emerging to executive women leaders with the skills and insights needed to thrive in their careers. The program includes workshops, coaching sessions, and networking opportunities focused on clarifying career paths and amplifying impact.

With only a few spots left, now is the time for women leaders to apply and join us from May 8th to 10th. Don't miss out on this opportunity to invest in your leadership journey and contribute to a more inclusive and equitable future.

Apply now to secure your spot in Rise & Thrive!

Visit riseandthrivewithus.com or reach out to me directly to learn more.

Check out our recap of the 2023 Rise & Thrive leadership development intensive here.