The Invisible Barrier: Addressing the Persistent Bias Against Black Women Professionals in American Workspaces

There is an ongoing battle regarding the evolution and decreasing support for Diversity, Equity, and Inclusion (DEI) initiatives. Unfortunately, Conservative pundits have taken it upon themselves to politicize these efforts, following a long-standing American tradition of cultural misappropriation. They have co-opted terms such as "woke" to further their political agenda and perpetuate an "us vs. them" narrative. I find this deeply upsetting and disconcerting.

However, what troubles me even more is the multitude of both public and silent attacks on Black women in the workplace that are occurring right now. As well as the state of Black women professionals' physical and mental well-being with enduring extremely chaotic and toxic workspaces.

One glaring example is the case of Claudine Gay, the president of Harvard University. She faced intense pressure and was eventually coerced into stepping down from her historic position as the first-ever Black woman in that role. According to Popsugar's The Glass Cliff Effect and Why Black Women Leaders Are Often "Last In, First Out, " she speaks of the Black women leaders by Ralinda Watts: "Black women are more often the last in, first out. Gay came into a role where she was expected to conduct a dare-defying tightrope performance on the road fraught with the overturning of Affirmative Action laws, especially as it applies to the university she worked for." Her 6-month tenure was short-lived, but it's as if she was set up to fail in the first place, which is what Black women leaders endure all the time." - (I'm paraphrasing here but I'm sure you understand the messaging).

Gay's work experience is not an isolated incident but rather a reflection of a more significant systemic problem that disproportionately affects Black women in positions of power. Black female leaders are supposed to achieve superhuman feats in the face of tremendous adversity, such as dilapidated companies and failing profits, not to mention co-workers and subordinates who feel the need to overstep and question her authority at every turn.

The challenges Black women face in the workplace underscore the urgent need for more support and change. These attacks, both overt and covert, not only impede progress but also perpetuate a culture of inequality and exclusion. To address these issues, organizations must prioritize implementing comprehensive DEI initiatives beyond surface-level gestures. It is not enough to pay lip service to diversity; true inclusion requires substantive actions and policy changes. Black women, in particular, need more corporate support and guidance as they navigate and traverse work environments.

Leadership plays a vital role in driving this cultural shift. Managers, executives, and CEOs are responsible for establishing a safe and inclusive environment where all employees, regardless of their racial or gender identity, can thrive. This involves actively listening to the experiences and concerns of Black women and taking meaningful steps to address any systemic biases or barriers they may face. Giving mental health time off, endorsing therapy, and asking the simplicity of "Are you ok"? And "What kind of day you are having" is critical.

Foster an atmosphere of understanding and empathy. Establish mentorship programs and affinity groups to offer support and development opportunities specifically tailored to the needs of Black women professionals. Beyond the internal workings of organizations, broader societal change is necessary. Governments and policymakers must work hand in hand with the private sector to enact legislation that protects the rights and well-being of Black women in the workplace. This includes tackling pay disparities, implementing stronger anti-discrimination laws, and creating a more inclusive hiring process.

Achieving genuine diversity, equity, and inclusion ultimately requires a collective effort. It is incumbent upon all individuals, regardless of their background, to recognize the systemic inequalities and actively work towards dismantling them. By embracing a culture of inclusivity, organizations, and society can reap the benefits of a diverse workforce where everyone can thrive and contribute fully.

In conclusion, the battle for DEI is not only a fight for justice but also a fight for the success and well-being of Black women professionals. As we continue to address and challenge the politicization of these efforts, we must amplify the voices of those affected and take concrete actions to create a more equitable and inclusive future for all.

I see incredible potential in places most people don't think to look. As a Black woman and small business owner of a diversity staffing boutique and career coaching service, my team and I walk alongside our clients in creating genuine professional environments for ALL. I believe in our interconnectedness as a human race and strive daily to use my gifts to empower the invisible and powerless. I rarely bet on certainty and always root for the underdog because those are the best stories to tell.

For more about me and my work, check out www.asolomonrecruits.com. Social Media Handles: @HiteBlackTalent, Cocktails & CareerTalk Podcast Wednesdays 7 p.m. ET; Grace Against The Grain Podcast coming soon.