#StateofWomxnofColorSummit

As a white woman, I largely move through the world in spaces that are designed for people who look like me. Yes, I’ve experienced sexism at work and felt like my voice has been stifled because I’m a woman. But I’ve done so with the privilege that’s afforded to my whiteness.

Today I was in a room that didn’t look like the spaces that I typically occupy. I was surrounded by womxn of color, and allies, who were sharing their experiences, advice, wins, and struggles. It was powerful.

Future for Us did an incredible job bringing the State of Womxn of Color Summit to life. My head is still spinning from the amount of knowledge that was dropped, but here are some of the nuggets that resonated with me:

1, 2, 3

Future for Us co-founder, Aparna Rae, opened with 3 important learnings that they’ve gleaned in the 10 short months since the organization launched:

1. The needs of WOC are different, so the solutions must be different, too
2. Effective solutions require everyone to pitch in (here’s looking at us, white folks)
3. Diversity and inclusion is working towards the goal of equity

Data, data, data

Despite—or because of—being underrepresented in leadership roles, WOC were responsible for 89% of all new businesses started in the last year. 89 percent. That’s huge.

Social and sector-based isolation is real. 85% of open positions are filled through networking, which means that our system rewards those with more access, privilege, and networks.

There’s a gap in access to senior leaders, and only 40% of WOC say their manger has asked about their career development goals in the last 12 months.

Pay equity is one way to address “avoidable turnover,” says Syndio’s Katie Bardaro. Women are 113% more likely to stay at companies with pay equity. WOC are 156%.

Definitions and things

Diversity is the idea. Inclusion is the act. Equity is the things you measure to ensure that the act is taking place. (Thanks for the breakdown, Marilyn Strickland. Also, you’re amazing.)

“It’s not your job to fit in. It’s their job to make you feel welcome.” Marilyn Strickland gave the example of buying ice cream for your team and setting it on the table in the kitchen. Left there, it quickly melts, making a sticky mess. And yet, you get mad at the ice cream, despite the fact that you didn’t have a freezer! Be inclusive—buy the damn freezer.

Treat ally as a verb, not a noun.

Womxn of color are shaping our country’s economic and social climate, and increasingly significant as national demographic trends continue to shift toward womxn of color becoming the majority among all women. Today womxn of color comprise 37% of our nation’s female population and approximately 20% of the entire U.S. population, and carry $2 trillion in purchase power.

Women of color have made incredible strides in educational attainment as the largest growing segment of degree holders and in the workplace—especially in entrepreneurship—yet their earnings and net wealth still pale in comparison to white peers. They lag behind in leadership positions, holding just 3% of C-Suite and corporate board roles, and face unique workplace disparities. Source

Companies that are doing it right

“Yes, the minimum wage has affected our bottom line, and I fought hard to make it so.” Molly Moon Neitzel spoke on how providing her employees with a living wage is hard, but not impossible. In fact, Molly Moon has never been stronger, due in large part to very low turnover and buy-in from its people.

Nordstrom shared examples throughout the day of their D&I journey, including their recent accomplishment of achieving 100% pay equity. As Nordstrom’s Anita Ortiz shared, to be successful, this work couldn’t be HR led. It had to be a part of the culture of the company and part of the leadership capability that all leaders have.

Bank of America is creating safe space for courageous conversations, and its top-level leadership is demonstrating support for DEI work. Case in point: BoA’s CEO, Brian Moynihan, chairs the company’s global diversity council.

Everything you’ve heard is true.

The ladies of Battle Tactics for Your Sexist Workplace, Eula Scott Bynoe and Jeannie Yandel, are both hilarious and insightful. Listen. Support. Etc.

As a white woman, I left with a few directives:

• Listen.
• Intentionally expand my networks.
• Create space for those who don’t look like me.
• DO THE WORK. Educate myself—don’t place that burden on WOC.
• Speak up when I see bias, even when (especially, even) it makes me uncomfortable.
• Be involved and engaged in this work, but don’t put myself at the center of it.
• Use my seat at the table to create change. 

Because, as Jennifer C. Williams of Bank of America reminded us: When you know better, you do better.

Thanks for creating the space for these conversations, Aparna and Sage. 

(And shout to to my employer, Simplicity Consulting, for sending me to the event!)