Summary: Misogynoir in the Workplace—Understanding the Experiences of Black Women in Leadership Positions

As the US prepares for another Trump presidency, the rollback of corporate DEI initiatives has already begun, with companies like Walmart scaling back their programmes. This political shift signals an alarming trend that could undermine decades of workplace equity and inclusion progress.

For the UK, this is a crucial moment to reaffirm our commitment to fairness, especially for Black women and other marginalised groups. Now is the time to stand steadfast in creating workplaces that prioritise equity, inclusion, and justice.

The Runnymede Trust's report, Misogynoir in the Workplace, sheds light on the compounded challenges Black women in senior leadership positions face due to the intersectionality of racism and sexism. Drawing on nine semi-structured interviews with Black women from various sectors, the report highlights systemic barriers, personal impacts, and actionable recommendations for creating more equitable workplaces.

Key Findings

1. Intersectionality of Racism and Sexism: The term misogynoir, coined by Moya Bailey, captures the unique oppression Black women face due to their race and gender. This manifests as hypervisibility paired with invisibility, where their competence is constantly questioned, and their presence in leadership positions is scrutinised.
2. Systemic Challenges:

• Double Standards: Participants frequently reported feeling that they must overachieve to gain the same recognition as their white counterparts. Mediocrity often benefits others, particularly white men, while Black women face higher expectations.
• Institutional Racism and Gaslighting: Instances of being undermined, overlooked, or dismissed were common. Black women described needing to prove themselves repeatedly, even when more than qualified.
• Underrepresentation: The lack of representation in leadership roles exacerbates feelings of isolation and deflation. In one case, an organisation of 150 people had only five Black employees, all in non-leadership roles except one.

3. Personal Impacts: Misogynoir leads to significant emotional and psychological tolls, including stress, hypervigilance, and mental health challenges. Participants described constantly questioning their competence and worth in toxic work environments, often to the detriment of their wellbeing.

4. Resilience and Joy: Despite these challenges, many Black women employed strategies to maintain their resilience, such as forming supportive networks and prioritising self-care. These networks foster professional development, offer mentorship, and combat feelings of isolation.

Key Recommendations

The report outlines actionable steps for employers, trade unions, and the government to address misogynoir and promote equitable workplaces:

For Employers:

• Develop anti-racist action plans, including ethnicity and gender pay gap analyses.
• Provide culturally competent training for managers and ensure accessible reporting mechanisms for racism and bullying.
• Appoint executive sponsors for racial equality to oversee progress and accountability.

For Trade Unions:

• Train representatives to understand and challenge structural barriers faced by Black women.
• Advocate for systemic changes in workplace policies.

For Government:

• Mandate ethnicity pay gap reporting with detailed intersectional analysis.
• Strengthen the Worker Protection Act to address all forms of workplace harassment

Conclusion: Standing Firm in the Face of Global Challenges

The findings of this report underscore the urgent need to dismantle systemic barriers and foster workplaces that empower Black women to thrive. With the political winds shifting in the US and DEI progress under threat, the UK must remain a leader in equity and inclusion.

By centring the voices of Black women, implementing anti-racist strategies, and challenging the deeply rooted norms of whiteness, we can ensure that marginalised groups are not left behind. This moment calls for bold, unwavering action to create equitable workplaces for all.

How Aurora Can Help in 2025

Aurora Inc. is committed to partnering with organisations to implement meaningful, evidence-based solutions that address the unique challenges Black women face in the workplace. Building on the insights from this report, we aim to:

• Facilitate Leadership Development: Our bespoke programmes equip Black women with the tools and support they need to thrive, focusing on confidence, resilience, and career progression.
• Enhance Organisational Equity: Aurora collaborates with senior HR and business leaders to create tailored anti-racist strategies, embed cultural competency, and ensure accountability for diversity goals.
• Provide Insight-Driven Solutions: Using data analytics and storytelling, we help organisations uncover and dismantle systemic barriers, prioritising racial equity and wellbeing.
• Foster Inclusive Cultures: By creating psychologically safe workplaces, we ensure that all employees, particularly Black women, can contribute authentically and effectively to organisational success.
• Train Managers and Leaders: Our training workshops, informed by research like this report, equip managers to lead inclusively, addressing biases and fostering allyship.

Together, we can redefine leadership and create workplaces that uplift and empower Black women, driving systemic change and sustainable success.

To learn more about how we can specifically help your organisation, schedule a meeting with Aurora's Director Obehi Alofoje - Psychologist here.

Resources:

• Read the full Runnymede report here.
• Listen to the award-winning The Wellbeing Rebellion Podcast
• Learn more about Aurora Inc. here