What Does A Workplace That Prioritizes, Supports And Centers Black Women Look Like?

ANNOUNCEMENT: Excited to share that I am hosting a virtual class on how to build your own DEI consultancy. I get a lot of questions about consulting and I have decided to host an event to answer all your questions about how to pivot from corporate or academia into consulting.?CLICK THIS LINK TO SECURE YOUR SPOT TO THIS VIRTUAL EVENT.

Pulitzer Prize-winning writer Isabel Wilkerson explored the idea of an American racial caste system in her new book?Caste. Wilkerson indicated that within the U.S. there is a racial hierarchy that determines power and privilege within society. If one thinks of the U.S. as a racial caste system, Black Americans are at the bottom of this hierarchy. If chattel slavery was not enough evidence of this, one can look no further than 402 years of systemic racism that includes but is not limited to?redlining , the?horrific history ?of medical experimentation on Black bodies, and the?denial ?of the G.I. bill for Black soldiers. Given the multitude of challenges that have marred the experiences of generations of Black people within the U.S. and beyond, policies, practices, systems and structures must be designed to address barriers that have contributed to the delayed advancement of Black professionals. When envisioning how to rectify these issues, an important quote to consider is one from the?Combahee River Collective : “If Black women were free, it would mean that everyone else would have to be free since our freedom would necessitate the destruction of all the systems of oppressions.” In order to foster a workplace based on equity, the most marginalized must be prioritized, amplified, and centered. With this understanding in mind, it’s imperative for organizations to dedicate effort and energy to creating safer spaces for Black women, who experience oppression and marginalization in pervasive and debilitating ways. 30 years ago, scholar Kimberlé Crenshaw highlighted the compounded oppression that Black women face in her?pivotal research ?on intersectionality. A 2020 Lean In and McKinsey?study ?found that Black women?still?have some of the greatest challenges in the workplace when compared to their counterparts. There needs to be implementations that support Black women based on their unique experiences. What are some specific ways that companies can support the growth, development and advancement of Black women in the workplace?

1.????Education. A lack of understanding regarding the experiences of Black women can lead to a number of negative outcomes. Black women are?more likely ?to experience microaggressions than other groups of women, with common microaggressions including the questioning of their competence and being disrespected. Leaders should be well-versed in issues that this group faces. Conversations that include a focus on racial gaslighting, colorism,?featurism ,?texturism ,?tone policing ,?hair discrimination , and the?angry black woman stereotype ?should be a mandatory part of DEI training and education. Rethink standards of professionalism. DEI strategist Dr. Samantha-Rae Dickenson shared in a?LinkedIn post ?that part of creating safe spaces for Black women must involve an understanding of how what we deem as professional is Eurocentric. Dr. Dickenson wrote “professionalism is based on the standards of white men and does not promote inclusivity.” More inclusive policies and practices require an understanding of how many policies and practices negatively impact Black women. Education is a key component to enabling a deeper understanding.

2.????Advancement and Support. The aforementioned Lean In and McKinsey?study ?found that Black women often lack the support that they feel they need. Much of the DEI and anti-racism efforts are?white-centric ?and focus on educating white employees about racism with little focus on how to actually support the most marginalized employees. There has to be a shift in focus away from this to imagining how to create safer spaces for Black women. To quote bell hooks, “how can you become what you cannot imagine?” It may be beyond the realm of conception to envision a workplace that prioritizes and centers Black women, but if we are to ever get to a point of equity, leaders must begin to visualize what this type of workplace would look like. Aside from?mentorship ?and?sponsorship ?programs, which can be highly beneficial for the career progression of Black women, think about what a conversation about hair discrimination look like? How do Black women want to be advocated for? What programs can you implement that support Black women? Are you actually listening to the Black women you employ? What do they need? Creating a workplace that supports Black women will require implementing systems and structures that prioritize their specific needs in order to aid in their growth and advancement. Every practice, policy and procedure that is implemented to specifically support Black women will have a positive reverberating effect in the workplace and will benefit every employee.?

3.????Leadership accountability. There have been a disturbing number of public accounts of Black women and Black femmes being mistreated, silenced, or pushed out of their respective workplaces from?Dr. Timnit Gibru ?and?Ericka Hart ?to?Dr. Aysha Khoury ,?Brittany Noble Jones ?and?Rhonda Foster . The unfortunate reality is that in many cases where Black women are mistreated in the workplace, there is little to no accountability for the individuals who pushed them out. The toxic leaders that are involved in this abuse experience no consequence and are able to perpetuate their problematic behavior to further poison the company culture. Organizations must take measures to ensure that managers and leadership are able to be held accountable for fostering inclusive (or exclusive) environments. When vetting candidates for leadership roles, one criterion that should be considered is a commitment to diversity, equity and inclusion. What are the ways that individuals lead with DEI in mind? In addition, performance evaluations should include a component that measures DEI. Employees and direct reports should be able to anonymously rate leaders on their focus and commitment to DEI. Many employees fear retaliation and other negative consequences so they stay quiet when it comes to the harmful behaviors of leaders. Individuals who engage in these toxic behaviors often understand that because they are in positions of power and privilege, there will be little to no consequences, which may continue and propel their bad behavior. Put systems in place so that perpetrators will be dealt with in order to create safer spaces for all employees.

This article was originally published in Forbes in March of 2021.

About The Pink Elephant newsletter:

The Pink Elephant newsletter is a weekly LinkedIn newsletter designed to stimulate critical and relevant dialogue that centers around topics of race and racial equity. If you enjoyed this newsletter, please share with others you feel would gain value from it. If you’d like to get free tips on diversity, equity, and inclusion, sign up for Dr. Janice’s free newsletter through her?website . The newsletter is curated by?Janice Gassam Asare, Ph.D . who is a writer,TEDx speaker, consultant, educator, and self-proclaimed foodie. Janice is the host of the?Dirty Diversity ?podcast, where she explores diversity, equity and inclusion in more detail. Dr. Janice’s work is centered around the dismantling of oppressive systems while amplifying the voices and needs of the most marginalized folks. If you are seeking guidance and consultation around diversity, equity, and inclusion in your workplace, visit the?website ?to learn more about services that can be tailored to your specific needs or book a?FREE 15-minute consultation call ?to learn more about how your organization can benefit from Dr. Janice’s expertise.

Free Resources

·?????My Tips for Aspiring DEI Consultants?YOUTUBE VIDEO

·?????Understanding how the White Gaze Shows Up in Your Workplace?ARTICLE

·?????How to Reduce Harm in your Workplace?ARTICLE

Have you read the best-selling book The Pink Elephant? The Pink Elephant is now available for a discounted price.?CLICK HERE ?to purchase your copy of Dr.Janice’s best-selling books directly through her website. Grab your copy now. It makes a great gift!