Why do we need a leadership programme like “Still I Rise”?

Background

?When you’ve worked for almost 30 years like I have, you either end up being expected to be a manager or you want to be one.

I found myself managing a team 10 years into my career. I enjoyed team working. Creating, bringing and keeping teams together to fulfil their purpose and contribute to the organisational aim.

I loved it.

As a team leader, team manager even an area manager, I was “allowed” to thrive. I say allowed because that’s what it really was. I was given a remit within which I could play. When I tried to look beyond I was politely but firmly reminded of my place.

19 years into my career, I felt ready to venture into senior leadership. Being part of this decision making team was a whole different ball game. I was idealistic, eager to make a difference.

I thought the challenges I experienced were unique to me.

Afterall I was new to the working world in the UK. I had years of experience but not with the working culture, not with the systemic challenges women from Black and Minoritised ethnic backgrounds face. (BME as defined here By and For — Imkaan)

I soon learnt that BME women have to prove themselves to not only White men but also BME men and White women.

The Why

My reasoning is in a White country, you will have a majority of White leaders. It’s simple.

• But when BME groups make up 14% of the UK’s population you would expect at least something close to 14% of leaders to be BME?
• 51 out of 1097 top leaders are BME which is 4.6% and out of that only 0.9% are BME women (Green Park, 2020).

There’s work to do, isn’t there?

If you are not a numbers person, look at any groups around you, across sectors where a leader exists; do you see a BME woman? How many can you name?

• In every 1000 leaders do you see 9 BME women leaders?
• In every 100 leaders do you see 0.9 (almost 1) BME woman leader?

But We Already Do a lot, What More Can We Do?

I hear you say. “But we are committed to the EDI agenda. We have a women’s group in our organisation. We celebrate Women’s Day. We celebrate our differences. We have a blind recruitment process, BME women just don’t apply for senior leadership roles! When they do apply, they don’t have the right skills and experience.”

You see this in organisations deeply seated in areas where BME populations are high. You see this in organisations whose purpose is to empower women.

A question that has always bugged me is

how can BME women be expected to be leaders with the same level of experience as their counterparts when they have been systemically and culturally excluded?

Yes things are changing but not at the pace to make up for years of exclusion.

Another thing to bear in mind here is that the access to education, higher education and socio-economic class plays a crucial part in a BME woman’s journey. This impacts how she is perceived by other professionals, her colleagues and how she perceives herself.

If you have a leadership programme and invite BME women in your organisation to apply and they don’t. Some of the questions to ask before this point are -

1. What have we done to include them in spaces where decisions are made?
2. What have we done to hear and validate their voice, their opinion?

What do I know?

I know what I’m talking about because I have been on the journey that brought me to the conclusion that as long as I know myself – my disadvantages, my triggers, my limiting beliefs and my strengths, my experience, my influence I will be OK.

As someone once said to me “be the sea, not the sea wall”.

I have many experiences, take a simple one like language, a communication tool. I have experienced the attempt to bamboozle with jargon and complex sentences. Often, delivered with an air of confidence that leaves you doubting your ability to understand. But if you have the confidence to call their bluff by simply asking them to clarify what they mean. Watch them grapple for words or give you a legitimate explanation which then might lead to a conversation. The blaggers are soon sifted out. Ah! the power in having the confidence to ask a simple question during a meeting.

The Magic Ingredients

1.?????Time

Still I Rise is a residential for a reason. It gives the BME professional woman the opportunity to reflect, to give herself time. She is expected to be humble, to stay within the boundary of the family, her culture, her community. Any focus on herself is selfish, egoistic. Plus she has her career what more could she need? There are plenty of barriers that stop her from going on a residential; childcare, caring responsibilities, time, family, travel, money, anything and everything. Surely making systemic change requires a response in helping remove these barriers? By tackling them, one by one till none are left. Solutions are there waiting to be found, we just have to want to find them.

If we are not willing to put in the effort then how are we going to dismantle systems, structures and society that doesn’t perceive leadership as a woman’s role?

2.?????Space – Internal and External (Venue & Location)

It’s not the residential in itself that makes the difference but it's the time and space. For some of the women who have been on Still I Rise it was the first time that they have been anywhere without their family. One professional left her child for the first time in the care of the father. She had to work doubly hard to make it happen – prepping everything for them. She was equally surprised that they managed fine without her. This realisation contributed to a paradigm shift in how she saw herself.

The residential is in a space of natural beauty and luxury. This was a deliberate choice based on feedback from other leaders and more importantly because the everyday BME woman will not spend the time and money on herself.

We know she is a fantastic giver just not a very good receiver.

The peace and calm of the Lake District is the perfect spot for self reflection. Combined with luxury that validates the fact that she is worthy.

Luxury is not only for the elite.

The women are treated with care and nurturing throughtout Still I Rise.

3.?????Not Alone

Being with other likeminded BME women has played a crucial role. While personal stories are unique, there are common threads. In mixed groups they have to explain the context of their personal stories and then deal with cultural curiosity from their peers. It’s great they are interested but surely you agree it's not the time for it. It only distracts from the reason she’s sharing her experiences, her journey. And it does become tiresome.

I’m not saying this doesn’t exist in other spaces. Of course it does but do they get asked at almost every mixed gathering to explain the most visible aspects of their being? Imagine being in a space where you don't have to explain your backstory?

Still I Rise is about complete acceptance thereby creating a sense of belonging.

4.?????Be the Solution

I’ve also heard from my colleagues based in the northern parts of England about how frustrating it is that learning opportunities are usually based in London. The travel adds to the cost and time. That’s when I thought what if I set something up? An answer to these questions. I’ve never had easy access to resources in my life. On the Adverse Childhood Experience – ACE scale my score is way up there. I have learnt to value that part in my life because from there comes the attitude that if I want something I have to work for it and make it happen.

I prefer to be a participant not an observer in life.

5.?????Return on Investment (ROI)

When an organisation invests in training, they want to see the ROI. What are they getting in return for investing in a leadership programme for BME women employees?

Are the women who attend Still I Rise going to apply for leadership roles? Are their BME women leaders going to increase by X% in 12 months?

Still I Rise explores leadership not as a hierarchy but as the ability to influence decisions. Taking on a leadership position is an added bonus. BME women who are already on the path to become leaders will find a way. If they are confident and able to navigate challenging systems they have a chance at becoming a leader faster. They are your quick wins.

What of women who don’t have the confidence to navigate structural and systemic barriers?

What of their untapped latent potential?

If we don’t tap into this potential the truth is we are never going to have appropriate AND adequate representation of BME women leaders.

Conclusion

Still I Rise is not magic. It helps identify and slay barriers, allowing that untapped latent potential to breath, to find its way. We are talking systemic, structural and societal change one BME woman at a time.

I may not see the impact of this work in my lifetime and I am OK with that. It is my legacy to women like me and to our generations to come. Our third “Still I Rise” is happening in less than 5 weeks. Our third in 12 months!!

To quote Maya Angelou

“Does my sassiness upset you?

Why are you beset with gloom?

’Cause I walk like I’ve got oil wells

Pumping in my living room.

Just like moons and like suns,

With the certainty of tides,

Just like hopes springing high,

Still I’ll rise.”

You can read the full poem here.

Dear underrepresented, minoritised, marginalised woman, I hear you. I validate you. I value you; I am you and that's why I know you will still rise.