April Stallworth

Black women are being pushed out of the labor force at historic rates, 300,000 this year alone. That’s not just a labor market disruption; it’s an economic crisis. At the same time, as Essence Communications Inc. and Shanel Evans highlight — citing my Fortune byline — these exits are fueling a surge in Black women’s entrepreneurship. It’s a powerful act of resilience and reinvention—an effort to transform systemic inequities into opportunity, leadership, and legacy. But let’s be clear: entrepreneurship should be a choice, not a last resort when traditional employment closes its doors. If these ventures are to redefine wealth and stability, they must be met with access to capital, contracts, and visibility. Thank you to Essence and Shanel Evans for amplifying this story. Coverage like this ensures Black women’s economic leadership is not erased, but recognized as central to our future prosperity. Equity isn’t charity. It’s an economic imperative. Full article in comments. #EquityEconomics #Entrepreneurship #GenderEconomist #EquityIsAnEconomicImperative Jennefer Witter Sima Ladjevardian

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Recognition is not just symbolic, it’s transformative. In this powerful new article, Damilare Ojo shares why celebrating Black professionals in governance is essential to building inclusive, high-performing boardrooms. From visibility and role-modelling to legacy and leadership, this piece is a must-read for anyone committed to equity in governance. 📖 Read the article and discover how excellence, when recognised, can reshape the future of governance. 🔗 https://lnkd.in/eN3hXcyv Black Excellence in Governance Awards UK 📅 9 October 2025 | 5–8pm 📍 European Bank for Reconstruction and Development (EBRD), Canary Wharf, London 🔗 Register your interest: https://lnkd.in/eq_7zyws #BlackExcellence #RepresentationMatters #CGIUKI

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Beyond the Glass Ceiling: Intergenerational Allyship and Visibility for Black Women in Leadership Black women’s leadership remains under-amplified, and in a digital, borderless world, that silence is costly. As a Change Strategist and Executive Coach, I have seen firsthand how intergenerational allyship bridges gaps and expands opportunities. Mentorship is more than guidance; it is an act of allyship connecting experience with aspiration. For many Black women, mentorship is a lifeline—providing access to networks, sponsorship, and confidence to navigate systems historically designed to exclude them. Real impact requires intentional, structured femtorship programmes that address unique gendered challenges alongside professional development and deliberate efforts to create visible leadership pathways for emerging talent. Read more: https://ow.ly/9Tou50WKnaP

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Writing this book, I interviewed Black leaders who have mastered the art of navigating race in professional spaces. Their insights are both powerful and necessary. By examining the obstacles they face and the strategies they employ, we can gain a deeper understanding of the structures that shape Black professionals' work experiences. This understanding challenges us to reevaluate our workplaces and the day-to-day climate. It prompts us to ask: Do our policies truly support inclusion? By recognising the unseen hurdles black professionals navigate, we can look for other areas where systems may be failing individuals and take actionable steps to embed inclusive practices that ensure every employee has the opportunity to thrive. #Leadership #OrganisationalChange

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📢 Leadership Program: SEPT 2025 COHORT NOW OPEN Let's address the elephant in the room: Some question whether targeted leadership development for Black women remains necessary in today's environment. The data speaks for itself: -90% retention rate among MLP participants -72% promotion rate within 18 months -100% reported increase in strategic influence As one Fortune 500 CDO shared: "The Magnolia Leadership Program has been transformative. Of nine women leaders sponsored, all advanced to more senior roles, with four moving into VP positions." While demographic diversity drives innovation and growth, Black women continue facing unique barriers to career advancement. Our results confirm that specialized leadership experiences like MLP deliver measurable organizational impact. Ping me to learn more or join one of our upcoming overview webinars (registration link in the comments) #LeadershipDevelopment #WomenInLeadership

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The Impact of Black Women in Business & Leadership Black women have been powerhouses in business and leadership for centuries, shaping industries, breaking barriers, and creating opportunities where none existed. Their journey has been marked by resilience, brilliance, and an unshakable determination to succeed despite systemic obstacles. Take Madam C.J. Walker, a visionary entrepreneur who became the first self-made woman millionaire in America by revolutionizing the beauty industry. She didn’t just build wealth—she created jobs, empowered Black women economically, and paved the way for future generations. Today, and we see leaders like Rosalind Brewer, CEO of Walgreens, and Thasunda Brown Duckett, CEO of TIAA, steering billion-dollar companies with excellence. Bozoma Saint John, a marketing genius, has shaped global brands, while Janice Bryant Howroyd, the first Black woman to build a billion-dollar company, redefined what’s possible in business. Yet, their paths are not without struggle. Black women are the fastest-growing group of entrepreneurs, yet they receive less than 1% of venture capital funding. In corporate America, they are often underrepresented in executive roles and face both racial and gender biases that make leadership an uphill battle. And still, they rise—defying odds, setting new standards, and proving that diversity in leadership is not just a concept but a necessity. Their impact is undeniable: 🔹 Economic Growth: Black women-owned businesses generate billions, creating jobs and driving innovation. 🔹 Corporate Leadership: They are transforming industries, advocating for equity, and proving that representation at the top matters. 🔹 Legacy & Inspiration: Their success stories empower future generations to dream bigger and push further. "I had to make my own living and my own opportunity! But I made it!" Madam C.J. Walker This Black History Month, let’s not just celebrate Black women in leadership—let’s invest in them, amplify their voices, and ensure their contributions are recognized all year long. #CNJAssociates #BlackHistoryMonth #BlackWomenLeaders #WomenInBusiness #BlackExcellence

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This week's DEI After 5 episode is a replay of my conversation with Dr. Nika White, CDE®, IOM. Together, we explore the concept of intentional inclusion and discuss actionable strategies leaders can implement to foster an inclusive environment. Dr. White shares her journey into this field, emphasizing how her background in marketing communications led her to discover her passion for promoting diversity and belonging. Tune in for valuable insights and resources that can help you become a more intentional leader in your organization. You can find the full episode on Substack or where you listen to your favorite podcasts.

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Day 3 of: What Black People Actually Want Today’s focus: Nonprofits Almost every nonprofit board I’ve worked with has included at least one openly racist, sexist, or homophobic board member. And almost every time, excuses were made: “They’re learning.” “They mean well.” “They bring in money.” That “learning” too often happens at the expense of Black staff, who are expected to tolerate harm, educate adults with power, or stay silent for the sake of funding. Let me be clear: no amount of money justifies sacrificing the dignity and humanity of Black employees. If nonprofits are serious about equity, here’s what needs to change: 1. Make values non-negotiable in board recruitment. Stop assuming alignment. Vet for it. Ask direct questions about race, power, equity, and accountability before someone joins. 2. Do not make staff responsible for board members’ growth. If board members need development around equity, hire external coaches. And make continued board service contingent on real growth, not intention. 3. Establish clear standards and consequences for board behavior. Sexual harassment, racist comments, or abusive conduct should trigger immediate action, not private excuses or prolonged tolerance. Boards shape culture. And culture tells Black staff whether they are protected, or expendable. #blackhistorymonth #day3 #culturestrategist #executivecoach #shiftedconsulting #Blackhistory365 #100yearsofBlackHistory

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Key Message: Economic power is the foundation of independence, influence, and community growth. By prioritizing financial literacy, supporting Black-owned businesses, and building generational wealth, we can break cycles of economic disparity and create thriving, self-sufficient communities. Core Topics: Financial Literacy – Understanding credit, savings, investing, and entrepreneurship. Circulating the Dollar – The impact of spending within the community and supporting Black-owned businesses. Wealth Building – Homeownership, asset accumulation, and passing down generational wealth. Economic Advocacy – Holding institutions accountable and leveraging collective buying power for social change. Entrepreneurship – Creating businesses that serve the community and generate sustainable income. Call to Action: Shop local and support Black-owned businesses. Invest in financial education and wealth-building strategies. Advocate for fair economic policies and resources in underserved communities. Mentor and educate future generations on financial empowerment. Conclusion: Black Money Matters is more than a slogan—it’s a movement to reclaim financial independence, close the wealth gap, and build economic power for lasting change.

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