Nena B. Abdul-Wakeel

Black girls face unique challenges in school, but with inclusive and supportive environments, they can thrive and lead. Schools must: ✅ Implement culturally responsive teaching ✅ Address disproportionate discipline ✅ Promote Black female leadership & representation ✅ Support mental health & well-being ✅ Encourage STEM & leadership opportunities When we uplift Black girls, we uplift our future! 🌍💡 Learn how we can build schools that empower and celebrate Black girl brilliance → [ https://lnkd.in/e4p-bw-Z ] #BlackGirlBrilliance #EducationMatters #InclusiveSchools #EmpowerHer #RepresentationMatters

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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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How two Black women doctors are changing the conversation around vaginal health. As physicians, they saw the gaps. As best friends, they shared a vision. As founders, they built a solution. In the latest episode of the H.E.A.L. Her Podcast, I sit down with Dr. Duate Adegbite and Dr. Nena-Rae Watson, the powerhouse women behind Imana Health, a Canadian wellness brand founded with a mission to provide simple, reliable, and culturally attuned care for women’s vaginal health. Their flagship product, Muna, is an oral probiotic + vitamin D formula designed to support women experiencing recurrent yeast infections. But this episode goes far beyond the product. We talk about: 🎙Navigating entrepreneurship as Black women in medicine 🎙The silence and stigma around vaginal care 🎙Building legacy through accessible wellness 🎙Creating safe spaces for women to feel seen, supported, and well This is about more than health. It’s about agency, education, and equity. Listen to “Healing From the Inside Out” now on Apple Podcasts and Spotify. https://lnkd.in/gnKMhF2V Learn more about the work they’re doing at imanahealth.com #WomenInMedicine #BlackWomenInBusiness #HealthEquity #ProbioticWellness #Leadership #PodcastFeature #CanadianFounders

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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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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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