Black women's labor force exit fuels entrepreneurship surge

Over the years, DEI (Diversity, Equity, and Inclusion) opened doors for many of us — especially for Black women like myself — to be seen, heard, and valued in spaces where we had long been overlooked. Unfortunately, as DEI efforts fade away in many organizations, so does accountability. What we’re left with is a workforce where racial bias quietly returns to the surface, particularly in hiring and promotions. Despite 13+ years of experience, multiple degrees, leadership training, and a proven record of turning departments around and driving success, I’ve continually found myself passed over for leadership roles that I am fully capable of handling. I’ve watched my non-Black, often male counterparts move into higher-paying positions while my voice — and the results I’ve delivered — go ignored. In my current role, I’ve experienced being overlooked, unheard, and underestimated, not because of my lack of skill or performance, but because of what I represent — a confident, educated Black woman in leadership. The racial discrimination I’ve faced in the Texas workforce has been disheartening, but it has also made me even more determined to speak up and push for equity. DEI was never just a buzzword. It was a lifeline — a call for fair access, accountability, and humanity in professional spaces. And until we restore that same commitment, talented Black women will continue to be silenced, unseen, and unpaid for their worth. I’m sharing this not for sympathy, but for awareness — and for change. Because we deserve better.

Over the years, DEI (Diversity, Equity, and Inclusion) opened doors for many of us — especially for Black women like myself — to be seen, heard, and valued in spaces where we had long been overlooked. Unfortunately, as DEI efforts fade away in many organizations, so does accountability. What we’re left with is a workforce where racial bias quietly returns to the surface, particularly in hiring and promotions. Despite 13+ years of experience, multiple degrees, leadership training, and a proven record of turning departments around and driving success, I’ve continually found myself passed over for leadership roles that I am fully capable of handling. I’ve watched my non-Black, often male counterparts move into higher-paying positions while my voice — and the results I’ve delivered — go ignored. In my current role, I’ve experienced being overlooked, unheard, and underestimated, not because of my lack of skill or performance, but because of what I represent — a confident, educated Black woman in leadership. The racial discrimination I’ve faced in the Texas workforce has been disheartening, but it has also made me even more determined to speak up and push for equity. DEI was never just a buzzword. It was a lifeline — a call for fair access, accountability, and humanity in professional spaces. And until we restore that same commitment, talented Black women will continue to be silenced, unseen, and unpaid for their worth. I’m sharing this not for sympathy, but for awareness — and for change. Because we deserve better.

Three powerhouse Black women were on American Banker’s 2025 Most Powerful Women in Finance: Thasunda Brown Duckett (TIAA), Racquel Oden (HSBC), and Kourtney Gibson (TIAA Retirement Solutions) are steering trillions in assets, modernizing industries, and pushing for financial security in a time of uncertainty. Their impact reminds us that Black women continue to shape the future and drive economic growth, even when the hurdles are higher. 🖤💚

🔥 $5.1 Trillion In Buying Power — Now What? ESSENCE Fest Panel Urges Greater Collaboration Among Black And Brown Businesses: "Leaders from the worlds of tech, fashion and civil rights say economic equity is possible—but only if communities align, invest, and act together." (July) "The message was loud and clear: Black and Brown communities already have the economic power—they just need to use it together." "Moderated by Forbes senior writer Jabari Young Jabari Young, the panel at The Global Black Economic Forum brought together three leaders from the worlds of entertainment, fashion and civil rights: Robert Hartwell, host of HBO Max’s “Breaking New Ground,” Juan Proaño Juan Proaño, CEO of League of United Latin American Citizens and Elis Clementino Elis Clementino, head of strategic relationships at  NVH Studios." "To kick things off, Young asked each speaker to describe the state of Black and Brown businesses in one word. Proaño chose 'assault,' citing recent attacks on DEI policies and federal funding as direct threats to marginalized communities." "Proaño made the case for intersectionality, calling for a united front between Black and Latino communities. 'The combined buying power is $5.1 trillion,' he shared. 'We have more power when we go to the table together.'" https://lnkd.in/gea4-Dyw

Did you know that Black female entrepreneurs receive just 0.02% of venture capital investment in the UK? Systemic barriers, including limited investment, networks, and visibility, make it challenging for all Black-led businesses to thrive. If they succeed, they create jobs, drive innovation, and contribute to prosperity across our regions. That is why this is an important issue for everyone, and not just the Black community. This week, OTD's Chris Cummins, Lian Bemrose and Marcia F. joined a BCON event hosted by Trowers & Hamlins. It featured powerful stories of resilience and survival from inspiring business leaders including Paul Samuda, Kufa Matiya, Kameese D., Kevin Davis, and Uko Umotong. They shared personal experiences and practical advice on how scale-up firms can thrive. Change happens through action. This was the perfect way to kick off #BlackHistoryMonth.

Black History Month 2025: Standing Firm in Power and Pride This year’s theme encourages us to recognise Black excellence, honour those who have broken barriers, and inspire future generations - yet it also invites us to reflect: are we truly making progress, or are we celebrating while much work still lies ahead? Since George Floyd’s murder, many organisations pledged change. But if we look at the data, what has really shifted? The Black British Voices Report (Cambridge, 2023) and other studies reveal that inequalities persist: ⚠️ 88% of Black Britons report workplace discrimination 📉 Black executives hold just 1.2% of FTSE 100 positions 💷 Black graduates earn 23% less than white peers 🤰🏾 Maternal mortality for Black women is nearly 4x higher 🏥 Black people are 3.5x more likely to be detained under the Mental Health Act 💔 4 in 10 Black African households live in poverty — double the rate of White households These aren’t just statistics; they reflect lived experiences under constant pressure to adapt, code-switch, and prove worth. Celebration is absolutely important. It provides a platform to recognise achievements and honour trailblazers, while creating space for education, allyship, and amplifying voices. However progress cannot rest solely on the Black community. Expecting them to drive change places an emotional tax on those already navigating systemic barriers. Lasting equity requires all of us to take responsibility, share ownership, and act consistently. This is a long-term effort: leaning in, having uncomfortable conversations, unlearning and re-learning, reviewing systems, and embedding equity so structural change becomes the default. Equity work cannot be seasonal; it demands commitment, accountability, and action every single day. 💬 How do we move from symbolic gestures to real, lasting equity in our workplaces, communities, and society? #BlackHistoryMonth #Equity #SystemicChange #LinkedInNewsUK

The 6 Myths About Black Men In professional spaces and beyond, persistent myths about Black men continue to shape perceptions and impact opportunities. These stereotypes are not only false—they cause real harm. It’s critical that we recognize and challenge them to foster equity and inclusion. Here are six common myths about Black men—and the truths behind them: Myth: Black men are inherently dangerous or violent. Truth: This stereotype is a harmful legacy of racism, leading to bias and unjust treatment in policing, workplaces, and communities. Myth: Black men are absentee fathers. Truth: Many Black fathers are actively involved in their children’s lives, despite systemic barriers like mass incarceration and economic challenges. Myth: Black men are uneducated or uninterested in learning. Truth: Black men pursue education and professional growth, often overcoming significant obstacles to succeed. Myth: Black men only excel in athletics or entertainment. Truth: Black men are leaders, innovators, and professionals across all industries and disciplines. Myth: Black men are hypersexual or predatory. Truth: This racist myth is baseless and contributes to harmful fear and discrimination. Myth: Black men don’t feel pain or emotion. Truth: Black men experience the full range of human emotions and deserve equitable support for mental and physical health. Breaking down these myths is essential for building inclusive workplaces and communities where everyone can thrive. Let’s commit to confronting bias, amplifying Black voices, and creating meaningful change. #Inclusion #Equity #Diversity #BlackMenMatter #Leadership

This Black History Month, the theme “Standing Firm in Power and Pride” calls us to reflect on how stories — and the power to tell them — shape the systems we live within. For too long, the single story has defined how society perceives and supports Black communities. From education to the justice system, young Black people have often been viewed through a lens of deficit rather than potential. A lens that continues to influence how they are disciplined in schools, portrayed in the media, and treated by the institutions that should serve them. When we describe Black communities as “hard to reach,” we overlook a harder truth: that many have experienced a history of exclusion and discriminatory practice from those very institutions. Generations of Black families have faced biased treatment in classrooms, overrepresentation in school exclusions, disproportionate policing, and underrepresentation in leadership. These experiences have not created disengagement, they have created distance, built from a lack of trust. They are not hard to reach. They have been pushed out by systems that have too often spoken about them, rather than with them. At YOUTHOOD, we believe co-production is how the single story ends. It is not a token gesture or consultation exercise. It is shared authorship. It means building relationships where lived experience holds equal value to professional expertise, and where communities help shape the decisions that affect them. Creating psychological safety for young people to share their truths — without fear, tokenism, or judgement — is where transformation begins. Because power for those with lived experience is the ability to be seen, heard, and valued. As a youth development charity, we recognise that growth depends on the courage to amplify, to listen, and to act. This month, we stand firm in power and pride — and in partnership with every young person reclaiming their narrative, reshaping systems, and redefining leadership for the future. #BlackHistoryMonth #YouthDevelopment #Equity #LivedExperience #CoProduction #YouthVoice

This post about Why Black Women Burn Out at Work resonated deeply with me. The exhaustion isn’t solely due to the workload; it also stems from being constantly moved around instead of progressing in their careers. You give your best, stay open to learning, pour your heart into your work and still get treated like you’re replaceable. As the only African-American, in my workplace, that feeling runs even deeper. It’s not a lack of confidence , it’s the quiet intimidation that comes from knowing you’re different, from watching every word, from always trying to prove you belong in a space you’ve already earned. We don’t need another seat at the table, we just want to stop being shifted out of the ones we’ve worked hard for. And especially in early education, where we help children build their foundation for growth, we deserve that same chance to grow, too. 🌱

Why Black History Month Matters October marks Black History Month—a time to celebrate, reflect, and educate. It honours the contributions and lived experiences of Black communities, while spotlighting the inequalities that persist. However, when Black History Month becomes a once-a-year checklist, it risks tokenism. To move beyond symbolic gestures, organisations can use Black History Month as a chance to assess progress. Here are some questions every organisation should ask: ✅ Is your leadership team meaningfully representative of Black and Brown communities? ✅ Is anti-racism explicitly stated in your mission or values? ✅ Do senior leaders have public accountability for EDI progress? ✅ Are anti-racism objectives embedded in strategic plans? ✅Are tribunal cases related to racism monitored and learned from? ✅ Do you collect ethnicity data that reflects diversity within Black communities, not just “Black Other”? ✅ Is ethnicity data tracked across pay bands and roles? ✅ Are shortlisting and interview panels diverse? ✅ Are there clear pathways to leadership for Black and minoritised staff? ✅ Is promotion, retention, and disciplinary data reviewed for disparities? ✅ Do training programmes address colonialism and structural racism—not just individual bias? ✅ Do staff receive regular anti-racism and unconscious bias training? ✅ Are job descriptions reviewed for bias and unnecessary barriers? ✅ Are recruitment processes anonymised where appropriate? ✅ Are exit interviews analysed by ethnicity and reviewed at executive level? ✅ Do safe, anonymous systems exist for reporting racism or discrimination? ✅ Are Black staff involved in co-designing solutions—not just consulted? ✅ Are employee networks properly resourced and influential at executive level? When we answer these questions honestly—and act—Black History Month becomes a catalyst for change. Read more in my latest blog post as part of the Break the Barriers project: https://lnkd.in/ezt7b9E6 #BlackHistoryMonth #OrganisationalChange #EDI