Black women's spending power and job losses in beauty industry

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

I am grateful to have been asked to contribute to this important discussion, and thank you to Katica Roy and MSNBC for highlighting the impact job losses have on Black women. When Black women are excluded from the workplace, decision-making tables lose insight, innovation, and resilience. That’s not just our loss, it’s everyone’s 🤷🏾♀️ Over 300,000 Black women have lost their jobs in the US since Trump’s return. Heartbreaking but not shocking. History shows us in both the US and the UK: when the economy dips, Black women are the first to feel it and the last to recover. Let’s be clear, this is not about capability, talent, or ambition. Black women bring immense value, perspective, and leadership to the workplace. These losses are about systems and biases that continue to push us out. The real tragedy is that when Black women are excluded, organisations and economies miss out on the very leadership and innovation needed to thrive in uncertain times. To all the Black women impacted in the US and here in the UK — your value is not diminished by this moment 👸🏾👸🏾 To leaders — protect your pipelines, invest in sponsorship, and recognise that the cost of losing Black women is far greater than any single job cut 💪🏾🙌🏾 Representation isn’t symbolic. It’s the difference between organisations that stagnate and those that thrive. POCIT 68/90

🔥 $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

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.

The recent news of over 350,000 Black women being laid off from their jobs in the first 90 days of 2025 is a stark reminder of the systemic inequities that continue to plague our society. Despite leading academically at colleges and universities across the U.S., Black women are finding their labor is valued only until it isn't in corporate America. The crisis extends beyond jobs, with Black women being three times more likely to die from pregnancy-related complications than white women. Economically, barriers are steep, with startups led by Black women receiving only 0.4% of venture capital funding in 2024, the lowest share in recent history. Amid these challenges, Black women are being forced to pivot and reimagine their possibilities. They are leaving corporate boardrooms to start their own businesses, building support networks, and creating safe spaces to discuss the challenges they face. As we reflect on these realities, we must ask ourselves: what can we do to support Black women in their pivot to success? How can we create a society where their labor is valued and their contributions are recognized? https://lnkd.in/eph2GRha

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. 🌱

📌 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, 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 creativity, capital, 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. Read the full story at www.essence.com

"The year 2025 will go down in history as one where Black women hoopers dominated popular culture," writes Timeka N. Tounsel, PhD in Forbes. "Given the scarcity of Black programming in the current television landscape...the world of women’s basketball has been one of the few spaces where the bright lights consistently shine on Black women and girls." From Angel Reese’s savvy trademarking of “mebounds” to the Stud Budz’s viral All-Star Weekend livestream, her new article "How Black Women Hoopers Are Building Mega Brands Beyond The Court" explores how Black women athletes are rewriting the rules of branding, visibility, and cultural influence. Tounsel highlights how authenticity, joy, and purpose are not just personal values—they’re effective business strategies 🏀 Link to article: https://lnkd.in/gjpVxx5b

Too often, the language of “inclusion” is used to justify underpaying the very people whose expertise gives campaigns authenticity and impact. When your insight is treated as a token checkbox rather than professional contribution, it’s not inclusionit’s exploitation, as you said so powerfully. If brands truly believe in equity, they must reflect that in how they value time, knowledge, and cultural fluency. Fair compensation isn’t optional; it’s part of ethical practice.