Black Women in Business: Breaking Barriers

This Black History Month as part of the theme of “Standing Firm in Power and Pride”, we’re asking our Charter signatories and wider business community to stand firm in Power — by taking action that dismantles barriers and builds equity for Black women and people across workplaces and leadership spaces. Here are six meaningful ways your organisation can show Power in practice: 💼 Champion representation Spotlight Black women in leadership roles on panels, in mentoring, and in promotion pathways. Power grows when visibility does. 📊 Be transparent Conduct and share equity audits that look at pay, progression, and retention by race and gender. Transparency drives accountability. 🤝 Diversify your supply chain Partner with or spotlight Black-owned businesses this month and commit to long-term supplier diversity metrics. 📈 Invest in capability Fund leadership, board-readiness, or scaling training specifically for Black women in your workforce or networks. 📣 Use your voice Advocate publicly for policies that dismantle barriers, from childcare equity to inclusive city planning. 💡 Put resources behind your values Budget for inclusion. Sponsor local events. Fund partnerships. Real power is backed by investment, not symbolism. When we share power, we create progress. When we act collectively, we shift systems. Let’s use this month,and beyond, to stand firm in Power. #BlackHistoryMonth #StandingFirmInPowerAndPride #EquityInAction #BristolWomenInBusinessCharter #RepresentationMatters Sandra Gordon Kristal McNamara Lucy Kirmond Sonia Cohen Sarah Rice Helen Farmer Laura C Aiken Nick Sturge MBE Dan Wood Emilie Culwick Emma Fry Bianca Jones CIPD Jess Woodsford Manmak Janfa Anita Sawhney

For every 100 men promoted to management, only 54 Black women are. That’s not a gap — it’s a canyon. That kind of divide doesn’t just happen. It’s been built — and reinforced — over time. Not because we’re less capable. But because we still have fewer chances to be seen — as leaders, as high-potential, as ready. And the impact adds up: → Confidence takes a hit → Promotions take longer → Pay doesn’t keep up But here’s what I’ve seen in women like us who break through: They’re not waiting for the system to catch up. They’re navigating it — strategically, intentionally, powerfully — by: → Building visibility early → Sharing their wins in real time → Making their ambitions known → Showing impact, not just effort → Speaking up about their expertise This isn’t about waiting your turn. It’s about owning your value — now. Because if you keep waiting for the system to see you, you’ll always be a step behind. Stop waiting to be discovered. Start being undeniable.

No one should be doing unpaid work in 2025—or ever again. It’s unreasonable to expect someone to lend their skills and expertise to help build your business without compensation. Exposure doesn’t pay bills, and “experience” isn’t currency. Even worse are those who offer “trades” that aren’t truly equitable—like exchanging coaching or mentoring services for intensive administrative or accounting labor. The workload and value simply don’t align. Here’s the truth: if you don’t know your skills and your worth, you will be taken advantage of. Know what you bring to the table, price yourself accordingly, and never be afraid to walk away when your value isn’t respected. Go where your contributions are recognized—and where your grass is equally watered. Black women, in particular, are among the most educated, talented, and intellectually diverse individuals in any field. Yet, far too often, their brilliance is undervalued or exploited under the guise of “support” or “collaboration.” Too many who claim to uplift Black women actually target their talents—celebrating what they simultaneously take for granted. We deserve more. We deserve fair compensation, genuine respect, and opportunities that honor the full measure of our worth.

If you’re one of the 300,000 Black women who have navigated job loss since January, or if you’re in any major transition right now, this is for you. ⸻ October gifted me reminders of who we are and what we carry. From the LIVING LEGENDS FOUNDATION Awards to the ForbesBLK Summit, the Bronner Brothers, Inc. Icon Awards, Pink for Pank Gala, and church at Ebenezer Baptist Church -Atlanta, GA , I witnessed brilliance in every room. ⸻ I’ll admit, I’ve felt angry watching programs and pledges that once promised equity quietly disappear. The weight of it sits heavy some days. But then I heard John Hope Bryant say: “Don’t just survive in the storm, dance in the rain.” Danessa Myricks also shared: just walk and the way will appear. In a survey of a hundred 94-year-olds, over 80% said if they could live their lives over again, they would have taken more risks. ⸻ So here’s the invitation: Just walk. Step out. Conquer the fear. Stop waiting for someone to open the door, realize we are the door. Shout out to Kelly Keith, MBA for being the door and Karonda Cook, MBA for helping her open it. When corporations close programs, it’s our turn to open doors for others. When other doors close, it’s your cue to open new ones. Forget the seat at the table. We don’t have time to sit. ⸻ #ForbesBLK #WomenInTransition #Leadership #Resilience #DanceInTheRain #WeAreTheDoor

When movements claim to support Black women’s leadership — yet punish us for leading: https://lnkd.in/eiXezKDz As I get messages from other Black and WOC, I am reminded that our leadership matters — and yet it can be one of the most vulnerable places to stand. Here are three leadership values I’m leaning into — and invite you to lean with me — to build spaces and cultures where Black women lead truly and safely. 1. Authentic Accountability — We show up with our full selves, we commit to our results, we ask for help when we need it, and we hold others to their commitments too. Authentic accountability means we don’t just tolerate Black women’s leadership when it’s pleasing or performative — we expect it, defend it, and honour it. 2. Radical Equity in Practice — It’s not enough to say “we value Black women’s leadership.” We must build policies, power-structures and resource flows that safeguard our advancement — not punish or undermine it. As my blog shows, anti-Blackness wears progressive language. Equity means proactively scanning for the moments we’re being demeaned, marginalized or silenced — and intervening. 3. Resilient Self- & Collective Care — Leading in spaces that don’t fully value you takes emotional, physical and spiritual labor. My blog shares what happens when that labor goes unaddressed: “Two stress-induced miscarriages… a diagnosis of hypertension… suicidal ideation.” My commitment: to name and set boundaries, to lean on peer support, to advocate for restorative practices — not just for ourselves, but for every Black woman in the room. What you can do now: -If you’re in a leadership role, ask: How many Black women are at the decision-making table? Are they being treated as cheerleaders — or change-leaders? Commit to one policy or practice in your organization: e.g., confidential check-in process for senior Black women leaders, an accountability partner system, or a board/investor review to scan for hidden “punishment” behaviors. -Lean into your networks: Share space. Elevate Black women’s voices in meetings and funding decisions. If you hear a Black woman silenced, interrupted, or excluded — call it. Name it. -For Black women leaders: create your “safe circle.” A peer group where you can speak freely. A mentor (or mentee) you support. One boundary or practice you will set this quarter with no exceptions. I believe our leadership is not just essential — it’s transformative. When we build ecosystems that protect and propel Black women’s leadership, we build organizations that are more just, more innovative, and more resilient. I’d love to hear from you: What’s one leadership value you’re leaning into right now to support equity for Black women? What’s a small action you’re committing to? Let’s hold each other in this work — not as allies from the sidelines, but as co-leads in building something better. #BlackWomenLead #EquityInAction #LeadershipValues

It’s Black History Month in the UK and across many organisations, diverse talent is being momentarily thrust into the limelight. Panels are curated. Campaigns are refreshed. Brochures are updated. For a short while, people remember who’s in the room. But representation isn’t progress if it ends there. The real question for senior leaders is: What does the future look like for that talent inside your organisation? Progression. Pay rises. Promotions. Professional development? Who is quietly plateauing because visibility is seasonal rather than sustained? At an event yesterday, someone said : “When these moments come, like Black History Month or International Women’s Day, we make sure the panels look diverse.” That’s not enough. Because the question isn’t who’s visible this month, but who’s valued all year. Diverse talent doesn’t just bring representation: they bring skills, insight, and commercial advantage. This should be looked at as an important cultural add. Yet too often, they’re showcased but not sponsored. Heard but not heeded. If you sit at the top table, ask yourself: 1) Are we unintentionally tokenising people, seeing diversity, but overlooking contribution? And never being open with sharing their wins. 2) Do we actively highlight their impact so they’re recognised for excellence, not optics? And what does that mean for them if we don’t? 3) Are their perspectives shaping strategy, or just the marketing collateral? Culture fit reinforces what already exists. Culture add builds what’s next. This isn’t about performative inclusion. It’s about leadership foresight, ensuring the people who add value have real pathways to lead, innovate, and stay. So this Black History Month, celebrate, but also evaluate and use it as a launchpad. Rather than just showcasing who’s in the room, think about how they’ll be developed, promoted, and heard when the spotlight moves on. That’s how inclusive leadership sustains itself, not through moments, but through curating momentum. *photo from a workshop I did at IMG last year.

As Black History Month UK draws to a close, many organisations have hosted inspiring events, shared stories, and celebrated the brilliance of Black colleagues. But here’s the question that really matters: ➡️ What happens after the celebration ends? At Mahogany Inclusion Partners, we believe #inclusion isn’t an event - it’s a culture. Real inclusion means moving beyond performative gestures and creating everyday spaces where Black voices are heard, valued, and empowered to influence. So how can organisations move from celebration to sustained action? Here are five ways to start: 1️⃣ Audit your culture - whose voices are missing from decision-making? 2️⃣ Invest in Black talent through sponsorship and leadership opportunities. 3️⃣ Make accountability visible - measure inclusion like any other business goal. 4️⃣ Empower everyday allyship - equip teams to challenge bias and amplify equity. 5️⃣ Embed storytelling - let lived experience inform learning and leadership. True inclusion takes courageous leadership - the willingness to listen, learn, and act, long after the spotlight fades. 💡 Black History Month is a springboard, not a finish line. Let’s move from recognition to representation, from awareness to action. Read more in our latest blog below. #BlackHistoryMonth #Inclusion #Equity #Leadership #Diversity #MahoganyInclusionPartners #Belonging https://lnkd.in/erPZNwKb

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.

📌 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