Racial bias in the workplace: A Black woman's story

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.

🟠 Structural vs personal anti-racism work: One without the other won't create change. Every October, organisations talk about anti-racism. Many host brilliant Black History Month events, spotlight stories and celebrate culture. That’s personal action and it matters. It builds awareness, empathy and connection. But it’s only half the picture. ☀️ Real change also needs structural action; policies, systems and accountability – who gets promoted, how decisions are made, how data is used, and what behaviours are rewarded. You can’t train your way out of racism if your systems still sustain inequality. And you can’t build inclusive systems if people don’t understand what exclusion looks and feels like. Anti-racism isn’t an either/or – it’s both/and. Personal + structural. Policy + empathy. System + story. So as BHM ends and the social posts fade, ask: 🔸 What will we change in our structures to match our statements? 🔸 How are we holding ourselves accountable beyond awareness-raising? At IMPACT, we help organisations bridge that gap – turning values into behaviours and strategies into action.

🖤 Beyond Performative Tributes: How Workplaces Can Truly Support Black Employees As Black History Month draws attention to representation and diversity, many organisations post tributes or highlight achievements, but real inclusion isn’t a one-month exercise. It’s an ongoing commitment to creating environments where Black employees feel safe, valued, and supported to thrive. Here’s what that actually looks like: 🔹 Create safe spaces for honest dialogue. Microaggressions and subtle biases are still everyday experiences for many Black professionals. Leaders must create psychologically safe environments where concerns can be raised without fear of being labelled “difficult” or “overly sensitive.” 🔹 Be mindful of language. Not everything that sounds “politically correct” is genuinely respectful. Take time to listen, learn, and reflect before speaking, understanding that what’s well-intentioned can still land as harmful. 🔹 Acknowledge diversity within Black identity. There is no single Black experience. Cultural diversity among Black colleagues is vast, African, Caribbean, mixed heritage, first-generation British, and beyond. Stop the blanket assumptions and get to know your people as individuals. 🔹 Move beyond tokenism. Representation in panels, campaigns, and “diversity days” is not enough. Focus on systemic equity, fair access to promotions, leadership roles, and pay transparency. 🔹 Recognise survival mode. Many Black employees are quietly navigating environments that don’t always feel safe. Offering career assurance, mentorship, and genuine investment in their growth goes further than any slogan ever will. This month — and every month — let’s shift the focus from celebration to safeguarding skilled workers, challenging bias, and building real trust. Because Black excellence doesn’t need to be spotlighted for a season, it needs to be supported all year round. #BlackHistoryMonth #Inclusion #Equity #Leadership #PsychologicalSafety #WorkplaceWellbeing

October is Black History Month but as it draws to a close the focus on equity, diversity and inclusion must be an ongoing effort. The SC-WRES is a tool which supports continuous change for race equity in social care. Our CEO Professor Oonagh Smyth and Board member Beverley Tarka discuss the findings of our latest SC-WRES report and what this means for social care. Read more: https://bit.ly/3X6NOjS

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

The Cost of Misrecognition When Black women are misread, the consequences are structural. We’re passed over for promotions because we “rub people the wrong way.” We’re excluded from decision-making because we “don’t know how to play the game.” We’re asked to mentor, soothe, and support—without ever being supported ourselves. This isn’t just exhausting. It’s erasure. The Power of Naming Naming this dynamic is legacy work. It’s how we interrupt the cycle. It’s how we build frameworks that honor our labor, our leadership, and our lived experience. At The LaStraw, we model dignity-centered design. We build spaces where Black women are not just included—they are centered. Where boundaries are respected. Where brilliance is affirmed. Where “too much” becomes a badge of honor. A Call to ActionTo every organization that claims to value equity: Start by listening to the Black women on your team. Audit your culture—not just your policies. Stop mistaking our clarity for combativeness. Stop asking us to shrink. We are competent. We are strategic. We are enough. And we’re not waiting for permission to be seen. #LegacyActivation #BlackWomenLead #DignityCenteredDesign #WorkplaceEquity #TheLaStraw #CompetentNotConvenient #TruthTelling #StrategicGrace

12 People to Connect With this UK Black History Month 👇🏾 Black Disabled people are leading, creating, shaping, and redefining what inclusion really means, yet too often, their work goes unseen, unheard, and underrepresented. This UK Black History Month, we’re celebrating and spotlighting 12 incredible Black Disabled/ Neurodivergent leaders, creators, and changemakers who are challenging the narratives, driving equity, and building spaces where we all belong. Terri-Louise Brown, Lee Chambers, Abi James-Miller, Isaac Harvey MBE, Tumi Sotire, Funmi Lawal, Jordan Jarrett-Bryan, Onyinye Udokporo MA, Marcia Brissett-Bailey BSc, PG Dip (QCG), MA,IPSEA, Becky Olaniyi, Carl Nandoo, and Roxy Murray Representation matters, but connection drives change. Follow their work. Learn from their insights. Amplify their voices. Image Description: Graphic by Disabled By Society titled “12 People to Connect With this UK Black History Month.” It features profile photos of twelve individuals on a dark background: Terri-Louise Brown, Lee Chambers, Abi James-Miller, Isaac Harvey MBE, Tumi Sotire, Funmi Lawal, Jordan Jarrett-Bryan, Onyinye Udokporo, Marcia Brissett-Bailey, Becky Olaniyi, Carl Nandoo, and Roxy Murray. The Disabled By Society logo appears in the top right corner. #BlackHistoryMonth #DisabledBySociety #UnlearningAbleism #DisabilityInclusion #Intersectionality #RepresentationMatters 

At Reconstruct, inclusion isn’t just something we talk about, we actively embed it🖤 This Black History Month, we’re shining a light on the experiences of Black children, young people, and families in and around the care system and the change we’re committed to driving. 📊 Black children make up around 5% of all under-18s in England, yet 7% of children in care. ➡️ That means Black children are overrepresented in care, but when it comes to adoption, only around 2% of children adopted each year are Black. ⚖️ Black children account for around 24% of those in youth custody, despite being a small proportion of the youth population, showing how racial inequality and care experience often intersect. 👩🏾👧🏾 Black kinship carers frequently report feeling unsupported, with services making assumptions that strong family networks exist instead of offering the practical help many need. 🚨 And in many safeguarding reviews, race and culture are still not discussed, leaving critical gaps in how professionals understand risk, harm, and identity. That’s why at Reconstruct, we centre Black voices, creating spaces where young people can be proud of who they are, where their stories are heard, and where their identity is recognised as a source of strength, pride, and power. This month, and every month, we celebrate the resilience, brilliance, and leadership of Black communities who continue to shape, inspire, and enrich our work. #BlackHistoryMonth #RepresentationMatters #YouthVoices #BlackExcellence #InclusionForAll #CelebrateDiversity

Black History Month is almost over. And for too many companies, it never *really* got started. Let's talk about performative activism ⬇️ Even with the very best of intentions, lots of organisations who mark Black History Month get it wrong: 🎉 Surface-level celebrations, that don't address systemic issues around race within the company 📅 Expecting Black employees to organise events, educate colleagues, or represent their entire race (often without compensation) 😶🌫️ One-and-done initiatives that disappear on 1st November, never to be heard of again (until next year...) 🔦 Uncomfortable spotlight moments, where Black employees feel singled out or put on display rather than genuinely supported But there IS another way. And it comes from making Black History Month just one part of your company's authentic, year-round commitment to equity. Our new blog gives you a free annual framework to transform Black History Month in your organisation from performative to purpose-driven, complete with an action plan to get you ready for next year 📝 Plus, you'll get tips from companies already leading the way with year-round initiatives: 💜 Anglian Water, whose employee-led community Embrace cultivates belonging, and makes sure that while Black History Month has a packed programme of events, it's just one part of their wider commitment to racial equity at work 💜 BAE Systems, whose Black Heritage Network and employee groups build community, but who also support and sponsor awards and recruitment events helping Black professionals progress at work (especially in under-represented fields) 💜 Virgin Media O2, whose Enrich Network and inclusive training programmes support ongoing equity and inclusion, making it a daily commitment, not just a seasonal one 💡 Get your year-round framework and learn more in our new blog: https://lnkd.in/eanyjdQD #BlackHistoryMonth2025

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