Impact of job losses on Black women: A call to leaders

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

Beauty, Spending Power, and a National Emergency Black women drive billions of dollars in annual spending on hair-care and beauty products—meanwhile 319,000 Black women lost their federal-contract jobs in just six months. If white women experienced job losses at the same per-capita rate, the equivalent shock would be ~1.5 million jobs. This is more than an employment statistic—it’s a call for industry action. Brands with the reach and resources to help right now include: Procter & Gamble (Pantene Gold Series, My Black is Beautiful) • Unilever (SheaMoisture, Dove) • L’Oréal (Dark & Lovely, Carol’s Daughter, Mizani) • Johnson & Johnson (Aveeno, Neutrogena partnerships) • Revlon (Creme of Nature) • retail leaders like Target, Ulta Beauty, Sephora, and Sally Beauty. Black-founded innovators—Pattern Beauty, Mielle Organics, The Mane Choice, Briogeo, Camille Rose, Taliah Waajid—are already trusted names in our community. Imagine the impact if these companies sponsored: *A 24/7 national hotline for displaced Black women (in partnership with United Way 211) *Emergency grant funds for housing, childcare, and career transition *Upskilling and entrepreneurship programs inside the very stores where Black consumers already spend Beauty industry, where are you? Your customers are calling—literally. *Purchase the Book available on Amazon; “$1.9 Trillion Spent; Love Letters From Corporations to The Black Community, where we talk about this issue and so much more!;https://shorturl.at/miXhi

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

Major Takeaways from Sears Stereographs Nos. 1–50 Part 3: Essay: Black, Asian, and Minority Workers in the Progressive Era Workforce While the Sears stereograph series highlights women prominently, it is striking that Black, Asian, and other minority workers are less visible in the imagery. This absence itself speaks to patterns of segregation and exclusion in the industrial labor market of the early twentieth century...

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. 🌱

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.

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