Mandrile H. Young’s Post

Too many Black professionals know the shift being praised at first, then suddenly “a problem.” This is the Pet to Threat phenomenon, and it’s exhausting and career-limiting. In this piece, I unpack how it shows up and how we can protect our confidence, careers, and well-being. Read and share: https://lnkd.in/ekdeQU3J

Every room I’ve walked into as a Black woman in leadership has carried both opportunity and weight. At University Hospitals Cleveland Medical Center, I saw firsthand how bias—both conscious and unconscious—can shape careers, silence voices, and even impact the care patients receive. In The Colors of My Heart, I share how being in the C-suite meant carrying the paradox of being praised as “articulate” while dismissed as an “angry Black woman,” and how talent was often overlooked in favor of white skin. Bias doesn’t just stall careers—it kills relationships, stunts growth, and in healthcare, it can cost lives. These stories matter because they reveal uncomfortable truths: your ZIP code predicts your lifespan, your last name can close employment doors, and bias in medicine is a life-or-death issue. But I also share hope—because change is possible when equity and inclusion are not buzzwords, but lived commitments. If these reflections resonate with you, I invite you to read more in The Colors of My Heart. Order your copy here: https://bit.ly/4di2oey

Ensuring equity within the Human Resources field requires a firm commitment to protecting and empowering Black professionals. Organizations must implement fair and transparent policies that promote equal access to advancement, leadership opportunities, and professional development. Addressing systemic barriers, eliminating bias in recruitment and compensation, and fostering mentorship and allyship are essential steps toward achieving true representation. By creating an even and inclusive HR environment, employers not only strengthen their internal culture but also model the fairness and integrity that the profession stands for.

The weight of this moment in media is heavy. So many of our peers—especially Black journalists—are being laid off across publications that have shaped culture and told our stories with care: People, Vibe, and countless others. These aren’t just bylines disappearing; they’re voices, perspectives, and relationships that made this industry feel human. As a publicist, I’ve felt this shift deeply. Our work is built on collaboration—with the writers, editors, and producers who help us tell our clients’ stories. When they hurt, our ecosystem hurts. This isn’t just about press hits—it’s about people. So, as we continue pitching, following up, and navigating this new terrain, let’s lead with patience, empathy, and grace. Many journalists are carrying heavier loads, reinventing themselves, or mourning colleagues and community. To every writer, editor, and creative affected—your voice still matters. Your impact continues. And for those of us on the PR side, now’s the time to show up with understanding, not just strategy. We’re all adjusting, but I still believe in the power of storytelling—and in our collective ability to rebuild it with heart.

Overlooked. Under supported. Critiqued more harshly than others. For so many Black professionals, this isn’t just an occasional experience - it’s the norm. In this workshop clip, I share that it’s vital not to internalise every piece of feedback and how to separate the truth from the “nonsense.” Your self-worth isn’t optional. It’s the foundation that allows you to stand firm in who you are, own the value of your work, and keep moving forward - even when the feedback misses the mark. #BoldBeings Roxanne Botman

When 92% of people who don't feel safe speaking up are planning their exit, we need to talk about what's really happening in our workplaces. I've been analysing data from 456 Black professionals across education, health, tech, law, property and the public sector, and two statistics stopped me in my tracks: 📊 37% feel UNSAFE expressing their opinions or advocating for themselves at work. 📊 Of those feeling unsafe, 92% have either left a role or seriously considered leaving to protect their wellbeing. Compare that to the 73% of those who DO feel safe who've still considered leaving. Here's what makes this even more concerning: 56% of people who feel unsafe ALSO have no access to culturally sensitive support. No Black therapists, no culturally aware leadership, no genuinely safe spaces. The message is clear: When people don't feel safe to speak and have nowhere to turn for support, they don't stay. They can't afford to. Workplaces that haven't created the conditions for people to thrive, or even just to exist authentically, are losing talent at an alarming rate. The Excellence Tax™ shows up in three ways: - The emotional labour of staying silent when you have something to say - Code-switching through meetings and swallowing microaggressions - Having no culturally sensitive outlet to process it all. So here's my question for leaders and HR professionals: What are you doing to create genuine psychological safety for Black professionals in your organisation? Not performative "open door policies," but actual structures that protect people who speak up? And are you investing in culturally sensitive support systems? Mentorship programmes, access to Black therapists, affinity groups with real power? If you've experienced this "silent exit" planning, when you realised you couldn't stay in a role because it was costing you too much, I'd love to hear your story in the comments. And if you're a Black professional navigating this right now, I'm conducting research on The Cost of Black Excellence. Your voice matters. Your experience matters.

When 92% of people don’t feel safe speaking up at work, that’s not just a communication issue — it’s a culture issue. And that’s exactly where creative wellness tools, like Soulful Colour’s Affirmation Colouring Books, come in. Colouring might look simple, but it’s actually a science-backed entry point into psychological safety, mindfulness, and connection. When people colour together — or even take five quiet minutes with a page and an affirmation — cortisol drops, curiosity rises, and authentic dialogue starts to flow. The books open a door for teams to pause, reflect, and express without judgment. They help employees reconnect with their inner calm, which makes it safer to speak, share, and innovate. Because when people feel seen, grounded, and cared for — they show up differently. And that’s how we start changing the culture, one mindful page at a time. 🖍️ Soulful Colour: Affirmation Colouring Books with Relatable Illustrations. Tools for creative connection, care, and culture. #SoulfullySophiaJackson #SoulfulColour #WellnessMadScientist #CreativeWellness #RepresentationIsWellness #PsychologicalSafety #WorkplaceWellness #CultureChange #MindfulLeadership #TeamCare #ShowUpSoulfully #LeadershipSoulfully

RESEARCH INSIGHT #1: Why do Black politicians so often feel like they’re representing two publics at once? In my bachelor’s thesis I found a consequential theme: extra-constituency labour — the invisible, ongoing work Black politicians perform to represent both their local constituents and the broader Black community across Canada. This is not symbolic theatre; it is real emotional, reputational, and political labour that shapes career choices, visibility, and the kinds of opportunities parties offer. This finding sits squarely within longstanding representation debates. Classic theorists identify why shared social experience matters for substantive representation, but my interviews show that for Black MPs this shared experience becomes an added burden. Media framing and performative EDI practices compound the issue: Black politicians are often contacted only about “Black issues,” expected to perform on behalf of a whole community, and then held to narrower standards of legitimacy. The result is constrained career mobility and a persistent gap between descriptive presence and substantive power. Policy and party implications are straightforward but rarely acted on: if we want Black representation to do more than signal, parties and institutions must reduce this extra labour through meaningful resource support, distributed responsibility (not placing the burden of Black issues on a few individuals), and nomination/promotional practices that prioritize winnable seats and real leadership roles. Only then will descriptive gains translate into durable mobility into senior office. I’d welcome your thoughts: have you observed extra-constituency labour in other contexts, and what practical measures worked to redistribute it? #Canada #politics #Black #leadership University of Toronto

Why should Black people get a leg up? That was the question I was asked on LBC. My answer was simple. When I entered investment banking, I had A*s from a state school, a degree in Economics from a Russell Group university, and was an international athlete. Yet, barely anyone on the floor looked like me except the cleaners and the security guards. For Black professionals, that lack of representation sends a message: you don’t belong here. It affects confidence, performance, and ambition. The goal has never been special treatment. It’s equal access. When people are given the same opportunity to succeed, potential becomes performance. That’s what BYP Network stands for; creating connections, community, and corporate partnerships that open doors for Black professionals to thrive. We’ve seen what happens when diversity is treated as a buzzword. We’ve also seen what happens when it’s treated as a business imperative. One changes optics. The other changes outcomes. 💬 What does a level playing field look like to you? **** ♻️ Repost to keep the conversation going. ➕ Follow Kike Agoro for unapologetic takes on leadership, Inclusion, and work/life balance.

As a young Black professional, there were so many things I wish someone would have told me before I had to learn them the hard way. Experience has been one of my greatest teachers, but it also came with lessons that I had to navigate through trial and error. Over the years, I’ve learned a few things that I now share with others coming up behind me. My hope is that these insights can help someone else avoid a few of the bumps along the road. Here are a few lessons I’ve learned as a Black professional: 1) HR is not your friend. 2) All skinfolk ain’t kinfolk. 3) The less they know about you, the better. 4) You will often have to work twice as hard to get half the credit. 5) Document everything because it is your best protection. 6) Do not let imposter syndrome make you shrink. You belong in every room you step into. 7) Build relationships across departments and levels, not just within your comfort zone. 8) Your authenticity is your power, but be strategic about when and how you share it. 9) Always have a mentor and a sponsor. They are not the same thing. 10) Take care of your mental health. Silence and strength are not the same. 11) Be intentional about your personal brand. How people speak about you when you are not in the room matters. At the end of the day, the goal is not just to survive in professional spaces. It is to thrive, grow, and create opportunities for those who will follow after us. What is one thing you wish someone had told you early in your professional journey? #BlackProfessionals #LeadershipDevelopment #CareerGrowth #Mentorship #BlackExcellence #ProfessionalJourney #RepresentationMatters