Barriers to Leadership for Women of Color

🚨 Wake-up call: Black women face a battlefield disguised as a workplace. It's time we confront this head-on. The harsh truth: Shrinking to fit: Black women often diminish their brilliance, expertise, and understanding just to make others comfortable. Even their names become casualties in this war of conformity. Invisible then hyper-visible: Overlooked as leaders and innovators, until they're thrust into the spotlight as tokens. Glass cliffs await: When leadership roles open, they're often set up to fail. The double-edged sword of intersectionality: Race 🔗 Gender = A uniquely challenging experience Think about it: "Thriving at work is considered as a source of personal growth." But how can you thrive when you're busy shrinking? In white, male-dominated spaces, the pressure to conform is suffocating. Conceal your identity or risk being marked as "other." The tokenism trap: Added for appearance, not genuine inclusion Expected to represent an entire race and gender Set up as diversity window dressing, not empowered leaders This isn't just unfair. It's a waste of talent, innovation, and leadership potential. The question isn't whether this is happening. It's what are YOU doing about it? Leaders: Are you creating real opportunities or just checking diversity boxes? Colleagues: Are you amplifying Black women's voices or contributing to their silence? Organisations: Is your culture nurturing Black women's talents or forcing them to conform? It's time for real, systemic change. Not just words, but actions. Because a workplace where Black women can't bring their full, authentic selves isn't just failing them — it's failing everyone. Are you ready to be part of the solution? #BlackWomenLead #AuthenticLeadership #WorkplaceDiversity #IntersectionalityMatters

We keep telling Black women to work twice as hard. The real problem is a system built to make them invisible. Earlier this year, Aliyah Jones — a Black woman with real qualifications, real experience, and real ambition, decided to run what’s now being called The LinkedIn Catfish Experiment. She created a fake LinkedIn profile, a white woman with the exact same qualifications as hers. Same CV. Same experience. Same skillset. The only difference? Skin colour. Over the course of eight months, she tracked responses, opportunities, and conversations. The results? Her white persona was flooded with invitations, interviews, and job offers. Her real profile - the authentic her, was met with silence, rejection, and invisible barriers. This isn’t shocking. This is what Black professionals, especially Black women, have been saying for decades. This is structural bias at work. This is the system doing exactly what it was designed to do. Let’s talk facts. Field studies show that Black and other minority ethnic applicants have to send around 60% more applications than white candidates to receive the same positive response. Résumé “whitening” experiments reveal that Black candidates who remove cultural or racial cues receive significantly more callbacks, skill didn’t change, perception did. Ethnicity pay gaps in the UK remain stubbornly wide, and unlike gender pay gaps, reporting is still voluntary. And the impact? It’s not just economic. It’s biological. Chronic exposure to racism leads to toxic stress, trauma, and a biological weathering effect — accelerating ageing and worsening mental health outcomes for Black communities, particularly for Black women who carry both racial and gendered burdens. This is not a talent gap. This is a leadership failure. This is a system problem. A broken system doesn’t need tweaking. It needs a RESET. A reset that starts with leadership, the very people entrusted to shape, guide, and influence culture inside these institutions. Black women don’t need another diversity panel. They need systems that value their brilliance the same way they value their labour. They need: Pay equity. Psychological safety. Power - not just presence. Opportunities that don’t require code-switching to be seen. We, as Black men, as allies, as leaders — must stand in solidarity with our sisters. Because when Black women rise, the culture rises. This is your mirror, leaders. If your organisation can celebrate Black culture in campaigns but undervalue Black talent in boardrooms… If your hiring funnel rewards proximity to whiteness over proven excellence… If your leadership table looks like yesterday but claims to be building tomorrow… Then it’s time to stop making statements and start making structural shifts. The Call Is Simple: RESET IT. Put Black women at the centre — not at the margins. This isn’t just about fairness. This is about building organisations worthy of the future we keep talking about. 🔗 https://buff.ly/J0iJvPe

A concept that came up in coaching yesterday was the double-bind. I've spoken previously about the glass cliff, the glass ceiling, and similar terms that are helpful in giving language to inequities faced by women & women of colour in the workplace. As someone who has been labelled as 'combative' by a previous manager, it's exhausting & frustrating AF trying to navigate layers of unspoken expectations and biases while striving to remain true to oneself and succeed professionally. The double bind for women of colour is where they encounter conflicting demands or expectations that place them in a no-win situation. Here are some ways this shows up - 🎤 Assertiveness vs. Likability: there is a risk of being perceived as aggressive or abrasive. This can sometimes lead to unfair backlash that other colleagues may not face. On the other hand, if one chooses to be more reserved to avoid negative perceptions, they may seem to struggle showcasing their leadership qualities. 🎤 Professionalism vs. Authenticity: Bringing your 'whole selves' to work and highlighting cultural identities is encouraged, but this can sometimes result in facing microaggressions, tokenism or feeling like one doesn't quite fit in with the company's culture. On the flip side, downplaying cultural identity to fit in may leave them feeling disconnected and inauthentic, impacting their job satisfaction and performance. 🎤 Competence vs. Approachability: In a predominantly white or male-dominated work environment, the pressure to prove competence while also being approachable can be overwhelming. While showcasing high competence is essential, it can inadvertently intimidate colleagues (aka tall poppy syndrome) and lead to social isolation. On the other hand, focusing on being approachable and accommodating may undervalue their competence, causing them to miss out on career opportunities. 🎤 Diversity Advocate vs. Professional Identity: women of color are often expected to take on this role (often unpaid) in the workplace. This can sometimes overshadow their professional skills and career aspirations. Striking a balance between advocating for diversity and focusing on their career path can be a difficult task, as they may face criticism for not fully embracing the role. 🎤 Visibility vs. Scrutiny: The yardstick is not the same for women in leadership! While being visible is important for serving as role models, it can also subject them to higher levels of scrutiny and criticism compared to their peers. This increased scrutiny may lead them to avoid visibility, resulting in missed opportunities for career advancement. Have you faced similar experiences? How did you navigate the same? #GenderEquality #Inclusion #genderEquity #InclusionAtWork #InclusiveWorkplaces #DoubleBind #WomenOfColour

When I say Black, Latina and Indigenous women engineers are exhausted, many think I'm talking about the work or work-life balance. What I'm referring to are the barriers they encounter before they can even do their jobs. Follow me as I elaborate on 3 Barriers That Aren't in the Job Description (But Still Block Their Careers) : 1. Prove-it-again bias – Having to re-earn credibility that others are granted automatically 2. Exclusion from informal networks – Missing out on key opportunities, deals, or mentorship connections 3. Cultural taxation – Being expected to "represent" your group or take on unpaid DEI labor These invisible barriers don't show up in job descriptions, but they can significantly impact career progression. They're often systemic issues that require awareness and intentional action to address. Which of these have you experienced or witnessed in your workplace? #WomenofColorInEngineering #CareerDevelopment #Inclusion #Leadership #WorkplaceEquity

Hiring a highly accomplished Black woman as the first in an executive healthcare leadership role is a step forward, but it should not be the finish line. A recent Harvard study casts light on a stark reality: Black women face higher turnover rates and are more likely to be labeled as low performers in teams that are predominately white. This challenge is unique to Black women, and was not mirrored by other racialized groups like Black men or Hispanic men and women. So, what does this mean? For organizations that are proud to have 'broken the barrier' by hiring a Black woman in a top role, this is a wake-up call to look beyond the surface. Placing a Black woman in an executive position without fostering an inclusive culture is not enough. Organizations must do more to set her up for success. This situation calls for deep introspection about organizational culture and the dynamics that unfold beyond diversity metrics. Your organization needs a bold re-evaluation of how you structure teams, assess performance, and, most importantly, how you cultivate an environment where Black women can genuinely thrive. Understanding the unique experiences of Black women in the workplace and society is crucial. Historically, Black women have flourished in communal settings. Therefore, if your intention is to bring a Black woman into an 'only' role, a crucial part of your strategy should be to connect her with a supportive circle of Black women peers. More importantly, ensure that her role as the 'only' is a temporary situation. For Black women who are being recruited and being sold the narrative that you are being given an opportunity to make history by being the “first” or one of very few. Ask ALL the questions Sis! And ask to see the receipts. 👀 ❓Why are you making a decision to do this now? ❓What do your internal promotion rates for Black women look like? ❓What opportunities will I have to be in community? ❓How will you ensure that my performance is evaluated fairly? ❓What Black women can I speak with to understand their experience in the organization? ❓What happened with the last Black woman that was hired in an executive role here? ❓How will you support and nurture opportunities for mentorship and sponsorship? True inclusivity is about creating a workplace where Black women are not just present, but are supported, understood, and given the space to succeed - not as tokens, but as valued and integral members of the executive team. Do the work. #liftingasweclimb2024 #healthcareleadership #blackwomenlead #hireblack Link to article in the comments

They call it the "broken rung," but it feels more like a broken system. For every 100 men promoted to manager, only 81 women get promoted..... For Black women? That number drops to 58. For Latinas? 64. I used to think I wasn't getting promoted because I wasn't ready. Needed more experience. More credentials. More visibility. Then I watched mediocre men get promoted after 18 months while I perfected my performance reviews for 5 years. The broken rung isn't about your first job. It's about your first promotion to manager. And it's where most women's careers get derailed before they even begin. Here's what makes it so insidious: You can't see it happening. There's no email saying "we're passing you over because you're a Black woman." No meeting where they explain why Brad's "potential" matters more than your proven results. Just silence. Another year. Another "not quite yet." But here's what changed my entire approach: I stopped trying to fix what wasn't broken (me) and started understanding what actually was (the system). The Invisible Barriers They Won't Name: The Likability Trap: Men are promoted on potential. Women need to prove themselves. Black women need to prove themselves while being "likable" enough not to threaten anyone. The Office Housework: Who takes notes? Plans parties? Mentors interns? These invisible tasks eat your time but don't count toward promotion. The Moving Goalpost: First it's experience. Then it's executive presence. Then it's "strategic thinking." The target keeps moving because the problem was never your qualifications. But here's what you CAN control: The Self-Audit That Changed Everything: Ask yourself: - Am I doing work that gets measured or work that gets appreciated? - Am I building relationships with decision-makers or just my peers? - Am I documenting my wins or assuming they're being noticed? - Am I negotiating my role or accepting what's given? The brutal truth I discovered: I was stuck because I was playing by rules that were designed to keep me stuck. Working hard on the wrong things. Building excellence in roles that had no path up. Waiting for recognition from people who couldn't see me. The moment I understood the broken rung wasn't my fault, I stopped trying to fix myself and started building my own ladder. Some of us will repair the broken rung. Some of us will build new systems entirely. But none of us have to accept that this is "just how it is." Career Glow-Up Diaries, Episode 2: Understanding the game is the first step to changing it. Where are you actually stuck - the system or your strategy? If this post resonates, share it. Someone needs to stop blaming themselves for a broken system.

You know what I heard yesterday? Someone told a Black woman executive, a client I work with, who has more degrees, experience, and impact than half the leadership team combined that she should be grateful for her role. Not proud. Not compensated fairly. Not empowered. Grateful. Because apparently, when you're a leader from a marginalized community, your expertise isn't enough. Your hard work isn't enough. Your results? Still not enough. You are expected to appreciate the opportunity because, you know, and I know it, they weren’t expecting to give it to someone like you in the first place. Let’s talk about the gaslighting of underrepresented leaders. When people from historically excluded groups reach leadership, they are often met with condescension disguised as politeness. "You're so lucky to have this role!" "What an amazing opportunity for you!" "It’s great that they gave you a chance!" No one says this to those who are 𝘦𝘹𝘱𝘦𝘤𝘵𝘦𝘥 to lead. But for the rest of us? Our success is framed as a favor, not the result of our qualifications, talent, or relentless work ethic. Let’s put some numbers behind it: Black executives make up less than 5% of all C-suite roles despite Black employees making up 12% of the workforce (McKinsey, 2023). Women hold only 10% of CEO positions at Fortune 500 companies, which drops to 2% for women of color (Catalyst, 2024). Latine, Indigenous, and Asian leaders face similar barriers, often being sidelined for top roles despite equal or better credentials than their white counterparts. So, what exactly are we supposed to be grateful for? The systemic barriers? The pay gaps? The extra scrutiny? The fact that we must be twice as good to get half the recognition? This “gratitude” nonsense is a strategic play. It’s how companies keep underrepresented leaders quiet and complacent. If they convince us that we should just be happy to be in the room, we won’t ask for what we deserve. And when we do push back? We’re labeled as difficult. We’re told we’re not a team player. We’re asked to be patient because “change takes time.” Change doesn’t “take time.” It takes intention, accountability, and action. So, what do we do? We stop playing along. Stop accepting “grateful” as a career strategy. Stop letting organizations off the hook for performative diversity. Stop shrinking to make others comfortable. Underrepresented leaders don’t need a favor. We need equity. We need respect. We need what we earned. Not gratitude. Let’s do better. If this resonates with you, share it. Start the conversation. And if it made you uncomfortable? You should probably ask yourself why. #DoBetterPeople

Having coached 300+ incredible women of color leaders, I've learned some powerful truths that I have to share. Here are 5 eye-opening observations that might surprise you (and definitely changed my approach): 1. Imposter syndrome doesn't vanish with success. Even C-suite execs grapple with it. The key? Acknowledging it and taking action anyway. 2. The "diversity hire" label is real and damaging. But the most successful WOC leaders use it as fuel to prove their exceptional value. 3. Code-switching is exhausting but often necessary (sadly). Learning when to do it (and when not to) is a crucial skill for WOC leaders. 4. Mentorship is good, but sponsorship is game-changing. The leaders who skyrocket fastest have powerful sponsors advocating for them behind closed doors. 5. Self-care isn't selfish––it's strategic. The most effective WOC leaders prioritize their wellbeing as much as their work. Which of these resonates most with your experience? Or what would you add to this list?

The Concrete Ceiling is holding Women of Color back. A metaphor coined by Jasmine Babers in 2016, the Concrete Ceiling is an evolution of the Glass Ceiling metaphor, which describes barriers women face in career advancement. The Concrete Ceiling recognizes that Women of Color often face unique, invisible barriers that are harder to overcome. Some of these barriers include: 1. Blocking advancement into leadership roles 2. Exclusion from informal career networks 3. Higher standards and scrutiny for our work 4. Lack of sponsorship opportunities needed for advancement 5. Assumptions and stereotypes about us and our work 6. Unequal access to professional development opportunities 7. Pay disparities 8. Tokenism 9. Implicit bias in promotion and hiring decisions. 𝗜 𝗵𝗮𝘃𝗲 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝗱 𝗲𝘃𝗲𝗿𝘆 𝘀𝗶𝗻𝗴𝗹𝗲 𝗼𝗻𝗲 𝗼𝗳 𝘁𝗵𝗲𝘀𝗲 𝘁𝗵𝗶𝗻𝗴𝘀 𝗶𝗻 𝗺𝘆 𝗰𝗮𝗿𝗲𝗲𝗿 𝗮𝘀 𝗮 𝗪𝗼𝗺𝗮𝗻 𝗼𝗳 𝗖𝗼𝗹𝗼𝗿. Not only does it harm Women of Color, but it also impacts organizations. Want to learn about the impact? Read on. For Women of Color navigating the Concrete Ceiling in your career, know that 𝘆𝗼𝘂 𝗮𝗿𝗲 𝗻𝗼𝘁 𝗮𝗹𝗼𝗻𝗲. The Rising Leaders Community was built to support Women of Color through these barriers. Want to learn more? Check out our program page: https://lnkd.in/dWhqdtCy 𝗬𝗼𝘂 𝗯𝗲𝗹𝗼𝗻𝗴 𝗶𝗻 𝗮𝗹𝗹 𝘁𝗵𝗲 𝘀𝗽𝗮𝗰𝗲𝘀 𝘆𝗼𝘂 𝗼𝗰𝗰𝘂𝗽𝘆. 🧡

"Can I succeed in [region X] as a woman of my ethnicity?" It was a brutally vulnerable question I got recently from a young lady with world class professional and educational qualifications. She had excelled at everything possible and this was the one question she asked me. I asked the young lady why she had that question and she frankly said she didn't see anyone like her in leadership in [the region]. I told her there were examples and that there was no glass ceiling for someone like her. Given the changed political (and cultural?) situation in America, diversity, equity and inclusion is becoming an increasingly sensitive topic, but I don't think there should be anything controversial about encouraging anyone to believe that they have the ability to realize their fullest potential - and then doing what we can to remove any real barriers. It IS a real barrier though - particularly for women of colour - and at an early stage in their careers. This is what McKinsey senior partners Kweilin Ellingrud, Lareina Yee, and Maria del Mar Martinez call “the broken rung,” and its effects compound throughout women’s careers, causing women to fall behind at the start and keeping them from catching up. The broken rung is a phenomenon even more pervasive than the glass ceiling in holding women back from career success. Women around the world do extremely well when it comes to their education. They graduate at higher rates than men do and have higher average GPAs. But then a strange thing happens: Upon entering the workforce, they immediately lose their advantage. When the first promotions come around, the slide continues—for every 100 men who are promoted to manager, only 81 women get promoted. Digest that. For every 100 men who are promoted to manager, only 81 women get promoted. The McKinsey & Company research shows that it is worse for women of colour - https://lnkd.in/epCxJjDS The blended average of 81 women overall breaks down to 99 Asian women, 89 White women, 65 Latina women, and 54 Black women. The recommendations to empower women to climb over the broken rung by making decisions to steer toward the industries, companies, and strategies that can enable them to build more experience capital should be essential reading - https://lnkd.in/eTkDGJrv I've been in the Middle East since 2013 and I had my own share of experiences where I worked on teams with brilliant young women from the region and saw their challenges firsthand. Some of the experiences were shocking and the young women involved will be path breakers for many other young women who will follow them. Men need to be allies in the change we need to see and I commit to being a leader who will do my best to enable women to realize their full potential. #IWD25 #LinkedInNewsMiddleEast