Increasing Black Women in Corporate Leadership

If you're a Black woman in corporate, having a sponsor is so important. They open doors, amplify your voice in key conversations, and help you navigate the barriers that can slow your career progression. When you're thinking about career advancement this year remember it is not just about what you know, but also about who is advocating for you. Lean In reports that less than a quarter of Black women feel they have the sponsorship needed to move forward in their careers. This lack of support often means being excluded from key conversations and missing out on growth opportunities. Unlike mentors, sponsors take a hands-on role in helping you reach senior leadership positions. So, how do you find one? 1. Identify senior leaders who align with your goals: Look for someone whose leadership style you admire and who has a track record of supporting diverse talent. 2. Build genuine relationships: Don’t just approach people when you need something, build trust and rapport over time through shared projects or informal conversations. 3. Demonstrate your value: Sponsors need to know you’re capable of taking on bigger opportunities. Make sure you showcase your skills and contributions regularly. 4. Be clear about your goals: When you’re ready, have a candid conversation about what you're looking for in a sponsor. Share your career aspirations and ask for their support in helping you reach the next level. For many Black women, advancing in our careers and earning what we’re worth takes a lot longer because we often lack the connections and networks needed to open doors and build influence. A sponsor can shorten the time spent stuck in roles that don't match your experience!

Are Black, Coloured, and Indian women truly treated fairly under BBBEE?  The answer is NO. This post isn’t here to discredit white women in business. I didn’t create BBBEE, nor did I vote alone for the elected government. It exists because South Africans chose transformation. And I respect that democratic outcome. But transformation without inclusion is hollow. And when it comes to Black, Coloured, and Indian in automotive retail, the gap is shameful. I was raised in a world dominated by men — a boys’ boarding school, two brothers, no sisters.  My first real lessons about women came from raising three daughters. They shattered every narrow belief I had and showed me the strength, intelligence, and emotional depth women bring — lessons my male-dominated upbringing never taught me. Recently, I shared the story of Marcia Mayaba, a trailblazing leader betrayed by a large automotive retail group.  That post has reached 126,000+ impressions, placing it in LinkedIn’s top 1% globally.  Why? Because it struck a nerve. Here’s the reality. Black women are often used to enhance BBBEE credentials — then sidelined. Brought in for the scorecard, but not trusted with real power. Appointed, but not empowered.  Hired, then quietly excluded once an alternative compliance route is found. Is this fair? NO. Is this fixable? Absolutely — but not without action. Women make exceptional leaders. They’re more detailed, empathetic, composed, and collaborative. They lead with less ego, more balance, and often deeper resilience than their male counterparts.  In many respects, they are tougher. They see through the nonsense. And yet, we keep them on the sidelines — in softer roles like HR and Communications. Not core roles like Sales, Manufacturing, Operations, or Finance. The hard truth? Senior women executives often access boardrooms through male networks.  Because men still dominate the top.  This is not complex — it’s structural exclusion, and it’s obvious. So I’ve decided to act. In the South African automotive retail industry, there are: ·       Zero Black Female CEOs ·       Zero Black Female Franchise Directors ·       Fewer than 1% Black Female Dealer Principals This isn’t transformation. It’s exclusion. So I’m launching a new initiative. A Black Women-Owned Dealer Group comprised of influential, high profile automotive executives. With the backing of seasoned former automotive retail experts offering mentorship at no cost. We’ll approach OEMs directly.  We’ll build credibility, capability, and ultimately, commercial success. I’ve done this before with Khawulani Nelson Sosibo, and I’ll do it again. This time, for women who deserve the opportunity and have the grit to seize it. The Automotive Industry Transformation Fund (AITF) was created for this. Watch this space. The mission is clear. The women are ready. 

Black women are the most educated demographic in America. Period. Despite centuries of systemic barriers, we: 👉 Earn a higher percentage of associate’s, bachelor’s, and advanced degrees than Black men. 👉 In many categories, we match or surpass white women in educational attainment. And yet, we’re still underpaid, under-promoted, and under-supported at every level. We earn just 66 cents for every dollar a white man makes. We’re consistently shut out of decision-making roles, even in fields we dominate. And we navigate workplaces where racism, microaggressions, and outright disrespect are still far too common, from managers and coworkers. So what do we need? Let me be clear: 👉 Stop the DEI Branding: Hiring Black women as symbols without power is performative. We are not your “Pet to Threat” case study. Invest in us as leaders with influence, autonomy, and compensation that matches our credentials, not your optics. 👉 Pay Equity: Not vibes. Not likability. Not who makes you feel “comfortable.” I was a recruiter, and I’ve seen how often less-qualified people are paid more simply because they “fit the culture.” That ends now. 👉 Sponsorship Over Mentorship: We don’t need another mentor lunch. We need advocates who use their power to open doors when we’re not in the room. Sponsorship creates career mobility. Mentorship just keeps us company where we are. 👉 Support Black Women Entrepreneurs: We’re leading in entrepreneurship, but we’re not getting funded or supported at the same rate. And when we create our own, we get attacked for it. (Google Fearless Fund, you’ll see what I mean.) 👉 Accountability: Track the promotions. Track the pay. Track who gets visibility and stretch roles. Hold leadership accountable when the numbers don’t lie and when the excuses start flowing. 👉 Retire the “Strong Black Woman” narrative: We are not here to survive your workplace. We are here to thrive, grow, and lead. Treat us with the respect and dignity every professional deserves. And most importantly, listen to us. Every time I posted about Black women, someone felt compelled to comment with their take. Let me save you the trouble: you don’t need to weigh in. Just listen. Despite all of this, we’re still here. Still rising. Still reclaiming our stories, owning our power, and doing the damn work. And let me say it one more time for the people in the back: I have NEVER worked with a Black woman who wasn’t qualified. Most of us are overqualified. Yes, we really are that good. Y'all be easy!

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

Since January 2025, more than 350,000 Black women have lost jobs. This Labor Day, that statistic reminds us that not all labor is valued equally and that the pursuit of dignity and fairness in the workplace is far from over. Labor Day was created because ordinary people refused to accept unsafe conditions, child labor and poverty wages as the price of work. And Black women have always been on the frontline leading movements, building communities, launching businesses and sustaining institutions to improve living conditions for everyone. Yet too often, we’ve been expected to do more, receive less and carry it all without the recognition, opportunities, protections or pay we deserve. And let me be clear: this is not a call for equal outcomes. It’s a call for equal opportunity especially because Black women are often more qualified, have consistently demonstrated excellence and yet are still required to play by a different set of rules. Ensuring everyone plays by the same rules requires intentional action, not just words or symbolic gestures, but concrete changes in how workplaces operate every day. That kind of fairness doesn’t happen by accident; it happens through intentional choices like these: ✅️Hold hiring managers accountable and only promote those who care about people, know how to lead with fairness and uphold the same standards for everyone. ✅️Look around. Who’s missing? True leadership reflects the community it serves. ✅️Collect and publish data on pay, promotion and retention by race and gender. ✅️Interrupt bias when you see double standards, microaggressions or goalpost-shifting. ✅️Audit pay and promotions regularly to ensure fairness and transparency and commit to closing wage gaps. ✅️Credit contributions so Black women’s ideas are not ignored until repeated by someone else. ✅️Review job descriptions and advancement criteria to eliminate bias that undervalues or screens out Black women. ✅️Create transparent systems for hiring, evaluations and career growth. ✅️Build leadership pipelines so Black women are not just participants, but decision-makers. ✅️Listen to and believe Black women’s experiences in the workplace. History offers us powerful role models: Mary McLeod Bethune, Fannie Lou Hamer, Pauli Murray, Lucy Parsons, Ella Baker, Dorothy Height, Rosina Tucker, Addie Wyatt and countless others who advanced the pursuit of dignity at work. But the work isn’t done. Double standards, shifting goalposts and both subtle and blatant disrespect remain barriers Black women face every day. And here’s the truth: when conditions improve for Black women, they improve for everyone. Advancing fairness strengthens workplaces, families, communities and society as a whole. Change happens when each of us chooses fairness over convenience. That’s the unfinished work of Labor Day and it’s work we should choose to finish together. #leadership #management #fairness

The article discusses the phenomenon known as the "glass cliff," where Black women are often hired or promoted to leadership roles during times of crisis, with the expectation that they will resolve issues with little to no resources. This can lead to burnout or failure due to their overwhelming challenges. The article cites examples of Black women who were placed in such positions, including Dana Canedy, Simone Oliver, and Yogananda Pittman. Despite the push for diversity and inclusion initiatives, Black women in leadership often lack adequate support and resources, leading to frustration and departure from their jobs. The article emphasizes the need for companies to provide equal pay, mental health resources, professional development, mentorship, and genuine commitment to supporting the success of Black women in leadership positions. #diversityequityinclusion #corporatecitizenship #blackwomenintech #blackwomenlead #corporateamerica #dei #leadershipmatters https://lnkd.in/g3KHcxXi

Breaking Barriers: Insights from Senior Women of Color in Leadership Despite the clear benefits of diversity in leadership for driving innovation and growth, women of color remain underrepresented in C-suite roles. According to recent research, while women constitute 40% of C-suite leaders, women of color make up only 7%. The journey to the top for these leaders often involves courage, resilience, and a willingness to take risks. Key Takeaways from Trailblazing Leaders: 1. Charting a Course with Courage: Women of color often find themselves as the "first and only" in senior roles. Leaders like Claire D’Abreu-Hayling of Sandoz emphasize the importance of being willing to forge your own path and take risks, even when you’re the only one in the room. 2. Building Robust Networks: Developing a strong network of sponsors, mentors, and advisers is crucial. Wendy Short Bartie from Bristol Myers Squibb highlights that sponsorship—where someone advocates for your advancement—can be a game-changer. 3. Overcoming Barriers with Resilience: These leaders underscore the need to challenge stereotypes and assumptions. Macaya Douoguih from Merck & Co. advises pushing back on limitations others set and remaining true to one’s personal purpose. 4. Organizations Must Act: To increase diversity at the top, companies need to be proactive in identifying and developing diverse talent, providing clear paths to leadership, and fostering an inclusive environment. Leaders should focus on data-driven strategies and hold themselves accountable through transparent metrics. Let’s champion these strategies and build a more inclusive future in leadership! #Diversity #Leadership #WomenInBusiness #Inclusion #CareerGrowth #LeadershipDevelopment #WomenOfColor

Whenever I meet with women and especially women of color in organizations, one thing stands out for me- they are ambitious about their careers. However, they feel stalled because of managers and works cultures that are not inclusive. McKinsey & Company’s recent article on the truth about women’s ambition and representation in corporate America reinforced my observations – so I decided to include their research in my monthly insights. The research reveals that the notion that work and life are incompatible, and that one comes at the expense of the other, is outdated. Women are more ambitious than ever and workplace flexibility is fuelling them. Despite this, women, and especially women of color, remain underrepresented in the corporate pipeline.  Slow progress for women to the manager and director levels, together with director level women leaving at a higher rate than men at the same level, result in fewer women in line for the most senior level positions. Clearly their careers are not stalled because of a lack of ambition but instead because of work cultures that are not conducive to their advancement. Article highlights: -         For the ninth consecutive year, women face their biggest hurdle at the first critical step up to manager. This year, for every 100 men promoted from entry level to manager, 87 women were promoted. And for women of color progress is lagging even further behind their peers. In 2023, 73 women of color were promoted compared to 91 White women (for every 100 men promoted). -         Women experience microaggressions at a significantly higher than men. 78% of women who experience microaggressions self-shield or change their appearance to conform in an attempt to be accepted and enable their success. Black women are twice as likely as White women to have to change something about themselves in order to conform. -         For women, hybrid or remote work is about a lot more than flexibility. When women work remotely, they face fewer microaggressions and have higher levels of psychological safety. To strengthen the pipeline and progress of women, the article from McKinsey suggests that companies should focus on 5 key areas: -         Tracking outcomes for women’s representation -         Empowering managers to be effective people leaders -         Addressing microaggressions head-on -         Unlocking the full potential of flexible work -         Fixing the broken rung, once and for all To learn more about these focus areas and how you can advance women at your organization, click on the link below to read the full article: https://lnkd.in/dWSb5jxf #WomenInLeadership #DEI #InclusiveWorkplace #WomenEmpowerment #DiversityEquityInclusion