Rachel Cooke, Deputy Director of Communications for LeanIn.Org.
Rachel Cooke
Just before the 2020 recession, Black female professionals were advancing in the workplace. But according to the U.S. Bureau of Labor Statistics, in January 2021, Black female professionals’ unemployment rate continued to increase, reaching 9.0% from 7.7% in December 2020. Compare this percentage to white female professionals’ unemployment rate, which held steady from December 2020 at 5.3%.
For minority professionals, finding success in corporate America often means significant compromising and lower wages than white colleagues. This is true for Black women, but they also feel pressured to alter their voice, appearance, hair, and even personality daily in some corporate environments.
Recent data from the State of Black Women in Corporate America report by LeanIn.Org uncovers these realities via qualitative data and soundbites from Black female professionals as well as other important findings, including:
- 54% Black women are often the “only” of their race in the room at work,
- 59% of Black women have never had an informal interaction with a senior leader, compared to 47% of white women,
- Black women are 3x more likely than white men and 2.5x more likely than white women to hear a coworker express surprise about their language skills or other abilities, and
- Black women self-reported that only 1 in 3 managers have checked in on them.
Rachel Cooke is the Deputy Director of Communications for LeanIn.Org. Cooke feels as though there is much more to unpack behind their most recent findings.
Christine Michel Carter: Globally, in 2020, less than half (46.9%) of all women participated in the labor force, decreasing from 51.0% in 1990. It’s been reported the coronavirus childcare crisis will set women back a generation. These figures are based on the general population, but how far do you think the current employment state will put Black women back?
Rachel Cooke: The impact of losing women in the workforce is alarming, but we know the effects on Black women have been particularly devastating. Black women are coping with the disproportionate impact of Covid-19, the emotional toll of racial violence, and existing microaggressions on top of childcare needs. Black women leaving the workplace is not just a choice of staying home but a result of complete burnout.
The role of many Black women further complicates this at home and work. Black women are more likely to have partners that are front-line workers, which causes additional financial stressors to the household due to potential lay-offs and health concerns. In addition to this, fewer Black women in leadership positions will mean losing women of color across the board, as Black women are more likely to be sponsors to other women of color in the workplace.
Carter: According to the report, compared to white women, Black women are less likely to have managers showcase their work, advocate for new opportunities for them, or give them opportunities to manage people and projects. How do you think this impacts Black women’s tendency to suffer from Imposter Syndrome (the nagging feeling as a minority in the workplace that they don’t belong)?
Cooke: In all of LeanIn.Org’s research on the state of women at work, we see the same general pattern: Women are having a worse experience at work than men. Women of color are having a worse experience than white women. Imposter syndrome can play a significant factor in the sense of belonging for Black women despite proving to be more motivated, ambitious, and even more educated than our counterparts. Rarely are Black women allowed to show up as their full selves at work fully. They are expected to alter their voice, clothing, hair, and even personality to succeed. More than half of Black women are the “only” of their race in the room at work. This creates more feelings of being watched or judged on behalf of their entire race.
Black women are 3x more likely than white men and 2.5x more likely than white women to hear a coworker express surprise about their language skills or other abilities. Nearly 60% of Black women have never had an informal interaction with a senior leader – never. Certainly, this creates barriers to advancement. These compounded factors point to a greater need for allyship and support. Less than half of Black women feel they have strong allies at work to advocate on their behalf.
Carter: Black women are more likely to live in multigenerational households– caring for children and elderly family members. However, your report cites that Black women are less likely to report their manager helps them balance work and personal life. How can their managers support them remotely, given their unique personal situation?
Cooke: Black women are exhausted—especially those who are parents and caregivers. Many Black women are facing unrealistic expectations and pushing themselves to keep up with the physical and mental demands. Black women are more likely than employees to feel uncomfortable talking with colleagues about the impact current events have on their community and their own grief and loss. Only 1 in 3 Black women have managers who have checked in on them. Still, work continues to be piled on.
These are times when we all need as much flexibility and understanding from our employers as possible. It can make all the difference in the world if your manager is invested in you and wants to work with you to make sure you can keep doing your job while managing all the new responsibilities and challenges of the time. Employees need as much flexibility and understanding from our employers as possible.
Young woman working on desktop computer at home
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Carter: Before the pandemic, the number of single Black mothers who earned more than $75,000 grew 106%, compared to the growth of single white mothers at 76%. Single Black mothers also outpaced all single mothers’ income growth (12% vs. 10%, respectively). With these advancements, why do you think Black women are still experiencing microaggressions in the workplace?
Cooke: Black women want to step up and lead. It’s not surprising that Black women are making progress when we consider experience and education level, but that is often overlooked. Too often, Black women’s achievements are attributed to external factors instead of hard work. Finding success often involves significant compromising, overworking, and discrimination along the way. Still, we are far more likely than white women to say that we are interested in becoming top executives.
Black women are not being allowed to be too reserved or even opinionated in the workplace without being perceived as standoffish and angry if they are. The “angry Black women myth” continues to be prevalent in workspaces. Research shows Black women are no more likely to express anger than others. Microaggressions like this are rooted in sexism and racial bias. It also is the cause for Black women being more scrutinized for their normal behavior.
Carter: Aside from words of encouragement and emotional support, what concrete ways does LeanIn.org recommend allies and colleagues support the advancement of Black women in the workplace?
Cooke: The challenges facing Black women are systemic, and it’s time for corporations to take a different strategy. If companies want to make workplaces work for women, they must do right by Black women.
Words aren’t enough — employers have to do better by addressing the distinct challenges Black women face head-on. This looks like an explicit commitment to advancing and supporting Black women as a company standard. Most company’s diversity efforts are not intersectional and overlook Black women. We deserve more recruiting, mentorship, and sponsorship on all levels.
Employers should also foster a culture that values Black women by eliminating discriminatory behavior. It’s crucial that corporations invest in diversity and allyship training. More than just saying diversity matters, explain what positive, inclusive behavior actually looks like in practice.
Most importantly, LET BLACK WOMEN LEAD. Their insights and unique perspectives create a more inclusive culture and benefit the company overall.
