A Call to Men’s Post

Breaking the Stereotype: Empowering Black Women to Express Themselves Discover the challenges faced by black women when expressing their thoughts and emotions authentically. Explore the cultural stereotype of the "angry black woman" and learn how to support and empower the voices of our indigenous black sisters. #EmpoweringBlackWomen #BreakingStereotypes #SupportBlackVoices #BlackWomenEmpowerment #CulturalStereotypes #MelanatedCommunity #EmbracingDiversity #EqualityMatters #BlackWomenRepresentation #LiftingEachOtherUp #thefutureisblack #thefutureisblackpodcast

The need to outperform creates a cycle of pressure and exhaustion that our non-Black counterparts seldom face. A cycle that not even Beyonce or Rihanna can escape. This collective critiquing on who's going to outdo the other, and who deserves support is not just harmful — it's abusive. We are failing black women and black girls by reinforcing the trope that black women cannot be celebrated without being excellent. Learn more about Why We Punish Successful Black Women: https://lnkd.in/gDnYh-j8 #BlackWomenInTheWorkplace #BlackWomenAtWork #WomenInTheWorkplace #BlackWomenInStem #BlackWomenInTech #Diversity

Misogynoir refers to the specific intersection of racism and misogyny that Black women face, particularly in the workplace. It often manifests through microaggressions, such as comments about a Black woman's hair or the harmful stereotype of the "angry Black woman." What can society do to combat Misogynoir? Acknowledge its existence: Recognizing and understanding misogynoir is the first step toward addressing it. Educate others: Share information about misogynoir and its impacts to foster awareness and empathy. Create inclusive environments: Advocate for policies and practices that support diversity and inclusion, ensuring all voices are valued. By taking these steps, we can work toward dismantling misogynoir and supporting Black women in the workplace. #MoodWellth #BIPOCWomen #Intersectionality #Misogynoir

This visual representation aptly shows one way in which bias plays out and has been normalised. It should really cause a moment of reflection for all - in particular, senior leaders. Hesitation and a lack of understanding of the nuanced ways in which lived experiences differ, and how micro-aggressions show up, need to be better understood. This is one of the reasons our allyship school at 100 Allies is a prerequisite for any mentor/sponsorship matches we make. There's no point pouring into a leaking bucket. Let's plug the holes as a priority. Too much effort is placed on fixing the underrepresented, and not enough on acknowledging the role senior leaders can play in creating an inclusive ecosystem. 🌱I am committed to our mission in the beauty industry, where the consumer voice and power can shape change, just like we learnt from the reversal of the angel investor thresholds in the UK. Who's with me? #Inclusion #DiversityAndInclusion #Leadership #Allyship #Mentorship #BeautyIndustry #ChangeMakers #Equity #100Allies #lifttolead

Taking the moment shed some light on the definition of racism and prejudice. It really upsets me to witness @DianeAbbott struggle right now. It's important to recognise that these actions can manifest in various ways, such as touching someone's hair without consent or unconsciously exhibiting bias. For instance, describing a person of color based on stereotypes about their hair, (*Happen to me today at my pharmacist*) makeup, or clothing choices with the intention of bonding can be harmful. It's like saying, "I'm not racist, but..." and listing reasons like having friends from different racial backgrounds, visiting certain countries, or any other justification. I think it’s important to remember that the impact of these actions may vary depending on the person you're interacting with or the context of the conversation. It's a joke that our government continues to defend the UK as a non-racist country, while instances like these persist. As a black woman, whether you work in corporate or cultural sectors, women of color often face microaggressions, being looked down upon, and encountering extreme levels of unconscious bias from our colleagues on a daily basis. #RacismAwareness #InclusionMatters #EqualityNow #DianeAbbott

Love that leaders are engaging in this work. As a leader we need to get comfortable with the discomfort that these courageous conversations bring up. There’s growth on the other side. We must go through.

This video is a visual representation of the disrespect that many Black women experience on a daily basis. But for me it also represents the resilience of Black women. Black women have fallen through the cracks of the feminist movement, often being ignored whilst experiencing the simultaneous impact of racism and sexism, which is why Kimberlé Crenshaw introduced intersectionality into the feminist movement. What I've seen very often is that there is an assumption that movements and programs for women will impact/benefit all women. But the problem with that thinking is that if you do not spend time understanding and caring about the fact that a white woman's experience will be different from a Black woman's as one of many examples, then you can't possibly hope to serve all women. It is not enough to mention intersectionality, it's important for Black women and girls who have experienced racial and gender-based discrimination to have a forum to share what that experience is like "so that people can start to understand what racism looks like for women and what sexism looks like for Black women." If we don’t understand a problem and we can’t see the problem, we can't solve the problem.

Misogynoir - heard of it? It refers to the ingrained prejudice against Black women.  This one is loaded because it’s a compounded/intersecting bias that creates different levels of oppression and often goes underreported or unrecognized. Raising awareness of how this bias manifests in social and professional spaces is crucial to cultivating a future where everyone thrives. To Black women: How has your experience with misogynoir impacted your demeanor and behavior at work?

Disrupting anti-Blackness at work starts with recognizing the pervasive nature of microaggressions faced by Black individuals, particularly Black women. --> Swipe through the carousel below to discover actionable steps you can take to be a steadfast ally in the workplace. What else would you add? Link to the full resource guide + alt text are available in the comments!

The importance of early education in activism and coalition building for young girls cannot be overstated, and this is particularly crucial for young Black women navigating the intersecting challenges of race and gender. Joan Morgan's work, "When Chickenheads Come Home to Roost," provides a relatable entry point into Black feminism, emphasizing the need for self-awareness and truth in the pursuit of empowerment across various life facets. Similarly, Bell Hooks' "Feminism is for Everybody" delves into intersectional feminism and the pressing issue of internalized misogyny, which can undermine solidarity and progress in feminist endeavors. Mikki Kendall's "Hood Feminism" critiques mainstream feminism's neglect of issues pertinent to Black women, such as gun violence and the hypersexualization of young women of color, pushing for broader inclusivity in the movement. Sara Ahmeds' "Living a Feminist Life" examines the nuanced interactions of race and gender, highlighting the potential for misunderstanding between white women and women of color due to differing levels of oppression. Angela Davis' historical analysis in "Women, Race and Class" connects the feminist movement with abolitionism and explores the distinct challenges faced by Black women due to societal roles defined by slavery. Read the full article by Brianna Patt from Word in Black at dallasweekly.com #Iamdw #blackpress #feminism #intersectionality #intersectionality #coalitionbuilding #blackwomen Word In Black