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Check out my latest Human Capital Leadership Review article, "Breaking Down Workplace Barriers for Women of Color." Abstract: This article discusses the unique challenges faced by women of color in the workplace and provides recommendations for organizations to address barriers they face. Research shows women of color report higher rates of feeling excluded and experiencing subtle discrimination. Key barriers include a lack of role models, feelings of isolation and tokenism, and unconscious biases. While diversity of women and minorities has increased individually, intersectional challenges for women of color persist. The article argues organizations must implement inclusive policies, such as hiring and promotion goals for women of color, unconscious bias training, and employee resource groups. Leadership must play a role through advocacy, sponsorship programs, and accountability. Case studies at Intel, Boston Consulting Group, and Citigroup that focused on developing women of color into leadership roles show promising results, such as increased representation. While more data is still needed, these initial efforts demonstrate that purposefully confronting intersectional barriers through targeted initiatives can generate real progress toward genuine workplace inclusion. Take a look at or listen to the full article and leave your comments below! https://lnkd.in/gvBDrXK8

Do you feel that as a woman of color, you have to work harder and prove yourself more than your white counterparts? Well, it's not in your head. Numerous studies and reports suggest that women of color often face unique challenges and systemic barriers that can require them to work harder than their white counterparts. These challenges can include racial and gender discrimination, unequal access to opportunities, lower wages, and limited representation in leadership. I feel like I have been on a constant of "proving myself" and not failing for my entire career. Every success I have means I get to say, "See! We belong here. Please keep the door open for us, too!" However, if I were to fail, I would hear from the opposition, "See! Look what happens when we give them a leadership position". Things I've heard said towards women of color this month: "She doesn't keep up with her projects" "She doesn't attend meetings" "She was very aggressive" "She is disorganized" What if we started asking... "Is she supported? Does she have everything she needs to do the job?" "Check the attendance records. Does she really not attend meetings? Is everything okay with her?" "What does it look like to be "aggressive"? If a white woman said the same thing, would it be called aggression?" "Is the work getting done? Are we serving our clients?" Here are some receipts... "The Status of Women in the States: 2015" by the Institute for Women's Policy Research (IWPR) found that women of color experience significant disparities in employment and earnings compared to white women. The report highlights that Hispanic and Black women earn considerably less than white women and men. Source: Institute for Women's Policy Research "Women in the Workplace" is an annual report by LeanIn.Org and McKinsey & Company. Their 2020 report revealed that women of color face more barriers to advancement and receive less support from managers than white women. The study also noted that for every 100 men promoted to manager, only 68 Black women are promoted. Source: Women in the Workplace 2020 "Disrupt Bias, Drive Value" is a report by McKinsey & Company that explores the business case for diversity and inclusion. It states that companies with more diverse leadership teams tend to be more profitable and innovative. However, the report also highlights that women of color are significantly underrepresented in leadership roles, indicating the presence of systemic barriers. Source: McKinsey & Company To quote Beyonce, "AOTY, I ain't win (That's cool) I ain't stuntin' 'bout them Take that shit on the chin Come back and f**k up the pen (yeah)" And in case you were on the edge of your seats about whether this person attended the meetings...attendance records were checked. She attended the meetings. Now how can we create more equitable systems to support women of color in the workplace? Going back to the pen... Learn more at the STEM Leadership Symposium! cvent.me/xPR0dr

--- 🌟 Inclusive Insights: Heather Redisch on Moving Past Tokenism to Inclusvity 🌟 As part of our #InclusiveInsights series this Diversity Month, Diversiology.IO wants to focus on the proactive measures required when building diverse teams. Today, we spotlight Heather Redisch, who emphasizes the necessity of inclusivity in recruitment and retention strategies: "Yes, you do need more women on your team. Yes, you do need more black people within the company. There's no question about that. But while you're going through this experience or this process, you also need to be putting guardrails up to ensure that people of every background feel included." Heather’s insights remind us that representation is just the beginning. It’s equally important to establish structures and policies that ensure all members, regardless of their background, feel genuinely welcomed, supported, and valued. This approach not only enhances team cohesion but also drives organizational success by fostering a truly inclusive environment. 📌 Join the Discussion: What steps is your organization taking to not only diversify but also to ensure inclusivity? Share your strategies and challenges in creating an environment where everyone can thrive. #DiversityMonth #InclusiveInsights #DiversityAndInclusion #WorkplaceInclusivity

An honest conversation that needs to be had at every company.

During Black History Month, many social media posts have shined a spotlight on the incredible contributions of Black women who have played pivotal roles in shaping history, breaking barriers, and inspiring change. This recognition is important to continually honor those who have been at the forefront of innovation, progress, and pushing boundaries to create legacies that resonate across generations. At the same time, I want to also shed light on the many daily struggles Black women still often face at work – potentially more so than women of other races and ethnicities and certainly more so than myself as a white woman. While not everyone of us will perceive or encounter biases in the same way, there are some that are distinct to the experiences of Black women that negatively impact their workplace success. Research from the 2023 Women in the Workplace report, the ninth conducted by McKinsey & Company in partnership with LeanIn, highlights that Black women often have to work harder than most other women to prove their abilities, not have their competence questioned, and avoid scrutiny or judgement. As a result, progress for early-career Black women remains the furthest behind of other women with only 54 Black women promoted for every 100 men in 2023 and “women of color face the steepest drop-off in representation from entry-level to C-suite positions. As they move up the pipeline, their representation drops by two-thirds.” At the same time the report also found that Black women continually push pass these barriers to move forward and succeed. By leaving workplace barriers and biases unchecked, companies can miss out on everything women, and Black women in particular, have to offer and risk losing talented employees. #genderbias #womenatwork #blackhistorymonth #blackwomenleaders

This year marks the 10th anniversary of our McKinsey & Company Women in the Workplace report, conducted in partnership with Lean In. We are very proud that this is the largest study of women in corporate America. Over the past decade, some 1,000 companies have participated in the study, and we have surveyed at least 480,000 people about their workplace experiences. For the 2024 report, my colleagues and authors, Alexis Krivkovich, Emily Field, Lareina Yee, Megan McConnell and Hannah Smith, collected information from 281 participating organizations that collectively employ over 10 million. At these organizations, we surveyed ~15,000 employees and ~280 HR leaders, who shared insights on their policies and practices. The report also provides an intersectional look at the specific biases and barriers faced by Asian, Black, Latina, and LGBTQ+ women, as well as women with disabilities. You can read the overview, especially focused on solutions, and also download the full 63-page report here. Free to read, share and download: https://lnkd.in/gJDnwY3k And behind the authors were many, including colleagues from McKinsey Global Publishing and Reach & Engagement, who made this powerful 'Insights to Impact' come to life and get the attention it deserved: Abena Mensah, Akaash Sanyal, Alysha de Souza, Charmaine P. Rice, Daisy Ziruo Zhou, Daniel Verost, Daniella Seiler, David Akopyan, Diane Rice, Elizabeth Alarcon, Gianni Galasso, Haley Tighe, Hannah Smith, Harry Feng, Heather Byer, Jane Qu, Jenn Gao, Katherine Shi, Kathryn Moran, Katie Xie, Kimberly Beals, Laeticia Yang, Logan Krohn, Margret-Ann Natsis, Maria Meneses Gutierrez, Melody Zhang, Michelle Lee, Narmeen Noorullah, Natasha Rosa, Nicole Robinson, Nil Karahasanoglu, Nina Li, Niraj Shah, Polina Mamoshina, Progya Parmita, Robert Woodington, Robin Lore, Robyn Freeman, Rowan Benecke, Sadhvika Viswanath, Saloni Singhvi, Sandra Kügele, Savannah Jackson Howell, Sophia Lam, Stephanie Rank, Stephanie Yeh, Steven Lee, Tatiana Zamecnik, Taylor Burns, Thea Castañeda, Zakiyya Ellington, and Zoha Bharwani.

This intriguing research demonstrates the unique challenges Black women face in professional environments dominated by White coworkers. The study reveals significant intersectional effects, highlighting how the presence of White colleagues disproportionately impacts Black women's career trajectories. Key points: Black women experience higher turnover rates and lower promotion rates compared to their White counterparts. The presence of more White coworkers is associated with increased turnover and decreased promotion rates for Black women. The study underscores the importance of workplace diversity, particularly the presence of other Black women, in potentially mitigating these negative effects. https://lnkd.in/evkTpmkc #RecruitBlackWomen #HireBlackWomen #RetainBlackWomen

Where Are the Enlightened Men in DEI? In conversations about Diversity, Equity, and Inclusion (DEI), men’s voices often seem missing or sidelined. Some resist DEI efforts, while others remain passive, unsure if it even includes them. So where are the enlightened men in DEI, and how are they engaging? Here are a few ways men get involved: Male-Centric Approach: Focus: Addresses issues like fathers' rights, mental health, and redefining masculinity. Goal: Advocate for men’s well-being, often as a bridge to greater DEI engagement. Challenge: Risks polarizing the conversation by appearing to compete with feminism, creating gender conflict. Female-Centric Approach: Focus: Allyship with women in male-dominated environments, amplifying their voices and supporting their leadership. Goal: Help women succeed in existing male-centered cultures. Challenge: Risks performative allyship, reinforcing problematic structures without addressing systemic issues, leading to backlash and further conflict. Inclusion-Centric Approach: Focus: Aims for system-wide cultural change, ensuring everyone, regardless of background, can thrive. Goal: Build a workplace where all talent—including men—can succeed, freeing us all from restrictive roles and delivering on the business case for inclusion. Challenge: Progress can feel slow, and efforts risk seeming tokenistic without meaningful transformation. Which approach have you seen succeed? Initially, DEI experts called for gender allies—the female-centric approach. When few men came forward, they shifted to a male-centric approach, speaking directly to them.  Many are now coming to realise that the big unlock will come when we work together—regardless of gender—to build a better, more equitable workplace for everyone. That’s when we’ll see the personal and business benefits we all claim to want. Good men in DEI understand this isn’t a competition—it’s about building a workplace where everyone can thrive. Let’s shift the conversation from “What about men?” to “How can we all create a more inclusive future?” Men for Inclusion E2W

Be an ally! White women can be effective allies for women of color in several ways, fostering a more inclusive and equitable work environment. Here are some strategies: - Educate Yourself About Intersectionality: Understanding the concept of intersectionality, which explores how different aspects of a person's social and political identities combine to create different modes of discrimination and privilege, is crucial. White women should learn about the unique challenges faced by women of color, including systemic racism and biases. - Listen and Amplify Voices: Actively listen to the experiences and concerns of women of color. It's essential to create spaces where their voices can be heard and amplified, rather than speaking over or for them. - Challenge Racism and Bias: White women should call out and challenge racism and bias when they see it. This includes standing against microaggressions, discriminatory practices, and exclusionary behaviors in the workplace. - Support and Advocate: Just like men can be advocates and sponsors, white women can also take on these roles for women of color. This might involve recommending them for projects, endorsing their skills, or supporting their ideas in meetings. - Collaborate on Inclusive Practices: Work with HR and management to ensure that company policies and practices are inclusive and address the needs of women of color. This can include hiring practices, professional development opportunities, and addressing pay equity. - Foster Inclusive Networking Opportunities: Create and encourage networking opportunities that are inclusive and supportive of women of color. This can help build professional relationships and open doors for career advancement. - Engage in Self-Reflection: Regularly reflect on personal biases and privileges. Understanding how these might impact interactions with colleagues is important for fostering an inclusive environment. - Educate Others: Share learnings about racial equity and inclusion with other white colleagues, helping to spread awareness and understanding within the wider workplace community. [Otis Johnson, PhD, MPA, Trial Equity] hbanet.org #HBAimpact #BlackHistoryMonth2024 #BlackHistoryMonth #allyship