Regina Geames’ Post

Unpopular opinion: I think integration was one of the worst things that happened to the Black community. 400+ years of slavery and we’re still living in a modern version of Jim Crow. We are not wanted. They do not want us to thrive in their environments and yet whenever we build our own things so we can support ourselves, they kill that too (Tulsa, Rosewood, Oscarville, Seneca Village, etc.) So what does it say about an environment that won’t accept you and won’t let you go? Where do we go from here? It’s giving pearls before swine every time we enter a glass cliff situation and I’m tired of wondering where we would be if we weren’t continuously wasting our best talents on trying to prove we belong in a system that clearly is not built for us to survive (much less thrive). There will never be a voluntary wealth transfer. Yes, I know that hurts to read, but honest question — what incentive does a ruling class that was built by (and has never atoned for) theft, slavery, brute force, and intentional inequality have for making this equitable? Who desires diminishing their money and power, especially when it serves to keep a status of domination? The system is not designed to let us build that wealth within their systems either. So where do we go from here? It breaks my heart every single time I see a sister or brother achieve a level of success only to see the follow up story of how they’re no longer part of that company due to a glass cliff situation. I just wrote about my own experiences in this type of situation where you’re either brought in to fail, or not given the tools needed to support your work and then dismissed. Aren’t you tired? We deserve safety, success, and power too.

It is for women like Kim Godwin that I host my retreats. Women of color who invariably find themselves facing the glass cliff, unreasonable expectations, and systemic and personal attacks the higher the rise in the corporate hierarchy. It is not easy to be a Black woman leader. The message we get is that when one thing ends we should rush out and find the next thing but truthfully we need to pause. We need to tend to our well-being. We need to rediscover rest in community. From that place of self-compassion, we can chart a new path for thriving in spite of what we face. (if this resonates with you, shoot me a message and let's talk about how I can support you)

The concept of respectability politics, which involves Black people adhering to white standards to gain respect, is not effective in achieving equality. The article argues that the system is not built for Black people, and that respectability politics is a way for Black people to fight each other instead of the system. The article highlights the case of Clarence Thomas, who is accused of voting for the dissolution of Affirmative Action, and argues that the only way to achieve equality is by banding together and sticking together. Read the full story by Zahiyah Carter at dallasweekly.com #imdw #blackpress #clarencethomas #ketanjibrownjackson #respectabilitypolitics #blackcommunity #blackfreedom

7 RACIST RED FLAGS WHITE ALLIES NEED TO KNOW - PART 2 Welcome back to my brand new series called, “7 RACIST RED FLAGS WHITE ALLIES NEED TO KNOW”. In this video, I’m covering racist red flag #2. Anytime you see a white person who claims to be FOR freedom, justice, equality, and protection, but they have no clear, strategic plan for how they are fighting for the freedom, justice, equality, and protection of Black people, that’s a red flag! This is NOT the time to be winging it, making it up as you go along, or moving strictly based on your emotions of fear for the future, or guilt about the past. That is NOT sustainable! If a certain group of white supremacists can create, develop, enact, and fund Project 2025, white allies, and the “good white people” should also have a clear, strategic plan, both personally, and politically/systemically. Get rooted and ground in this fight for collective liberation, by creating your own l anti-racist action plan. I’ve already created a special resource to help you create your own, personalized, anti-racist action plan, and also develop an anti-racist journaling practice, to support you in your journey of strategic ACTION! You can get it right now, at the link on my profile, and in the comments below. Anti-racism is not a diet. It’s a lifestyle.™️ #antiracismschoolisinsession #blackhistory365 #diversityequityinclusion #dei #socialjustice #education #workculture #womenleaders #blacklinkedin

Do you know that Taraji P. Henson was only offered $75,000 compared to Brad Pitt's millions for The Curious Case of Benjamin Button? I'm thrilled to see her honored as a TIME Women of the Year for speaking up about her struggle to be paid fairly as a Black woman in Hollywood. I remember watching the Gayle King interview where she teared up about the humiliation of receiving lowball offers despite her multiple Oscar and Emmy nominations: “And then the disrespect: if there’s a playground no one wants you to play on, are you going to keep showing up and hurting yourself?”. A 2023 Pew study showed that Black women earned 70% as much as white men. It's tough to speak out publicly on workplace inequity. Especially for Black women, who face 4x the risk of retribution as White men. But as Taraji says, "we do have allies out there, which I’ve found out by telling my truth.” I tell Fix The Broken Rung students to advocate for themselves, but to be strategic about when and where they do it. It's no accident that Taraji chose to speak up in a Gayle King interview. Position yourself to be heard. ************* Fix The Broken Rung's goal is to help one million women of color get promoted. 👉 If you want to learn how to strategically advocate for yourself, check out our upcoming Promotion Strategy Master Class. Link in the comments.

Welcome to “BWUnfilitered,” where we explore the cultural nuances of our workplaces and communities. This week, we’re exploring a crucial and often overlooked aspect of leadership: the unique challenges and strategies of Black women in leadership roles at the intersection of race and gender. Intersectionality isn’t just a buzzword—it’s a critical lens through which we can view Black women's hurdles in their journey to the top. These challenges are multifaceted, stemming from a complex interplay between racial and gender biases that often render these capable leaders invisible in the dominant discourse. Today, we’ll uncover the realities of these invisible barriers through the stories of trailblazing Black women who are reshaping the leadership landscapes in tech, healthcare, and academia. We’ll learn from their experiences and discuss actionable strategies that have helped them navigate and transform predominantly white, patriarchal work environments. Join us as we delve into real-life examples, discuss robust strategies for success, and answer your questions on supporting and empowering more Black women to achieve and excel in leadership positions. Whether you’re an aspiring leader or an ally in the cause, this episode is packed with insights and inspiration to help forge a path toward a more inclusive and equitable leadership future. Stay tuned, and let’s get started on this enlightening journey together!

This 💩 infuriates me. The mobbing and lack of support is incredible. I see it every day in my coaching practice. The hardest thing for the Black woman being mobbed is that she has zero control over the situation. The mobbing isn't about her or something she isn't doing. It's white supremacy culture flexing and oppressing so it can stay on top. I've come to the conclusion if an org is going to hire a Black woman exec to join a largely white leadership team, they other white execs and the CEO should go through anti-racism and bias training well before she arrives. Those white leaders then need to be coached consistently on how to support that Black exec and interrogate their biases and behaviors -- and the exec needs her own coach who will hold her concerns in confidence. These support systems are non-existent right now. I see a need for this with all women in the global majority but especially Black women execs. CEOs: take note! You're wasting money and destroying women's souls in the process. #ceo #mobbing #executive #supportblackwomen #leadership

Day by day, Black men navigate workplaces shaped by white supremacy, facing subtle discrimination and mental strain. Yet, through it all, you stand strong. 💪🏾 It’s time to push for fair treatment, better representation, and environments where Black men truly thrive. Know that you're not alone in this fight. Together, we can create real change. Stay resilient and keep using your voice. 🖤✊🏾 #BlackMenAtWork #RepresentationMatters #Resilience #FightForChange #News #Blacknews

Hypervisibility and invisibility—two harmful outcomes of microaggressions. When people or communities are marginalized—either spotlighted or silenced—it creates a workplace culture of exclusion. Our workshop, "Interrupting & Addressing Microaggressions Workshop for People Managers" will dive deep into these issues and offer practical tools to combat them. It's time to ensure everyone feels seen, heard and valued. To learn more read the article, "Now You See Me, Now You Don't: Navigating Invisibility and Hypervisibility Part II" by Erica Merritt featured in the The Black Professional Magazine: A Guide to Building the Village! https://lnkd.in/dWaitxNP #BlackProfessionalMagazine #Microaggressions #Inclusion #DEI

Learn practical ways to be an effective ally to your Black colleagues, from amplifying their voices to advocating for equity. Discover actionable steps here .