Speaking up as a woman of color at work, Part I
Ruchika T. Malhotra
Author: "Inclusion on Purpose" (2022, MIT Press) and "Uncompete" (Forthcoming, Penguin/Viking)
Welcome to Inclusion Is Leadership, a biweekly infusion of insights, research, and guidance to create inclusive workplaces. Created by Ruchika Tulshyan, inclusive leadership advisor, founder of Candour and author of Inclusion On Purpose, MIT Press 2022.
(New to #InclusionIsLeadership? Discover the first issue, Why I walked away from a lucrative corporate career.)
Imagine you’re having lunch with your boss on your first day in a new job. They tilt their head at you, perplexed. “But if you’re from Singapore,” they say. “How do you speak English without an accent?”
SIGH.
Many of you don’t have to imagine such a scenario — you can remember it like it was yesterday! (Unfortunately, it happens often enough).
There you are, bringing your experience, creativity and passion to a new role, and in a snap you’re reduced to your race, ethnicity, or gender.
The perils of “speaking while female” exist for all women. And while I could never claim to speak for every woman of color, my research over nearly a decade confirms that there's a marked difference between speaking as a white woman versus as a woman of color.
The unique challenges of “working as a woman of color” have become better-documented in recent years. And if you need a refresher, look no further than this headline: Some Black women feel safer working from home and are opting out of office life to escape workplace racism. Enough said.
The Unintended Upside of Speaking Up As a Woman of Color
But it’s not all doom-and-gloom. Sometimes speaking up as a woman of color can propel your career forward, and cultivate powerful relationships.
I interviewed Michelle Y. Talbert in 2015, when she was one of three attorneys of color at her firm. One white male partner who she worked with most closely was "notoriously belligerent, however very smart."
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When Talbert, a Black woman, was publicly grilled by him in a meeting, she came prepared, didn't back down, and "did not show any aggression in response to his histrionics."
It worked in her favor – Talbert enjoyed an "amazingly collegial mentor/mentee relationship" with the partner thereafter, and other attorneys respected her for making it through the wringer.
To be clear, Dr. Ashleigh Shelby Rosette's research confirms that some Black women leaders are regarded positively when they display agentic behaviors like Talbert did, but concludes that the overall impact of bias against Black women supersedes these slight positive gains.
We still need to focus on creating inclusive environments, especially for women of color.
Where Do We Go From Here?
In my next Inclusion Is Leadership, I’m sharing where we go from here, including practical responses so you have a “ready comeback” when you hear aggressive comments about your appearance, hair, accent, and more.
No, you shouldn’t have to be prepared, but here we are. Subscribers to the private version of Inclusion is Leadership will get exclusive access to Part 2 of “speaking up as a woman of color at work.” Subscribe here.
But now, I want to hear from you: if you’re comfortable, share your experience!
I’ve shared another experience of my own in the comments. Let’s witness each other:
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3yCongrats Ruchika, this topic alone affords an anthology. I think the biggest flex in having our voices reduced in the workplace is to boldly and brazenly document our experiences. As a freelancer, I have not been in an office workplace in years. But still, when working in white spaces, my biggest "flaw" is thinking my standing is equal. I sometimes forget I must curtail my delivery for the audience otherwise my message has the potential to get lost in translation. However, I do recall a favorable experience within the workplace in which I had to advocate for myself and the outcome was well received. In recent months in leading a group as a project manager, I was accused of being aggressive. Without hesitation, I agreed because I immediately thought the reference was about the project timelines. I assured the team that although the project schedule may have felt aggressive and ambitious, there existed some flexibility. The aggressive accusation had gone completely over my head because I considered myself "equal". I had forgotten my space and had a relaxed mindset. He was a WM manager and I wish I could say the experience ended there but it didn't. I'm still on the project but I try not to 'forget' when I speak. Definitely looking for the girl scout be prepared post!
At work I was talking to my colleague about "not being included" in something. And his response was "You don't have to be included in everything". Although rationally I agree with it and def was not asking to be included "everywhere" and I was taken aback by choice of words. This happens everywhere. Although in my case, I attribute this more to my title/role rather than race and gender.
Leadership Transformation & Culture Change for accelerated growth 🌱Multi-Award Winning Global Keynote Speaker | Human centric change | Leadership coach | Global HR Influencer | Strategic Storytelling
3ylove the “let’s witness each other” invite
Sr. Platform Product Leader at CNN | Chair of the Board of Directors at The News Product Alliance | Angel Investor | Journalist
3yHave learned so much from reading your work over the last year, Ruchika! Looking forward to learning more here!