Being a Black woman in professional environments often presents unique challenges stemming from the intersectionality of race and gender. Although teamwork is crucial for achievement, Black women face distinct barriers that shape their collaborative experiences. Here are some of these challenges:
Stereotypes and Biases:
- Double Jeopardy: Black women often face stereotypes that paint them as either too aggressive or unduly passive. Brewton-Johnson stated "With them, my smallest mistakes turned into crises, my progress went unacknowledged, and my sincere questions were labeled as “attitude problems” (Brewton-Johnson). These stereotypes can hinder effective collaboration by creating tension and limiting opportunities for authentic communication.
- Perceived Competence: Black women often have to demonstrate their competence repeatedly because they are frequently underestimated or ignored. Frye stated that "Black women’s unique challenges are often ignored or not raised at all" (Frye). This situation can lead to tension in relationships with colleagues.
Code-Switching and Authenticity:
- Balancing Act: Black women often engage in code-switching, modifying their communication style to align with the dominant culture. Cheeks gave an account of a woman of color who had to code switch. "She described what it might have been like if she had to code-switch instead: “Being judged on your work versus mentally performing well would have been more taxing. Your work is judged plus other intangible things. You second-guess yourself and that affects your confidence” (Cheeks). Although this adaptation is useful for navigating professional environments, it can be draining and hinder authentic relationships.
- Authenticity: Striking a balance between professional standards and personal authenticity is vital. Brewton-Johnson stated that "Each time I exceeded my supervisor’s expectations, they asked if Andrew was secretly helping with my work. The repeated and untrue assumption that my white boyfriend was responsible for my high performance forced Andrew and I to confront just how polarizing our experiences were" (Brewton-Johnson). Black women often refrain from expressing their true selves due to concerns of being misinterpreted or facing repercussions.
Microaggressions and Emotional Labor:
- Microaggressions: Subtle and frequently unintentional acts of discrimination can build up gradually. Frye stated that "Left unaddressed, these different narratives and workplace dynamics will continue to have real consequences for Black women’s earnings. They also reveal how discrimination and stereotypes become entrenched in workplace structures and practices" (Frye). Black women might face microaggressions concerning their appearance, speech, or cultural practices, which can impact their emotional health.
- Emotional Labor: Providing support and managing emotions can often be an extra burden. "And no one checked in for your wellbeing.” This is the reality for many black women at work in America. They care deeply about the issues affecting the black community but that feeling isn’t generally supported or acknowledged in the workplace" (Cheeks). Black women might feel obligated to educate their colleagues about racism and to advocate for change. Black women also are left to bare the pain of emotional exhaust of their own personal lives and others.
Lack of Representation and Mentorship:
- Isolation: The underrepresentation of Black women in leadership positions can lead to a scarcity of role models and mentors who can relate to their specific challenges. Frye stated that "Left unaddressed, these different narratives and workplace dynamics will continue to have real consequences for Black women’s earnings. They also reveal how discrimination and stereotypes become entrenched in workplace structures and practices" (Frye). Such isolation may impede both collaboration and professional advancement.
- Mentorship Gap: Black women frequently encounter fewer opportunities for mentorship than their white peers. Brewton-Johnson stated that "Still, if you are just starting out in your career, like I was, this can be difficult to face. As young professionals, we often don’t have the agency or power, let alone the energy, to reform these structures ourselves" (Brewton-Johnson). Brewton-Johnson spoke about having to seek non-black mentors. "So over time, I learned that while I couldn’t increase the representation of Black leadership at our firm, I could build a broader network of support. This led me to invest even more time in our affinity network where I learned from Black colleagues with work experience at different companies in different roles, and at different levels of tenure. I also became more proactive about building relationships with non-Black mentors" (Brewton-Johnson). Therefore, establishing supportive networks is crucial to bridge this disparity and you may have to seek non-black mentors.
Intersectionality and Solidarity:
- Intersectional Identities: Black women often navigate multiple intersecting identities, such as race, gender, and class. Frye stated that "The lack of intersectional analysis can result in an incomplete picture that excludes crucial perspectives and gives little attention to why disparities, such as those between white women and Black women, in earnings, advancement opportunities, unemployment rates, and other areas continue to persist" (Frye). Acknowledging and honoring these intersections can lead to stronger relationships and collaborative efforts.
- Collective Empowerment: Solidarity among Black women is crucial. Cheeks stated the importance of women of color having support. "For black women it’s not just a pipeline issue. Once they are in the door, they need to feel supported in ways that are specific to being a woman of color. So that even if they are alone on their team, they will realize they’re not alone at all" (Cheeks). Affinity groups, networks, and safe spaces foster shared experiences, mutual support, and collective empowerment.
Despite facing numerous challenges, Black women persist in excelling and supporting each other. Recognizing the obstacles they encounter and fostering an inclusive environment can lead to workplaces where the collaboration of Black women is not just feasible, but also honored.
Source(s) Cited:
- Brewton-Johnson, M. (2021, March 18). Working as a young Black woman in America. Harvard Business Review. https://hbr.org/2021/03/working-as-a-young-black-woman-in-america
- Cheeks, M. (2018, March 6). How black women describe navigating race and gender in the workplace. Harvard Business Review. https://hbr.org/2018/03/how-black-women-describe-navigating-race-and-gender-in-the-workplace
- Frye, J. (n.d.). Racism and sexism combine to shortchange working Black women. Center for American Progress. Retrieved August 25, 2024, from https://www.americanprogress.org/article/racism-sexism-combine-shortchange-working-black-women/