Diversity Action Alliance’s Post

I am going to speak some truths here. Truths that we, as Black women in leadership, rarely hear or tell ourselves. So I am here - to speak the truth, the whole truth and nothing but the truth, and I am saying it with my whole chest! You are in your role because you deserve it. You do not need to prove yourself to anyone. You don't need to accept the Titanic project to receive external validation from peers, line management, or anyone else. You don't need to work the weekend because you want to show them you can always go above and beyond. Stop looking for what you don't need. Start focusing on what you need to get to your future-self next level, not prove why you deserve to be where you are. Proving yourself for the role you are in presently is redundant. You're good at what you do. Now, start owning it. Are you ready to stop looking for external validation? We support our members to see themselves for who they are: Black women in leadership who are GREAT at what they do. Black women in leadership who can clearly communicate who they BE and the value they provide. Black women in Leadership who move strategically without apology. Ready to own your value? Ready to join The Compass Club? I know you answered Yes. Join our monthly Q&A session on Tuesday, June 11th, at 7.30 pm. Get all your questions answered about the why, what, and how of The Compass Club. Secure your seat here: https://lnkd.in/dMRH8SCn Looking forward to seeing you there. Alternatively, if you can't wait till then, DM us with your queries, and we will get back to you. #ownyourvalue #knowyourworth #blackwomeninleadership #blackfemaleleaders #blacklinkedin #selfleadership #personaldevelopment #professionalsuccess

Navigating the corporate world as a Black woman in a leadership role comes with unique challenges. The recent article sheds light on the realities many of us face – from limited autonomy to unfair expectations despite holding high titles. It's time for change. Here are three actionable steps to empower Black women in leadership: Standardize Expectations: Embrace transparency and fairness in setting workloads and measuring success. Ensure Black women receive the same support as their peers. Check Your Bias: Before questioning a Black woman's decisions, examine your assumptions. Treat her expertise with the respect it deserves. Advocate and Amplify: Create space for Black women's voices to be heard. Advocate for their ideas and highlight their contributions. Let's work together to create a more inclusive and equitable workplace for all. Read more: https://buff.ly/49fslJg

Navigating the corporate world as a Black woman in a leadership role comes with unique challenges. The recent article sheds light on the realities many of us face – from limited autonomy to unfair expectations despite holding high titles. It's time for change. Here are three actionable steps to empower Black women in leadership: Standardize Expectations: Embrace transparency and fairness in setting workloads and measuring success. Ensure Black women receive the same support as their peers. Check Your Bias: Before questioning a Black woman's decisions, examine your assumptions. Treat her expertise with the respect it deserves. Advocate and Amplify: Create space for Black women's voices to be heard. Advocate for their ideas and highlight their contributions. Let's work together to create a more inclusive and equitable workplace for all. Read more: https://buff.ly/49fslJg

Don’t let fear hold you back from moving forward. When the news of VP Kamala Harris’s presidential campaign broke, I felt a combination of pride, excitement, and fear. Pride to see a fellow Black woman and Bay Area native so close to the highest office in the land. Excitement to be part of this historic moment and support her campaign. Fear for the challenges she will face like other Black women leaders. And fear for her safety, physical and otherwise, as a woman…in her skin…at this moment…in this country. You see, fear is tricky. It’s a natural response to growth, letting us know we're stepping outside of our comfort zones and into uncharted territory. How we respond to it is what determines whether we succeed or stagnate. Managing fear is about understanding what's driving it, dealing with what we can control, and letting go of what we can't. We have to move forward even, perhaps especially, when afraid. I don’t know VP Harris personally, but I imagine she might be (at least a little) scared. And that’s okay. The true mark of a leader is their ability to move themselves and others forward in positive, focused action towards a shared vision. Judging from this past week of Zoom- and record-breaking updates, I’d say we’ve found our leader in VP (and Future President) Kamala Harris! #kamalaharris #blackwomenleaders #blackwomeninleadership

You know Charlamagne Tha God, right? Well, he’s called out big companies on “The Daily Show” for their DEI programs. He’s saying what you’ve probably thought - these programs are often just for show. Charlamagne pointed out that even with DEI initiatives, things haven’t changed much. We still see the same old patterns, with very few of us making it to the top. Now, we believe that simply having a DEI department for Black women doesn’t mean much if they can’t make real changes. While they are positive for hiring efforts, they need some REAL power to actually make a difference. And that power should come from the company's top-tier leadership, including CEOs, HR, and legal teams. In fact, CEOs need to support DEI leaders in their efforts to make diversity, equity and inclusion the rule, not the exception. But that’s not happening for a lot of companies, which means their DEI initiatives seem to only be there to look good, without any real clout to back them up. What do you think? As a Black woman, have you seen real change where you work, or is it just more of the same?

For the past 7 months, I've traversed England, engaging with an extraordinary group of Black women who've ascended to the C-suite—a summit few reach. This experience has ignited my passion to understand what sets these trailblazers apart. What obstacles did they face? How did they circumvent the concrete ceiling? As I begin to analyse the data, I'm in awe of the lessons learned from these remarkable women. My research explores the organizational conditions that enable or inhibit Black women leaders, delving into the invisible dynamics that shape visible outcomes. While structural barriers persist, these women's stories illuminate how personal agency can overcome systemic constraints. I hope this work will inspire and mobilize emerging Black women leaders to cross uncharted terrains. There's an independent reality of obstacles, yet these leaders prove they need not be definitive. To all aspiring Black women leaders: your path may be challenging, but it's navigable. Stay tuned as this research unfolds, offering insights to empower the next generation of trailblazers. #BlackWomenInLeadership #BreakingBarriers #DoctoralResearch

Only one Fortune 500 CEO position is held by a Black woman right now. One out of 500. Let that sink in. This statistic is so upsetting to me, because the Black women I coach are very ambitious. They know what they want. They’re driven, committed, and incredible at their jobs. They deserve to be promoted, and I’m honored to help them make that happen. But there are so many Black women who are still not receiving the opportunities they deserve. So in honor of #Juneteenth, I want to encourage all the non-Black corporate badasses reading this right now to get INTENTIONAL about supporting Black women at your organization and beyond. Ask yourself: ➡️ How can I advocate for the Black women in my organization? For example, you could: ➡️ Mentor Black women. ➡️ Help Black women on your team get more facetime with leadership. ➡️ Make sure the Black women you work with receive credit and recognition for the value they bring to the organization. And to all the corporate badass Black women reading this: Your organization needs you more than you need them. You deserve more recognition, a higher title and more money. If you’re feeling stuck in your career, message me. I have so many resources I can offer to help you get to your next level of leadership. 💖 #BlackWomenLead #DiversityInLeadership #CorporateDiversity #EmpowerBlackWomen #WomenInLeadership

Every woman should be free to climb the career ladder, yet biases hinder Black women from reaching senior leadership roles. Systemic racism, like poisoned water, affects opportunities, limiting Black women's upward progression. At WRC, we envision a world where Black women flourish, unencumbered by prejudice, leading with grace and power. Introducing our initiative, led by and for Black women, dedicated to fostering unity, ambition, and leadership across the UK. Find out more: https://lnkd.in/eW2cfW2Z

If you've worked with me you know of my passionate allyship of corporate Black women leaders. I have worked for several women of color in my lengthy L&D career, and hands down each of these women have made me a bigger and better L&D professional while creating efficient, solution-oriented, and highly productive teams (more than other teams I have been a part of). Authentic, driven, caring, and supportive are a few of the words I'd use to describe these leaders. So why aren't these powerhouses being promoted to Sr. Leadership positions within corporate organizations?! My past colleague and mentor Raydiance Dangerfield, ICF-ACC very recently published an insightful article (Part 1) on the strife of the Black woman in corporate America. No matter what race, gender, or creed you identify as/with, PLEASE read this! It is not only amazing insight, but a power piece that will jolt you into saying and *gasp* DOING something about the inequality in the corporate work environment. And please let me know your thoughts and ideas! Untold Stories: Exploring the Hidden Realities of Black Women in the Workplace - https://lnkd.in/gGkd_Kjt

📊 New study highlights unique challenges faced by black female leaders A recent study conducted by Durham University Business School and its partners reveals that black female leaders take more career-focused risks than any other group to achieve top leadership positions. This research, spanning two centuries, underscores the enduring challenges faced by black women in leadership roles. 🔍 Key Findings: 🔸 Higher Risk-Taking: black women leaders diversify their careers more and increase risk-taking behaviors over time compared to their white counterparts. 🔸 Persistent Challenges: Despite some progress, black female leaders face similar obstacles today as they did 200 years ago. 🔸 Underrepresentation: In 2021, black women held only 4.3% of managerial positions in the US, highlighting significant disparities in leadership representation. Organizations must broaden diversity initiatives beyond mere representation. We need to foster an inclusive environment where black women can thrive without facing disproportionate hurdles. 💪🏻 💪🏼 💪🏽 💪🏾 💪🏿 💪 By addressing these persistent issues, we can pave the way for more black female leaders to emerge and succeed. 🌟 #herCAREER #Equality #Leadership #Diversity #Inclusion #BlackWomenInLeadership #CareerRisks #EqualityInTheWorkplace