I highly agree with the article below.. Supporting black women in the workplace sends a powerful message about a company's values and commitment to social responsibility. Organizations that prioritize diversity and inclusivity not only attract top talent but also foster a positive public image and enhance their reputation. By championing black women in leadership positions, organizations can become role models for other companies and inspire change across industries. By actively promoting their inclusion, advancement, and well-being, companies can harness the benefits of diversity, contribute to gender equality, enhance their performance, and foster a more just and inclusive society. It is time for organizations to recognize the value and potential of black women and take concrete steps to support and uplift them in the workplace.
Healthcare DEI | Health Equity | Organizational Transformation & Strategy | Leadership Development | Public Speaker | Fostering Inclusive Cultures and Enhancing Employee Engagement
Hiring a highly accomplished Black woman as the first in an executive healthcare leadership role is a step forward, but it should not be the finish line. A recent Harvard study casts light on a stark reality: Black women face higher turnover rates and are more likely to be labeled as low performers in teams that are predominately white. This challenge is unique to Black women, and was not mirrored by other racialized groups like Black men or Hispanic men and women. So, what does this mean? For organizations that are proud to have 'broken the barrier' by hiring a Black woman in a top role, this is a wake-up call to look beyond the surface. Placing a Black woman in an executive position without fostering an inclusive culture is not enough. Organizations must do more to set her up for success. This situation calls for deep introspection about organizational culture and the dynamics that unfold beyond diversity metrics. Your organization needs a bold re-evaluation of how you structure teams, assess performance, and, most importantly, how you cultivate an environment where Black women can genuinely thrive. Understanding the unique experiences of Black women in the workplace and society is crucial. Historically, Black women have flourished in communal settings. Therefore, if your intention is to bring a Black woman into an 'only' role, a crucial part of your strategy should be to connect her with a supportive circle of Black women peers. More importantly, ensure that her role as the 'only' is a temporary situation. For Black women who are being recruited and being sold the narrative that you are being given an opportunity to make history by being the “first” or one of very few. Ask ALL the questions Sis! And ask to see the receipts. 👀 ❓Why are you making a decision to do this now? ❓What do your internal promotion rates for Black women look like? ❓What opportunities will I have to be in community? ❓How will you ensure that my performance is evaluated fairly? ❓What Black women can I speak with to understand their experience in the organization? ❓What happened with the last Black woman that was hired in an executive role here? ❓How will you support and nurture opportunities for mentorship and sponsorship? True inclusivity is about creating a workplace where Black women are not just present, but are supported, understood, and given the space to succeed - not as tokens, but as valued and integral members of the executive team. Do the work. #liftingasweclimb2024 #healthcareleadership #blackwomenlead #hireblack Link to article in the comments
