Tanya M. Howard’s Post

Where is the compensation? This is the question that needs to be answered. Black women have been the backbone of many companies. Many performing at an executive level but being compensated at an entry level. Leadership roles are often passed on to others. The expectation is for Black women to work at a high level to “prove” themselves. Black women leaving industries is a sign of us being tired of the disrespect. The real question becomes, what is corporate America willing to do to support Black women leaders?

Black Women Executives Give Advice On Being A Leader. Would you add any advice to this list? https://lnkd.in/eDhqN_xt #blackleaders #blackleadership #leadershiplessons #womenatwork #blackwomenlead #blackwomenintech #blackwomenatwork

Over the last few years, the struggles of companies to create more diverse boards has come to light. In order to have more Black and Brown women on the boards of corporate companies, it starts with their interest level. How do we gain the interest of young girls of color early in life so that they aspire to sit on those seats? This article from @blackenterprise highlights the importance of starting to target middle-school aged Black and Brown girls when they are just starting to develop their confidence and are starting to see themselves as leaders. What do you think are the best engagements strategies to target the next generation of female leaders in corporate spaces. Link to article: https://lnkd.in/gHnasdUJ #BIPOC #woc #beyonding #corporateleadership

Today, we start celebrating Women's History Month! I certainly know some amazing women in my life that have made an amazing impact in this world!! I know few women in leadership roles that have helped me become who I am today and continue to provide guidance and support in my career. We all know that women are celebrated throughout the year, but, this particular month, I want to bring ways organizations can celebrate their women employees in an inclusive manner. Check out this article below!! https://lnkd.in/gRXarqeV #womenshistorymonth #organizationalculture #humanresources

🌟 Honoring the first day of Black History Month! 🌟 As a white woman, I recognize the privileges that come with my race and the responsibility I hold in creating inclusive spaces. The McKinsey and LeanIn.org Women In the Workplace Report sheds light on the challenges faced by Black women in corporate America. While white women benefit from aspects of white supremacy, we must acknowledge the disparities experienced by our Black and Brown colleagues. The statistics are staggering: Black women leaders face higher levels of discrimination and barriers to advancement compared to women of other races. It's evident that we need to do better in supporting and uplifting the voices of women of color. Here are a few commitments I'm making to foster allyship and psychological safety in the teams I work with: 1️⃣ Diversifying my network to better understand diverse perspectives. 2️⃣ Initiating conversations with influential colleagues, particularly white men, to advocate for inclusivity and allyship. 3️⃣ Amplifying the voices of women of color through mentoring, sponsoring, and advocacy. By acknowledging our privilege and actively engaging in allyship, we can contribute to a more equitable and inclusive workplace for all. Let's use this month as a reminder to amplify diverse voices and take meaningful action towards progress. Join me in this journey of allyship! Together, we can create positive change. #BlackHistoryMonth #Allyship #Inclusion #DiversityAndInclusion

This year, women run 52 Fortune 500 companies. Black women run just two of them. Researchers reviewed the speeches, backgrounds, and career paths of 757 women leaders of all races and over two centuries to understand their career challenges and how they overcame them. They found that despite modest female representation progress in senior leadership roles, Black women still face unique barriers to reaching the upper ranks, and their much slower promotion pace has led them to, on average, take more frequent career risks than their white counterparts. The study also found that as white women’s careers progress, they tend to reduce their risk-taking behaviors, while Black women increase theirs to compensate for career stagnation. Read more: https://lnkd.in/gnmnbVhs

"Harvard Business Review: Offering practical advice, this article provides guidance for Black women aspiring to leadership positions. It emphasizes the importance of self-awareness, building strong networks, and navigating workplace dynamics.",

LLMs Can Be Used to Foster Inclusive Outcomes! It was an incredible journey to have been a part of this study featured in Management Today, which addresses the persistent challenges and #underrepresentation of #Black #female #leaders in the #corporateworld. Our research, eloquently chronicled by the genius Jane Simms, reveals a disheartening reality: the hurdles Black women face in climbing the corporate ladder are strikingly similar to those from 200 years ago. Despite the passage of time, these professionals continue to work harder and take more career-focused #risks than their peers to achieve breakthroughs. I am grateful for the collaboration with an incredible team, including Spyros Angelopoulos, Dr. Immaculate (Mac) Dadiso Motsi-Omoijiade, Alexander Kharlamov, and Nataliya Tkachenko, PhD, who brought invaluable insights to this study. Special thanks to Jane Simms and Management Today for recognizing the significance of this issue and giving it the platform it deserves, a stark contrast to our experience with other outlets, like The Conversation Australia + NZ, whose editor cited "lack of time" and refused to publicise this research... Well, we never give up and we always find the time as these issues are important and very real! 💡 #Leadership #Diversity #Inclusion #BlackFemaleLeaders #Equality #Change 📣 We are grateful to everyone who got back to us and shared their experiences of #discrimination and #stereotyping in the workplace but let’s keep the momentum going! What #inclusion topics do you think need more visibility? How can we better support #underrepresented voices in #leadership across industries? Please, share your insights with our team and let’s work together to amplify voices that are too often overlooked.

The Urgent Need for Genuine Representation in Corporate America 🌍🔥 As a Black Woman in corporate America, I'm aware of the lack of representation in leadership positions, especially in specific fields lacking diversity, in general. Today, I'll shed light on empowering Black Women through actions, not just empty words. Hear my perspective as a 30 something-year-old Black Woman, of mixed race heritage, who has spent a decade as the only Black person and Woman at my places of business. #RepresentationMatters: The absence of Black Women in leadership positions sends a disheartening message to the next generation. How can they aspire to be what they rarely see? As a mother of Black daughters, I worry that they may also face the same isolation. Imagine being the only person of your race for 10+ years in a corporate job. How would that shape your ideals while raising children of your own race?" 🔎 The Importance of Genuine Inclusion: Many corporations claim to prioritize diversity and inclusion, and while they may have good intentions and believe they are doing their due diligence by hiring based on experience and finding a good fit, this approach is simply not enough. The actions taken often fall short. True inclusion means going beyond just the surface level and actively empowering Black women to thrive and take on leadership roles. In my own opinion(not some artificial intelligence engine writing for me) here are some ideas to empower Black Women in corporate America: 1️⃣ Cultivate a Diverse Talent Pipeline: Actively recruit Black Women for leadership roles within your organization. Attract diverse talent through partnerships with organizations and Universities supporting underrepresented communities. 2️⃣ Provide Mentorship and Sponsorship Programs: Connect Black Women with experienced leaders who guide their career advancement. Address unique challenges Black Women face at work, which non-black women truly will never experience or comprehend. 3️⃣ Hold Leadership Accountable: Set diversity goals, including representation of Black Women. Hold leaders responsible for progress and embed diversity efforts in values and practices. 4️⃣ Do Your Research: Understand this topic is more than a FEELING. Women of color are the least represented group in leadership positions. Despite comprising half of the workforce, women are not even one-quarter of the C-Suite. White men make up 35% of the entry-level workforce and 66% of the C-Suite, while white women make up 29% of the entry-level workforce and 19% of the C-Suite. But women of color fare the worst in numbers—they’re 18% of entry-level positions but only 3% of the C-Suite. WOW. 🌟 Together, Let's Do the Work: Empowering Black Women in corporate America requires genuine commitment. Challenge the status quo, confront biases, and dismantle barriers. #RepresentationMatters #InclusionInCorporateAmerica #DiversityAndInclusion #LeadershipDevelopment #BreakingBarriers #Equality #CorporateAccountability

Let's address the challenges faced by Black Women in Leadership Ironically, other black women can also be the problem Check yourself how you show up when you have to be accountable to another woman In recent discussions, the issue of how Black women in leadership are treated differently has come to the forefront. As highlighted in Luvvie Ajayi's podcast, there is a noticeable disparity in the respect & engagement Black women receive compared to their counterparts. This problem is multifaceted, involving deep-seated biases, systemic racism, and cultural misunderstandings. Grab your chair, because I'm about to pop off The core issue is that Black women bosses are often not afforded the same respect & professional courtesy as others in leadership positions. Catch that This manifests in various ways, including being questioned more frequently, their authority being undermined, & facing resistance or passive aggression that is less common for their peers. This problem stems from several factors: Many people unconsciously hold stereotypes that affect their behavior towards Black women. These biases can result in less respect & more scrutiny. Then we often face the "angry Black woman" stereotype, which can lead to our assertiveness being misinterpreted as aggressiveness. Baby girl, I have lived it & believe you me, I ain't afraid of that label no more There are also fewer role models and mentors for Black women in leadership, leading to isolation & a lack of support networks. Don't get me wrong, some companies try Organizations & individuals often make several mistakes in addressing this problem such as implementing diversity programs that look good on paper but fail to address the underlying issues of bias and discrimination. Because diversity and inclusion training sessions are often one-off events that do not lead to lasting change in behavior or attitudes. Often Black women may be promoted to leadership positions to fill diversity quotas without being given the necessary support and resources to succeed. Let's keep real The ongoing disrespect and lack of support create several pain points for Black women leaders such as constantly having to prove themselves takes a significant emotional & psychological toll. And without proper support and recognition, Black women find it harder to advance their careers. The overall workplace culture can become toxic, making it difficult for Black women & other marginalized groups to thrive. Giving yall props for sure Organizations have tried various approaches to fix this issue, but many have fallen short since dei trainings are often cnducted without follow-up or accountability, these sessions fail to produce lasting change. While beneficial, these programs sometimes lack proper structure & commitment, leading to inconsistent support. The truth is that they can backfire if not accompanied by genuine efforts to integrate & support the individuals promoted. This is broken