Transformation Time: 4 Ways To End Centuries of Gender, Race Bias in Leadership
It’s time to change the pushback for WOC climbing the career ladder to the top.
Change the work culture, change the system, change the path forward for all female leaders and it is possible to change not only the workplace, but the world.
A new study in Nature outlines distinct patterns of attitudes and behaviors in organizations that prevent and stymie a fair and inclusive workplace for women of color, particularly Black women.
“A new study in @Nature outlines distinct patterns of attitudes and behaviors in organizations that prevent and stymie a fair and inclusive #workplace for #woc.”
“Our findings suggest that the compound influence of racial and gender biases hinders the advancement of minority female leadership by perpetuating stereotypical behavioral schemas, leading to persistent discriminatory outcomes. We argue for the necessity of organizations to initiate a cultural transformation that fosters positive experiences for future generations of female leaders, recommending a shift in focus from improving outcomes for specific groups to creating an inclusive leadership culture,” the report shows.
The researchers collected data on 757 female leaders spanning a time period from the 19th century to the end of 2019. With only 10% of Fortune 500 companies led by females, only two of them are Black.
“The underrepresentation of minority women in leadership positions has been shown to hinder organizational success, and minority individuals who have had leadership opportunities were found to be more productive and efficient in their roles than their majority counterparts,” according to the research findings.
The central teaching of Take The Lead is to shift the power paradigm in our own minds from oppressive power over to generative power TO so that we are liberated to know our phenomenal power and embrace it with unshakable confidence, authenticity, and joy.
It is precisely that mindshift that causes the incredible progress women make after taking our programs.
A 2023 study of 2,500 organizations in 12 countries and 10 industries from the IBM Institute for Business Value, "Women in leadership: Why perception outpaces the pipeline—and what to do about it," found a small increase in the number of women at the C-suite and Board level (now 12% for both), and an increase to 40% representation of women in junior professional/specialist roles (37% in 2021). However, the pipeline for top leadership positions still hasn't recovered to pre-pandemic levels – 14% representation of women in senior vice president roles (18% in 2019) and 16% in vice president roles (19% in 2019).
“It’s time to change the pushback for #WOC climbing the career ladder to the top. #ambition #leadership”
The study continues, “While 84% of Black women believe there is discrimination against women, only 64% of White women share this sentiment. Despite these challenges, Black women exhibit a strong drive for leadership; research from the Center for Talent Innovation notes that they are more likely than White women to aspire for executive leadership roles. This underlines the importance of organizations to recognize and address the unique hurdles Black female leaders face.”
In 2023, women led 10.4% of the Fortune 500 companies. Yet, only two of them had Black (more specifically, African American) heritage. “Despite modest progress in the representation of women in senior leadership positions, Black women continue to face unique challenges, being promoted at a slower pace and significantly underrepresented in top leadership roles.”
Gathering information from the latest research on changing work cultures, here are four tips for WOC to continue to rise in leadership.
“Gathering information from the latest research on changing work cultures, here are four tips for #WOC to continue to rise in #leadership. #careeradvice”
In addition, fewer than half (45%) of organizations surveyed report they have made advancing more women into leadership roles a top, formal business priority.
Consider taking risks. To counteract invisibility, Black women and all WOC in leadership pursue high visibility roles and additional higher risk responsibilities. Data backs this up. This of course adds the onus of more time and responsibilities for a leader, but seeking roles that are seen by administrators, clients, colleagues and the public can possibly chip away at invisibility.
A 2019 study published in the Academy of Management finds that, “Although Black women are physically visible in that they are different from most of their colleagues, intersectional invisibility research suggests that they can be simultaneously invisible—easily overlooked or disregarded—because they are non-prototypical members of their gender and racial identity groups.” The study continues, explaining the “executive Black women’s ‘outsider within’ status in which they simultaneously experience opportunities and constraints associated with two forms of intersectional invisibility: benign and hostile.”
Speak up about your accomplishments. Step in with news of concrete results and accomplishments in meetings, internal emails, and casual conversations. Instead of making perfectionism a roadblock—thinking before you express your successes, everything needs to be perfect about the messaging—tell the story of your value to the company.
“Speak up about your accomplishments. Step in with news of concrete results and accomplishments in meetings, internal emails, and casual conversations. #careergrowth”
In her new book The Mirrored Door, Kellogg School of Management professor Ellen Connelly Taaffe writes, “We can find ourselves preparing for others to shine in the spotlight and inadvertently hidden when the work is presented. The workload can become overwhelming—and opportunities to grow are assigned elsewhere. Our preparation becomes our coping mechanism. We don’t as readily see that our experience gets us there too—that we have grown our skills and competencies since we started the habit.”
Know your progress is good for the organization. Not only will your advancement and actions affect you, they benefit the organization. You are working not only to better your career path, you are also serving as a role model for others.
Writing in the Women’s Business Collective study, Susan Donohoe, chief of staff and chief program officer at TechServe Alliance, says, “Promoting gender diversity in the C-suite is not just a matter of social responsibility; it is a strategic business imperative that can positively impact a company’s performance, culture, and long-term sustainability.“
““Promoting #genderdiversity in the C-suite is not just a matter of social responsibility; it is a strategic business imperative...” — Susan Donohoe, @SDTechServe. ”
Take care of yourself and your wellness. The climb to the top is exceptionally taxing work. Speaking up about stereotyping, enduring discrimination and serving as a role model, mentoring others and building a higher profile is stressful and time-consuming. Honor who you are and what your mission is with self-care and mindful approaches to your wellness.
“According to ComPsych, the largest employee assistance program provider in the United States, 62 percent of North American adults have high-stress levels that can lead to exhaustion and/or feelings of a loss of control,” Ivy Exec reports. The report continues:
“Honor who you are and what your mission is with #selfcare and mindful approaches to your #wellness. ”
“If you’re out of practice with self-care, it can be difficult to incorporate self-care into your routine. In part, this can happen if you’ve planned an overwhelming self-care routine, like exercising for hours each night. If your self-care expectations are also stressing you out, then you might want to examine if you’re bringing your high-pressure workplace into your after-work habits. Once you’ve identified a self-care routine that feels rejuvenating, you should take small steps towards making these habits part of your life. The goal is to avoid biting off more than you can chew,” Ivy Exec advises.
Know that you deserve to advance your career but not at the expense of your mental and physical health.
“Know that you deserve to advance your career but not at the expense of your mental and physical health. #careergrowth #selfcare”
"Enabling equity and inclusion gives organizations a competitive edge, yet many companies do not act as if their success depends on it," said Kelly Chambliss, Senior Vice President and COO, IBM Consulting. "To thrive in a rapidly changing world, organizations must prioritize advancing women – and all historically under-represented groups – and take action to challenge structural barriers and unconscious bias."
Leadership Takeaway Tip of The Week
“Promoting gender diversity in the C-suite is not just a matter of social responsibility; it is a strategic business imperative that can positively impact a company’s performance, culture, and long-term sustainability“ — Susan Donohoe, chief of staff and chief program officer at TechServe Alliance.
