Nurturing Black women leaders

What does it mean to belong?

Of course, there’s an expected sense of acceptance, comfort, and trust. But that’s just the baseline. True belonging comes when an individual is free to be their authentic self. It’s an understanding that others in the group will treat them with fairness and equity. It’s having your needs met without a struggle.

But belonging is difficult to achieve when you live and work in a system that wasn’t designed with you in mind. And Black women know this all too well.

Black women are being left behind

A USA Today analysis found that more than a year after George Floyd’s murder spurred corporate pledges for change, deep racial inequalities persist at every level of the nation’s largest and most highly valued companies, creating sharply disparate outcomes for people of color, especially women.

84% of Black women believe discrimination against women exists—but only 64% of White women feel the same.

What does it mean when you sit at the intersection of both race and gender and both identities are often invisible?

Black women have radiant, complex stories to tell. However, they sometimes leave behind their life-shaping experiences to adopt a more widely acceptable persona in predominantly white spaces.

In the workplace, Black women feel underpaid, under-appreciated, under-supported, undervalued, and alone, especially in corporate setting. Additionally, Black women develop the “quit and stay mentality.” Quit and stay is the phenomenon of employees becoming disengaged and less productive while waiting for other roles to become available. Quit and stay is an unfortunate but avoidable phenomenon in the workplace.

1 in 3 Black women feel they are less empowered and supported to overcome professional challenges than the general population.

According to LeanIn’s 2020 report, “The State of Black Women in Corporate America,” for every 100 men promoted to their first manager role, only 58 Black women receive the same advancement.

Companies have a lot to gain from hiring and promoting Black women. Despite the obstacles they face, Black women are substantially more likely than white women to say they are interested in pursuing executive leadership roles, according to research from the Center for Talent Innovation. They are also more likely than their white female peers to have clear long-term career goals. Their primary motivation for success is to empower others within their organizations.

But Black women must be seen, heard, valued, and recognized. It’s time for organizations to create initiatives that will let Black women lead and thrive.

Celebrating diversity and expanding inclusion

While many leaders see that change is essential, far fewer understand exactly what they need to change to establish equity for Black women.

What does this mean for the career prospects of Black women? And how can organizations level the playing field? To better understand the unique experiences of Black women in the workforce, and the challenges that hold them back, the IBM Institute for Business Value (IBV) interviewed nearly 7,000 people in August 2020 and January 2021, including more than 750 Black women.

82% of Black women in Gen Z say the use of AI-based technologies for personnel decisions—such as recruiting, hiring, or promotions—can lead to a more diverse workplace.

Our findings quantify an ongoing struggle. We found that more than half of Black women feel their employer discriminates against Black people—and roughly 1 in 4 believe their employer discriminates against women. And while 84% of Black women believe discrimination against women exists, only 64% of White women feel the same.

We also found that nearly 1 in 3 Black women feel they are less empowered and supported to overcome professional challenges than the general population, as compared to just 7% of White women.

The mentorship gap: Younger Black women have gained far fewer benefits from formal mentorship than their older counterparts.

Read the full report to learn how companies can commit to a culture of belonging, build a foundation of support, and dismantle the systemic inequality Black women face in the workforce.