Even before the pandemic, Black women reported having a worse experience in the workplace than most other employees. In the face of the current pandemic, they are facing the same employee engagement challenges other women, paired with challenges rooted in racism.
To better support Black women, companies need to take action. This post will provide a guide for working towards a more accepting and supportive workplace.
Overcoming Injustice And Workforce Development Challenges
Address the Distinct Challenges: Black women are significantly underrepresented in all levels of management. Not only is that unjust, but it’s a severe problem for business. Studies show that diverse companies are more innovative, creative, and productive. So when Black women are held back by deeply ingrained bias, it impacts everyone.
The first step to fighting a bias towards Black women is making an explicit commitment to advancing and supporting them. It’s important to communicate this effort to employees and provide a clear explanation of why it’s important.
Educate Your Team: Black women face more systemic racism, receive less support from essential stakeholders, and experience more severe levels of discrimination. Once the entire team is aware of this, they will be more likely to champion their Black female coworkers.
Non-Black co-workers might think it’s disrespectful to call attention to incidents of racial violence. For Black employees who are in mourning, however, acting like everything is completely normal might be even more insensitive.
If you are an essential stakeholder, take it upon yourself to embrace a new learning philosophy publicly acknowledge events of racial injustice. This will let your team know that it is a common concern for the entire company.
Constantly Connected Through Intersectionality
Intersectional Feminism In Real Life: Many workplace diversity efforts focus on either race or gender. While this might seem like it is moving in the right direction, it could leave many women of color feeling isolated.
It is extremely problematic to think that all Black women share the same life experience. To acknowledge the distinct experiences of Black women, companies should incorporate intersectionality into their diversity efforts.
When companies set goals and monitor outcomes influenced by both gender and race, they can gain a clearer idea of what they need to improve on.
New Educational Pathways, More Diverse Culture
Employee Investment That Values Black women: Essential stakeholders need to create a culture in which Black women are fully valued and included. Firstly, establish a zero-tolerance policy for discrimination and microaggressions.
Secondly, take real actions to make sure Black women get both formal and informal support.
Your team might need to be educated on what inclusive behavior looks like. Consider bringing diversity and allyship training into your workplace. This might provide workers with a more well-rounded understanding of how to be an active ally.
Take A Step Back: Take the time to reflect on your company’s customs, traditions, and norms. Ask yourself if Black women are included in informal gatherings and if team events are held in spaces where everyone feels welcome.
Actively listening to Black women on what is and isn’t working for them is a key component of this process. Give Black women a voice in reshaping new company norms. Once the unique perspectives and experiences of employees are taken into account, an inclusive culture can be formed.
Diversity and Inclusion Through WeLearn’s Learning Development Blog
Even if protests die down and the media stops reporting on racist events, racism is still far from over. Keeping the dialogue open and flowing as an essential stakeholder is essential for inspiring change in every sector of your company.
Dialogue means progress. The more we communicate with one another, the more we will be able to deconstruct both our conscious and unconscious biases. If you are a Black woman in the workplace, share your story with us. We want to hear your thoughts, feelings, and opinions here at WeLearn’s Learning Development blog.
