Leading Black Women in Corporate America: A White Woman's Reflection
A White Leader's Guide to Understanding Privilege and Creating Genuine Inclusion for Black Women in the Workplace
Leading Black Women: What Inclusive Leadership Really Requires
If you truly want to be an impactful, inclusive leader, you need to educate yourself on how to lead Black women.
You might scoff at that. Why is it more important to learn about leading Black women than white women? Aren't all women oppressed?
True. But white women still have privilege compared with Black women. As a white woman, I am still more likely to receive a job offer, earn higher pay, and be respected when I speak—not because I am more qualified, but because racism is embedded in America's systems and institutions.
I can say the exact same thing a Black woman says and walk away, while she gets coached on her tone. I could wear a fun hairstyle and receive compliments, while a Black woman gets called unprofessional.
These are microaggressions.
Do you know how to spot a microaggression? Chances are, you're contributing to them without even realizing it. That doesn't necessarily make you a bad person. But it does make it your responsibility to learn, recognize your impact, and unlearn harmful patterns.
A white man saying, "Well, that's a passionate way to say it," might sound innocent to your ears, but depending on the context, it can be a microaggression.
From what I've witnessed while leading teams, these moments accumulate. I've watched their effects play out over time: less trust in the room, more caution before speaking up, and a visible bracing before the next comment or accusation.
I've watched less-qualified white women get promoted over Black women who were more qualified and more capable, yet still expected to show up every day without misstep. And when a Black woman raised a concern about bias or discrimination, I've seen her become the target simply for speaking up.
Some of the best leaders I have encountered are Black women.
They aren't always recognized. They are often suppressed. They have to manage their image constantly because the world may have already stamped a label on them before they even walk into the room.
So, What Can You Do as a White Person Leading Black Women?
A lot, actually:
- Listen to hear, not to respond. Black women are the experts in their own experiences. When you're listening, don't fill in the blanks with your own narrative. Remember that you're viewing their reality through the lens of your own experiences and privilege.
- Keep an open mind. However strongly you may feel, your reality is limited. Stay open to learning and to accepting that you may have been part of the problem—so you can become part of the solution.
- Speak up when you witness discrimination, bias, or injustice.
- Advocate for Black women. Use your privilege for good.
If you truly understand white privilege, it doesn't mean your life hasn't been hard. It means recognizing that systems and institutions have historically created advantages for white people that Black people have not always had access to.
Below are a few things I have done to become a more effective leader of Black women.
Books I've Read
- I'm Not Yelling: A Black Woman's Guide to Navigating the Workplace — Elizabeth Leiba
- The Pink Elephant: A Practical Guide to Creating an Anti-Racist Organization — Dr. Janice Gassam Asare
- Dirty Diversity: A Practical Guide to Foster an Equitable and Inclusive Workplace for All — Dr. Janice Gassam Asare
- White Fragility: Why It's So Hard for White People to Talk About Racism — Robin DiAngelo
- Dare to Lead — Brené Brown
- Stamped from the Beginning — Ibram X. Kendi
- How to Be an Antiracist — Ibram X. Kendi
- Crucial Conversations — Joseph Grenny, Kerry Patterson, Ron McMillan, Al Switzler, and Emily Gregory
LinkedIn Learning Courses I've Completed
- Managing Unconscious Bias at Work
- Creating Inclusive Learning Experiences
- Communicating with Emotional Intelligence
- Inclusive Leadership
- Fair and Effective Interviewing for Diversity and Inclusion
- Diversity, Inclusion, and Belonging
- Become a Trauma-Informed Leader
- Trauma-Informed Change Management
- Leadership Ethics
Topics I've Invested Time in Learning About
- Unconscious bias and confirmation bias
- Microaggressions
- Emotional intelligence
- Diversity, equity, and belonging
- Real history—not just what's taught in school
- Trauma—not only because I carry my own, but because trauma shapes how we function
Research has shown that trauma is not only psychological; it can also have physiological effects. Ongoing exposure to racism and discrimination has been associated with biological changes that may affect health outcomes.
People I Follow to Keep Learning
- Ibram X. Kendi
- Ruby Bridges
- Dr. Janice Gassam Asare
- Dr. Brigette Hyacinth
What Else Can We Do?
Leading Black women effectively requires more than reading books, completing courses, or learning the terminology. It requires examining how decisions are made, who gets heard, who gets promoted, whose mistakes are forgiven, and whose behavior is scrutinized.
It means looking at patterns rather than isolated incidents.
Who consistently gets stretch assignments?
Who gets the benefit of the doubt?
Who is described as "confident," and who is described as "aggressive"?
Who is considered leadership material?
Who gets interrupted?
Who gets credited for ideas?
Who is expected to prove themselves over and over again?
And perhaps most importantly:
Who gets to show up as their full, authentic self without being penalized for it?
Inclusive leadership isn't about treating everyone identically. It's about creating an environment where everyone has a genuine opportunity to contribute, grow, lead, and be evaluated fairly.
If you are a white leader who wants to lead Black women more effectively, don't expect Black women to educate you about racism while simultaneously navigating it in your workplace.
Do your own work.
Listen.
Learn.
Examine your assumptions.
Challenge the systems around you.
And when you see something that isn't right, don't wait for the person experiencing it to fight the battle alone.
Use your position, your voice, and your privilege to make the workplace better for the people coming behind you.
Because inclusive leadership isn't simply about who you invite into the room.
It's about whether they are heard, valued, supported, trusted, and given the same opportunity to lead once they get there.
