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For Black, Brown, and other marginalized people, there are still glaring inequalities in the workplace that make it harder for us to succeed. Take Black women, for example, who are estimated to lose over $900,000 over 40 years of profession due to the pay gap. For black founders, funding still decreasing tendency over the past three years — falling a whopping 71% in 2023 (far outpacing the 37% decline in overall VC spending). Black female founders receive just 0.34% total VC expenditure.
Just last month, US Court of Appeals Blocked Black-owned enterprise capital firm from awarding grants exclusively to Black entrepreneurs—blatantly ignoring the historical context of systemic barriers that have long excluded Black women. In the United States, 42% of Black women consider that no possibility for promotion or profession advancement, compared to 35% of all U.S. adults.
We cannot pretend that all the things is equal when it is not. For those of us who come from the marginalized communities you’re employed in, it is important to know that you simply care enough about us to make equality a priority in your office.
Combating the inequalities that hinder the advancement, entrepreneurial success, and personal funds of minority people—and especially black women—won’t be easy and would require ongoing commitment. Employers have a significant role to play. The first step might be to recognize the unique pressures we face. Then, corporate leaders will have the opportunity to implement intentional policies that promote mental health and well-being.
Do your research
About a month ago in interview-now-viral with Vice President Kamala Harris, Drew Barrymore asked Harris to be the country’s “Mamala.” That rubbed off on many. While Barrymore may not have intended it that way, the comment — seen by many as an expectation that Black women take on a nurturing, motherly role for everyone — reflects a deeply ingrained stereotype that Black women are a form of Superwoman.
We often feel cultural pressure to at all times appear strong, hide our emotions, and put others first (often at the expense of our own well-being), which has contributed to a widespread mental health crisis among Black women in America often called the Superwoman Schema (SWS). This burden, combined with systemic inequalities, has resulted in many Black women being less likely to seek mental health support compared to their white counterparts.
Creating space for marginalized communities to address their vulnerabilities each in the workplace and in their personal lives must change into a priority for employers and employees. Or do higher: create a workplace culture where being vulnerable is seen as a strength, not a weakness. Do the research. Use what you learn to encourage inclusivity and break down barriers. Use the opportunity to strengthen a sense of belonging and empower all employees to be seen, recognized, heard, and supported.
Paving the way for equality in the workplace
The journey to workplace equity is not something that any one person can walk alone. It is a journey that requires all of us—employers, community leaders, and allies—to actively participate. An excellent place to start is by creating spaces for sensitive, open sharing with trusted communities in the workplace. This can include creating worker resource groups (ERGs) for Black women and other minority groups, offering access to culturally competent mental health services, and consistently providing a secure environment for employees to raise concerns. It also can include honoring the histories of national holidays that remember BIPOC leaders and histories—reminiscent of Juneteenth, Indigenous Peoples’ Day, and Martin Luther King Jr. Day—and designating these dates as company-wide holidays.
Being a part of a trusted community at work is key. Mentoring programs may also be incredibly effective. Connecting employees with mentors who understand their experiences and perspectives can provide much-needed support and guidance: Provide a space where trust and open conversations will be the norm. These relationships have the potential to validate that it’s okay to ask for help, be vulnerable, and prioritize self-care.
Professional networking has change into essential to supporting Black and minority entrepreneurs, helping them connect, secure funding, and tap into industry insights that will otherwise be out of reach. Provide opportunities to nurture talent by filling gaps and offering tailored programs that increase growth opportunities for BIPOC-led businesses.
Outside of the workplace, it is equally essential to have spaces where Black, Brown, and other marginalized people can openly share their experiences and challenges. Community organizations, social networks like Connect Akin and support groups provide essential platforms for one of these knowledge sharing and personal growth – offering a secure place to talk about mental health, seek advice, and share resources without fear of judgment or misunderstanding.
Creating an inclusive, productive, and empowering workplace requires a collective and committed effort. It starts with recognizing the unique pressures we face and extends to creating environments—each skilled and personal—where we will be seen, heard, and supported. By lifting up the next generation through purposeful community and inclusion, we’ll take a step closer to a more equitable future.