What Kind of Support Do You Need from Your Leaders to Feel Supported at Work? — Therapy For Black Girls

Black women climbing the corporate ladder face an uphill battle. The way Black women talk, act, smile, or lack thereof, is all viewed under a microscope. Why, you might ask? Racism, sexism, bias, and the list goes on. Most, if not all, Black women face some type of bias at work. Additionally, Black women in leadership roles face a unique set of prejudices. Their ability to fulfill their role is constantly questioned by their superiors and subordinates. They are often treated like the help, excluded, or deemed the voice for all Black people at the organization. Dr. Antoinette Candia-Bailey served as Lincoln University’s vice president of student affairs. Interestingly, Dr. Candia-Bailey did her dissertation on the very thing that caused her to end her life – the implications of how social and cultural factors affect Black women in senior-level administrative positions. Although times are changing, they are not changing enough. More must be done for Black women and Black women leaders to feel supported. Let’s dive into it.

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Microaggressions are racist.

It’s 2024, so people are more aware of themselves and are more subtle with biases in the workplace. These subtle, sometimes not so subtle, offenses are called microaggressions. A microaggression is a comment or behavior, intentional or unintentional, that implies a bias against a marginalized group. Microaggressions are often not purposeful but still hurt just the same. Some of the microaggressions Black women in leadership face are being seen as demanding, the belief that their position is due to luck, or the assumption that they aren’t a leader at all. There are two things that can counter microaggressions on a corporate and societal level. In the workplace, organizations and companies must create a no-nonsense policy on discrimination. Yes, there are statements made, trainings conducted, but people do not take heed to them. Many marginalized groups, especially Black women, do not report microaggressions because they are concerned about retaliation. A solution that may encourage reporting is an initiative being made where reports are welcomed and offenses are punitive. On a societal and individual level, everyone could be more aware of their bias on a deeper level by confronting their individual privileges and not being complicit to discrimination. When you walk in a room, who do you think is in a leadership role? Is your Black woman leader really aggressive, or is she assertive and confident? Support looks like unlearning and relearning.

Allow Black women to be Black women.

Many Black women feel they must assimilate in numerous areas of their lives but especially at work. In the workplace, they have to code-switch and be a certain version of themselves. When Black women don’t fit into those two categories, they are tone-policed, seen as aggressive, and stereotyped. Black women are not a monolith, and we are not one size fits all. The realization that we speak differently, look differently, and have different experiences can in fact support Black women in leadership and improve work quality. Research shows people perform better in their roles when they feel valued, supported, and there is a positive work culture. Creating a culture where Black women don’t have to be inauthentic can not only improve their well-being but also work performance.

Boundaries are a good thing.

“Boundaries are expectations and needs that help you feel safe and comfortable in your relationships.” Nedra Glover Tawwab.

Setting boundaries at work prevents burnout, builds healthier partnerships, and improves time management. The thing about boundaries is you can set them, but people do not always honor them. It’s key to consider that the gender and racial bias Black women face are not just at work but everywhere and exacerbates the need for self-care and time off. This may also affect their willingness to set boundaries. Remember, Dr. Candia- Bailey, from earlier? She noted in an email prior to her death that she felt her request for FMLA took things “downhill”. Superiors should be encouraging better boundaries and not frowning upon them. Encouraging and respecting boundaries should not be an individual action taken by one supervisor, but an organizational standard that is adopted by companies.

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The bigger picture.

The above strides are very good ways to start supporting Black women, but it’s just a start. Establishing policies, creating Diversity, Equity, and Inclusion (DEI) departments, and appointing Black women are even better ways to support, but with the right tools. In most cases, the DEI departments are underfunded, and the leaders are overworked which indicates there is something more that needs to happen. It’s important to remember racial and gender bias is deeply ingrained. To create real, long-lasting changes the real issues that arise from biases must be tackled. That means putting guidelines in place that build trust and strengthen communication amongst Black women and companies. This can be done by gathering feedback, having Black women at the center of change, and most of all following through.