In today’s competitive work environment, networking is no longer an option—it’s a necessity. For African American/Black women in leadership, the power of a robust professional network cannot be overstated. It’s a critical tool for career advancement, personal development, and even survival in a corporate landscape where racial and gender biases continue to be real barriers to success. While we often hear the adage “it’s not what you know, but who you know,” the truth is that networking isn’t just about collecting contacts. It’s about cultivating authentic, meaningful relationships that will provide support, mentorship, sponsorship, and influence.
In this blog post, we’ll focus on how to build and nurture a strong professional network. We’ll examine actionable strategies that cater specifically to women of color, who often navigate unique challenges within professional spaces.
Why Networking is Critical for African American/Black Women in Leadership
Historically, African American/Black women have faced unique challenges in the workplace, from underrepresentation to bias and systemic exclusion from key networking opportunities. Research consistently shows that women, particularly women of color, remain underrepresented in senior leadership roles. According to McKinsey’s Women in the Workplace 2020 report, Black women hold only 1.4% of C-suite positions, despite representing over 6% of the U.S. workforce. This disparity highlights the need for African American/Black women to build and leverage professional networks.
In many instances, informal and formal networks provide access to critical information, resources, and opportunities that can facilitate career growth and leadership development. Networking allows African American/Black women to gain visibility, build credibility, and foster connections that may not be readily available in their existing professional circles. It is a strategic tool to combat the barriers imposed by racial and gender biases, creating pathways that lead to long-term success.
The Reality of Networking for Women of Color
For women of color in leadership roles, networking can sometimes feel daunting. We navigate the challenges of gender and racial biases and often find ourselves in rooms where we are one of the few—or perhaps the only—person of color. In these spaces, building a network isn’t just about exchanging business cards; it’s about finding and fostering relationships with individuals who understand your unique experiences and can support your career growth.
Research shows that support can take many forms—whether it’s a helping hand, a word of advice, or direct guidance. One participant in my dissertation research shared how essential her supervisor’s sponsorship was in advancing her career:
“I needed not just my manager to bring my name forward, but his manager and others in the C-suite to know who I was. I was fortunate to receive an abundance of support from these executives, who celebrated my success with me.”
This kind of intentional relationship-building should be part of your strategy. As a woman of color, your journey to leadership will likely be different from your male colleagues, and that’s okay. You bring a unique perspective to the table, and your network should reflect that.
Authenticity in Networking
Networking isn’t about attending mixers or simply handing out business cards. For African American/Black women, building a strong professional network involves forming authentic relationships that resonate beyond transactional interactions. Authenticity in networking fosters trust, which is crucial when building relationships with peers, mentors, and sponsors who can advocate on your behalf.
One participant in my study emphasized this importance:
“Getting my name out there and building rapport is important, but it’s the genuine relationships I’ve developed that have truly supported my leadership.”
Authentic networking is about creating lasting connections that are mutually beneficial. You don’t need to mimic the behaviors of your male counterparts or feel the pressure to compete in the same way. Being true to yourself—your goals, your values, and your communication style—will lead to more meaningful connections. Networking with intention and integrity is about fostering trust and creating a support system that helps both you and those around you succeed. You can lead without compromising who you are. True leadership embraces authenticity.
The Importance of Support Systems
Support systems—mentorship, sponsorship, and peer or family support—are vital for women of color in leadership. These systems provide encouragement, guidance, and opportunities necessary for career advancement. Mentorship involves guidance from more experienced individuals, while sponsorship requires someone in a position of power to advocate for your career when you’re not in the room.
In my dissertation, a key finding was the importance of having authentic support systems. Participant 2 in my study shared her experience:
“I’ve been very blessed by leaders who supported and sponsored me, even when I wasn’t in the room. These relationships weren’t forced; they were cultivated over time and have been beneficial in ways I didn’t expect.”
Women who cultivate meaningful, supportive relationships with mentors, sponsors, or peers are often the ones who thrive in their roles. But these relationships should never be one-sided. One executive in my study shared how she intentionally created supportive environments for other women after experiencing a lack of support early in her career:
“We as Black women fall short when we don’t support one another because we’re all fighting the same battle.”
This experience highlights the importance of building communities of support. When we uplift one another, we break the cycle of competition and create opportunities for collective success.
Stay True to Yourself
In a world that often pressures women—especially minority women—to conform, it’s crucial to stay authentic. The most valuable connections are formed when you are true to yourself. This authenticity will attract people who genuinely want to support you.
One of my dissertation participants shared how staying true to her values helped her form genuine connections:
“I’ve had the privilege of sponsors and mentors who believed in me and created opportunities tailored to my strengths.”
Rather than replicating the networking behaviors of your male peers, focus on building your network in a way that aligns with your values and experiences as a woman. Authenticity in networking will not only help you build stronger connections, but it will also lead to long-lasting success.
Actionable Networking Strategies for African American/Black Women
Here are several strategies for building and strengthening your professional network:
1. Leverage Existing Networks
Start by assessing your current network—both personal and professional. Your friends, family, colleagues, and acquaintances can provide valuable introductions and referrals. African American/Black women often don’t have access to traditional professional networks, so it’s important to nurture existing relationships and expand from there.
Studies show that women of color struggle to tap into the informal networks dominated by their male counterparts. Leveraging existing connections can help bridge that gap and provide access to valuable information and opportunities.
2. Participate in Industry-Specific Groups
Joining professional associations and industry-specific groups is an excellent way to meet like-minded professionals and build a network of peers. Organizations like the National Association for Female Executives (NAFE) and the Executive Leadership Council (ELC) provide platforms for African American/Black women to network with other professionals, access resources, and engage in leadership development initiatives.
3. Develop a Personal Advisory Board
A personal advisory board is a group of trusted individuals—mentors, sponsors, peers—who provide advice, feedback, and support as you navigate your leadership journey. Each member should bring a different perspective, allowing you to receive diverse input on your career and leadership challenges.
4. Leverage Peer Support
Just as important as mentorship and sponsorship is peer support. Building relationships with peers can provide camaraderie, encouragement, and shared resources. Sometimes the most valuable connections are those growing alongside you.
5. Engage in Digital Networking
With the rise of social media and online professional platforms, digital networking has become increasingly important. LinkedIn, for example, is a powerful tool for building your professional brand and connecting with potential mentors, sponsors, and peers. By actively participating in online discussions, sharing thought leadership, and engaging with others’ content, you can extend your network far beyond your immediate circle.
Conclusion
Building a strong professional network is essential for leadership success, particularly for African American/Black women who face unique challenges in predominantly white and male-dominated industries. However, success lies in authenticity—forming meaningful, supportive relationships with mentors, sponsors, and peers who genuinely care about your growth. By leveraging existing networks, participating in industry groups, and creating a personal advisory board, you can build a network that not only supports you but also elevates your leadership journey.
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Start building your network in a space where like-minded women come together to share, support, and grow in their leadership journeys. You don’t have to navigate this alone—connect with women who are facing the same challenges and creating pathways to success.
Sneak Peek: Upcoming Two-Part Series: Garnering Support
In next week’s two-part series, we’ll dive deeper into the importance of garnering support through networks. African American/Black women, in particular, rely on robust social networks to navigate the unique challenges of their positions. In part one, we will explore strategies for building a strong professional network, while part two will focus on creating and leveraging support systems to sustain personal and professional growth.
Resources
*Catalyst. (2019). *Women of color in corporate leadership: Pathways to success*. Retrieved from https://www.catalyst.org/research/women-of-color-corporate-leadership/
McKinsey & Company. (2020). Women in the workplace 2020. Retrieved from https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace
National Association for Female Executives. (n.d.). NAFE leadership development programs. Retrieved from https://www.nafe.com