For African American/Black women and women of color in leadership, the journey to professional success is often marked by resilience. It also requires perseverance and the ability to navigate complex workplace dynamics. Yet, despite decades of progress, many still find themselves in environments where they are the “only one” in the room. They are expected to prove their worth repeatedly. They must manage bias and advocate for inclusion. All this occurs while they are striving to excel in their own roles.
The need for true inclusion goes beyond representation. It’s about cultivating workplaces where women of color are heard and valued. They must be given equal opportunities to lead and thrive. This blog post is about actionable solutions. It’s about how we can build teams that reflect the world we live in. These teams embrace diverse perspectives and foster a genuine culture of belonging.
Whether you’re leading a team or striving for a leadership role, this post will equip you with strategies to navigate today’s corporate landscape. It ensures that inclusion isn’t just a statement—it’s a lived experience.
Why Inclusive Teams and Cultures Matter
Research consistently shows that diverse teams perform better. A 2020 McKinsey study revealed significant findings. Companies in the top quartile for ethnic and cultural diversity outperformed those in the bottom quartile by 36% in profitability. However, despite this evidence, African American/Black women remain underrepresented in senior leadership. They often face the “double outsider” effect. They are excluded both by race and gender.
Key Insights from My Dissertation:
In my research on the advancement of African American/Black women in leadership, several barriers emerged:
- The “Only One” Phenomenon: Many women reported feeling isolated in their organizations. They are often the sole representative of their demographic at the leadership table.
- Lack of Sponsorship: Unlike mentorship, sponsorship requires influential leaders to actively advocate for career advancement. Many participants expressed frustration over the lack of sponsorship opportunities compared to their white counterparts.
- Emotional Tax & Burnout: Carrying the burden of advocating for diversity can lead to high levels of stress. Navigating microaggressions also contributes to this stress. Additionally, feeling pressure to outperform can result in career dissatisfaction.
The solution? Organizations must go beyond performative gestures. They need to create structural changes that truly embed diversity, equity, and inclusion (DEI) into their culture. And for women of color in leadership, forging supportive networks, finding strategic allies, and advocating for systemic change is essential.
Barriers to Building Inclusive Teams and Cultures
While many organizations claim to prioritize DEI, there remains a significant gap between intention and execution. Some of the biggest challenges include:
1. Unconscious Bias & Systemic Barriers
Despite best intentions, bias continues to shape hiring, promotions, and leadership opportunities. Studies show that resumes with “ethnic-sounding” names receive 50% fewer callbacks than identical ones with traditionally white-sounding names.
✅ Solution: Organizations should implement structured hiring processes. These include diverse hiring panels, blind resume screening, and standardized evaluation criteria. The goal is to reduce bias.
2. Resistance to DEI Initiatives
In recent weeks, some companies have retreated from their DEI commitments, citing external political pressures or shifting priorities. This has left many women of color feeling betrayed and abandoned.
✅ Solution: Leaders must integrate DEI into the core business strategy. This integration should be a long-term commitment rather than a short-lived initiative. Accountability metrics should be in place to measure progress.
3. Tokenism & Performative Inclusion
Tokenism is a pervasive issue that African American/Black women in leadership often face. It occurs when organizations promote a few minority women to higher leadership roles as symbolic gestures of their commitment to diversity and equality, rather than as a genuine effort to create equitable opportunities (Schwanke, 2013, para. 17). These women may hold the same titles as their executive peers. However, they frequently lack the same level of power. They also lack authority or respect.
In many cases, African American/Black women leaders in these roles continue to be mistreated. They face overt questioning of their competence and blatant disrespect for their authority (Holder et al., 2015). This dynamic not only undermines their leadership but it also creates additional challenges. These challenges are not just in attaining these positions but in maintaining them as well. Tokenism perpetuates systemic inequities. It is critical for organizations to move beyond superficial diversity efforts. They must foster truly inclusive cultures where every leader can thrive.
✅ Solution: True inclusion means empowerment, not just representation. Companies must create and invest in leadership pipelines. These pipelines should equip women of color with the necessary resources and mentorship. They also need decision-making power to succeed.
Practical Strategies for Building Inclusive Teams & Cultures
1. Prioritize Equitable Recruitment & Retention
Hiring a diverse workforce is only the first step—organizations must also ensure that women of color feel valued and supported.
🔹 How to Do This:
✔️ Establish partnerships with HBCUs, professional organizations, and affinity groups to expand diverse talent pipelines.
✔️ Implement pay transparency policies to address wage disparities.
✔️ Offer leadership development programs that specifically support underrepresented groups.
2. Create a Culture of Belonging
A seat at the table means little if people don’t feel welcome or heard. A culture of belonging creates an environment where employees can be their full, authentic selves. They should have no fear of exclusion or retaliation.
🔹 How to Do This:
✔️ Conduct regular DEI climate surveys and listen to employee feedback.
✔️ Celebrate cultural heritage months and acknowledge diverse holidays.
✔️ Encourage inclusive language in company communications and policies.
3. Strengthen Mentorship & Sponsorship Programs
Mentorship provides guidance. Sponsorship opens doors. Women of color need both.
🔹 How to Do This:
✔️ Develop structured mentorship programs pairing junior employees with senior leaders.
✔️ Train sponsors to actively advocate for underrepresented employees in leadership discussions.
✔️ Ensure mentorship programs are measured for impact, not just participation.
4. Encourage Open Dialogue & Psychological Safety
Too often, discussions about race and inclusion are met with discomfort, silence, or defensiveness. Creating safe spaces for dialogue is essential.
Diversity is the mix–Inclusion is making the mix work.
🔹 How to Do This:
✔️ Train leaders to facilitate tough conversations around bias, privilege, and inclusion.
✔️ Implement employee resource groups (ERGs) to create peer support networks.
✔️ Address microaggressions in real-time through coaching and accountability.
The Ripple Effect: Leading with Inclusion
Creating inclusive teams isn’t just about doing the right thing—it’s about ensuring long-term organizational success. When leadership is diverse and inclusive, companies see:
✔️ Higher innovation and creativity.
✔️ Stronger employee retention and engagement.
✔️ Greater resilience in the face of economic and social challenges.
For Black and Brown women in leadership, these conversations can be emotionally exhausting. This is especially true when progress feels slow. It can even feel like it’s reversed. If you’re feeling frustrated, know this:
🔥 Your presence is powerful.
🔥 Your leadership is necessary.
🔥 Your voice is shaping the future.
Even when it feels like the doors are closing, you are paving pathways for those coming after you.
Key Takeaways
✔️ Diversity alone is not enough—true inclusion is about creating cultures of belonging.
✔️ Organizations must move beyond surface-level DEI efforts and commit to real, measurable change.
✔️ Women of color in leadership must be supported through mentorship, sponsorship, and access to decision-making roles.
✔️ Inclusion benefits everyone—not just marginalized groups, but the entire organization.
Sneak Peek: Vision for the Future
Coming next week, we’ll shift our focus to the future of leadership with a 2-part series:
📌 Monday: Preparing the Next Generation of Minority Women Leaders
🔹 How to mentor. Learn how to guide and elevate the next wave of Black and Brown women leaders.
📌 Friday: Shaping Future Leadership Trends
🔹 What’s next in leadership? How can we influence the change we want to see?
Stay tuned for strategies, insights, and inspiration to continue your leadership journey!
Suggested Reading
Leading Diversity, Equity, and Inclusion (DEI) Initiatives: Breaking Barriers in Leadership
Building Resilience and Adaptability as a Woman Leader
Unlocking Your Potential: The Leading Lady’s Journey to Extraordinary Leadership
Join the Conversation
What has been your experience in building or navigating inclusive teams? Have you faced challenges in feeling seen, heard, and valued? Share your thoughts in the Leading Lady Collective and let’s continue this important conversation. 💬✨