Part 1: What Unique Barriers Do Black Women Face as Leaders?
“What does it mean to lead at the intersection of race and gender?”
This question is not academic—it is deeply personal. It sits at the heart of my dissertation and echoes in the experiences of countless Black women leaders. These leaders navigate complex challenges every day. They balance identity, power, and influence in environments that are not always welcoming.
Intersectionality—a term coined by Dr. Kimberlé Crenshaw—offers a lens to see how racism and sexism overlap. It shows that the challenges Black women face are unique. These overlapping systems of oppression create a double bind. In this multi-part series, we will examine these dual barriers and explore practical strategies to break through them. Today, in Part 1, we begin by examining the hidden struggles. These are struggles Black women encounter when they step into leadership roles. We will also discuss how organizations can remove these barriers. Remember, representation is only the beginning. True change means giving Black women the power and influence to shape the future.
The Double Bind: Walking a Leadership Tightrope
Black women leaders and women of color in leadership live at the crossroads of race and gender. They face conflicting expectations. Society demands that they be resilient and nurturing, assertive yet gentle, confident without appearing arrogant.
Consider this:
- If she holds back to avoid stereotypes, she risks being seen as unassertive.
- When a Black woman speaks confidently, she may be called “aggressive” or “difficult.”
This constant balancing act is exhausting. Black women must perform at a high level while managing others’ perceptions. This is emotional labor. It is rarely recognized or rewarded.
One executive in my research explained,
“I always feel like I have to be twice as good to be seen as competent—and even then, I’m still questioned.”
This heavy burden does not vanish once a leadership role is secured. Simply being present does not remove the need to continually prove oneself.
The Myth of the “Exceptional Black Woman”
A damaging myth persists—that successful Black women are exceptional outliers. This narrative claims that only a few extraordinary individuals overcome the dual barriers of race and gender.
At first glance, this narrative may appear complimentary. However, it is deeply problematic. It minimizes systemic inequality by framing success as a rare, individual feat rather than the outcome of systemic change. It also creates undue pressure on Black women to embody the ideal for their entire race and gender. This myth places an impossible burden on them. It forces them to feel as though every failure reflects not just on their own abilities. They also feel it reflects on all Black women.
We must not confuse this myth with the Superwoman Syndrome. The latter describes women who set unattainably high standards for themselves. They try to do everything perfectly, which often leads to extreme stress and burnout.
Many African American/Black women are expected to “do it all.” Their innate fortitude is often taken for granted. Yet, this expectation can become harmful. It forces them into a cycle of overwork that damages both mental and physical health (Moore-Reynolds et al., 2022).
The Power Gap: When Influence Doesn’t Match Title
Securing a leadership role is only part of the journey. Many Black women leaders and women of color face a significant power gap. Their title does not always come with the influence needed to drive change.
Research reveals a recurring pattern. Ideas from Black women leaders and women of color are often ignored until repeated by a white male colleague. Even when they hold executive titles, Black women leaders and women of color are frequently left out of informal decision-making spaces.
Without genuine influence, their presence remains symbolic. A title without power does little to change organizational culture. Organizations must work hard to bridge this gap. They need to value the contributions of Black women leaders and women of color and dismantle systemic bias.
The Emotional Tax of Being “The Only”
Many Black women leaders and women of color find themselves as “the only” in their workplace. They may be the only Black person, the only woman, or the only Black woman in the room. This isolation comes at a high emotional cost.
The burden appears in several forms:
- Hypervisibility: Constant scrutiny and higher expectations.
- Invisibility: Contributions and ideas are often overlooked.
- Isolation: A lack of peers who share similar lived experiences.
- Pressure to Represent: The weight of representing an entire community.
This emotional tax drains energy. It affects mental health and leads to burnout. Organizations must create truly inclusive spaces where Black women leaders and women of color can lead without carrying this extra burden.
The Mentorship and Sponsorship Gap
Mentorship is a critical tool for career advancement. Yet, many Black women leaders and women of color struggle to find mentors who understand their unique experiences. Sponsorship is even more vital. Unlike mentorship, sponsorship actively advocates for you in rooms where you are absent.
My research shows that while Black women leaders and women of color may have mentors, they rarely receive the kind of intentional sponsorship that propels career growth (Ibarra et al., 2010; Holder et al., 2015). Without sponsors, the path to executive leadership remains blocked for many.
Organizations must design formal mentorship and sponsorship programs. These programs should match Black women with leaders who will not only advise but also actively promote their careers. This support is essential to overcome isolation and break through systemic barriers.
The Unseen Burden of DEI Work
Black women leaders and women of color are often asked to lead DEI initiatives without adequate recognition or compensation. This is unpaid emotional labor that adds to an already heavy workload.
DEI work should be a shared responsibility among all leaders. It should not fall solely on marginalized individuals. Companies must value and reward contributions to DEI. Only then can burnout be prevented, and true equity achieved.
Dissertation Insights on Intersectionality and Leadership
My dissertation research has revealed that the experience of Black women in leadership is complex and multifaceted. Consider these key findings:
- Concrete Ceiling: African American/Black women face a “concrete ceiling” that is more rigid than the traditional glass ceiling. This barrier stems from the cumulative impact of racial and gender biases. Kelly Bell (2015) notes that if the secrets to success were transparent, many more Black women could advance.
- Dual Bias: Beckwith et al. (2016) report that Black women face both racial and gender discrimination. White women may only encounter gender bias. This dual bias compounds the challenges for Black women, making their journey significantly tougher.
- Digital Tools and Networking: Ayman and Korabik (2010) highlight that traditional transformational leadership practices often fail in male-dominated environments. In contrast, digital tools for networking and professional development have proven effective for women of color. Black women who leverage these tools experience higher career advancement rates (Holder et al., 2015).
- Systemic Policies and Tokenism: Organizations with robust diversity policies report better satisfaction and retention among women of color. However, without sustained advocacy, these policies lead to tokenism. Schwanke (2013) defines tokenism as when Black women are merely symbolic gestures of diversity rather than fully empowered leaders.
These insights emphasize that systemic change is needed. Without addressing these dual biases and structural barriers, representation will remain superficial.
Actionable Strategies to Break the Double Bind
For real change, organizations must move beyond symbolic inclusion. Here are five strategies to dismantle barriers for Black women leaders and women of color in leadership:
- Address Implicit Bias:
- Implement ongoing bias training.
- Hold leaders accountable for inclusive practices.
- Amplify Black Women’s Voices:
- Give immediate credit for ideas.
- Ensure Black women are heard in every discussion.
- Create Mentorship and Sponsorship Programs:
- Establish formal programs to connect Black women with influential mentors and sponsors.
- Provide resources like professional counseling and executive coaching as supportive tools.
- Compensate DEI Work:
- Recognize and reward efforts that advance equity.
- Share DEI responsibilities across all leaders.
- Foster Inclusive Cultures:
- Build environments where every employee feels seen, heard, and valued.
- Implement clear policies to address microaggressions and systemic bias.
A Call to Action: From Representation to Power
Representation is a crucial first step. But it is not the final goal. Black women leaders and women of color in leadership deserve more than a seat at the table—they deserve the power to shape it. Real leadership means having decision-making authority and the influence to drive change.
I challenge you:
What steps will you take to ensure that Black women leaders and women of color in leadership are not just present—but powerful?
In Part 2, we will dive into practical steps to bridge the power gap. We will explore allyship, policy reforms, and methods to amplify Black women’s voices.
Let’s move beyond simple visibility. Together, we must build the power to shape our own futures.
Join the Conversation
What are your thoughts on the unique barriers Black women face as leaders? How have you navigated the double bind in your career? Share your experiences and insights in The Leading Lady Collective on Facebook. Your voice matters, and together we can turn representation into true empowerment.
Suggested Reading
For more insights on leadership and continuous personal growth, explore these related posts:
Balancing the Mental Load: Prioritizing Mental Health in Feminine Leadership
From Representation to Power: Moving Beyond a Seat at the Table
From Representation to Power—Turning Visibility into Lasting Impact
Sneak Peek for Next Post
The Double Bind: Navigating Race and Gender in the Workplace – Part 2: How Can Black Women Overcome Gendered Racism to Succeed in Leadership?
On Friday, we continue our series by exploring how Black women can overcome the pervasive effects of gendered racism. We will discuss actionable strategies, effective allyship, and systemic changes. These will empower Black women to not only break through barriers, but also thrive in leadership roles. Stay tuned for insights that will help transform challenges into opportunities for real, lasting success.