Part 1: Why Is Representation Alone Not Enough for Black Women Leaders?
What happens when a seat at the table isn’t enough to create real change?
Many African American/Black women leaders and women of color in leadership ask this question. They work hard to break barriers and reach executive spaces. Seeing someone who looks like you in leadership matters. But representation alone is not enough.
True influence requires decision-making power. Without it, African American/Black women leaders and women of color in leadership struggle to shape policies, culture, and strategy. This two-part series explores why visibility is not enough. It also offers ways to claim power and create lasting change.
My dissertation, “Mitigating Race and Gender: A Phenomenological Exploration of Leadership Success for African American/Black Women,” unpacks these challenges. We’ll explore how race and gender impact leadership.
The Illusion of Inclusion: When a Seat at the Table Is Just a Chair
Representation matters, but without real power, it is meaningless. Many women of color in leadership secure a seat at the table, yet they struggle to gain influence. They are present in leadership but often unheard, undervalued, or undermined. This creates frustration. They are visible but lack influence. They work twice as hard to prove their worth. Yet, their ideas are often ignored or dismissed.
Unfortunately, when women of color reach executive levels, they may not receive the same acceptance. They might also not receive respect as their male counterparts or white women. This is largely due to tokenism.
Tokenism reduces women of color in leadership to symbolic gestures of an organization’s commitment to diversity. They are not seen as valued decision-makers. Instead, they are often used to showcase a company’s supposed progress toward equality (Schwanke, 2013). The presence of a few minority women in leadership is meant to suggest fair opportunities for all. In reality, these women may hold the same titles as their executive colleagues. However, they lack the same power, authority, or respect.
In many cases, despite their leadership roles, African American/Black women face constant questioning of their competence and blatant disrespect of their authority (Holder et al., 2015). Their decisions are second-guessed. Their expertise is challenged. Their presence is treated as a diversity requirement rather than a reflection of their capabilities.
This creates an exhausting battle for legitimacy. Black women leaders must not only prove they deserve to be at the table—they must fight to stay there.
Participant 5 from my research faced this reality. As a new director, she still had to prove herself despite her qualifications. She shared:
“As an African American person, I thought, ‘We have to be 10 times better than they are with their work.’ I can’t give these individuals a reason to say this person does not belong in this position.”
Though this was unfair, she used it as motivation. Rather than becoming bitter, she worked even harder. Her diligence and work ethic were noticed by leadership, which led to her promotion to senior leadership. However, it should not take extraordinary effort for Black women to receive the same respect as their peers.
Representation without real inclusion is an illusion. A seat at the table means little if women of color are not empowered to lead, influence, and drive change. Tokenism ensures that their presence is seen—but their voices are not always heard.
To move beyond tokenism, organizations must do more than hire or promote African American/Black women. They must value their contributions, amplify their voices, and ensure they have the power to lead—not just the title.
The Double Bind of Race and Gender: Navigating the Tightrope
Women of color in leadership face a unique struggle. They battle both racial and gender biases. They must be strong but not intimidating. Assertive but not aggressive. Confident but not arrogant.
This balancing act is exhausting. The pressure to code-switch and downplay identity is constant. It is emotional labor that often goes unnoticed.
One leader’s experience highlights this struggle. Participant 4 from my research shared that her biggest challenge was the lack of advocacy and support in leadership. Though she had sponsors who helped her climb the corporate ladder, she found herself alone at the top. Support disappeared when she needed it most.
She recalled a conversation with her supervisor:
“He allowed things to happen to me. You believe Black women can take everything, but we can’t. You have to stop those attacks that are coming at us knowing that [it’s] inappropriate and it’s not acceptable. As a white male, you really have to understand the Black woman if you’re going to be managing Black women. You can’t lead a Black woman if you don’t even try to understand.”
To overcome these challenges, she took control of her own path. She spoke up for herself. She built her own support system. Like other leaders in my research, she believed African American/Black women must advocate for themselves. They cannot wait for systems to change. They must push for the change they need.
The Myth of the “Exceptional Black Woman”
Another major challenge is the “exceptional Black woman” myth. This idea suggests that successful African American/Black women are rare. It implies they are extraordinary individuals who overcame race and gender obstacles alone.
This belief is harmful. It shifts focus from systemic barriers to personal achievement. It places unrealistic pressure on African American/Black women to succeed against all odds.
African American/Black women leaders often feel they represent their entire race. Their success or failure is seen as a reflection of all African American/Black women. This burden leads to stress, isolation, and burnout.
It is important to distinguish this myth from Superwoman Syndrome. Superwoman Syndrome describes women who set impossibly high standards for themselves. They take on multiple demanding roles, often at the cost of their well-being.
African American/Black women are often expected to “do it all.” Their resilience is assumed rather than supported. This expectation makes it harder to ask for help. It also deepens the impact of race and gender biases.
Success should not be about luck or extraordinary ability. It should be about fair access to opportunities. More Black women should be in leadership without needing to be “exceptional.”
The Power Gap: When Influence Doesn’t Follow Position
Even with leadership titles, African American/Black women often lack real influence. A power gap exists between their role and their ability to make decisions.
This gap comes from bias, microaggressions, and systemic barriers. Many African American/Black women report their ideas being dismissed until a white male colleague repeats them. Their expertise is overlooked.
Without influence, their presence at the table is symbolic, not substantive. A leadership title means little if decisions are still made by others.
Moving Beyond Representation: What Does Real Power Look Like?
If representation is not enough, what is? True power for women of color in leadership means:
- Decision-Making Authority: Shaping strategies, policies, and culture.
- Resource Allocation: Access to budgets, teams, and tools to lead effectively.
- Amplified Voices: A platform where their ideas are heard and respected.
- Mentorship and Sponsorship: Support to uplift the next generation of women of color in leadership.
- Authenticity: The freedom to lead without code-switching or hiding their identity.
A Call to Action: From Visibility to Empowerment
Representation is the first step. But it cannot be the final goal. Women of color must have the power to lead and influence. Organizations must address bias, create inclusive cultures, and empower women of color to lead.
As we close Part 1, I ask: What actions can we take? How do we ensure that women of color in leadership are not just seen? How can we make sure they are also heard? Not just present but powerful?
Sneak Peek for Next Post: Friday
In Part 2, we will discuss solutions. We’ll explore how to turn visibility into real power. We’ll discuss allyship, policy changes, and strategies to turn presence into lasting impact.
Let’s do more than celebrate the presence of women of color at the table. Let’s make sure they have the power to shape the table itself.
Join the Conversation
What are your thoughts on the power gap for women of color in leadership? Share in the Facebook Community–Leading Lady Facebook Group. There, you can answer the questions in Part 1 and share your experiences in the chat. Don’t forget to explore our Archive for more empowering content!