Unique Challenges For Women Of Color In The Workplace
It’s hardly a secret that our current society favors men in the workplace. As of now, only one in five executive-level workers are female. But did you know that only four percent of those C-suite leaders are women of color? Of course, changes have been implemented, and progress has been made but… four percent? Really?
The above fact illustrates the unique challenges women of color (WOC) face in all workplaces. Discrimination, micro-aggressions, and stress can all add up to dissatisfaction, burnout, and poor health. Obviously, more work needs to be done, but for now, what about the WOC already facing these obstacles?
Some of the Unique Challenges for Women of Color in the Workplace
Before getting to the list, let’s be clear that the first step is validation. Part of what women of color face on the job is a form of gaslighting. If they point out different ways they are treated, they’re told it’s all in their head. They’re just looking for trouble. However, if they remain silent, it’s assumed that they’re happy. Either way, no one is acknowledging anything mentioned below.
Micro-Aggressions
There are far too many examples to list, but here are a few to get started:
Following up on something said above, when a WOC stands up for herself, she is deemed to be “aggressive” or even “threatening.” Meanwhile, others might be called “assertive” for setting boundaries.
Making comments about a WOC’s appearance, especially her skin or hair.
Making no effort to learn how to pronounce an unfamiliar name.
Insisting that promotions and other work perks are based solely on merit — when all evidence stands against this claim.
More than a “micro” aggression is the reality that WOCs are often paid less than others who do the same or similar work.
Dealing with micro-aggressions leaves women of color feeling drained and unhappy at work. It also puts them in the position of having to “pick their battles” so they don’t seem too “scary” or appear “difficult.”
“Representing Your Race”
Many companies see the hiring of one WOC as proof of their diversity. Not only is this not true, but it can leave that singular woman in the position of having to prove herself more than anyone else.
Inaccurate Understanding of What an “Ally” Is
Promoting allyship is a common corporate catchphrase these days, but how much effort is put into grasping what it means to be an ally? White workers may want to “show up” as an ally but not do the work and take personal or professional risks to protect the POCs in their workspace.
Code-Switching
To fit in at work, a WOC may change how she looks, speaks, and acts. What makes them unique and interesting — e.g., culture, heritage, language, cuisine, and more — is hidden from view. This is not only demoralizing; it’s also exhausting.
Speeding Up the Progress
The primary onus is on management. They must take immediate action to live up to trendy labels. This means, among other things, self-education, zero-tolerance, self-awareness, and a willingness to listen. While these steps are introduced, WOCs must lean heavily on self-care and find a therapist who understands their experiences and concerns.
Fundamental Self-Help Tips
Take care of the basics: Safeguard your sleep patterns, eating habits, and physical activity regimen.
Relaxation techniques: From meditation to yoga and beyond, stress management helps to create balance in your life.
Connect with others: It could be friends, family, or some kind of support group. The idea is to find solace amongst folks who know your struggle.
If you are a woman of color navigating a stressful or hostile work environment, therapy can help. Reach out today to get the support and care you need through therapy for black women.