Project W: The Invisible Struggle for Black Women | Davis Wright Tremaine LLP

In 2021, I wrote an article for Project W titled Advancing the Ball, where I described the challenges of being a woman in predominantly male industries. What I did not talk about, however, was the specific experiences of being a Black woman in these spaces.

I want to talk about those experiences here – the invisible struggle that impacts the safety of Black woman in nearly every industry.

Black women often do not feel safe in the workplace. In part, this stems from the assumptions that Black women are superheroes and do not need the care, concern, and respect that others need. This perception of a lack of safety can start when you walk into a workplace and are questioned on if you are in the right place; or being told to quiet down and keep your tone in check; or deflecting microaggressions and bullying, impacting your mental health and stress and resulting in potentially horrendous outcomes.

The concept of “Black Girl Magic” contributes to the notion that Black women are superheroes. Although the intent of this movement was to empower and celebrate the uniqueness of Black women, the perception has also put Black women at greater risk of anxiety and depression, conditions that are more chronic and intense in Black women than in others. Mental health advocate and Academy Award winning actress Taraji P. Henson said, “people expect Black women to be strong. We’re invincible. We’re magical, majestic, something other . . . Why can’t we just be human?” Even the most successful Black women are stereotyped as unfazed and unshakable, when research suggests otherwise. This misperception can impact how Black women feel safe in the workplace and their ability to grow professionally.

Black women also face unwarranted perceptions of being unqualified or in some way having “cheated” their way to their position. This viewpoint assumes that it is impossible for a Black woman to be as qualified as other candidates and that they must have fooled someone to secure their position.

Most of us have heard the trope of the “angry Black woman.” The Harvard Business Review article, The “Angry Black Woman” Stereotype at Work, outlines this pervasive stereotype which “characterizes Black women as more hostile, aggressive, overbearing, illogical, ill-tempered and bitter.” These stereotypes follow Black women into the workplace and result in retaliation or the notion of being a “threat.”

Dr. Kecia Thomas co-authored a discussion on the Pet to Threat phenomenon, which describes Black women entering a workforce and being very likable at first. Over time, however, that perception changes, and Black women transform into a threat. This is something I have experienced firsthand – starting as the crown jewel, being called on as an expert, being relied on to finish deals or to bring in new business. And then, out of nowhere, the tide shifts and usually with no explanation.

Black women are generally blindsided by this shift and usually confused when aspects of their personalities that were revered and unique to start suddenly shift into traits “that need improvement” during a performance review cycle. Once that shift happens, it can be hard for Black women to recover and feel valued again where they work. Frequently, this discomfort results in departure with no real opportunity to explain or redeem themselves. 

When the narrative around a Black woman shifts, a potential antidote to that perception is an endorsement from an influential leader. Black women in the workplace often lack this kind of sponsorship, and Black women in leadership can be stifled in their growth due to this lack of support.

I have been incredibly lucky to have support from influential leaders. One instance stands out in my mind as a pivotal moment in my young career. I was learning the ropes at my new job and was considered one of the top performers. I ran into an incredibly difficult client issue and did not have sufficient experience to complete it successfully. I recall feeling terrified that this one mistake would follow me forever, and that I would go from pet to threat, risking a lucrative client relationship, in one fell swoop.

I hesitated to escalate the issue to a director at the company but was left with no choice when the situation became unmanageable. I put all my trust in this person to go to her colleagues and advocate for me and the good work I had done. And she did. She advocated for me in the private rooms where directors and leaders met to discuss personnel. She told me what she said to her colleagues, some of the concerns the group had, and ways I could improve next time. That support and sponsorship taught me a lot about effective leadership and the importance of people having your back when things get tough.

The journey of a Black woman in the workplace can be challenging. Concerns over safety, perception in the workplace, and the lack of sponsorship are pervasive aspects of the workplace experience, all of which can leave Black women feeling invisible. If left untouched, the number of Black women in leadership and beyond will continue to decline. It is incumbent on everyone to account for these experiences and create an equitable and safe environment for everyone to succeed.

And some final thoughts to anyone reading this, especially those in positions of power and influence: Protect Black women. Believe Black women. Do better for Black women.