Monday 3 July 2023
While this is a great graphic for depicting the different obstacles that #BlackWomen face in society, including when they seek #boardroom and senior #leadership positions, the obstacles Black women face are largely invisible and can’t be seen by many who erect or reinforce these systemic barriers. What is visible in the image is often invisible in our society, including our boardrooms:
👉🏾 Assumptions and biases about Black women’s qualifications and experiences – although Black women #leaders are qualified for board and leadership roles, research from McKinsey shows that Black women leaders are more likely to have colleagues question their competence and that they are more likely to be undermined at work (source in comments).
👉🏾 Black women face myriad of microaggressions in the boardroom: from the way they dress and style their hair to the way in which they speak, including their tone. Black women have to grapple with not appearing too angry while also being told they are very articulate.
👉🏾 Lack of access to networks: many boards recruit from their own networks from which Black women leaders are often absent. Black women also lack access to sponsors to help propel their careers in the boardroom.
These obstacles make it difficult for Black women to be recruited to board and senior leadership positions and to RETAIN these positions. These experiences have significant impacts on their mental health and well-being, and their ability to experience psychological safety, inclusion and belonging.
Organizations, including boards and senior leaders, can take steps to mitigate, prevent and remove these invisible barriers Black women face:
✅ While organizations should review #SuccessionPlanning and #recruitment of board members and senior leaders, they should focus their efforts on the #retention of Black women leaders. This often requires identifying the systemic barriers that exist within the boardroom that limit the ability for Black women leaders to thrive.
✅ To diversify a board’s pool of candidates, recruit from #networks of Black women leaders. But first develop relationships and build trust with these networks.
✅ Value the expertise and lived experience of Black women leaders: organizations may have one or a few Black women board members or senior leaders. Support them to bring their full selves to the boardroom by listening to their perspectives and using their advice to inform decision-making, even when they may challenge traditional boardroom ideas and practices.
***********************************************************************************************8**
Equity and Diversity Advisor, Mante Molepo has been recognized by United Way East Ontario with a Community Builder Award. This annual award recognizes the everyday heroes who work tirelessly and collaboratively to make our communities better for everyone.
We are very blessed to have Mante Molepo in our OCSB family. Her dedication to equity and inclusion is evident and its impact on strengthening our community has been invaluable. Here are a few highlights that demonstrate the positive impact Mante has on our local and global community:
- In 2009, Mante founded Ottawa Young Black Professionals—organizing networking events and mentoring opportunities.
- In 2016 she founded Parents for Diversity, an organization that advises school boards on human rights, equity, diversity and inclusion in education.
- Mante sits on the Board of Directors for the Parkade Food Centre where she advises the Centre on equitable and inclusive ways to provide food-insecure people with healthy and sustainable food.
- Mante has served on Amnesty International Canada’s Board of Directors since 2019. As part of the Gender and Diversity Action Plan Working Group and the Strategic Planning Committee, she advances equity, diversity and inclusion at Amnesty International—but also in the broader community.