Effective leadership is essential in the workplace. Research has demonstrated that Black women need the same skills as non-minority directors to succeed. However, there are additional abilities they might require, like the ability to identify their biases and avoid justifying them. They also may need to learn to decrease self-stigma to help overcome stereotypical views and navigate in predominantly white settings. J. Acker, 2009. Many fields attempted to capture the complex nature of Black femininity. This has been attempted under a coherent framework that describes Black women’s roles and responsibilities, as well as their experiences with intersectional oppression (Smith et. al., 2019,). It has led to a variety of distinctive, but overlapping, structures (e.g. Mammy. Jezebel. Sapphire. Superwoman Schema. and Strong Black Woman). [SBW] Schema). To achieve the same professional gains as their European American colleagues, black women must overcome a number of challenges (Exkano, 2013; Khosrovani & Ward, 2011). Khosrovani (2011) and Ward (2011) explored the problems Black women still face in attempting to progress their careers within organizations that are dominated by European Americans. Participants of African descent stated that inadequate training, a lack of mentorships, and the absence of promotions contributed to the unequal distribution of possibilities within their business (Khosrovani & Ward, 2011). Cortina (Kabat-Farr), Leskinens, Huerta and Magley (2013) spoke about contemporary prejudice in workplaces, which was once a hotbed of racism and sexism. Cortina et al. Psychologists have recognized that discrimination on the basis of race or gender is still a problem.
Description of Problem
A variety of conditions, including limited chances to work in the private sector and difficulty obtaining an education, make it difficult for black women to get involved in leadership and management. Racial profiling and other factors can have a negative impact on ascent to leadership posts (Newman 2021).
Cook and Glass (2016) found that only 16% of American business sector executives were women and that only 6% were Black women. In the United States, over 36 percent of Black students were exposed to discrimination or racial profilers in their jobs. This discrimination is also prevalent in workplace leadership positions. Haynes, Croom and Patton hypothesized three-fifths of all Black women who are interested in leadership positions within corporations might be ignored because of their skin colour. Black women may feel excluded from leadership opportunities, and this could hinder their potential to be successful.
Black Women’s Representation
Black women are often at the intersection of racism and sexism, which can lead to them facing obstacles in their career advancement or leadership development. (Reynolds Thomas Harrison, Harrison 2008). Many microaggressions of Black women who are in leadership roles stem from stereotyped views of Black women. These stories show how Black women, including those who are in leadership roles, suffer prejudice and lack of support.
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