Black women have been marginalized in business, social, and political leadership for a significant amount of time (Smith, Watkins, Ladge, & Carlton, 2019). Black women are often unable to hold leadership positions in their own communities. A variety of factors, such as limited chances to work in the private sector or in education, make it difficult for black women to get involved in leadership and management. Racial profiling is one of the factors that can impact your ascent to leadership roles (Newman, 202). Black women are denied leadership roles due to a lack of opportunity and diversity in the workplace, resulting in marginalization and inequity (Cook & Glass, 2016).
The trauma of racial discrimination and profiling has had a significant impact on black women’s self confidence and ability to take part in leadership forums. According to a 2016 survey by Cook & Glass, just 16% of business CEOs are women. A majority of Americans were made up of females, and 6% of them were African-American. Haynes, Croom and Patton (2017) stated that racial profiling in promotion can limit the numbers of black women who hold corporate leadership positions. According to him, more than 36% of American black students experienced discrimination and racial profile in their jobs. The ratio of females exposed was double that of men. This discrimination is also prevalent in workplace leadership positions. Patton, Croom, and Haynes opined that three out of every five black women aspiring for leadership roles in corporations are likely to be overlooked on account of their skin color (Patton, Croom, & Haynes, 2017). This might lead black women to feel like they are part of an inferior group that limits their potential to succeed in leadership roles.
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