Myra McNair LMFT’s Post

6 harsh realities of being the only Black woman in the team… 1. Battling the stereotypes of the angry or aggressive Black woman. 2. Difficulty visualising a higher career path due to lack of representation. 3. Feelings of isolation because no one truly understands your experience. 4. Often feeling like you're under a microscope and needing to perform perfectly. 5. Having to deal with the paradox of hypervisibility and invisibility at the same time. 6. Facing defensiveness or dismissal when speaking up about racism in the workplace. The intersection of race and gender mean that Black women are facing unique complexities and challenges every day. So how can organisations support Black women in the workplace? 1. Address systemic and institutional racism by actively working to identify and eliminate biases in policies, practices, and cultures. 2. Colleagues and leaders need to actively listen and educate themselves about the experiences of Black women without placing the burden of explanation on them. 3. Hold leaders accountable for creating and maintaining an inclusive culture through measurable goals and regular reporting. 4. Establishing strong sponsorship programs which actually help Black women navigate their careers and feel supported. 5. Create safe and supportive environments where Black women can share their experiences and challenges without fear of retribution are crucial. Listen...Black women are over tired and misogynoir is real! It’s time to move beyond words and take meaningful action to ensure a truly inclusive workplace. A place where Black women feel valued, supported, safe and empowered to succeed. And represented across ALL levels of the organisation So that being the only one becomes a thing of the past. Nic ✌🏾 #blacklivesmatter #blackwomenmatter #timeforaction ✨✨✨✨✨✨✨✨✨✨ Hi, I’m Nicola & I help ambitious introverted Black women become confident badass managers who lead their teams with ease✨💪🏾 💃🏾 DM me to talk about difficult teams, protecting your peace & anything Managing-While-Black related.🗓 2 Spaces are available for 1:1 coaching starting in July.

Powerful, especially on Juneteenth!

Another confirmation that my research is timely and looking forward to starting my interviews!

Powerful insight and practical advice - thank you!

In their recent piece for HBR, Agatha Agbanobi and Viva Asmelash outline the psychological and emotional duress that Black women and gender-expansive Black professional place in the workplace. They highlight research showing that inclusion, connection, and trust are less frequent among Black women employees and that Black women are more likely to experience microaggressions, less likely to feel emotionally safe at work, and much less likely to receive actionable feedback in comparison with employees from other backgrounds. They go on to share a large number of strategies that both organizations and individuals can adopt to increase psychological safety for Black women in the workplace. The full set of strategies is well worth the read; a few that stand out to me: 💡Focus on changing systems, not people. 💡Audit and truly adhere to trauma-informed HR policies. 💡 Level up coaching, 360s, and performance feedback to surface potential biases. 💡Learn to spot and respond to microaggressions as they're happening. 💡 Leverage your privilege by actively amplifying the contributions of Black women, especially when something they've said goes unaddressed or uncredited. Creating psychologically safe work environments where Black women can thrive benefits not only Black women, but all of us. #PsychologicalSafety #BlackWomen #BlackMentalHealth #OrganizationalCulture

What does a supportive environment look like for Black professionals? It starts with acknowledging that although there are more conversations around racism and anti-racism, the effects still impact Black employees in the workplace. 💼 From inequities in opportunity and pay, to the "emotional tax" we discussed last week, Black professionals need employers and organizations that are willing to listen to their unique needs and engage in initiatives that better the work environment for everyone. 🙌 Here are some insights and suggestions to think about when fostering a more supportive environment for Black professionals: ⬇️ - Let go of the ‘colorblind’ myth - Hire equity-minded Black professionals for leadership positions - Respect and value Black professionals across the board - Extend anti-racist values to your partnerships and affiliations - Find the gaps within your organization and take action While these tips can help transform the workspace into a more inclusive and equitable place, it only scratches the surface. Dive deeper into this topic at our February 6 webinar "Reflections on Racism and Transforming the Black Employee Experience" at 12 pm EST. Register for free today at https://hubs.li/Q02ht_lC0! 🔗✨ While you're there, you can also read the full blog post "Creating a More Supportive Environment for Black Professionals" at https://hubs.li/Q02htPPw0. 💡 [Alt Description is located in the comments.] #Webinar #Webinars #BlackProfessionals #Inequity #Racism #AntiRacism #Inclusivity #Inclusion #InclusiveWorkplaces #WorkplaceInclusion #WorkplaceEquality #DEI #SGO #WorkplaceEquity #DiversityandInclusion #DiversityEquityInclusion #SheGeeksOut

Check yourself. Unconscious biases may further perpetuate the angry black woman stereotype at work. Diversity and inclusion training should focus on these unchecked beliefs and views that each employee holds about other groups. Employees should be given the opportunity to listen to black women’s experiences and stories. Employees should also be encouraged to amplify the voices of black women and women of color, especially during board room discussions and meetings. When was the last time you supported a black woman at work? What formal or informal mentorship opportunities does your company offer? What are the ways that you could utilize your knowledge and expertise to uplift a black woman are your company? These are all important questions that each employee should ask themselves. It is imperative to speak up when you witness the label being applied to black women. Whether it is you who is being labeled or another employee who this stereotype is being applied to, it is critical to speak up and speak out. When stereotyping goes unchecked, this gives employees the perception that this behavior is acceptable. It might even be something as seemingly benign as a coworker commenting on Michelle Obama’s demeanor or giving an opinion on Serena Williams’ approach. Any employee who is complicit when witnessing stereotypes being perpetuated is contributing to the larger problem. The responsibility of deconstructing racism and sexism belongs to each employee. Using your voice to amplify the voices of black women, learning more about how you could be contributing to the problem, and speaking out against labeling and stereotyping are all methods that employees can utilize to foster a more inclusive workplace.

Attracting and retaining Black talent isn't just about ticking boxes. It's about creating a vibrant organizational culture that embraces collaboration and open discussions on race. Whether it's sharing experiences, discussing challenges, or celebrating milestones, it's important to create a safe space for racially diverse employees. #RacialDiversity #DiversityMatters #InclusiveWorkplaces https://hubs.la/Q028Vq2s0

A few weeks ago, I posted and stated, "Being a Black woman in corporate America is exhausting," and I thought most people don't care, but for those that do, what does that mean? What does that look like, and what does that feel like? It's certainly NOT my job, or any Black woman's job, to educate anyone or share their experience. I want to give a few examples. You are constantly asked, "What do you think?" on the back end, however, never being given a seat at the table. Being told they are "irritated, agitated, etc." aka angry Black women when they are being abused, mistreated, and discriminated against. Constantly Being advised how to speak and word something because you do not communicate like the predominately White staff. Stressing over an email and rewriting it multiple times, losing efficiency because many Black women are not given the benefit of making a mistake, being direct, etc. Sharing your perspective in a meeting, only to have it disregarded and someone says the same thing and be praised for their viewpoint. Bias and systemic racism are embedded into everything we touch in Corporate America. If you're not actively championing to dismantle the system or call out this behavior, you are doing HARM. Black women, I see you. I am You. You're ENOUGH. You do not need to change. You don't need to speak more eloquently. Your disposition, demeanor, and personality are magical. It's exhausting, demoralizing, and painful. Many Black women cannot just leave their abuser because they have to survive. Many cannot publicly discuss their experiences, so they sit in shame and think they are the only ones when bias and racism are the issue. I wish I had an answer. I wish I had something more comforting than, " I see you," but know you're not alone. #blackwomenlead #hrcommunity #leadershipmatters #leadership #humanresources #diversityequityinclusion #recruitment #emergingtalent #business #managementconsulting

Up next in my string of posts about Black women in the workplace is this article from Harvard Business Review. I want to shout from the rooftops, but I don't want to be taken for angry (haha!) I currently work in a School of Public Health. My graduate work is in education, but as I learn about public health, I have found PH principles applicable in so many circumstances. This is yet another circumstance where it applies. Knowing what we know about Black women and health, Black women and stress, Black women and career progression, Black women and ..., what organizational steps and structural approaches do we take to addressing Black women in the workplace? That is a real question and I would appreciate hearing real answers. I would also really hope that the answers are suitably structural in nature and don't head downstream to miss the opportunity for institution, organization or department level change.