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ngwcc · 1 month

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Navigating Entrepreneurship: Setting Your Table"

Navigating Our Journeys Session: WS 4-A “Navigating Entrepreneurship: Setting Your Table” Friday, March 22, 2024 3:05 pm – 4:30 pm EST Dr. Nakieta Lankster Join Dr. Nakieta Lankster for a workshop titled “Navigating Entrepreneurship: Setting Your Table.” Description This workshop will focus on becoming entrepreneurs, creating businesses, opportunities, business planning, incorporating…

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coochiequeens · 5 months

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This is why accurate information about sex and race is important. A study just gave a name to another way businesses pass over women for promotions and how women of color are impacted at greater rates.

Forget The Glass Ceiling, 'The Broken Rung' Is Why Women Are Denied Promotions

A new study finds Black women and Latinas in particular are the least likely to get that first promotion — and it’s not because they’re not asking for it.

by Monica Torres

Getting your first promotion into management is a huge achievement in your career. But a new study from consulting firm McKinsey & Co. and nonprofit Lean In shows it’s an opportunity that is not equally afforded to everyone.

According to the study, which used pipeline data from 276 companies in the private, public and social sectors, women ― and women of color, in particular ― are the least likely demographic to get promoted from entry-level to first-time manager.

For every 100 men promoted from entry-level contributor to manager in the survey, only 87 women got promoted. And this gap gets wider for women of color: This year, while 91 white women were promoted to manager for every 100 men, only 89 Asian women, 76 Latinas and 54 Black women would get that same opportunity.

“As a result of this broken rung, women fall behind and can’t catch up,” the study states.

It’s not because those women were not asking for it ― the study found that the women were asking for promotions at the same rate as their male peers. And it’s not because these women did not stick around long enough to be considered for the job ― the study found that they were no more likely to leave their company than their male peers.

The main culprit to this “broken rung” in the career ladder? It’s what known as a “performance bias.”

Why women deal with the “broken rung” phenomenon.

Under a performance bias, men get promoted more because of their future potential, while women get judged on their past accomplishments and have their leadership potential doubted.

“Because women early in their careers have shorter track records and similar work experiences relative to their men peers, performance bias can especially disadvantage them at the first promotion to manager,” according to the study.

This research aligns with the “prove-it-again bias” studies have found women face throughout their career: where they do more work in order to be seen as equally competent to their male peers.

As for why it’s hardest for women of color to make that first leap into management? Workplace consultant Minda Harts, author of “The Memo: What Women of Color Need to Know to Secure a Seat at the Table,” said it’s because systemic biases and stereotypes cause women of color to be less trusted for the job.

“This lack of trust can manifest in several ways, such as doubts about competence, commitment or ‘fit’ within a leadership role,” Harts told HuffPost. “When senior leadership is predominantly male and white, an unconscious bias might lead them to trust individuals who mirror their own experiences or backgrounds ... As a result, women of color may be disproportionately overlooked for promotions.”

The McKinsey study found that women of color surveyed this year were even less likely to become first-time managers in 2023 than they were in 2022.

Feminist career coach Cynthia Pong told HuffPost it’s because in tough financial times, companies often operate under a scarcity mindset and might see women of color as a bigger “risk” to promote when they are underrepresented in leadership.

“We just had to go through layoffs, and we only have three [manager roles]. You can easily see how in times like that, it would just end up replicating these systems where we only trust and only give the benefit of the doubt to certain folks,” Pong said. “And it’s not going to be women of color.”

That sends a dispiriting message to people who watch their peers advance while they get told they are still not ready.

“It’s even more frustrating and infuriating ... when you see that there is a pathway for others, but not for you. Because the injustice of it makes your blood boil,” Pong said.

This should not be on women and women of color to fix. Employers should proactively take steps to make a clear promotion path for all.

There is a lot of talk about the “glass ceiling” and the barrier women face that prevents them from becoming executives at the top. But this study illustrates that there is a more fundamental problem happening to women early in their career: the systemic bias that prevents women from being seen as a leader who can manage other people.

“Our success must be something other than a solo sport,” Harts said. “We can’t promote and advance ourselves.”

For companies to be part of the solution, employers should be more transparent about how managerial promotions happen.

“Trust is enhanced when employees understand what is expected of them and what they can expect from their leaders,” Harts said. “This transparency can help mitigate unconscious biases or misconceptions about capabilities or trustworthiness.”

To break down stereotypes and build trust between employees of color and leadership, Harts also recommended companies to implement programs where women of color are paired with sponsors in senior roles.

What you can do about this as an employee.

If you keep being told vague “no’s” after every promotion request, start asking more questions about what your peers are doing that you are not.

“They’re not going to admit to having a systemic problem. They’re going to say, ‘We just don’t have it in the budget,’” said Elaine Lou Cartas, a business and career coach for women of color.

“I’ve seen people that got promoted to this where they are also doing the same amount as I was, but I was doing A, B and C. Help me understand,” is the kind of assertive framing you can use to ask more questions, Cartas said.

And if you find the goalpost of promotion metrics keeps moving after your conversation with your manager, that might be the time to start job hunting.

“Once you already have that conversation, and nothing’s being done, or at least there’s no steps or actions for it to be done in the future, that’s when [you] could start looking,” Cartas said.

Ultimately, one missed promotion may not seem like a huge setback, but it adds up over time with lost wages and earning potential, Pong said.

“And then that also ripples out generationally to all the families and family units that each woman of color is supporting, and then those to come,” she said. “So it seems like it might be like no big deal to have this person promoted one or two years later. But ... these things really snowball.”

#Glass ceiling #Broken rung #Women in the workplace #Women of color in the workplace #For every 100 men promoted only 89 Asian women 76 Latinas and 54 Black women would get that same opportunity #Prove it again bias #The Memo: What Women of Color Need to Know to Secure a Seat at the Table #Minda Hart's

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spaceshipkat · 1 month

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it's very frustrating to talk to someone who claims to know a lot about economics yet still argues that women are paid equally to men. for example, in talking about how much rebecca ferguson got paid ($500,000) vs dave bautista ($2million) in dune part 1, this person--who has only seen the first dune once--argued that it made sense dave bautista got paid more because he has a more unique physical appearance than rebecca ferguson, as if his screentime isn't minuscule compared to hers. when i pointed out that physical appearances shouldn't be how you judge how much someone gets paid (especially when that someone is one of the fucking mains of the entire movie--lady jessica is a main character, especially compared to rabban), this person said "well there must be more to it then" and i said "YES? obviously? women get paid less for more work! this is not a new phenomenon" and this person just replied "well that's bad economics" as if it's the fault of the person reporting this

#please note #this person continues to argue that sexism in the workplace doesn't exist #and that if a white person can't for instance sell a book #they should 'identify as Black'#and no amount of me saying 'white people get paid more on the whole than POC in publishing'#ever convinces them. it drives me fucking batty.#(they also think women get published more and easier than men)#this person's ideologies confound tbh

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kouhaiofcolor · 2 months

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Something I found interesting someone spoke on in YouTube comments regarding the socioeconomic disadvantages Black People (Black Women most prevalently, but Black People at large) deal with navigating unemployment, working in education and real estate because of white women.

Though we already know this, the ways in which white people have a strong, biased history of prioritizing themselves and (sabotaging/policing/socioeconomically restricting) others doesn’t only deprive, exhaust, overwork and dehumanize Black Americans; it subjects Black people from the UK to the same mistreatment and alienation, obviously. This is something white women definitely weaponize w/o consequence & at the expense of others openly as well as privately (reserving or cherry-picking whom has the right to a specific career, wealth bracket or quality of life in their own interest & at other races of women’s expense).

Seemingly — and with enough evidence to suggest the same in reality — the only women white women actually fight for or protect w/ any genuine compassion or concern, are other white women. Occupationally, socially, economically, etc. Exclusively. They don’t put in anywhere near as much work otherwise for anyone else on a considerably grand scale; Black Women least of all. This is also why I hate when they get on their soap boxes to snivel and look to be infantilized about how much “more” accountable white men are for exercises in white supremacy than they are or have ever been.

Here’s the source (short vid) if anyone wants to check it out. Side note, I am also v aware these aren’t biases that white women fortify against Black Women only. I am v much aware that they impose these kinds of obstacles on women who aren’t white on an international level and that it is a widespread issue. However, I’m looking more closely, and therefore speaking directly, to how this affects Black Women in the US & UK in particular.

Can we dish, Black Tumblr? Can I get Black Women’s opinions on this if you’re willing to discuss?

#black tumblr #black twitter #antiblackness #misogynoir #workplace discrimination #black uk #black americans #blm #black women #black girls #white feminism #performative activism #black workers matter #protect black women #protect black girls

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whimsycore · 10 months

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Affirmative Action being overturned is so funny because it’s another addition to over turning (white) women’s rights and they’re the main ones backing it because they lost to a black person. Like if their space in college went to a white man this wouldn’t be a thing

#do NAUGHT get me started on the hypocrisy of the Asian community supporting this #because I’ve had people come up to me complaining about AA not knowing I was black because they thing Muslim is a race #the two idiots who brought it to court were a white woman and an Asian man and it’s like yea #it’s absolutely tracks look at how we’re treated while in higher ed #and in the workplace #especially black women #if we’re not in a service role we’re a threat

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brownskinallure · 7 months

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Millennial BLACK Mom

As a black millennial single mom in the corporate world, I know firsthand how challenging it can be to juggle multiple responsibilities while trying to advance your career. There are times when I feel like giving up, but then I remind myself that quitting is not an option. I refuse to let societal stereotypes and expectations define me.

One of the biggest challenges I face is the lack of representation in upper management positions. It can be difficult to find role models who look like me and have similar experiences. However, this only motivates me to work harder to break barriers and pave the way for future generations.

Balancing work and family can also be a struggle. I often feel guilty for prioritizing my career over spending more time with my child, but at the same time, I know that I am setting an example for my child by being a hardworking and ambitious mom. It's important to communicate with your employer and find a work-life balance that works for both parties.

Another challenge I face is navigating through microaggressions and stereotypes in the workplace. As a black woman, I have experienced my fair share of discriminatory comments and actions. However, I refuse to let these incidents define me or allow it to affect my work performance. Despite these challenges, I am proud of my accomplishments as a black millennial single mom in the corporate world.

I have learned to embrace my identity and use it to my advantage. I bring a unique perspective and skillset to the table, and I am determined to make a positive impact both personally and professionally.

To my fellow black millennial single moms in the corporate world, don't let anyone tell you that you can't have it all. It may be difficult at times, but with hard work, determination, and a positive attitude, you can overcome any obstacle. Keep pushing forward and know that you are not alone.

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xineohp18 · 1 year

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#black girl magic #corporate america #black women #workplace

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theblackvelvetcollective · 1 year

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Musings from the Black Velveteen: Equity, Diversity, and Inclusion *are* Important

by the Black Velveteen

Picture it. Summer of 2000. I was a young fourth grader eager and excited to travel with my parents and my baby sister to Myrtle Beach. Living in landlocked Tennessee, going to the beach was truly an adventure! “Don’t touch the jellyfish even if they’re on the sand” I remember my daddy telling me. Sure, daddy I like to look at jellyfish more anyway. Besides, I had other plans. My momma had taken my sister and I to the Dollar Tree a week prior to our trip and told us we could grab whatever beach toys we wanted. For context, my sister and I had just learned how to swim so we were more than prepared to get the toys we wanted! Now, I am a solution oriented individual. I enjoy planning things out especially if I have made up my mind about them. So, of course, I made sure my sister knew that we were going to take full advantage of our time on the sandy Myrtle beach. We grabbed every single sandcastle building tool we could find and made sure our momma knew we needed them all. Thankfully, they were a dollar so convincing our momma that we needed them all was easy. As I stood on the beach in my little one piece swimsuit next to my sister in her matching one piece swimsuit: the true work was about to begin.

My sister and I wanted to build not just any sandcastle, but the bougie version. You know: the sandcastle with a moat. If you’re unfamiliar with a moat, it is a water filled ditch that surrounds castles allowing for only one way in and one way out and that was via a draw bridge that connected the other side of the moat to the castle. I am a person who likes to work smart, not hard. So I suggested that we build our castle first, then build our moat, then fill it with water. Simple enough plan that I shared with my parents just to make sure it wouldn’t be too difficult. They said the plan was a good one and so my sister and I began to work. We built a two and a half foot sand castle with designated wings and structures that we even named after some family members. My sister dug and dug and dug the moat. I helped, but she wanted a very deep moat: I was so proud of her hard work. Now for the cherry on top: water to fill the moat.

To help you visualize: my family was positioned about 500 feet from the ocean so my sister and I had to take our pales designated for “only moat water” to the shoreline, let the waves fill the buckets to the brim, then carry the water we could back and pour it into the moat we (she) dug. So we did our first run! We were so excited we knew we’d need a couple of trips to fill our moat but that was easy. We came back to our lovely sandcastle, stood on opposite sides of the moat and began to pour. Our jubilant smiles and bouncing legs soon turned to furrowed brows of confusion and stillness of disappointment.

We watched as the water levels kept going down until our moat was dry as a bone. My sister and I looked at each other confused and ran right back to the ocean. “Maybe there just needed to be a quick wetting of the sand. This next run we’ll see the water settle and rise!” But alas, it never did. We spent well over an hour going back and forth from the ocean to our beloved sandcastle only to be further frustrated and annoyed that our moat was not coming forth. On one run we looked over and saw some other kids, close to the shoreline, had created an (average and sloppy) sandcastle equipped with a fully functioning moat. They even had a little sail boat in the moat. My sister felt jaded and I was furious. How could this be happening? We had a plan. Our parents said it was a great one! We built a sandcastle of our own design that we were proud of. So why didn’t we have our moat? My sister, exhausted from running on sand in the hot sun, gave up. I kept putting water in until it was time for us to go back to our room. I was tired, but most of all I felt defeated. Not until a decade later did I learn that my parents had a conversation between themselves that they knew we couldn’t build a moat, but by not telling us it would keep us safe and continually in their sight and they would know where we are. As an adult: it totally makes sense, but as a nine year old I couldn’t understand why my efforts were not successful.

I remember that feeling of exhaustion and defeat. Working an entire day at the beach and finding out later my efforts were futile and in vain; also that my parents had withheld information from my sister and myself, albeit for our safety, but it kept us from reaching our goal of building a sandcastle that was for us, by us. This familiar feeling arose within me again as I continue to trudge through demanding equity, diversity, and inclusion at my workplace. By attending the Strategies to Build Diversity, Equity, and Inclusion: Leadership and Policies webinar, I learned why DEI work is so important and that in order for it to truly function within an organization, empowerment and trust are key. Those in power must be willing to share that power. Management cannot simply say that they are doing “good race equity work” when internally there is a lack of trust and no indication that equity, diversity, and inclusion are prioritized. When Black women, femmes, and gems are verbally berated in the office over a simple task and there is absolutely no accountability or consequences for the harm caused: then there is no trust. When women of color have to be put through a test just for their white supervisor to trust them because they didn’t trust the last employee in that position, shows that there is no competency on how imbalanced power dynamics can be harmful. When white women in power are allowed to be bigoted and the president of the organization is complicit in that behavior, that does not show a commitment to protecting those most marginalized in the workplace. It shows that power is settled at the top and those at the top are comfortable with keeping and protecting that power, rather than sharing.

By constantly working marginalized workers under stressful conditions of white supremacy, white feminism, bigotry, and classism: the moat is kept from being filled. However, if those in power were willing to share their power (or the marginalized seize the power, whichever comes first), a restructuring that is beneficial for all starts to occur. Systems of accountability that actually include consequences, starts to build trust between the marginalized and those with power. The empowerment to make decisions increases support and bolsters the community building that starts within an organization. By dismantling the hierarchical structure that marginalizes and harms BIPOC, we see an organization that can prosper. So, when building a sandcastle with a moat, try to find a compromise that shares power with the powerless and emboldens those who are committed to put forth their best effort. Move closer to the sea so you can fill your moat.

#nonprofits #culture #sociology #black women #workplace #human resources #bipoc stories

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in-the-stacks · 1 year

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An interview with Lyzette Wanzer, author of Trauma, Tresses, and Truth, the MyLibrarian book club pick for March 2023.

Join the MyLibrarian Book Club.

Purchase this book on Bookshop here.

Watch the Full Interview: http://www.inthestacks.tv/2023/04/trauma-tresses-and-truth

#nonfiction #hair #black women #African American women #prejudice #discrimination #culture #workplace #Books #Librarians #Reading #AmReading #MyLibrarian #Guest Librarian #In the Stacks #video book reviews #Librarian Book Reviews

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ngwcc · 1 month

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Navigating Girlhood to Womanhood

Navigating Our Journeys PRES 4-A. “Navigating Girlhood to Womanhood” Friday, March 22, 2024 12:00 pm – 1:00 pm EST Dr. Menah Pratt Join Dr. Menah Pratt, Vice President for Strategic Affairs and Diversity and Professor of Education at Virginia Tech for a presentation titled “Navigating Girlhood to Womanhood.” Dr. Pratt is also the author of the soon to be released book titled Blackwildgirl:…

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catch57 · 2 years

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if i wrote the constitution i simply would have written it better

#tbh going in circles. the infographics r good but only abt 30% of USrs r actually 'pro lifers' so the problem isnt informing ppl- its the #whole system... manufactured outrage abt the 'leaker' dominating half the coverage then idiocy abt how mad the democrats r when they r the #ones who keep respecting 'right to be pro-life' in democratic circles #makes me soo crazzzyy...#then i log on here & we are arguing abt the nonissue of who it impacts more. yes it hurts everyone &#yes it does actually impact black women & poor ppl disproportionately! scream #these coexist and our language abt abortion politics is not the main issue at hand #i love tmblr but it still has hurt the way some of u approach politics bc the rfm arguments have been so prevalent on this platform #i takes one click to see if something ur reblogging has originated out of rfm circles #+since we r going into it i need death 2 all celeb news idgaf abt jd or ah. they r both abusive liars. stop defending either one pleaase #parle #get organized in real stuff. get involved in ur workplace and talk to real ppl abt their opinions & then u cause real change #DL

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makingcontact · 27 days

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7 Shows to Listen to this Women’s History Month

We’re knee deep in Women’s History Month and and Making Contact we’re celebrating the best way we know how: highlighting the stories of women making change and fighting for a better future for ourselves and all those around us along the way. Check out these stories from Making Contact featuring the often untold stories impacting women everyday: 1.Don’t Let Them See You Bleed: PERIOD From period…

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sugarfatale · 6 months

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youtube

I’m glad this issue is being televised. I hope the man that assaulted her dies a painful death 😁

#black women #black teachers #black educators #black community #black people #black #black culture #black girls #protect black women #protect black girls #chinese community #assault #justice #abuse #workplace violence #racism #Youtube

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vanekamilespr · 1 year

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New Release: Crushed Velvet & Cashmere by K.L. Hall

“They call me Kas,” he whispered in my ear. I clenched my thighs. He smelled of warm vanilla and musk with a hint of marijuana. From his enigmatic eyes to the neck tattoo that extended past the crisp fold of his collared shirt, he screamed danger. And without the resolve to fight against the pressure to mix business with pleasure, I slipped right underneath his thumb and into his dark…

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#African American Romance #arranged marriage #Black Romance #Family Drama #Forbidden Love #Kindle Unlimited #Romance #Strangers To Lovers #Urban Romance #Women&039;s Fiction #Workplace Romance

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