As we celebrate Women’s History Month, it’s important to shine a light on the complex landscape of opportunity for Black women, particularly in corporate America and higher education. I believe it’s the perfect time to reflect on our progress but also look at what work still needs to be done.
For many of us, the current moment is filled with concern as corporate diversity, equity, and inclusion (DEI) initiatives are being scaled back or eliminated altogether. These cuts, motivated by political and societal pressures, are already showing signs of consequences for Black women, especially in terms of career advancement, leadership opportunities, and overall representation.
In recent years, corporate America made strides in improving diversity and inclusion, with companies investing in DEI programs and practices aimed at creating more equitable workplaces. In 2020, after the murder of George Floyd, companies doubled-down on their commitment to diversity initiatives. However, even within the last two years, the political landscape has shifted, and those commitments have as well. Many companies have caved in due to mounting external pressure, including political opposition to race-conscious policies. This trend is particularly evident in industries and institutions that once hyped-up strong diversity programs and publicly committed to addressing systemic inequality.
The decision to cut DEI initiatives has come at a time when businesses were beginning to see the positive effects of diversity in the workplace. Data showed that companies with diverse leadership teams outperformed their peers in terms of profitability, innovation, and employee satisfaction. These trends are under threat as businesses retreat from their diversity commitments. For Black women, this means a loss of the support systems that were beginning to address racial and gender disparities in the corporate space. We were just starting to make progress.
In corporate America, Black women have historically faced significant barriers to success, from biases in hiring and promotion to a lack of mentorship and opportunities for advancement. Corporate DEI initiatives were seen as a necessary tool in addressing these challenges by fostering an environment where Black women could thrive professionally. These initiatives often provided access to leadership development programs, networks, and resources tailored to support us.
With the rollback of DEI programs, opportunities for mentorship, career coaching, and leadership training will become less accessible. The absence of these resources will lead to greater stagnation in Black women’s professional growth and a widening leadership gap. Not to mention how we are often subjected to “double jeopardy,” facing both racial and gender biases in the workplace, which affect our earnings. Without DEI initiatives to combat these biases, we can count on an increase in microaggressions, discrimination, and even outright exclusion from decision-making processes.
The impact of diminished DEI efforts is not limited to the corporate sector. In higher education, Black women continue to be grossly underrepresented in both faculty and administrative roles. While colleges and universities have made efforts to address this imbalance through DEI programs, many of these programs are now under threat due to political resistance to race-conscious admissions policies and funding cuts for diversity programs.
I taught in higher education for over 12 years, and I was the only full-time Black woman associate professor at my institution. This not only made it challenging for me but also for the Black students I was advocating for. Even now that I have transitioned into an administrative role, I find myself being the only Black woman director. My challenges are similar to when I was in the corporate world, including a lack of mentorship, and the burden of advocating for institutional change.
DEI initiatives in higher education have played an important role in supporting Black women, helping them navigate the complex dynamics of academia and providing opportunities for professional development. As these initiatives face increased scrutiny, Black women in academia may find it more difficult to secure tenure-track positions, obtain funding for research, or participate in leadership roles within their institutions.
Additionally, the loss of these programs could have a ripple effect on Black students in higher education, who rely on faculty and administrators who understand and advocate for their unique needs. A decrease in Black women’s representation in faculty and leadership roles could create an environment where Black students feel even more marginalized, impacting their academic success and mental well-being.
Uniquely, one of the things that is making a difference at the new institution I am at now is that it is faith-based. This provides a layer of protection, for now, against some of the DEI initiatives being cut. We are continuing to stand on the values that the school was founded on. Conversations are being had where everyone feels included. This is encouraging for me.
As corporate America and higher education institutions retreat from their DEI commitments, the future for Black women appears uncertain. Still, Black women can turn to grassroots movements and advocacy groups, such as the Black Women’s Agenda and National Black Women’s Justice Institute. They can be instrumental in pushing back against the rollback of diversity initiatives.
With fewer opportunities in traditional corporate spaces, many Black women are turning to entrepreneurship as a means of creating their own paths to success. The rise of Black women-led businesses is a testament to the resilience and creativity of Black women. While entrepreneurship presents its own set of challenges, it also offers the chance for Black women to bypass the traditional corporate hierarchy and build businesses on their own terms. In other words, make our own way.
In the absence of formal DEI programs, Black women can continue to build strong professional networks that support each other’s growth and success. I believe this will be the most powerful thing we can do.
It’s clear that the path ahead for Black women in corporate America and higher education will continue to be shaped by challenges. But when has that ever stopped us? As the rollback of DEI initiatives threatens to reverse progress made in recent years, it leaves us having to navigate a landscape that is more hostile and exclusionary. However, we can work towards creating a more equitable future for ourselves. While the challenges are significant, we are better and stronger together. This will be our saving grace.
