The battle against disappearing. How identity-affirming leadership helps Black women thrive.

“If we allow ourselves to be as Black as we are, they will drown us in the darkness. If we refuse to be as Black as we are, they will make us disappear.” -Shauna Knox

When I began the 8th year of my career, I was in need of healing.  I told my manager at the time that I desired to be a part of an organization where I could access my light and shine as brightly as possible. I was deeply in need of a place where I could live my vocation and also be my full self. As a person somewhat early into my profession, I was already feeling what it meant to be a Black woman working in spaces where being fully myself was seen as a threat. In order to make it from day to day, I eventually silenced myself. I made myself small. I had a hard time connecting with my identity. Although I am not sure if I was able to name it as such, what I was really seeking was a workplace where I could actually be a part of a beloved community. 

In her essay, “The Impossible Dilemma of Black Female Leadership: The Tragedy of Nobody Seeing Us Even When Everybody’s Watching” author Shauna Knox writes, “the Black female internal self can be absorbed into the system to which she is attempting to gain entrance—in this case, the workforce. If a Black woman leader decides to play the game of racial self-denial in order to ascend institutional structures, my theory holds that she will be unable to recover what she has hidden of herself and will, in fact, be lost.”  I know what it means to be lost within a workplace culture that doesn’t see me. Shauna Knox's words remind me of the many moments I held back from speaking up, from sharing my ideas, from laughing, from wearing my clothes or a hair a certain way. 

Her words remind me of the times when I felt a knot in my stomach while enduring comments made by colleagues that reeked of white supremacy and anti-Black racism, all disguised under the cloak of efficiency and achieving outcomes. I have experienced struggles with my mental and physical health, and ultimately felt disconnected from my passion. My gradual disappearance has led to burn-out.

It continues to bring me to tears to think of the Black women who sit in rooms and lead in organizations, while disappearing more and more each day. We have seen first hand examples of the impact of this systemic gap in organizational cultures. In this year alone, we have witnessed the resignation of Dr. Claudine Gay at Harvard as well as the death of Dr. Antoinette Candia-Bailey at Lincoln University. Both of these tragedies demonstrate to all of us what is at stake if we do not gather to heal and create change.  

 Image credit: Yermine Richardson / www.popcaribe.com

I believe that all organizations should aim to be places that are truly inclusive and committed to cultivating diverse leadership, particularly for Black women.  When this is true, we could exist without having to take small actions every day that diminish who we are to survive. When this is true, Black women would have the space to be themselves; share their good ideas fully, and demonstrate vulnerability without the fear of retribution. When this is true, all people will be able to engage in workplaces where we all could thrive, just be, and contribute to everyone’s success.

“...The blueprint for leadership work is authenticity. -Amoretta Morris”

I come to this work as a Black woman, womanist, and unapologetic idealist. I know our collective freedom is possible. In my practice reimagining organizational systems, I work to create a reality where leaders can embrace and value their authentic self, as well as create the conditions for everyone else to do the same.  For a moment in time, coming out of the supposed racial reckoning of 2020, there was the perception of an increased commitment to creating more inclusive workplaces. Organizations hired more people and women of color. Organizations set strategic initiatives in order to increase belonging and realize equity.  

Recently, however, we have moved in the opposite direction. With this push to return to old ways of being, where the status quo is of assimilation and self-denial, Black women in particular, are disappearing in order to survive or leaving organizations altogether. This is alarming. Those of us interested in cultivating diverse, beloved communities and pushing beyond the status quo must insist on identity-affirming leadership.  

It can be easy to get lost. We get caught up in the day to day hustle. We work to meet key performance indicators and meet the expectations of our supervisors. We tell ourselves to keep going and ignore our basic needs, in service of achieving goals. We conform so people will not be offended and think we are nice. I am aware that this happens to me. I am not immune to the impact of the systems in which I attempt to shift. This is why I insist on pausing. The purpose of my making space to slow down often includes consistent reflection in order to connect with who I am and what I value. I take time to reflect on my identity because, as Audre Lorde states, “If I didn't define myself for myself, I would be crunched into other people's fantasies for me and eaten alive.” I lean into the fact that my leadership style is rooted in my identity, experiences, needs, and connection to spirit.  I attempt to move forward knowing that I have this as my anchor. 

Image credit: Lauren Crew https://www.laurencrew.com/ 

When organizations prioritize leadership frameworks that center the needs, experiences, and knowledge of Black women, the impact can create sustainable change. Change that ripples outward and produces positive outcomes for individuals, organizations, and communities. I am encouraged when I think of Black women in leadership having a deeper understanding of their values, strengths, and unique identities. I am inspired by the idea of leaders who feel empowered to prioritize their well-being without guilt or hesitation and who foster organizational cultures where everyone does the same. Identity- affirming leadership has the potential to cultivate leaders who set, pursue, and achieve their own goals with confidence and clarity. Ultimately, Black women in leadership who experience this type of workplace culture are able to thrive, creating and implementing visions for their work that are transformative and forward-thinking.

“Do something! -Michelle Obama”

Oftentimes when I am talking with people about the ideas I have shared in this essay, the conversation always comes back to how. How do we make this happen? What can we do? People have the power to positively impact the lives of others. Here are five concrete actions you can take right now to foster identity-affirming leadership for Black women in organizations: 

• Encourage Open Dialogue: Create opportunities for Black women to share their experiences and perspectives in a supportive and safe environment.

• Actively Listen: Ensure that leadership listens and takes action on the input from Black women, integrating their insights into organizational practices.

• Tailor Professional Development: Offer mentorship, coaching, and development programs specifically designed to uplift and amplify the strengths of Black women.

• Promote Inclusive Policies: Review and implement policies that ensure equitable representation and decision-making, with a focus on recognizing and celebrating diverse identities.

• Build Peer Support Networks: Establish or support affinity groups and peer networks where Black women can connect, share resources, and uplift each other.

“Look closely at the present you are constructing: it should look like the future you are dreaming” (A. Walker).  If we want to live in a world where we all can live free, then let us assign ourselves. 

Our collective power is enough.

Now entering into my 20th year in the workforce, I still desire to be a part of a beloved community.  While I cannot say that I have ever truly experienced this type of community while at work, I do believe that it is possible to achieve. I also believe in the power of the people.  So I want to close out my thoughts here with a call to action. I ask that you pause and take a moment to reflect on how you can start integrating these steps into your leadership practice. How are you creating space for Black women to share their voices? What actions are you taking to ensure their leadership is supported and their identity is affirmed? Our best is done when we are connected. If you want to learn more about how to create organizational systems that cultivate leaders who can tap into their liberatory power, you can connect with us at www.whenwegatherconsulting.com.   

In Solidarity,

Dr. LeAnna Majors

leanna@whenwegatherconsulting.com 

References:

Knox, S (2024). The Impossible Dilemma of Black Female Leadership: The Tragedy of Nobody Seeing Us Even When Everybody’s Watching. Spring 2024, Nonprofit Quarterly.