The Unique Experience of Black Women in Corporate America

by Chelsea Carter, EdD, NCC

Women do not have a universal experience in Corporate America. The notion that all women are challenged with breaking the glass ceiling has been debunked. For Black women, the ceiling is not made of glass, but of dense, impermeable, nearly unbreakable, concrete. Breaking through the concrete ceiling is not impossible, but Black women cannot permeate the heavy barrier alone. Black women in Science, Technology, Engineering, and Mathematics (STEM) fields, specifically engineering, face additional obstacles. In a 2019 qualitative study, the lived experiences of five Black female executive-level leaders with engineering degrees were examined. Three themes emerged from the study: Simultaneous Navigation of Complex Constructs, Concurrent Experience of the Past, Present, and Future, and Mental Strength and Inner Drive.

DR. CHELSEA CARTER – is a National Certified Counselor, Leadership SME, and Human Resources Professional with over 20 years of experience in rallying teams, driving results, and building bridges.

CCAREER PROGRESSION FOR BLACK WOMEN IN CORPORATE AMERICA has remained unchanged for decades. Though Black female professionals have been fairly represented in entry to middle level management there has been limited access to executive level positions, therefore, Black women continue to be underrepresented in executive levels in Corporate America.1 From 2002 to 2017, the number of Black female corporate officers in Fortune 100 companies increased, 0.02 percent, from 1.1 percent2 to 1.3 percent3. The ability for Black women to ascend to roles of increasing responsibility appears to be significantly hindered. What is happening and how can this systematic recurrence be disrupted to allow for promotional opportunities?

Glass ceiling vs. Concrete Ceiling Collectively women face challenges in Corporate America including discrimination, unconscious bias, and pay equity, known as; the glass ceiling effect. For Black women the glass ceiling is not the sole roadblock, as there are additional barriers they experience. These barriers comprise the concrete ceiling. The concrete ceiling is denser and more difficult to shatter than the glass ceiling. Barriers contributing to the concrete ceiling include stereotypes, scrutiny, credibility, double outside status, and exclusion from informal networks. These barriers are complex and difficult to navigate. It is reasonable to understand that given these challenges Black women opt out, stall out, or simply give up on ascending the corporate ladder.

The concrete ceiling is a complex phenomenon. It is a unique impermeable barrier experienced by Black women that affects one’s “ability to ascend in an organization, but also the ability to co-exist”.4

Black women leaders in Corporate America In addition to the daily obligations, familial roles, and historical implications, Black women are also tasked to manage the intersection of gender and race in the workplace. For Black women in leadership positions this is a more pronounced challenge. Black women have a distinct experience in which their leadership styles may mirror white male approaches, resemble American middleclass women nuances, while also displaying a distinctly Black female approach to leadership. Black women’s upward leadership mobility has also been impeded by bias, lack of mentoring, exclusion from social and informational networks, and uneven distribution of low status assignments.5

Oppression, specifically sexism and racism, leadership styles, and perceptions may hinder the ability for Black women to obtain roles of increasing responsibility. What is important to note is Black women do not have the luxury of navigating any one barrier singularly but are challenged to navigate the intersectionality of various factors. Patricia Collins, a Black feminist trailblazer and

author of Black Feminist Thought, argued that to fully understand the experience of Black women the analysis of oppressions should not be compartmentalized because this is not their experience, instead one should simultaneously consider the complex interplay between race, class, gender, and sexuality.6 These factors can be further compounded in male-dominated organizations and in STEM industries. The Plight of the Black Female Engineer There is a scarcity of Black women in STEM fields, specifically engineering. According to a joint study conducted by the National Society of Black Engineers and the Society of Women Engineers, approximately one in four Black women leave the engineering profession within the first five years of entering it.7 Although reversed, this statistic means that three quarters remain, even a one quarter attrition rate prematurely decreases the number of potential female engineers available to advance to executive leadership positions. Although women have made significant gains in the engineering industry, there were only two Black women in the top 39 women engineers in 2018.8

In a 2019 qualitative study, the lived experiences of five Black female executive-level leaders with engineering degrees were examined. All participants earned a degree in engineering and represented various industries including manufacturing, technology, and aerospace. Three themes emerged from the study: Simultaneous Navigation of Complex Constructs; Concurrent Experience of the Past, Present, and Future; and Mental Strength and Inner Drive.9 Though the women interviewed successfully broke through the concrete ceiling, the intersectionality and complexity of their stories provides context to mainstream data and commentary highlighting the dearth of Black female leaders in Corporate America. ■ Simultaneous navigation of complex constructs

The women interviewed shared how navigating engineering-centric, male-dominated and non-diverse industries was challenging.

They also noted the difficulty of dealing with the various nuances

of their career and leadership progression, especially related to gender, race, and societal factors. The participants shared how they managed these, at time, competing constructs. Interestingly, all interviewed noted either their academic experience in college or early career experiences as pivotal to their ability to successfully navigate the complex constructs in which they work today. ■ Concurrent Experience of the Past, Present, and Future

The study participants also shared their experience of concurrently managing historical challenges Black people have faced in the

United States, while working within and attempting to change their current company landscapes in order to make a future path for Black female engineering professionals. When describing their experiences, the participants explained that having this deep awareness was burdensome, at times, but necessary to make a way for change and create a path for future Black female engineering executives. Like the first theme, the participants did not delineate gender independent of race, evidence of intersectionality which frames the simultaneous, inseparable interplay of oppressions experienced by Black women. ■ Mental Strength and Inner Drive

Lastly, findings of the study revealed that perseverance, self-awareness, overcoming moments of self-doubt, and fearlessness enabled the participants to navigate the first two themes. Additionally, it was discovered that the mental fortitude the women demonstrated did not mature overnight; it evolved through life experiences and ongoing personal development. All participants discussed the importance of personal development and the importance of mentors and coaches. The importance of support networks was also highlighted. Their relentless inner drive was evident through their stories, authenticity, and career accomplishments against the odds.

Insights from the study can not only empower and encourage Black women who have successfully ascended the Corporate ranks but also sensitize young Black women to what to expect if

they choose to enter engineering, like fields, or have Corporate leadership aspirations.

As the research indicates, breaking through the concrete ceiling is not impossible, but Black women cannot permeate the heavy barrier alone; they need help. Partnerships with corporate leaders, including human resources, as well as strong support networks are critical to changing the narrative. ■ Corporate leadership

Corporate leaders have an integral role in influencing corporate culture and the acceptance, inclusion, and promotion of Black women. Leaders are change agents, make decisions, and model behavior that help shape an organization’s culture. Creating a corporate culture in which career progression for Black women is fostered is multi-faceted. Factors that corporate leaders influence include hiring practices, promotional decisions, mentoring, sponsorships, and development opportunities.10 Ensuring that

Black women are equally provided these opportunities may show other Black women in the company that upward mobility is possible. Creating a corporate culture of possibilities despite racial and gender differences may not only increase employee engagement and employee loyalty, but positively impact organizational profitability.11

This approach may challenge corporate leaders on a personal and professional level. Firstly, corporate leaders may need to become aware of unconscious or conscious biases that may be inhibiting their support of the career progression of Black women. Secondly, leaders may need to be open-minded to differences related to the leadership style of Black women as it may differ from white male leaders or other previously preferred methods.12 Lastly, corporate leaders and human resources may be challenged to reevaluate current succession practices. In sum, to increase promotional opportunities for Black women, corporate leaders may need to engage with and develop Black women differently.

■ Support Networks Support networks comprise people in which one trusts, feels safe, leans on for encouragement, and celebrates with when accomplishments are achieved. Support networks can include mentors and sponsors, prayer circles, sorority sisters, family and friends, and peers and colleagues. The purpose of a support network is to be safe haven and respite and involves stability, sustainment, and positive assistance regardless of expertise. Black women have reported using support networks as a coping strategy to manage racial microaggressions. Additionally, Black women who were most successful in their career pursuits had a support network including coaches and mentors. Support networks provide Black women an outlet for their frustration and augment their career advancement strategies by meeting their psychological needs by bolstering their mindset and sustaining their inner drive to succeed.

Supporting Black Women Throughout Their Career Journey There are a variety of interventions that may help women navigate the labyrinth of Corporate America and overcome the challenges the concrete ceiling presents. The interventions proposed align to four career phases: College, Early Career, Mid-Career, and Senior Leadership. In each of these phases Black women experience unique challenges and opportunities. Mentoring, coaching, and shared experience support networks have been found to help Black women navigate the obstacles they face throughout the phases of their career journey. ■ College: Mentoring

Mentoring for Black female college students is recommended because it may provide an outlet to address the unexpected academic rigor and cultural challenges young ladies may encounter. Mentoring at this career phase is beneficial because mentoring has been found to be an effective way to overcome internal obstacles. Though not required, it is ideal in this phase if mentors are same gender and race; as such exposing young

Black females to Black female professionals. This early exposure

may boost career efficacy and sensitize students to the realities of Corporate America, both equipping them with tools to navigate their college experience and potentially their career journey. ■ Early Career: Formal Mentoring Formal mentoring is recommended for Black women who are early in their career. Matching women with senior leaders through a formal process is ideal because this intervention creates intentional connections, increases employee engagement, and thus may increase their retention. Unlike the mentoring recommended for college students, this formal mentoring engagement is not gender or race specific. The goal of formal mentoring is to provide Black women with exposure to leadership and chances to develop relationships and learn from others. Formal mentoring may help mitigate women opting out of challenging fields, stalling out in the early stages of their career, or simply giving up. ■ Mid-Career: Executive Coaching Executive coaching at this phase in a woman’s career can be game-changing. Instead of receiving advice, recipients of coaching address questions, challenge their own assumptions, learn about resources, and gain clarity.13 Executive coaching may increase the confidence of Black women in middle management, which is essential to the type of mindset needed for Black women transitioning from middle management to more senior leadership positions. Research indicates that women need to experience an identity shift when transitioning to more senior level roles.14 Executive coaching can provide the platform for women to work through this identity shift and the adoption of a more strategic leadership perspective and overcome obstacles and work through challenges related to negative self-talk and self-defeating behaviors thus increasing self-confidence. ■ Senior Leadership: Shared-experience support network A compelling finding in the research noted previously is that when the participants discussed their support networks, they did not reference women in their profession or similar corporate

positions. One can speculate that likeminded support is needed due to the number of challenges Black female leaders experience.

An Executive Sisters Collective or a sister circle may provide this support. Extending existing research,15 sister circles are support groups that build upon existing friendships or encourage new relationships for the purpose of creating a sense of community.

Sister circles have been proven to help address factors relevant to Black women’s lives such as “feelings of isolation, the multiple roles undertaken by Black women”. Sister circles can be a group of women within an organization or a group of women having the same experience. In this instance, the participation in an

Executive Sisters Collective, a group of Black female senior leaders in Corporate America.15 Summary To view this issue solely as a race-based concern would be short-sighted as there are business and societal implications. Firstly, diversity matters. Numerous studies have proven the link between diversity and company financial performance. Secondly, Black women represent nearly two-thirds of the workforce and are a growing source of talent that can be leveraged to connect with the ever-growing and evolving diverse marketplace. Lastly, the dearth of Black women in senior leadership levels may mean there are fewer career role models for young Black girls. Without these role models, young ladies may not see leadership as a realistic and attainable goal, thus decreasing their career self-efficacy, and perpetuate the problem.

There are far too-few Black female executives in Corporate America. There are many factors contributing to this phenomenon. Black women have a unique experience in Corporate America and are challenged to navigate the intersectionality of race and gender and successfully ascend in male-dominated and non-diverse companies. However, the plight of Black women leaders is not bleak. There are Black women who have successfully breached the concrete ceiling. However, they did not accomplish this great feat alone. To increase Black female representation at senior leadership ranks, corporate leaders

and human resources will need to take an active role. Through individual perseverance and relentlessness and support through mentorship, coaching, and support networks, Black women can break through the concrete ceiling and pave the way for aspiring Black female executives.

Notes:

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