Forbes: Advocates For Women Of Color: Taking It To The Next Level
Click to read full article on Forbes.com: Advocates For Women Of Color: Taking It To The Next Level
How many white men do you know who are currently actively and openly advocating for women of color? As I was performing research for this article, just for the fun of it, I thought I’d Google “white men that support black women.” The results from Google and Google Scholar were quite bewildering. At the top of my search, the results included several dating sites for white men interested in black women and a few articles about interracial marriage. Honestly, I didn’t know what to expect but never imagined that is what I’d find.
Needless to say, there weren’t any articles that directly related to this topic. Therefore, I wanted to share a few personal stories to spotlight those I call “unsung heroes” and, in addition, provide information that will offer a different perspective of advocates — those who have taken the role to the next level. I was so enamored by their stories that I wanted to share them with the rest of the world — most importantly, to encourage others to take action.
Throughout my career, I’ve been fortunate enough to have had advocates who have opened doors for me. My first experience was when my information systems professor recommended me for a computer programming job. I was honored to be his first choice for the position. However, he told me that I was a great programmer and that I’d be great for the job. His words meant a lot, especially because I was the only black person in the class.
I’ve worked in government, education and the technology industry, and most of the organizations were not diverse. Unfortunately, I’m used to being the only black person in my organization/department. I also happen to be the first and only African American county board supervisor — or elected official — in my county. I was recently reelected for a third term this April.
Although I’ve had at least one advocate in almost every role, I’ve still experienced many challenges throughout my career. I’ve had to go the extra mile to build critical relationships and learn to navigate every workplace on my own. Therefore, I don’t want this to be the story of other women of color. I would love for them to get the support they need up front.
Steve, a former colleague and supporter of mine whose story genuinely inspires me, helped implement inclusion efforts at his company. His journey started after their senior leaders “renewed their commitment to diversity and inclusion, in response to data reflecting that women and people of color at the company had lower retention rates than white men.”
Steve shared with me, “In the beginning, I was just an inspired white man trying to figure out how I could help. I volunteered for any assignment they would give me.” Steve helped leaders lean into what he calls “the head and heart” of inclusion work. By the “head,” he meant changing mindsets — understanding that promoting women and other underrepresented groups was good for business. Changing hearts meant helping men understand why it’s essential to embrace these groups through recognizing their relationships with women and how they would want their wives, sisters, mothers or daughters to be treated in the workplace.
Steve now pursues his passion as the vice president of a group of men advocating for change at a nonprofit organization that has changed the narrative for diversity, equity and inclusion training.
In their call-to-action plan, there are four ways the group’s members are encouraged to increase their impact within the workplace. I believe everyone in the workplace should execute these actions — especially decision-makers or those in a position of authority.
1. Stand for equality. “The best leaders let others know where they stand on issues of gender and inclusion. Silence can be interpreted (or misinterpreted) as support for the status quo.”
2. Continue to learn. “Good leaders stay committed to the cause and are open to learning how to become even more effective advocates for change.”
3. Share their stories. “Great leaders are always willing to share what they have learned with others.”
4. Take action today. “Leaders start discussions and initiatives for diversity and inclusion where they don’t exist rather than waiting to join them when they arrive.”
I’m also inspired by my colleague, Paolo, co-founder and CEO of an organization whose mission is making corporate America and society as a whole more inclusive and equitable. He shared with me, “I feel it is critical for those like myself, who have amazing privilege, to amplify the voices of underrepresented, underprivileged, under-appreciated groups and to help other white men figure out how to shift from being part of the problem to being part of the solution.” Paolo has taken action by executing initiatives that highlight and support black women. His call to action is very much aligned with the group’s shared above.
I know other women of color have a story similar to mine. Because of the white, male-dominated places I’ve worked in, it was mostly white men who advocated for me. I’ve honestly only had brief interactions with women supervisors in my field. Hence, I have always been a strong advocate for women. We need a seat at every table — notably, women of color.
There are more white male executives across Fortune 500 companies and in government than any other demographic. As Steve stated, we have to help them lean into “the head and heart” of inclusion work to help change the narrative for so many women of color and those in other underrepresented groups.
I truly hope this article brings insight into the great work of a few advocates who are making a difference and provides information that can be adopted by both individuals and organizations. Please let me know of any other advocates who are changing the narrative. I would love to share their stories.
