By: BIC Agency
Diversity, Equity, and Inclusion (DEI) have long been key priorities for many organizations, yet the gap in representation, particularly for Black women in senior leadership and executive roles, remains considerable. Despite companies publicly committing to fostering an inclusive culture, Black women in corporate America still face substantial barriers that hinder their professional advancement. These challenges are deeply rooted in racial and gender biases, limiting career growth and curtailing opportunities for Black women to assume roles as senior leaders or executives.
While many corporations emphasize DEI, the impact of this commitment on organizational structures and outcomes often falls short. Research highlights that Black women are disproportionately affected by misconceptions and biases that relate to both their race and gender, placing them at a unique disadvantage in corporate settings. Unlike their White and non-Black peers, Black women face barriers linked to stereotypical perceptions, cultural expressions, and natural hair choices, which are frequently seen as “unprofessional” or “too bold.” Moreover, their assertiveness or confidence, often viewed positively in others, is sometimes misconstrued as aggressive or intimidating in Black women, creating additional challenges for those navigating corporate leadership roles.
Dr. LaTonya Stewart, a social justice advocate and expert in organizational leadership, has focused her career on addressing these disparities. Growing up in the Midwest, she encountered racial biases firsthand, which fueled her passion for equity and ultimately led her to become an influential scholar and consultant in DEI. Recently earning her Doctorate in Leadership for Organizations (Ed.D.) from the University of Dayton, Dr. Stewart’s dissertation centered on the experiences of Black women leaders within corporate environments, aiming to expose the nuanced barriers they face and to foster change.
Photo Courtesy: Nina S.
Through her study, Dr. Stewart employed Critical Action Research, drawing on a sequential mixed-methods approach to examine the corporate journeys of Black women leaders across the United States. This approach allowed her to contextualize these experiences within national and local Equal Employment Opportunity (EEO) data and to investigate the specific challenges Black women encounter when striving to advance in organizations that champion inclusion, diversity, and equity (IDE). The data revealed a pronounced discrepancy: despite DEI initiatives, Black women remain significantly underrepresented in senior roles.
Dr. Stewart’s findings point to an urgent need for meaningful DEI practices that go beyond surface-level initiatives. Her action plan emphasizes two primary objectives:
Increasing Recruitment and Retention of Black Talent: Addressing the lack of Black talent in leadership requires proactive measures in recruitment and retention. Dr. Stewart’s strategy includes targeted recruitment programs aimed at attracting qualified Black professionals and fostering a supportive environment that encourages long-term growth and retention.
Creating Opportunities for Career Advancement: A critical part of DEI involves not only recruiting Black talent but also ensuring they have clear, equitable pathways to progress. Dr. Stewart’s plan highlights the need for mentorship programs, professional development resources, and structured career advancement opportunities that empower Black women to ascend into leadership roles. By implementing these changes, organizations can foster a culture of true inclusivity, where Black women have equal opportunities to thrive.
A critical takeaway from Dr. Stewart’s research is the emphasis on creating spaces where Black women feel comfortable and confident in their authentic selves. Organizational culture often pressures individuals to conform, which can lead to a loss of personal and cultural identity. For Black women, this expectation can mean suppressing key aspects of their identity to meet unspoken standards. Dr. Stewart advocates for “courageous conversations” around these issues, inspired by the work of Dr. Glenn E. Singleton, author of Courageous Conversations About Race. Engaging openly and transparently about DEI challenges can help dismantle harmful stereotypes and foster a workplace that values diversity in all its forms.
Photo Courtesy: Nina S.
Looking ahead, Dr. Stewart is committed to partnering with corporations and marketing her strategic plan to CEOs, senior leaders, and DEI professionals. Her goal is to bridge the racial disparity gap by promoting policies that dismantle racial biases, encourage transparency, and create safe spaces for Black women in the workplace. She recognizes the challenges inherent in addressing race and equity within corporate settings, which can be sensitive topics that provoke discomfort or resistance. However, Dr. Stewart remains steadfast in her mission, grounded in her purpose-driven approach: “The power within must be ignited by PASSION and Driven by PURPOSE.”
Her message is both timely and impactful, underscoring the importance of genuine commitment to DEI initiatives that yield measurable results. Organizations willing to engage in self-reflection and actively pursue these goals may contribute to, not only enhancing diversity within their ranks but also contributing to a broader societal shift toward equity. By fostering inclusive cultures, corporations can drive social change, empower underrepresented voices, and cultivate environments where Black women and other marginalized groups can excel.
Dr. Stewart’s journey is a testament to the power of resilience, education, and action. Her work serves as a beacon for companies striving to make a lasting impact on DEI by recognizing the barriers Black women face and implementing strategies that support meaningful change. As she continues her advocacy, Dr. Stewart’s influence is set to inspire transformative progress in Corporate America, moving beyond performative allyship to create a future where diversity, equity, and inclusion are genuinely reflected at all levels of leadership.
Published By: Aize Perez
