Imagine a world where only about 10% of BIPOC women make up senior or leadership roles.
Trick hypothetical! That’s the real world! The sad fact is, there’s a lack of BIPOC (Black, Indigenous and People of Color) individuals in senior or leadership roles across a variety of industries (and women make a small fraction of it).
Now, it’s not that we’re not striving for these roles. In fact, McKinsey and Leanin.org report more than half of Black, Latinx and Asian women want to be promoted. But in reality, “for every 100 men promoted to manager, only 85 women were promoted—and this gap was even larger for some [BIPOC] women,” according to the study. While we’re eager to reach for these opportunities of leadership, there are many factors preventing and discouraging us from moving up in our companies.
These obstacles are already placed based on gender, so just imagine having to also jump huddles based on gender and race. Whether it’s a lack of network opportunities, mentors or mental health support, we have to work twice as hard to be seen or heard. Oh, and don’t forget the mix of racial bias and microaggressions some BIPOC women have to face on a daily basis. So, what do we do?