Uncovered Findings in Harvard Research Showcase Barriers Impacting Professional Success of Black Female Employees
New research from the Harvard Kennedy School shed light on the unique challenges Black women face in the workplace. Researchers Elizabeth Linos, Sanaz Mobasseri, and Nina Roussille investigated the impact of having more White coworkers on Black women's retention and promotion rates. Their findings were troubling: starting their careers with a higher percentage of White colleagues increased the likelihood of Black women leaving their jobs and decreased the chances of promotion.
Mobasseri explained their methodology in an email, analyzing over 9,000 new hires from 2014-2020, tracking promotions, turnover, and other indicators. The results revealed that a 20% increase in White coworkers led to a 16% higher chance of leaving the company and a 12% lower chance of promotion, a uniquely negative impact for Black women.
The study pointed towards performance evaluations as a clear contributing factor. Black women with more White coworkers received more low performance labels and logged more training hours.
Kimberlé W. Crenshaw's seminal work on intersectionality elucidated how gendered racism can manifest in unique ways, and this study highlighted one such example. Linos confirmed the research's findings align with existing research on the double disadvantage that Black women face.
Organizations must acknowledge these systemic barriers and work towards creating more equitable workplaces. This begins with addressing everyday work practices, paying attention to how staffing and performance review systems create disparities. Furthermore, diversity is not enough—equity and fairness must be prioritized, and measures must be in place to mitigate harm and bias.
The study highlighted several factors contributing to lower retention and promotion rates for Black women, such as prejudices in hiring processes, lack of mentorship and sponsorship, workplace segregation, subjective evaluations, and microaggressions. Steps to address these challenges include implementing diverse hiring practices, mentorship and sponsorship programs, fostering an inclusive workplace culture, implementing structured evaluation policies, improving psychological safety, and developing leadership development programs. Incorporating data-driven decision-making was also emphasized to address biases.
Adopting these targeted initiatives can help create a more inclusive and equitable work environment, supporting the advancement of Black women and other underrepresented groups.
The term 'misogynoir' encapsulates the specific form of prejudice and discrimination experienced by Black women in their careers. This research from Harvard University underscores the importance of addressing 'dei' in the workplace, focusing on diversity equity inclusion.
The study discovered that 'antiblackness' in the workplace, notably through prejudiced hiring practices and microaggressions, significantly impacts the career advancement of Black women. The disparities in retention and promotion rates for Black women are a pressing issue that needs immediate attention.
Linos, Mobasseri, and Roussille's findings demonstrate how 'disparities' in the workplace can lead to higher turnover rates and lower chances of promotion for Black women. Consequently, organizations should prioritize 'retention' strategies to retain talented Black women in their workforce.
The research echoes the concept of intersectionality, emphasizing how Black women experience a unique double disadvantage in the workplace. This research aligns with existing studies that highlight the challenges faced by Black women in career advancement.
In response to these findings, organizations should make deliberate efforts to create more equitable workplaces. This includes addressing everyday work practices, implementing diverse hiring strategies, and prioritizing fairness and equity. Additionally, instituting mentorship and sponsorship programs, fostering an inclusive workplace culture, and developing targeted leadership development programs can support the advancement of Black women and other underrepresented groups.
The 'designer' of this study, Elizabeth Linos, encourages organizations to embrace data-driven decision-making to address biases and promote a more inclusive environment. By acknowledging and addressing the unique challenges faced by Black women, organizations can contribute to a more equitable and prosperous workforce.
The impactful findings of this research, depicted in Linos' 'headshot', serve as a powerful call to action for workplaces to address the systemic barriers faced by Black women, fostering a more inclusive and equitable environment for all employees.
