Here’s the thing: Black women are one of the fastest growing segments of the population represented in higher education, business and politics. The conundrum that exists is that they still have to deal with centuries old representational politics, from hair to attitude to aptitude. They are the population that have to wear the most identities and switch between them with ease. They have suffered deep social, institutional and political traumas as a group yet continue towards high achievement and drive an entire population. So, when the economy is going well; when there are a few that achieve the limelight; when opportunities open up and when gain is to be had-black women have to work harder, produce more, not speak too loudly, subscribe to Euro archetypes, explain, persuade and generally pray up to stay up and be relevant. It is exhausting.
I’ve spoken to many successful black women-many that held power roles-a common theme was “the fight” they all had. Not fighting for sake of a project or mere competition with coworkers but simply for respect or just an opportunity to speak and be acknowledged in the room. Many feminist and women-driven programs focus on developing nations or women from overtly oppressive places globally-that work is necessary. What is less dealt with, are the continual psychological challenges of women of color in so called progressive economies.
Let’s face it, there is a brown girl somewhere in the US today, that will never be exposed or hear of the necessity to understand Artificial Intelligence and its role in the future of science. There is another brown girl that will not know she could use her visual creative abilities to design cars, buildings or airplanes or run a museum. The problem with privilege is that it assumes, everyone shares its perspective, therefore, if “I am exposed to physics as an option for study, surely everyone else is.” I can assure you this is not the case. Social media appears to be democratic and inclusive but analytics, social identity attributes and social behavior then determine the scope of an “identified persons” access to information. It’s digital redlining in a nutshell.
As a solution, One Woman Central will meet Black Women where they are-in the workplace and in schools. Through collaborations with Women’s Centers on campuses and Employee Resource Groups, we will be a source of support, providing one on one consulting sessions, workshops and training directed specifically toward the unique challenges of women of color. Engagements consider: need for safe spaces to talk about stresses (particularly workplace related identity conflicts); communication skills; knowledge gaps; sponsor facilitation to navigate and/or incapacitate structural inequalities.
We use Diversity and Inclusion, Women leadership theory as an empowerment tool and not a pacifying strategy.
One Woman Central 