Creating Safe Spaces for Black Women in the Workplace

Creating Safe Spaces for Black Women in the Workplace 

As a facilitator of diversity, equity, inclusion and Belonging (DEIB) in various sectors, I've led numerous sessions designed to dismantle systemic racism and cultivate inclusive environments. These sessions serve as sanctuaries where open dialogue is encouraged, questions that challenge the status quo are welcomed, the journey towards active allyship begins, and actionable steps towards progress are identified. 

Yet, it is not merely about creating a momentary safe space but initiating a sustained learning and growth process that extends far beyond our meetings, workshops, or keynote sessions.

When microaggression pops up in a safe space

A poignant example of the challenges we face occurred in a recent session. While seemingly attentive, a participant responded not to the meaning of my words but to their interpretation of them based on their implicit biases. This interaction was a textbook instance of microaggression—a subtle yet harmful projection of stereotypes. It was a stark reminder of the emotional labour required to navigate such situations, which is often the unseen burden of microaggressions: the delicate balance of managing one’s tone, emotions, and reactions in the face of another’s irritation, assumptions, and stereotypes.

This experience raises the question: How are Black individuals, especially those tasked with championing diversity, equity, and inclusion, protected in their workplaces? 

It highlights the necessity for organisations to engage and invest in professionals to facilitate these crucial conversations. As a DEIB professional, I understand the self-care required pre and post-session to ‘cleanse my soul’ and restore my wellbeing.
So I ask again, what safeguards are in place for Black professionals, particularly women, who are often asked to shoulder the responsibility of advocating for DEI in the workplace and are instantly left to weather the storm alone at the turning point? 

Attack on DEI and Black women 

For example, the US Supreme Court’s decision to strike down affirmative action has triggered a series of attacks on DEI efforts, with black women often bearing the brunt of the challenges. 

• Conservative lawyer sues Fearless Fund (https://www.reuters.com/legal/us-appeals-court-blocks-venture-capital-funds-grant-program-black-women-2023-09-30/)

• Harvard University and their double attack: The first black president resigned after being found not guilty of plagiarism, but with relentless pressure and lack of support for Harvard, Gay Resigned.

• Now, the same people who targeted Claudine Gay are targeting the head of DEI Chief with the same accusation.

• In the UK, Michael Gove seemingly blamed the local government funding crisis on DEI training rather than the 40% real-terms funding cut since 2010.

These attacks are strategic and focused; if we don't notice the crack created, we miss the chance to repair the damage before the wing falls off. 

These examples, whether micro or macro, underscore the critical need for organisations to continue to value and invest in DEIB professionals who can guide these complex conversations with nuance, empathy and expertise. It has so far taken women over 100 years to achieve 85% pay parity with men. So, we can not simply sit back and allow this attack on the snail's pace of progress to go unanswered. 

Our understanding of the mechanisms of inequality is now well-developed and accessible to learn, but the action required will still take many decades of dedicated and professional support from individuals who are also directly impacted through lived experience. 

We need those who understand what it is that holds us back to build a progressive society. This tends to be those with lived experience directly affected by the unfairness they are training the (subconscious) perpetrators to understand.

Wellbeing in the workplace

Post-session self-care becomes a necessary ritual for those of us in this line of work to 'cleanse the soul' and ensure our wellbeing. 

So, if you are not investing in professionals to facilitate discussion and action, how are you taking care of your colleagues during this time of explicit attacks on DEI initiatives?  

As someone who has chosen to become a professional DEIB educator, I make sure that I have a tribe of people I can lean on, and I have set my boundaries. I am open to having these conversations during my sessions; however, after hours, you need to book a paid consultation. I reject all emails that start or mention, “Can I just pick your brain” 

Redefining Resilience. 

While reflecting on my entrepreneurial journey, in the same session, I shared my and other Black founders' reluctance to pursue specific funding opportunities based on an informed decision to avoid spaces where Black businesses have historically been underfunded and overlooked. A participant's dismissive response revealed a common misconception equating resilience with the willingness to endure repeated rejection. This interaction highlighted a failure to truly listen and understand the strategic choices made by Black entrepreneurs to invest energy where it will be valued and offer a likely return on that investment.

True resilience should be redefined—not as a perpetual battle against unwelcoming environments but as the discernment to know when to direct our efforts towards opportunities that offer a real chance for recognition and reward. It’s about choosing not to waste precious time on fruitless endeavours but seeking out equitable platforms where the criteria for success are transparent and just.

Creating safe spaces for Black individuals in the workplace is a shared duty. It calls for a concerted effort from all stakeholders to promote understanding and implement tangible actions that foster true inclusivity.

365 Days of Allyship Commitment and Daily Allyship Book cover

This shared responsibility extends to using tools like the Daily Allyship Commitment Journal, which encourages individuals to engage in daily learning, self-reflection, listening, advocacy, and actionable steps to support marginalised communities.

 As we continue these crucial dialogues, we aim to exchange ideas and inspire a commitment to lifelong learning and proactive allyship. Through this continuous personal and professional development, we can hope to see real change—where every individual is empowered to contribute to a workplace that is safe for Black women and where they are celebrated and supported in all their endeavours.

To conclude, it is vital to understand the concept of microaggressions to address them effectively.

——————————————————————————————————————————————Microaggressions are the everyday, subtle, intentional—and often unintentional—interactions or behaviours that communicate some bias toward historically marginalised groups. The weight of these interactions is cumulative, contributing to a sense of isolation and invalidation for those on the receiving end. Recognising and addressing microaggressions is critical in creating the safe, equitable, and inclusive workplaces we seek.

In the next blog, we will discuss the dreaded statement, “I don’t see race.”