5 Specific Workplace Challenges for Women of Colour and How to Overcome Them

“It is not our differences that divide us. It is our inability to recognize, accept, and celebrate those differences.” - Audre Lorde

I started my legal career in 1998 and assumed (as I hadn’t really thought about it and believed what I had lovingly been told growing up) the workplace would be a place where hard work, talent and merit are the sole determinants of success. However, for women of colour (“WOC”), the journey up the corporate ladder involves navigating through a number of obstacles that go beyond the conventional struggles. Today, I want to spend time on the unspoken and explore five specific workplace challenges that women of colour commonly face and how they can overcome them. 

5. Myths: Working Hard Is Enough; Meritocracy; 

One of the commonly faced myths is the belief that working hard alone is enough to climb the corporate ladder. “Head down, work hard, be better than the best, you’ll be fine.” I always wanted to focus on the actual work I was doing and so it was easier to believe this myth which allowed me to focus on just the work. This myth is often coupled with the assumption of a meritocratic system where talent alone can propel them forward. However, if this were true, why aren’t there more Women at the top of organisations?. Is it because Men are better? I don’t think so. There are other reasons but when we believe working hard alone, and merit will be enough we don’t address anything else.

According to research, 75% of women of colour have encountered workplace racism, with 61% reporting changing themselves to ‘fit in’.

🌟 Key Insight: Recognising that although working hard is required, the above myths are strong and limiting.  We can then consciously and intentionally focus on 1) what does my personal working success look like; 2) what is my “Plan” to achieve it. When thinking about the Plan, also think about: What strengths, superpowers do I have? Who else can help me? What else do I need to do? Who’s in my personal boardroom? You are not alone and so don’t believe the myths and attempt it all on your own. Mentorship, sponsorship and a strong support system are essential to help dismantle these myths and create a more inclusive work environment.

4. Humble vs. Standing Out

Women of colour often find themselves caught between the expectation or desire to be humble and the need to stand out to advance in their careers. The balance between humility and self-promotion is often deemed to be blurred. Navigating this challenge typically requires a nuanced understanding of cultural expectations and organisational dynamics and dialling back demands. 

🌟 Key Insight: Encouraging workplaces to value and recognise diverse voices can foster an environment where women of colour can authentically express themselves without fear of backlash. Organisations actively creating a safe space for all to stand out is crucial and an action point for organisations. For Women of Colour, a few things to think about - Who is missing out from you not standing out? Who will you be empowering by you standing out? Who else can stand out with all your unique skills? Standing out helps others and is of service to others. 

3. Lack of True Sponsorship

Women of colour often face the challenge of securing sponsorship within their organisations. Why? Sometimes there is a fear to ask. “What if they think I am not good enough?” “No-one else has had to ask for a sponsor, they just seem to get one”.

Sponsors are sometimes reluctant to say yes because they sometimes assume it will be a lot of work. They don’t know enough about supporting WOC at work and the challenges. They understand the biases in their organisation and don’t know how to navigate these or help a WOC. They think they will let the WOC down and if she leaves, they will be held responsible. 

Having sponsors who provide guidance and advice and actively advocate for their sponsees, opens doors and creates opportunities. The lack of sponsors can be the determining factor between advancing in a career and remaining at a standstill for many years while causing the underrepresentation of women of colour in leadership roles to continue. How many people at the top of your organisations had sponsors?

🌟 Key Insight: Establishing formal sponsorship programmes that actively promote diversity can help address these challenges. It invites WOC to think about sponsorship and have a clear plan on how to secure one. It helps Sponsors develop and be supported as Sponsors. 

2. Not Feeling as Good as You Look On Paper & Weight of Invisible Rucksack

It's not uncommon for women of colour to grapple with the inner dissonance between their impressive resumes, feeling as good as they look on paper and the daily challenges they face. The weight of the "invisible rucksack" – the stereotypes, biases, and microaggressions they carry with them everywhere they go – can erode confidence and self-esteem and stop them feeling and owning as good as they look on paper. Acknowledging and unpacking the invisible rucksack it is crucial for women of colour to thrive authentically. 

🌟 Key Insight: Employers can contribute by fostering a culture of diversity, equity and inclusion, where individuals are seen for their unique stories, talents and contributions rather than preconceived notions. Employers can support WOC unpack the invisible rucksack and challenge the unhelpful internal dialogue and support them own and share their authentic much needed leadership through executive coaching.

1. Loneliness

The feeling of isolation is a prevalent challenge for women of colour in the workplace. Being underrepresented in positions and facing unique obstacles can lead to a sense of loneliness and impact chances of success. 

🌟 Key Insight: Incorporating inclusive leadership coaching programmes can help mitigate this loneliness by fostering connections and a sense of belonging amongst a group of leaders committed to being inclusive leaders. Women of Colour Coaching Circles where Women of Colour can spend time with other Women of Colour in a safe space where they can be seen and heard without judgement. 

Addressing these five specific workplace challenges for women of colour requires a collective effort from both individuals and organisations. By dispelling myths, redefining expectations, fostering sponsorship, acknowledging the invisible rucksack, and combating isolation, we can move toward a more equitable and inclusive professional landscape where every woman has the opportunity to have a seat at the table and show up as her true self.