Resignation reveals reality for Black female leaders

As we witnessed the resignation of Harvard President Claudine Gay last Tuesday, amid swirling allegations and scrutiny, one can’t help but question: Is this a mere coincidence or a symptom of a larger, systemic issue?

Her departure, in light of accusations that seem incongruent with Harvard’s rigorous vetting process, suggests a deeper narrative about the unique challenges that Black women face in leadership roles.

This situation isn’t just about one individual; it’s indicative of the broader landscape that Black women navigate in positions of power.

In my own journey and observation, the experiences of Black women like Gay and former Walgreens Boots Alliance CEO Rosalind “Roz” Brewer, who climb to the apex of their careers only to face a “glass cliff,” are telling.

Pattern is emblematic of ‘pet to Threat’ phenomenon

They encounter a workplace culture that scrutinizes their every move and often leaves them unsupported in crititimes.

This pattern is emblematic of the “Pet to Threat” phenomenon, where Black women are initially lauded for their achievements but later face increased skepticism and resistance as they grow in their roles.

For instance, less than a year ago, Claudine Gay was celebrated as Harvard’s first Black president, a milestone hailed as a progressive step forward.

Yet, in a striking turn of events, she found herself amid controversy and allegations, suggesting a shift from being a celebrated “pet” to a perceived “threat” in the eyes of the institution.

As Ella Bell Smith, an expert in organizational behavior, aptly notes, Black women leaders are frequently judged harshly for every decision.

This environment fosters isolation and resistance, making the journey of their leadership arduous and fraught with obstacles.

Systemic barriers and biases include daily microaggressions

The journey of Black women in leadership is further marred by systemic biases. Robert Livingston, a social psychologist, illuminates this reality by highlighting the consistent need for Black women to prove their worth in environments that undervalue and overscrutinize them.

This point resonates deeply with me, as I’ve observed and experienced the daily microaggressions and biases that Black women leaders face, often making their rightful place at the table feel more like a battleground than a seat of honor.

The data tells a story that can’t be ignored. Despite representing a significant portion of the population, Black women held a minuscule percentage of C-level positions as of 2018.

Research from Lean In reveals a stark reality: Black women are frequently undermined at work.

This disparity isn’t just numbers; it’s a reflection of the often invisible barriers that impede the advancement and retention of Black women in corporate America.

Why Black women leaders are seeking entrepreneurship as an alternative path

Isn’t it curious how these numbers align with the rising trend of Black women entrepreneurs? Coincidence? I think not.

This trend toward entrepreneurship among Black women isn’t just about seizing new opportunities; it’s a necessary pivot in response to the barriers in traditional roles.

As Tosh Ernest from JPMorgan Chase observes, many Black women are choosing entrepreneurship not solecal ly for opportunity but also as a means of survival against systemic exclusion.

This shift in America raises a critical question: Are Black women leaving corporate roles not out of choice but out of necessity?

Reevaluate how organizations support and nurture Black women leaders

The departure of countless Black women leaders from the workforce, coupled with the increasing number of Black women forging paths in entrepreneurship, signals a need for a serious reevaluation of how organizations support and nurture Black women leaders.

It’s not enough to place Black women in positions of power; the real change lies in reshaping corporate cultures to genuinely support their growth, honor their contributions and recognize their unique challenges.

As we ponder these realities, we must also ask ourselves: What can we do to turn these tables, not just offer a seat around them?

Brittany N. Cole, CEO of Career Thrivers and a seasoned expert in leadership development and organizational strategy, innovatively tackles low retention and disengagement, driving transformative business growth and fostering engaging, resilient workplaces. This column first published in The Tennessean.