Embracing Intersectionality: The Unique Journey of Black Women Leaders

As we end Black History Month, I wanted to take time to shine a light on the important contributions of Black women in leadership roles and explore their journey in navigating inclusive leadership within organizations. 

When learning, or gaining further knowledge on a topic, I appreciate getting a reference of the background to gain an understanding of the matter of focus. I recently traveled to Birmingham, Alabama for a business trip and while there, I was able to spend some time at the Birmingham Civil Rights Institute. In their Movements Gallery you will find Rosa Parks sitting on the back of a bus in Montgomery. The year was 1955, and by sitting down for what she believed was right, her actions launched the Montgomery Bus Boycott. This boycott would last over a year, and during this time people had to walk to work through scorching heat and dreadful conditions. Ultimately it was ruled that segregated seating on buses violated the 14^th Amendment of the United States Constitution, which would change policies for segregation laws on buses. Rosa Parks was expected to give up her seat for a White male based on the color of her skin, but her actions made her an icon for equity.

Every single person has a journey that is exclusively their own. Being a Black woman in a leadership role is a unique journey, to say the least. When my career first started, I was normally the only Black woman on my staff, and at times in my entire department. In 2024 we are still experiencing plenty of “firsts” for Black women in teams and organizations. What I don’t think is always realized is that diversity should be seen as a value, not an instruction. Black women have different lived experiences, and their intersectionality should be embraced. Intersectionality is a term coined by Kimberle Crenshaw to further understand how race, class, and gender overlap with one another. Black women often face unique challenges in their workplace because of this intersection—these challenges can include biases, microaggressions, and stereotypes that can impact their leadership opportunities.

Representation in leadership matters, and it takes all of us to continue to create inclusive and supportive environments for everyone. Organizations should strive to amplify voices and advocate for policies and practices that promote equity and inclusion.

Resources for Further Learning:

Crenshaw, K. (2015, September 24). Why intersectionality can't wait. The Washington Post. https://www.washingtonpost.com/news/in-theory/wp/2015/09/24/why-intersectionality-cant-wait/

Tulshyan, Ruchika. (2022). Inclusion on purpose: An intersectional approach to creating a culture of belonging at work. The MIT Press.