Inclusion strategies that center women of colour

She’s a mother, an immigrant, a survivor. But your intake form only asked about income. This toolkit helps frontline workers see the full picture—not just a funding checkbox Center lived experience—not just service eligibility → The toolkit emphasises listening to survivors’ full identities and histories, not reducing them to a single demographic label. Expand your intake tools to reflect layered realities → It encourages organizations to revise intake forms and assessments to include race, immigration status, ability, language, and cultural needs—without making clients feel “othered.” Train your staff on intersectionality—not just trauma-informed care → Because trauma doesn’t impact everyone the same way, the toolkit includes guidance on how racism, poverty, and ableism compound survivors’ experiences of violence. Build trust through culturally relevant engagement → Tips for hiring peer workers, offering language support, and recognizing community-specific stigmas around violence and help-seeking. Rethink what you track—and why → The report challenges organisations to collect data that reflects who is being underserved, not just who showed up. It pushes for disaggregated data that reveals inequities. Create safer spaces for complex identities → Includes tools for group facilitation, staff self-reflection, and community partnerships that affirm LGBTQ+, racialized, disabled, and immigrant survivors. Design programmess around equity—not uniformity → Encourages flexibility in programming and resource allocation to meet people where they are, not where a form says they should be. Because no woman is just one thing—and our services shouldn’t treat her like she is. ♻️ Share if you care 🔔 Follow me #Intersectionality

Hiring a highly accomplished Black woman as the first in an executive healthcare leadership role is a step forward, but it should not be the finish line. A recent Harvard study casts light on a stark reality: Black women face higher turnover rates and are more likely to be labeled as low performers in teams that are predominately white. This challenge is unique to Black women, and was not mirrored by other racialized groups like Black men or Hispanic men and women. So, what does this mean? For organizations that are proud to have 'broken the barrier' by hiring a Black woman in a top role, this is a wake-up call to look beyond the surface. Placing a Black woman in an executive position without fostering an inclusive culture is not enough. Organizations must do more to set her up for success. This situation calls for deep introspection about organizational culture and the dynamics that unfold beyond diversity metrics. Your organization needs a bold re-evaluation of how you structure teams, assess performance, and, most importantly, how you cultivate an environment where Black women can genuinely thrive. Understanding the unique experiences of Black women in the workplace and society is crucial. Historically, Black women have flourished in communal settings. Therefore, if your intention is to bring a Black woman into an 'only' role, a crucial part of your strategy should be to connect her with a supportive circle of Black women peers. More importantly, ensure that her role as the 'only' is a temporary situation. For Black women who are being recruited and being sold the narrative that you are being given an opportunity to make history by being the “first” or one of very few. Ask ALL the questions Sis! And ask to see the receipts. 👀 ❓Why are you making a decision to do this now? ❓What do your internal promotion rates for Black women look like? ❓What opportunities will I have to be in community? ❓How will you ensure that my performance is evaluated fairly? ❓What Black women can I speak with to understand their experience in the organization? ❓What happened with the last Black woman that was hired in an executive role here? ❓How will you support and nurture opportunities for mentorship and sponsorship? True inclusivity is about creating a workplace where Black women are not just present, but are supported, understood, and given the space to succeed - not as tokens, but as valued and integral members of the executive team. Do the work. #liftingasweclimb2024 #healthcareleadership #blackwomenlead #hireblack Link to article in the comments

I’m proud that today we have published vital Mayor of London-backed research that shines an important spotlight on the voices of Bangladeshi and Pakistani women in London’s labour market: women whose talent, ambition and resilience have long been undervalued.  Commissioned by the Mayor’s Workforce Integration Network and conducted by the National Institute of Economic and Social Research (NIESR) with community researchers, this study explores the systematic barriers Bangladeshi and Pakistani women face in accessing ‘good work’: secure, fairly paid jobs with real opportunities to progress.  We found: > Despite rising educational attainment, Bangladeshi and Pakistani women face the highest unemployment and pay gaps in #London.  > Nearly half (48.1%) of these women were economically inactive in 2022, with unemployment more than three times higher than men from the same communities (16.9% v 5.5%). The gender pay gap is also stark: 60% for Pakistani women and 50% for Bangladeshi women. > Community researchers highlighted repeated discrimination, exclusionary workplace cultures and lack of flexible working which continue to limit their opportunities.  > Migrant women face additional challenges around language, visa status and recognition of qualifications  Reading some of this report’s shocking findings was sobering. It is unacceptable that so many talented and determined women are still locked out of opportunities to find good work and advance their careers. It was particularly striking that many women had actively considered changing their names to secure opportunities.  This timely report offers clear, actionable recommendations for employers, local authorities, and national government to support women’s success in the workplace, from inclusive recruitment and flexible working to culturally sensitive childcare and recognition of international qualifications. This research is a call to action. It challenges tired narratives and places Bangladeshi and Pakistani women’s aspirations and expertise at the heart of policy and practice. We all, as decision-makers and employers, have an important role to play to dismantle structural barriers and build inclusive workplaces. At City Hall, we are committed to tackling these inequalities. Through WIN and the Inclusive Talent Strategy, we are working to ensure all Londoners can access good work and contribute to our city’s growth. Together we can build a fairer, more inclusive London, where every woman has the opportunity not just to work, but to thrive.  Read our summary report and share it with your networks: https://lnkd.in/eV__dh9p

Far too often, Black women are only approached to speak on topics like diversity, racism, or “Black issues” which are obviously important and valuable but event planners limit the scope of inclusion if they don’t look beyond these topics. Black women are leaders in finance, STEM, entrepreneurship, sustainability, mental health and beyond. Challenge your own bias and prejudices; if you’re hiring a Black woman to speak at your event, ask yourself: Are you hiring her to tick a diversity box or because her voice truly adds value to your schedule? When planning your line-up, ensure Black women are represented across topics not siloed into panels about inclusion unless that’s their area of expertise. We hear about “manels” (all male panels) all the time but be mindful of falling into the “whanels” (all white panellists). You have to show Black women the same level of respect that you would show all speakers; approaching a Black woman speaker with “We’d love your perspective as a strong Black woman” or vague language like “We want to be more inclusive” isn’t just lazy, it’s disrespectful. Show that you’ve researched her work, taken the time to review her digital footprint, understood her niche and are inviting her based on her unique insights and who she is not simply to make you look good. I share some more thoughts in this piece.

In 1977, a young Oprah Winfrey was demoted from her job as a news anchor. The reason? She was told she was “too emotional” for the role. She clearly had merit based on what we all know now. So the issue wasn't her; it was a system that was not ready for Black woman in her field. Fast forward to 2025, and the story of Black women in the workplace still echoes with familiar challenges. ⚠️ The Alarming Data According to the latest Bureau of Labor Statistics report, the jobless rate for Black women rose from 5.1% in March to 6.1% in April. And their labor force participation dropped for two straight months (from 59.3% to 57.5%). Black women in federal jobs saw a staggering 33% drop in employment over the past year, compared to a 3.7% drop for the overall federal workforce. Why the disproportionate impact? 🧩 It’s not just about layoffs. It’s about where cuts are happening and who is most affected. Black women are heavily represented in federal jobs and certain service roles that are vulnerable to shifting political winds, budget cuts, and policy rollbacks. 💬 This Isn’t Just a Statistic—It’s a Systemic Signal Black women often hold roles with less job security, fewer promotion opportunities, and minimal institutional support. They're overrepresented in government and social service roles, often the first to be downsized and underrepresented in leadership, where job security and power reside. Routinely affected by bias, even in hiring, retention, and promotion decisions. 🧭 DEI Isn't Optional—It needs to be operationalized At a time when DEI is being sidelined or politicized, this is a moment to double down—not pull back. Organizations that see DEI as a “nice to have” are missing the point. It’s not about optics. It’s about impact. ✅ Inclusion means creating systems that protect everyone—including underrepresented groups. ✅ Belonging means Black women don’t have to outperform to stay employed. 🛠️ Here are 5 actions to take: 📊 Audit Your Data -- Go beyond headcount. Look at who’s being promoted, who’s exiting, and who’s being laid off. ⚖️ Create Equitable Layoff Policies -- Use a DEI lens to assess the impact of downsizing before decisions are made. 🚀 Invest in Advancement Pathways -- Develop mentorship and sponsorship programs that support growth and retention for marginalized groups. 📎 Hold Everyone Accountable -- DEI is not an HR function. It’s a leadership responsibility. 💡 Use Tools That Make This Easier -- Tools can help you plan, manage, and measure progress on equity and culture. 🌟 Let’s Rewrite the Story. Oprah didn’t quit. She redefined the game. But not everyone gets to rewrite their own ending. This is your call to action. 🔁 Share this post. 💬 Start the conversation. 🤝 Lead with purpose. Let’s make sure DEI isn’t a statement on a wall—but a system that works for all. Oprah Winfrey , OurOffice, Inc. , #inclusion , #Equity , #BlackWomen , #Unemployment , #government #leadership Image Credit: Variety

"Hood Feminism: Notes from the Women That a Movement Forgot" by Mikki Kendall critiques mainstream feminism for often overlooking the needs and issues of marginalized women, particularly women of color. Here are ten lessons from the book: 1. Intersectionality is Essential: Feminism must consider the intersecting identities and issues that women face, including race, class, and sexuality. Kendall emphasizes that a one-size-fits-all approach to feminism is inadequate and exclusionary. 2. Address Basic Needs First: Issues like food insecurity, access to healthcare, housing, and education are feminist issues. Kendall argues that addressing these basic needs is crucial for the well-being and empowerment of marginalized women. 3. Economic Justice: Economic inequality disproportionately affects women of color. Kendall stresses that achieving economic justice, including fair wages and job opportunities, is a critical component of feminist activism. 4. Healthcare Access: Access to comprehensive healthcare, including reproductive health services, is essential. Kendall points out that marginalized women often face significant barriers to healthcare that must be addressed by feminist movements. 5. Violence and Safety: Domestic violence, sexual assault, and community violence are urgent issues. Kendall calls for more attention and resources to protect and support women who are at risk of violence. 6. Education Equity: Equal access to quality education is a feminist issue. Kendall highlights the disparities in educational opportunities for marginalized communities and advocates for systemic changes to ensure equal education for all. 7. Representation Matters: Media and political representation of women of color is crucial. Kendall argues that diverse voices need to be included in decision-making processes and media portrayals to reflect the true diversity of women's experiences. 8. Support for Caregivers: Recognizing and valuing the work of caregivers, many of whom are women of color, is important. Kendall advocates for policies that provide support and resources for caregivers, including paid leave and affordable childcare. 9. Solidarity and Allyship: Effective feminism requires genuine solidarity and allyship across different communities. Kendall urges feminists to listen to and amplify the voices of marginalized women, and to stand in solidarity with their struggles. 10. Challenging Internalized Biases: Feminists must confront and address their own internalized biases and prejudices. Kendall encourages self-reflection and active efforts to unlearn biases that contribute to the exclusion of marginalized women. These lessons from "Hood Feminism" highlight the importance of an inclusive, intersectional approach to feminism that addresses the diverse and pressing issues faced by all women, particularly those who have been historically marginalized. Book: https://amzn.to/4kpD3Tn

As a Woman of Color and as an Asian American woman I am particularly pleased that Women Business Collaborative chose to do a briefing on Women of Color in the US. And as a member of the steering committee on the Diversity commitment at WBC, I am delighted to share the 2024 Women of Color Briefing: Attracting, Promoting and Retaining Women of Color. The main objectives of the briefing are to spotlight the realities that Black, Asian, Latina, Indigenous and all Women of Color face in their careers in the US , to share facts & figures that pinpoint the challenges and to suggest solutions. The report draws from 60 different reports to inform the Briefing. The briefing highlights the importance of ending thinking of Women of Color as a homogeneous group and reinforces the criticality of disaggregating data by ethnicity and race as their experiences are varied – an I can certainly attest to that! Stereotypes of Asian American women differ from those of other Women of Color; barriers to their advancement differ and so the strategies to address retention and advancement of Asian American women in the workplace must also be contextualized to their unique experiences. And this applies to each of the Women of Color identity groups.   For example, the briefing highlights that: -         “Black women are least likely to be given high stakes, high visibility projects.“ (Walsh, 2023) -         Asian Women, “the model minority,” are viewed as smart, reliable and hardworking, but weak leaders (Nguyen, 2021) -         Latinas are often subject to two career-stalling stereotypes: (1) They are supporters not leaders; (2) they prioritize family over work. Additionally, intersectionality where racism and sexism interlap to foster prejudices and microaggressions further stall careers for all WOC.   The briefing shares three strategies to advance Women of Color: -         Repair the broken rung -         Assess the corporate culture at all levels -         Create avenues for WOC to develop relationships with mentors, sponsors and allies. It is my hope this briefing will serve as springboard for organizations to be more intentional in developing strategies to attract, retain and promote Women of Color by first disaggregating their data and understanding the disparate experiences of Women of Color based on their ethnic and racial intersectional identities. Click on the link below to read the full briefing: https://lnkd.in/edY8nd2v #WomenOfColor #DiversityEquityInclusion #AsianAmerican #WorkplaceEquity #Intersectionality

Building a diverse leadership team is not just about promoting diversity; it's about creating an environment where diverse leaders can thrive. To truly support diverse leadership, here are key strategies: Ensure Supportive Environments for Diverse Leaders: Providing an environment equipped to support diverse leaders is crucial. This includes ensuring that the leadership team is culturally competent, has a working understanding, and commits to developing their racial equity and power analysis. I share with my career coaching clients that they should always ask to speak to women of color at different levels in the organization to learn more about workplace culture. If your organization does not have women of color in leadership, that’s a red flag that should be addressed immediately. Audit your leadership team culture and ensure that it fosters inclusivity. Leadership teams should prioritize cultural competence to ensure all leaders, regardless of background, are given the tools and support they need to succeed. Avoid the Glass Cliff: Recognize the risks of the Glass Cliff and actively work against promoting women of color solely during crises. Women of color should be given opportunities to lead in times of stability and growth, not just during downturns or challenges. By placing women of color in positions of power during stable times, we can ensure they have the resources and support needed to succeed. This approach not only empowers these leaders but also fosters a culture of equity and trust within the organization. It’s essential to dismantle the notion that women of color are only capable of managing crises and instead highlight their potential to drive innovation and growth. Measure Employee Outcomes and Experiences: Regularly measure and analyze employees' outcomes and experiences by race, gender, LGBTQIA+ status, socioeconomic status, and other pertinent diversity measures. Use this data to identify and address trouble spots within the organization. This data-driven approach ensures that all employees, including those in leadership, have equitable experiences and opportunities. Prioritize Cultural Competence: Make cultural competence a core goal for the leadership team. This involves ongoing education and training to understand and appreciate diverse perspectives and to create an environment where all voices are valued and heard. By implementing these strategies, we can build leadership teams that are diverse and equipped to thrive and drive meaningful change within our organizations. Let's work together to create a future where all leaders have the support they need to succeed, regardless of their background. Learn more about how I help leaders develop this lens by booking a call today https://lnkd.in/eYmk3Mca