Game Plans for 3 Stereotypes Black Women Face in the Workplace
Black women have it rough in the workplace. Most of us are facing a minimum of two marginalizations in the workplace – being Black, and being a woman. This is called “intersectionality” coined by the Black woman UCLA and Columbia law professor, Kimberlé Crenshaw. Intersectionality is the understanding that discrimination and oppression can happen simultaneously. You are never solely oppressed, because of your race. You aren’t solely marginalized because of your gender. You are marginalized in our society by both simultaneously. When you add on other identities of Black women such as socioeconomic status, language, immigration status, religion, or other gender or sexual minorities, such as transgender or queer, then this makes an even bigger context for the challenges Black women face due to marginalization when trying to get ahead in their life and career.
Each identity has its own set of stereotypes perpetuated by historical propaganda and systemic privilege attributed to the cultural expectations of the majority in power. I first learned about stereotypes of Black women in the book Sister Citizen by Melissa V. Harris-Perry. Though this book observed the misrepresentation of Black women in the media, it also impressed upon me how the stereotypes Harris-Perry described have permeated into our cultures, especially at work. I became more conscious of how I was perceived, the way others’ expectations of what I could and could not do impacted me at work, as well as how the roadblocks by these stereotypes inhibited some of my colleagues in the workplace. While the following three stereotypes explained are not all-inclusive, consider the possible courses of action for each category:
Angry Black Woman
Where it comes from: Both women and Blacks have a long history of oppression in this country, and around the world. Most people will not argue against that. The gender expectation of femininity and meekness is what conflicts with how you are perceived once you speak up about it, making you “difficult” or “disloyal’. Blacks have been violently oppressed, and our resistance to that oppression is demonized from fear of a loss of power and White guilt. As a result, the historical label of Blacks as angry and violent fuels the fire of Black people as dangerous when Black people address conflict or express disagreement, no matter how legitimate the concerns may be. The fact that you “should” be quiet and nurturing combined with anything uncomfortable that you say is perceived as a threat makes this stereotype one of the most hurtful, and burdensome of them all.
What it looks like at work: You are expected to be nice, approachable. People are bothered, or even afraid, when you challenge their thoughts or beliefs about policies or the way projects should be managed.
If you don’t go along with the crowd then they label you aggressive. They hear your “emotion” rather than the issue at hand.
They are intimidated by your confidence and disappointed you do not feel compelled to feed their ego.
The negative aura they label onto you means they are hyper critical of what they don’t like about you, whether it has to do with your job or not.
Feedback such as evaluations or performance reviews will minimize or generalize positive performance, and negative performance will be exaggerated, or even completely made up.
You most likely are not invited or considered for social gatherings.
People ask your boss for things they should ask you for directly or they complain about things to your boss they could have asked you about.
The Game Plan: Own your voice and understand you have legitimate cause to be upset. You also might not be “angry” or “upset” at all, and remember that when people erroneously perceive this then it’s more about them than you.
Be as proactive as you can to develop a trusting relationship with your boss. Express your enthusiasm in your work and the organization. Explain you want what’s best, and believe that identifying challenges is important to making the company better. Your boss as an ally will offset any resistance or outright chaos of this stereotype by colleagues or clients.
If your boss also plays into the stereotype, then form an ally with a colleague that has a positive relationship with others at work.
Talk about your passions or interests in group settings.
Speak about what your values are, especially when you have to bring up a problem or concern.
Keep a journal of what you do well and develop a system for sharing your contributions.
Communicate this stereotype with those you trust and feel safe, and call it out in the moment.
Independent Woman/Super Woman/Work Horse
Where it comes from: Black women have had to work three times as hard to prove themselves. The demand to over deliver and outperform builds the credibility we need to move ahead. It also equates you to what you produce, rather than who you are. Black women are dehumanized, becoming a machine, animal, or “goddess” that drives results.
What it looks like at work: You are good at what you do. You are very, very good at what you do. People describe you as “smart” and “a problem solver”. You are reliable.
People know that no matter what state they bring an idea or project to you that it’s getting done, and it’s getting done well.
You might even be your boss’s favorite and colleagues might be secretly (or not) envious of your talents and abilities.
You are expected to always deliver superb quality and always be available to “save the day”.
People do not know appropriate boundaries with your time – they call you after hours or on the weekends for what they could have figured out themselves during the work hours with a little more patience.
They give you assignments, and expect you to “make it work” with little guidance or support.
They ask you to do project after project, even if they know you’ve already taken on a lot or approaching a major deadline.
You are exhausted, and maybe on the verge of burn out, but you keep overperforming, and people have no idea how you feel or what you need. They don’t ask you, because they know “you got it”.
The Game Plan: You have to teach your supervisor and colleagues appropriate work boundaries.
Let people figure it out and deal with their own messes. Don’t expect people to take this lightly. You may not be considered as much as a “team player” if you reject people too often, so try to balance it out with saying “yes” and “no” as best you can.
If you get approached to do something, and you know a colleague would be just as good but is overlooked, then recommend them to do the task or invite them to participate.
Take the personal time off!!! Schedule that time ahead, and let people know in your email signature and in person that you will not be available.
Express your vulnerability when things bother you.
Ask for help.
Communicate this stereotype with those you trust and feel safe, and call it out in the moment.
Office Mammy
Where it comes from: Black women were forced into nurturing roles that involved children, food, and health since slavery times. This has expanded to education and administrative roles in the workplace over time, and today I bet you can think of at least one middle aged Black woman everyone goes to for what they need in the office.
What it looks like at work: This is the opposite of the Angry Black Woman, mixed with some Super Woman. You are warm and nurturing. You make people feel safe. You keep unexpected life essentials like safely pins, Clorox wipes, or feminine products at your desk. You can magically diffuse conflict or disappoint with humor or a story.
You are the first person people think of when they need help or going through a bad day. They see you as a source of emotional support.
Though they deeply are and appropriately you, they do not see you as a professional woman.
People often think you’re being funny when you’re not.
You are overlooked for things like promotions or office recognition.
People are also reluctant to recommend you for professional development opportunities, because if you acquired new skills, then you might move up on your own, and they would lose their safety net in the office.
The more toxic the work environment, the more you will seem like a key player, but when the culture changes then you may see people less and less, usually only when they need something.
The Game Plan: Teaching colleagues appropriate boundaries as well as reconstructing your professional identity is mode of operation here.
Let people figure out their dilemmas. People may not push back as much with The Super Woman, but they will be disappointed with you and will think you are mad at them (now cue Angry Black Woman).
Remember you don’t have to be everyone’s friend at work, and if they stop talking to you, because you’re not as willing to make them feel good, then they were just using you. True relationship is mutual and allows both parties to feel empowered.
Take advantage of professional development opportunities.
Volunteer for projects not in your immediate area, so people will stop pigeonholing you.
Go back to school to learn more skills and knowledge.
Consider investing in more professional clothing to re-brand your image as a person of power and serious influence.
Apply for another job.
Communicate this stereotype with those you trust and feel safe, and call it out in the moment
These stereotypes are not mutually inclusive. You may be different ones to different people, or separate ones depending on the context. Develop a strong sense of who you are, and understand that how people perceive you is ultimately outside your control. You can play the office politics as best you can to get ahead, but any game can go too far. You may consider not playing, but keep in mind that these stereotypes can be so ingrained in American culture that it is very unlikely you will not be able to escape them entirely, even within your own community. My hope is that you will become more aware of how these stereotypes may be impacting the challenges you face at work, and you can build in the supports you need to overcome them, possibly even paving the way to breaking them down, little by little.
Have you faced one of these stereotypes at work? What is part of your game plan? Comment or share your thoughts.