Navigating Double Marginalization: How Community Support Elevates Black Women in the Workplace

For Black women in the corporate or advanced education work world, the intersectionality of race and gender often leads to unique challenges and experiences of double marginalization. Despite these hurdles, community support within the workplace has emerged as a crucial factor in empowering Black women to navigate and thrive professionally. 

As the only Black woman in her department, Maya often grappled with the weight of double marginalization in the workplace. Despite her undeniable talent and dedication, she couldn't shake off the feeling of being overlooked and undervalued. However, everything changed when she attended a networking event organized by the company's Employee Resource Group for Black professionals. There, Maya met Simone, a senior executive who shared Maya's experiences and offered invaluable guidance and support. Over time, Simone became Maya's mentor, advocating for her advancement and helping her navigate the complexities of corporate politics. With Simone's encouragement and the solidarity of her newfound community, Maya overcame the barriers she faced and thrived, eventually becoming a trailblazer and inspiration for other Black women in the organization. Through the power of community support, Maya transformed her professional journey, turning challenges into opportunities for growth and empowerment.


Understanding Double Marginalization

Black women face the intersectional challenges of both racial and gender discrimination, resulting in what Kimberlé Crenshaw termed "intersectionality." Research by Collins (2000) highlights how this intersectionality leads to a distinct form of oppression, where Black women experience marginalization that is different from, and often compounded by, that experienced by Black men or white women.

Moreover, Black women are often underrepresented in leadership positions, facing what is commonly referred to as the "glass ceiling." Research by Koonce et al. (2011) found that while Black women have made strides in educational attainment, they are still significantly underrepresented in upper management and executive roles compared to their white counterparts. This lack of representation can lead to feelings of isolation and limited advancement opportunities.

Community support within the workplace plays a vital role in mitigating the challenges faced by Black women. Research by Dumas and Graham (2012) emphasizes the importance of workplace networks and relationships in providing emotional support, career guidance, and opportunities for advancement. Research by Thomas (2017) suggests that mentorship programs tailored to the needs of Black women can significantly enhance their career trajectories. Organizations can take proactive steps to amplify the voices of Black women by ensuring diverse representation on panels, committees, and decision-making bodies. Research by Kalev et al. (2006) underscores the importance of inclusive practices in fostering a sense of belonging and empowerment among marginalized groups. Building alliances with colleagues from diverse backgrounds can help Black women navigate systemic barriers and create a more inclusive workplace culture. Research by Ely and Thomas (2001) suggests that cross-cultural mentoring relationships can foster mutual understanding and support across racial and gender lines.

Creating Community Support: Tips for Black Women in the Workplace

In conclusion, community support is pivotal in elevating Black women in the workplace and helping us navigate the challenges of double marginalization. By creating safe spaces, organizations can foster environments where Black women can thrive professionally. By implementing these tips and strategies, Black women can proactively create the community support we need to thrive in the workplace, overcome challenges, and achieve our professional goals. Remember that building community takes time and effort, but the benefits of belonging to a supportive network are invaluable for personal and professional growth. Sista Peace is a network of women dedicated to supporting each other personally and professionally. We would love you to join us (include the link here). As we continue to strive for greater diversity, equity, and inclusion in the workplace, it is essential to recognize and leverage the power of community in empowering Black women and promoting organizational success.

Collins, P. H. (2000). Black feminist thought: Knowledge, consciousness, and the politics of empowerment. Routledge.

Dumas, T. L., & Graham, M. E. (2012). Mentoring underrepresented minority women in STEM: A content analysis of mentoring programs' websites. Journal of Diversity in Higher Education, 5(1), 38–48.

Ely, R. J., & Thomas, D. A. (2001). Cultural diversity at work: The effects of diversity perspectives on work group processes and outcomes. Administrative Science Quarterly, 46(2), 229–273.

Kalev, A., Dobbin, F., & Kelly, E. (2006). Best practices or best guesses? Assessing the efficacy of corporate affirmative action and diversity policies. American Sociological Review, 71(4), 589–617.

Koonce, R., Harper, M., & Brown, J. (2011). Race and gender differences in the experiences of female and male assistant principals. Leadership and Policy in Schools, 10(4), 345–376.

Thomas, D. A. (2017). Building a sustainable cross-cultural workforce through mentoring. In M. M. Chemers, S. Oskamp, & M. A. Costanzo (Eds.), Diversity in organizations: Concepts and practices (pp. 317–342). Psychology Press.