In the wake of recent events, including the resignation of Harvard president Dr. Claudine Gay amid severe harassment and the sudden demise of Dr. Antoinette “Bonnie” Candia-Bailey, a recently fired HBCU executive, it's time to confront a painful truth. The mental health of black female executives is under siege, and workplace bullying is not just a myth; it's a damaging reality. In this blog post, we will discuss the crippling mental health of black female executives and the steps we leaders must take to ensure our organizations are gardens, not graveyards, for all minority leaders.
As an observer and confidante to many victims over the years, I have witnessed the toll that constant pressure and disrespect can take on individuals. The story of Claudine Gay, who faced death threats and racial abuse, is not an isolated incident but a representation of a larger systemic issue that plagues our workplaces.
A Plethora of Challenges
Black female executives face a myriad of unique challenges that compound the typical pressures of leadership. They often encounter racial and gender discrimination, impacting everything from their career progression to their compensation. Moreover, black women's hair and hairstyles, integral to their identity and culture, are frequently subjected to scrutiny and bias in professional settings. Beyond this, they also face cultural discrimination, where their behavioral norms, traditions, and cultural expressions are often marginalized or misunderstood, leading to a sense of alienation and the pressure to conform to dominant cultural norms. These layered challenges intensify the mental health struggles black female executives face, underscoring the need for greater awareness, sensitivity, and proactive measures in the workplace.
Bullying...in the Workplace
And then there's the occasional bullying at the hand of superiors in the workplace that further cripples the black executive's mental health. The pervasive myth that "adults don't get bullied" is not just inaccurate, it's dangerously dismissive of the real experiences of countless professionals. This misconception was starkly evident during a bullying training session during my tenure at San Antonio Independent School District, where a district attorney's claim that adults cannot be bullied left many in shock. This denial of reality only exacerbates the problem, leaving those affected without support or acknowledgment.
Credential Discrimination Too
In addition to the broader challenges, black female executives, such as myself, often endure subtler forms of discrimination that question their legitimacy and qualifications. Even seven years after achieving my Ph.D., I regularly encounter skepticism when I introduce myself as Dr. Wanita Mercer. The follow-up questions – "What kind of Ph.D. do you have? What school did you attend?" – are almost expected, a scrutiny seldom faced by my white counterparts. This implicit questioning of credentials is a stark reminder of the ongoing biases that black women in leadership positions must navigate. It's not just about facing overt discrimination; it's the constant need to prove oneself in environments where the same standards are not applied universally. This reality adds an additional layer of stress and challenges to the already complex role of being a black female executive.
The Retreat of Valuable Talent
The loss of valuable talent due to the crippling of black female executives' mental health is a significant issue. When these leaders face undue stress and discrimination, it not only harms their personal well-being but also deprives organizations of diverse perspectives and skills. Black female executives often bring unique insights and experiences that are crucial for innovation, problem-solving, and understanding diverse markets. Their departure can lead to a less inclusive and dynamic leadership landscape, which in turn can impact an organization's culture, employee morale, and overall success. This loss reinforces systemic inequalities and hinders progress towards a more equitable and effective corporate environment.
Steps for Change:
Acknowledge the Issue: Organizations must first acknowledge that workplace bullying and mental health struggles are real and can affect anyone, especially their black female leaders.
Provide Support Systems: Establish strong support networks, including mental health resources and safe spaces where all organizational members can speak freely about their experiences without fear of retribution or dismissal.
Implement Zero-Tolerance Policies: Enforce strict policies against bullying, harassment, and discrimination, ensuring that they are applied universally, from junior staff to top executives.
Educate and Train: Regular training sessions on diversity, inclusivity, and mental health can foster a more empathetic and supportive workplace culture.
Promote Self-Care: Encourage your black female leaders and other minorities to prioritize their mental health and seek help when needed.
Lead by Example: Senior leadership should model respectful behavior and a commitment to mental well-being for everyone.
As leaders, we have a responsibility to not just recognize these issues among black female executives but actively work towards creating a healthier, more inclusive workplace. It's time to shift our perspective, acknowledge the struggles of our minority leaders, and take decisive steps to protect and support the mental health of all team members.
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Dr. Wanita Mercer, Ph.D. is the founder and CEO of Lead My Heart, an executive coaching and consulting company specializing in equipping executives and executive teams to live and lead with purpose, passion, and power. She has a Ph.D. in Education with an emphasis in organizational leadership, and she is certified in life coaching, executive coaching, change management, project management, executive management, corporate crisis management, and mental health ministry. She has over 15 years of experience as an international educator in the USA and China, motivational speaker, author, and civic leader. She lives in San Antonio, Texas.