FURTHER READING…

By Yetunde Hofmann

Finding individuals within an organisation, industry or wider network who provide mentorship and guidance is an important part of career progression for every employee. But the value of this support and advocacy for a black woman is doubly important. She can often be in environments where she is the only black woman at the table or has little in the way of representation higher up the career ladder. Ensuring there is someone in her corner to champion, support and listen to her can make a vast difference in her career trajectory. Here’s why…

For black women, having a mentor whom she can confide in and seek advice from regarding career opportunities, safely and without judgement, creates a sense of belonging and safety, which can go some way to addressing feelings of Imposter Syndrome. Evidence shows this hits women of colour the hardest.

Mentors offer a safe space in which to share experiences and ideas in the comfort that the response will be free of bias. Internal mentors can also provide insights into the culture, politics and unspoken ways in which decisions are made to help black women better navigate and progress within their workplaces.

BUILDING AN ANTIRACIST ORGANIZATION AND COMMUNITY

By Shannon Joyce Prince

Published by Routledge (2022)

This is not a book of antiracist theory but antiracist tactics – tactics that anyone, of any race, can use to strike a blow against injustice. Antiracism is not about what we feel but what we do, and there are specific techniques we can use to create a just world.

Likewise, sponsorship, which is not the same as mentorship, is an especially powerful tool for the career development of black women, as research has found they are more likely to be overlooked for a promotion in comparison with their non-black female colleagues.

Having a sponsor who will promote your talents, even when you’re not present in the room, is like having an agent seek out your next big opportunity. They act in support of, and respect for, your progression in your chosen career path and will proactively advocate for and champion you in discussions with decision-makers around promotion and development opportunities, and that network is hugely valuable for anyone looking to move up the ladder.

Being an ally to black women is also hugely important for contributing to the development of black leaders in your organisations. It’s important to amplify the black voices in your organisations and go beyond just listening to their experiences to proactively asking for and implementing their recommendations. We all have our own experiences, talents and needs that should be recognised and valued. If you are in a position of power or influence, speak up against inequalities and biases, and work with other leaders to enact changes that will make a real difference for your black/black heritage female employees.

AN INNOVATION AND IMPACT AGENDA

Edited by Jerry Goodstein

By Mary Gentile

Published by Routledge (2021)

Giving Voice to Values, under the leadership of Mary Gentile, has fundamentally changed the way business ethics and values-driven leadership is taught and discussed in academic and corporate settings worldwide.

THE SECRET STRATEGY TO ACCELERATE YOUR CAREER AND LAUNCH INTO LEADERSHIP

By Maggie Chan Jones

Published by Tenshey (2021)

As the first woman to become Global Chief Marketing Officer (CMO) at SAP, Maggie Chan Jones knows what it takes to reach the pinnacle of your career aspirations. In Decoding Sponsorship, she pulls back the curtain on the stories and lessons she learned in the journey to her career North Star as a CMO.

By KELLIE MILLER