The Memo

1. Mainstream Career Advice Often Excludes Women of Color

If I leaned in any more, my face would be on the damn table.

Advice misses mark. Mainstream career books and platforms, often created by white women, fail to address the unique challenges faced by women of color in the workplace. While concepts like networking and self-advocacy are universally good, their application is vastly different when you are navigating environments where you are often the "only one." These narratives frequently overlook the systemic barriers of race and intersectionality.

Privilege shapes perspective. Advice from those already at the table, like Sheryl Sandberg, comes from a place of privilege that doesn't resonate with the daily struggles of black and brown women. While some women are concerned about parking spots, women of color are battling systemic racism that prevents them from even getting a seat at the table to voice concerns about issues like the wage gap or support for working mothers. The experiences are not the same, and pretending they are is problematic.

Need for tailored guidance. Women of color need career solutions that acknowledge their specific experiences, biases faced, and lack of representation. Relying solely on advice written from a white perspective ignores the complex realities of navigating predominantly white spaces. It's time for narratives that reflect the diverse experiences of all women, not just those who fit a privileged mold.

2. Building Your Internal and External Squad is Crucial

Success is not a solo sport.

Network opens doors. Building a strong network, or "squad," both inside and outside the workplace, is critical for career advancement. These relationships, or "social capital," can lead to introductions, opportunities, and support that you wouldn't access alone. It's about connecting with people who can help you and whom you can help in return.

Internal vs. External. Your internal squad consists of colleagues, managers, and peers within your company who can advocate for you and provide insights into office dynamics. Your external squad includes mentors, sponsors, and contacts outside your workplace who offer different perspectives, guidance, and connections across industries. Both are vital for navigating your career journey.

Relationship building takes effort. Networking isn't just attending events; it's about cultivating genuine relationships through consistent follow-up and reciprocity. Engaging in after-work activities, even briefly, can help colleagues see a different side of you and build comfort, potentially leading to unexpected opportunities or internal champions. Don't underestimate the power of being seen and known beyond your daily tasks.

3. Navigating Office Politics Requires Strategy and Awareness

Office politics. Whew. Lawd. Jesus. It's a thing. It's a real thing.

Unwritten rules exist. Beyond job duties, every workplace has unwritten rules and power dynamics that significantly impact career progression. Understanding and strategically navigating these "office politics" is essential, especially for women of color who often lack access to the traditional "cheat codes" or alliances. Meritocracy is often a sham; relationships and political savvy play a huge role.

Politics can be brutal. Office politics can lead to unfair outcomes, overlooking talented individuals for less qualified ones based on personal relationships or power plays. Women of color are frequently on the receiving end of this, facing exclusion or being forced out. Recognizing whose team you need to be on, or at least maintaining civility, is crucial for survival and advancement.

Key lessons for navigation:

• Don't burn bridges: You never know who you might need later.
• Avoid gossip: It erodes trust and damages your reputation.
• Manage behavior: Control impulses and choose responses strategically to avoid negative stereotypes.

4. Bias and Microaggressions Are Daily Realities for WOC

Making the decision to shorten my government name might have solved a temporary problem in an all-white workplace by getting me in the door, but at whose expense?

Bias is pervasive. Conscious and unconscious biases are deeply embedded in workplace systems, affecting hiring, promotions, and daily interactions for underrepresented groups. These biases often manifest as harmful stereotypes and microaggressions directed at women of color. Examples include:

• Assumptions based on ethnic names.
• Comments about hair or appearance.
• Questioning qualifications despite experience.
• Being mistaken for administrative staff.

Emotional toll is significant. Constantly facing microaggressions and bias creates a heavy emotional tax, leading to self-doubt, anxiety, and the feeling of being an outsider. Women of color often perform "mental gymnastics" to rationalize or dismiss these experiences, fearing retaliation if they speak up. This constant battle is exhausting and hinders well-being.

Fighting stereotypes. Women of color are often labeled with negative stereotypes ("angry black woman," "feisty Latina"). Attending after-work events or engaging in casual interactions can sometimes help break down these harmful perceptions by allowing colleagues to see a more relaxed side, but the burden of constantly fighting stereotypes should not fall solely on the individual.

5. The Strained Relationship Between White Women and Women of Color Impacts the Workplace

White women can’t be trusted to always do the right thing on behalf of other women, especially women of color!

Historical context matters. The relationship between white women and women of color has a long history of strain, dating back centuries. This historical context, marked by instances of betrayal and lack of solidarity, continues to manifest in the workplace as an "empathy gap." Events like voting patterns or reactions to social movements highlight this divide.

Workplace manifestations. This strain appears in the workplace when white women:

• Fail to acknowledge the unique challenges WOC face.
• Are complicit in systems that exclude WOC.
• Claim allyship without taking meaningful action.
• Compete rather than collaborate with WOC for limited seats.

Need for accountability. For the relationship to heal, white women must acknowledge their role in perpetuating systemic issues and move beyond performative allyship to active "success partnership." This requires listening to WOC experiences, using their influence to create opportunities, and challenging biased systems, even when uncomfortable. True solidarity means showing up when it counts.

6. The Wage Gap for Women of Color is Unacceptable and Requires Action

For hundreds of years our ancestors worked for little to no money, and when they left the plantation, there was no gold watch waiting for them, no 401k, and there sure weren’t any cost-of-living adjustments.

Significant pay disparity. Women of color consistently earn significantly less than white men and even white women for the same work. This wage gap is not just a statistic; it has real-life consequences, impacting the ability of WOC, who are often primary breadwinners, to support their families and build generational wealth. It's an ethical failure by companies.

Excuses are insufficient. Companies often offer excuses for the gap, like differences in negotiation or qualifications, but these fail to justify the systemic undervaluation of WOC labor. The fact remains that companies benefit from underpaying WOC. This disparity persists despite WOC being highly educated and having significant buying power as consumers.

Negotiation is key. While companies bear the primary responsibility, women of color must also advocate for themselves by researching market value and negotiating salaries and benefits. This requires knowing your worth and being prepared to ask for it, even if it feels uncomfortable. Every negotiation is an opportunity to chip away at the gap and secure your financial value.

7. Investing in Your Professional Development is Non-Negotiable

Investing in yo’ self isn’t something just for those starting out in their careers; it’s for every woman who wants to advance.

Continuous skill enhancement. Career advancement requires continuous investment in developing both hard and soft skills. Relying solely on past education or experience is insufficient in a rapidly changing workforce. You must proactively identify areas for growth and seek out resources to enhance your marketability.

Leverage available resources. Don't assume professional development is solely your financial burden. Many companies offer stipends, training programs, or tuition reimbursement that you can utilize. If resources aren't available, consider pitching the creation of such programs. Explore free resources like webinars or public workshops offered by companies or organizations.

Consider coaching. Career coaches can provide tailored guidance, help identify blind spots, and develop strategies for negotiation, advocacy, and career planning. While it's an investment, it can significantly accelerate your growth. Think of it like an athlete needing a coach – you are the captain of your career team.

8. Cultivating an "Empire State of Mind" is Essential for Resilience

To thrive in the workplace as a woman of color, you need an Empire State of Mind, even when the environment will have you feeling like adopting an Enemy State of Mind.

Mindset impacts success. Navigating the challenges faced by women of color in the workplace requires a strong, resilient mindset. Self-doubt, imposter syndrome, and insecurities, often exacerbated by non-inclusive environments, can become internal barriers to advancement. You must intentionally cultivate a belief in your worth and ability.

Combatting internal struggles. Feelings of inadequacy, stemming from past experiences or current workplace dynamics, can lead to anxiety and a reluctance to speak up or take risks. Addressing these internal struggles, perhaps through therapy, mindfulness, or self-reflection, is crucial for mental well-being and professional growth. You can't win if you're not right within.

Owning your narrative. Don't let others define your worth or potential based on stereotypes or biases. Develop a clear career purpose statement and blueprint to guide your decisions and investments. Be proud of your background and accomplishments, and refuse to dim your light to make others comfortable. Your mindset is your most powerful tool.

9. You Must Be Your Own Best Advocate

You must learn to be your own advocate.

Don't wait for others. In workplaces where women of color are underrepresented, you cannot rely solely on managers or colleagues to champion your career. While allies and sponsors are valuable, the primary responsibility for articulating your goals, highlighting your achievements, and demanding fair treatment falls on you.

Vocalize your aspirations. Don't assume your desire for advancement is known. Clearly communicate your career goals to your manager and relevant leaders. Discuss potential roadmaps for growth and inquire about opportunities. Being explicit about your ambitions is necessary to ensure you are considered for future roles.

Stand up for yourself. When faced with mistreatment, bias, or unfair situations, find your voice to address it diplomatically but firmly. While it can be scary, especially as the "only one," allowing bad behavior to slide only perpetuates it and erodes your self-worth. Learning to set boundaries and speak truth to power is a critical skill.

10. Representation Matters: Say the Names of Women of Color Leaders

It’s important that we say their names because we don’t want our contributions erased from history.

Visibility inspires. Seeing women of color in leadership positions is crucial for inspiring future generations and combating the feeling of isolation. While WOC leaders exist across industries, their names and accomplishments are often less publicized than their white counterparts. We must actively seek out and celebrate these pioneers.

Beyond stereotypes. Women of color leaders are not limited to specific fields or roles. They are CEOs, scientists, artists, politicians, and more. Highlighting their diverse paths to success challenges limiting stereotypes and shows the breadth of possibilities for black and brown women.

Amplify their voices. Make an effort to learn about and share the stories of WOC leaders. Support their work, attend their events, and use social media to amplify their voices. By collectively raising their visibility, we ensure their contributions are acknowledged and provide tangible role models for aspiring women of color.

11. No More Passes: White Colleagues Must Do Better

Time’s up, and you no longer get a hall pass for being naive and meaning well.

Accountability is overdue. White colleagues, both men and women, must take responsibility for their role in perpetuating systemic inequalities and harmful workplace dynamics. Ignorance or good intentions are no longer acceptable excuses for actions or inactions that negatively impact women of color. It's time for a performance improvement plan.

Challenge your biases. Actively work to identify and dismantle your own conscious and unconscious biases. This includes examining your language, assumptions, and interactions with people of color. Stop using harmful stereotypes or making comments about appearance. Listen when WOC share their experiences, even if it makes you uncomfortable.

Be a true success partner. Move beyond self-proclaimed allyship to actively partnering with women of color for their success. Use your influence to advocate for WOC in hiring, promotions, and opportunities. Be intentional about building diverse networks and ensuring WOC voices are heard and valued in all spaces. Inclusion requires action, not just words.

Last updated: May 2, 2025