“I've been questioned about my changing hairstyles often and dealt with many of my co-workers wanting to touch my hair (sometimes without asking). Both imply that natural Black hair is ‘substandard’ and that Western hair is the default, something of which Digital PR Specialist Gabrielle Ashanti has had plenty of experience. Implying that her natural hair is either ‘messy’ or ‘unprofessional’ is an outright aggression. Often labelled aggressive or over assertive, Black female professionals are regularly subjected to tone policing - a silencing tactic used by oppressors throughout history.īefore flagging up a Black female colleague or employee’s tone, ask yourself this: are you focusing more on the way she is speaking rather than what she is saying? And would you have the same issue if it were a white woman or man speaking in that way?Įxpressing surprise, or worse, judgement in their appearanceĪsking a Black female colleague uninvited questions about her hair is a microaggression. Two minutes later my male white manager would say exactly the same thing as me and it would be cooed over and added to the action list.”īlack women have dealt with the ‘angry’ stereotype for years, enforced by a white privileged agenda to stamp out their voices and keep them quiet. As a project manager, I would attend team meetings and make suggestions for the way forward and be ignored. “It was said in the way that indicated she wanted to say ‘aggressive.’ To be honest, I wasn't assertive enough. “I remember once being informed by my white female manager that I was quite 'assertive' in meetings,” recalls Global Publicist, Brenda Gabriel. Tone policing based on racial stereotypes It also puts pressure on them to a lot of unpaid work and singles them out as ‘different’ to everyone else. “I seem to always get asked these questions as if we all have the same experiences.”Įxpecting your Black female colleagues or employees to be the spokesperson for all Black women shows a lack of understanding, empathy and respect for each person’s individuality. I have always been seen as the representative, whether it’s a question about Black hairstyles, what to do about the diversity issue within the business or “what do you feel about knife crime,” explains Bonita. “In the work place I tend to be either the only Black woman, or a minority. These are some of the most common microaggressions Black women are subjected to at work.Īssuming that all Black women have had the same life experiences Robin DiAngelo, author of White Fragility, made a really important point in an article for the Guardian last year: that we have to get over the idea that racism is a series of “individual acts of intentional meanness.” We have to challenge the assumption (and I speak for myself here as well) that niceness and identification as a feminist does not automatically make us an advocate for all women. This requires a long-term approach and cannot be fixed overnight.”Īs Bonita says, learning is the first key to overcoming this situation and though acknowledging that the part you have played in the oppression of Black female professionals is difficult, it is necessary. The lack of diversity within businesses - especially in leadership - should be an ongoing discussion, rather than a reactive response to what is happening around us - leaders must become accountable for there to be real change through education, insights and data. “Firms must understand that diversity and inclusion has to become a priority through education and tangible actions.
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