What does it mean to be Black in Leadership? A Q&A with Fora’s New CEO.
Pictured: Fora’s CEO,Emma Asiedu-Akrofi at our Young Feminist Economy Event.
As Black History Month comes towards an end, Fora proudly recognizes and celebrates the achievements of Black leaders, particularly Black women who have defied odds, shattered barriers, and paved the way for a more inclusive future — but it doesn’t mean that Black leadership doesn’t come without its challenges. Between the 'glass cliff' phenomenon, limited mentorship access, imposter syndrome, and pay inequity, there are many hurdles that Black women encounter, especially in the non-profit sector and within leadership.
To delve deeper into these issues, we sat down with our new CEO, Emma Asiedu-Akrofi, to hear her perspective on the challenges faced by Black women in leadership and how young Black women can thrive. Emma's words resonate as a call to action, urging us to both define and foster the full participation of Black women in leadership spaces. The following is what she had to share.
Q: What have been some of the most significant challenges you've faced as a Black woman in a leadership role?
A: I consider myself fortunate that my leadership journey has been largely positive. I have benefited from the support of people genuinely invested in my success, and I've led organizations that respect employee diversity and wellness.
However, I acknowledge that this is not always the case for many Black women leaders. The 'glass cliff' phenomenon, as termed by Michelle K. Ryan, PhD, and Alexander Haslam, PhD, of the University of Exeter, describes the obstacles that Black women encounter in workplace leadership. This phenomenon typically arises when women and racialized folks only reach leadership's top echelons of an organization during periods of organizational crisis or underperformance (Utah State University).
Other barriers for Black women in leadership include limited mentorship access, imposter syndrome, and pay equity issues. Statistics Canada reports that the earnings of Canada-born Black women are 'approximately $3,500 to $7,000 lower than that of women in the rest of the population' (Statistics Canada).
In the wake of George Floyd's murder and the rise of racial justice movements like Black Lives Matter, we saw more Black women stepping into leadership roles.
It's crucial to acknowledge, however, that these roles often lack sufficient financial support, human resources, and organizational priority, all of which are essential for success.
Ultimately, even though my experience has been mostly positive, there's room for improvement in supporting all women, particularly Black women, in leadership roles. We need more systemic change to ensure Black women can thrive in leadership roles rather than merely survive. Non-Profit Quarterly offers valuable suggestions on what this could look like in the non-profit sector, which includes building a supportive infrastructure that offers fair compensation, mentorship opportunities, and wellness priority, alongside realistic role expectations (Non-Profit Quarterly).
This is exactly why I am proud to be a part of Fora. Our organization is not only building a supportive infrastructure for our employees but also championing gender-marginalized youth. We are enabling them to enter into leadership positions and challenge spaces that often lack infrastructures for gender-marginalized individuals, especially those who identify as Black, to thrive in leadership roles.
Q: What do you think needs to exist to promote not just greater representation, but the full participation, of Black women in leadership roles?
A: Promoting Black women's full participation and representation in leadership roles requires specific actions. The first part is to define what full participation means for Black women.
Is it about expressing our cultural experiences and communication styles without fear of backlash? Is it about progressing in leadership without needing to code-switch (a practice described by the Harvard Business Review as "adjusting one’s style of speech, appearance, behavior, and expression to optimize others' comfort in exchange for fair treatment, quality service, and employment opportunities")?
Does it involve ensuring our suggestions are not only heard but valued and rewarded equally as our white, cis-men colleagues?
Does it mean rejecting tokenism and creating spaces where multiple Black women can exist without labeling it as a Black or urban initiative?
We need to answer these questions to shape our vision of full participation for Black women in leadership roles.
The second part is to enhance Black women's access to these roles. Not all Black women have had equal access to development opportunities due to socio-economic differences, and we need to recognize this while supporting them in overcoming this gap. As organizations, we need to establish clear and accessible promotion pathways and create a supportive infrastructure that recognizes Black women's potential and aids them in climbing the organizational ladder.
The third part is then about cultivating a culture of inclusion and respect, including advocating for laws and implementing practices to dismantle the systemic barriers that often prevent Black women from thriving in leadership roles. It also involves fostering an environment that genuinely celebrates diversity and promotes equality in both word and deed.
When we have all three of these pieces working in tandem together, that’s when we can start to bear witness to the full participation of Black women in leadership.
Q: What advice would you give to young Black women aspiring to leadership positions?
A: My advice for aspiring young Black women leaders is:
Choose a career path and learn about the sector and role. Traditional education is beneficial but consider alternatives like certificate programs, micro-credentialing, and mentorship opportunities.
Hard work is necessary. Systemic barriers exist but they don't remove the need for commitment and diligence. Use your strengths to your advantage.
Build a network. Interact with as many people as possible, share your values, and establish beneficial relationships. People are valuable resources for your leadership journey.
Understand that progress takes time. You may need to join smaller organizations for broader experience, or larger ones for specialization.
There's no one-size-fits-all solution. Reassess and adjust your course as needed.
Q: What does Black Joy look like to you? What does that look like within the context of professional settings to you?
A: For me, my Black joy in a professional setting is the regular affirmation of my worth. I log into work each morning knowing that my experiences, thoughts, and contributions are valued by my organization. I take pride in contributing to something larger than myself, fostering positive social change in the gender equity sector.
My Black joy also extends to the connections I make with other women, particularly Black women, in leadership positions. We share experiences, trade stories, and offer advice. Their presence reassures me that I'm not alone on this leadership journey.
Lastly, my Black joy is directly connected to rest and wellness. Despite the demands of work, endless emails, and meetings, I prioritize finding time for breaks and relaxation. It's essential for recharging my energy and continuing my chosen career path.
To learn more about Emma Asiedu-Akrofi, check out our previous blog post here. You can always reach out: emma.akrofi@foranetwork.org.