Lean In Leaves Many Women Out

Angela Solomon • Jan 28, 2019

While on her book tour promoting Becoming, Former First Lady Michelle Obama, in a crowded audience discussing “leaning in”, slipped up and used an expletive when talking to her sold-out audience. As you may already know Sheryl Sandberg’s best selling self help book published in 2013 called Lean In caused quite a buzz and inspired plenty of women. My best friend gave me a copy and I was reading it and my overall opinion from the start was, I couldn’t relate. I walked away from her book appreciating her life story as a daughter, wife, mom and business professional, but being a Black woman in America; as a business owner and a mom, is a completely different experience from Ms. Sandberg’s. I couldn’t cosign the “lean in” mentality when it comes to workplace. Women of color’s balancing act is far different from the Ms. Sandbergs of the world. Women of color tend to face continual workplace invisibility, being overlooked for job opportunities while working twice as hard than their counterparts.


Casper Syndrome – Women of color, although well educated, are rendered invisible and face a host of challenging circumstances in the workplace. For example, A friend, who helped found an initiative and deemed the heart and soul of the organization was consistently passed over for promotion so many times, I lost count. She is someone who went back to the community she grew up in to make a difference, and was good at her job. She trained interns who would go on to be her supervisors. Although she received glowing reviews from her boss, her white female counterparts kept getting promotions in title and pay while she did double and triple their work load as the voice and minority face of the organization. How can you “lean in” when your hard work isn’t even acknowledged? The all familiar disappearing act that women of color forcibly face creates disenchantment in the workplace.

Foot in the Door – Women of color have a difficult time getting considered for jobs they feel qualified for. In fact, Northwestern University, Harvard and the Institute for Social Research conducted a study using resumes and in person audits and came to the following conclusion: “white applicants receive 36% more callbacks than equally qualified African Americans” while “white applicants receive on average 24% more callbacks than Latinos.” I speak to women of color everyday, who express the difficulties and frustration they experience when trying to get their foot in the door.


Twice as Hard – The twice as hard mentality that I and plenty of other women of color grew up with is reflected in everything we do, especially in the workplace. We can’t just be ordinary, we have to go above and beyond at all times. However, that above and beyond work ethic can be mentally draining and come with emotional physical consequences. The need to be at your best at work becomes too much pressure to handle and it drives many of women of color out of corporate America to explore the business owner route. In fact, Black women started their own business at a faster rate than all other races. 


These are the struggles women of color continually face in Corporate America. You cannot “lean in” to workplaces that are systematically designed to erase you. Women of color remain on the sidelines of plenty of companies that talk about diversifying their workforce without implementing any substantial changes. Lean In leaves us out. 

I am someone who sees incredible potential and opportunity in places where some people don’t think to look. Minorities and women are still marginalized in the working world. As owner of a diversity staffing boutique, my team and I walk alongside our Clients in creating professional environments that are truly for ALL. I believe in our interconnectedness as a human race and strive every day to use my gifts to empower the workplace invisible and powerless. I rarely bet on certainty and always root for the underdog because after all, those are the best stories to tell.


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Diversity Recruiting Gone Wrong: Common Mistakes That Perpetuate Racial Bias

By Angela Solomon • 24 Apr, 2024
Diversity and inclusion have become critical priorities for many organizations in the corporate world. However, the methods used to achieve greater diversity in the workforce often fall short, perpetuating racial biases rather than dismantling them. In this post, we'll explore the underlying challenges and propose a more holistic approach to creating truly equitable and inclusive workplaces. The recent New York Times article titled: What Researchers Discovered When They Sent 80,000 Fake Resumes to U.S. Jobs highlights a sobering reality – decades of diversity initiatives have failed to address the persistent racial discrimination in hiring practices. This reveals a fundamental flaw in how many organizations have approached the challenge of diversity and inclusion. Too often, the focus has been on quick-fix solutions, such as setting diversity quotas or hosting one-off training sessions. While these measures may create an illusion of progress, they fail to address the deep-rooted systemic biases that continue to shape hiring decisions and workplace culture. To make meaningful and lasting change, organizations need to take a more comprehensive and sustained approach. This begins with acknowledging the complexity of the problem and recognizing that diversity and inclusion are not just HR concerns, but rather strategic priorities that must be embedded throughout the entire organization. Effective diversity and inclusion initiatives should focus on three key areas: 1. Talent acquisition : Instead of relying on traditional recruitment methods that tend to perpetuate homogeneity, organizations should adopt inclusive hiring practices that actively seek out diverse talent pools. This may involve collaborating with community organizations, investing in employee referral programs, and reducing the reliance on educational pedigree as a primary hiring criterion. 2. Organizational culture : Creating an inclusive work environment requires more than just diversity training. It necessitates a fundamental shift in organizational culture, where diversity is celebrated, and employees from all backgrounds feel valued and empowered to contribute. This may involve implementing mentorship programs, fostering employee resource groups, and ensuring that leadership teams reflect the diversity of the organization. 3. Systemic change : To achieve true equity, organizations must be willing to confront and dismantle the systemic barriers that perpetuate discrimination. This may involve conducting comprehensive pay audits, implementing robust anti-bias policies, and advocating for broader social and legislative changes that promote equity and inclusion. By taking a holistic and sustained approach to diversity and inclusion, organizations can move beyond superficial metrics and create workplaces that truly reflect the rich diversity of the world around them. This not only benefits employees but also strengthens the organization's ability to innovate, problem-solve, and better serve its diverse customer base. The challenge of diversity and inclusion is a complex and persistent one, but with a renewed commitment to creating meaningful and lasting change, organizations can play a pivotal role in building a more just and equitable society. I see incredible potential in places most people don't think to look. As a Black woman and small business owner of a diversity staffing boutique and career coaching service, my team and I walk alongside our clients in creating genuine professional environments for ALL free from bias and discrimination. I believe in our interconnectedness as a human race and strive daily to use my gifts to empower the invisible and powerless. I rarely bet on certainty and always root for the underdog because those are the best stories to tell. Follow me on IG, Facebook, TikTok, YouTube, LinkedIn @ HireBlackTalent.

Ask The Recruiter: When Should You Start Looking For Your Next Job Opportunity

By Angela Solomon • 24 Apr, 2024
As a recruiter, I field many questions throughout my workweek—about when is the right time to start looking for a new job. I think the answer is you should always know whats going on in your industry. You should always have a resume and a great elevator pitch because you never know when an opportunity may arise. It's essential to be proactive in your career development rather than waiting until you're unhappy in your current position or faced with unexpected job loss. By staying informed about industry trends and networking regularly, you can position yourself for success when making a move. Remember, it's better to be prepared and not need it than to need it and not be prepared. So here are questions you should be asking yourself: 1) Do I like my resume? 2) Am I satisfied with my pitch? 3) Can I join networks and groups that will advance my career? It's important to stay proactive in your career development by continuously educating yourself, networking, and staying up to date on industry trends. Doing so makes you better prepared to seize opportunities and navigate any potential setbacks. You can always be ready to showcase your skills and experience, as you never know when a potential employer may come knocking. In the fast-paced world of work, being prepared and proactive can make all the difference in advancing your career. I see incredible potential in places most people don't think to look. As a Black woman and small business owner of a diversity staffing boutique and career coaching service, my team and I walk alongside our clients in creating genuine professional environments for ALL. I believe in our interconnectedness as a human race and strive daily to use my gifts to empower the invisible and powerless. I rarely bet on certainty and always root for the underdog because those are the best stories to tell.
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