Race and gender often spark conversation about bias and discrimination in the workplace. For one, the call for equal pay among gender and minorities continues to this day. Employees haven’t focused on sourcing, hiring, and retaining talents from diverse populations.
Women of color only represent 4% of C-level positions in 2018. They are more vulnerable to workplace harassment and are seen as less qualified than their white and male colleagues. In the STEM fields alone, black and Hispanic women held less than 4% of jobs in engineering and science as opposed to white men who represented a whopping 51% and white women with 18%.
The underlying issues are rooted in the preconceived notions that society ascribes to women of color. When companies (consciously or unconsciously) reinforce certain stereotypes about them, surviving the workplace can be difficult. It affects individuals as well as the company’s collective mindset towards diversity and inclusion.
That’s why it’s important to dispel these stereotypes about women of color. By understanding the roots of these biased assumptions, companies can avoid miscommunication, performance issues, unequal opportunity distribution, and unwanted negative behavior and interactions in the workplace.
The angry black woman
Loud, aggressive, and uncontrollable: these words are often attributed to black women. This leads them to be unjustly penalized. By being depicted as overly opinionated in popular media, black women struggle to define the limits of their temper even in the workplace.
In a 2014 study involving women of color in STEM, it reported that 50% of women at work received backlash towards their expression of anger. This puts their careers at risk and paves the way to more instances of miscommunication.
So what can organizations do to avoid reinforcing this stereotype? One key driver is awareness. Understanding the experiences of black women will prevent an organization from nurturing biases. Being open to the conversation creates a safer space for black women to express themselves. Leadership advancement programs and opportunities for voicing out opinions should be inclusive. For instance, examining employee sentiment data through the lens of race and gender will result in better representation of black women when getting feedback.
These changes make a huge difference in the way people see their value in an organization. It empowers them to find their niche at work, respond to criticism positively, and help the organization enable its growth.
The fertility threat of Latinas
It’s no surprise that Latinas are seen as hypersexualized individuals. Representation in Hollywood usually portrays them as “hot” and “sexy.” Because of this over-sexualized image, Latinas pose a fertility threat in the workplace. This idea is risky for most companies, bearing in mind the possibility of motherhood and its implications for talent retention and pay.
Latinas already suffer from wage gap. For every dollar that white men earn, Latinas only make 54 cents. This amounts to losing $1,135,440 over the course of a 40-year career.
Unfortunately, motherhood also poses a threat to what they earn. Case in point: the motherhood penalty. While fathers see a 6% increase in pay per child, mothers get a 4% decrease per child due to demotions and unpaid leaves, which force many mothers to return to work sooner rather than suffering from the possibility of unemployment.
Companies are expected to offer maternity benefits to expectant and new mothers, especially mothers of color who are already subjected to the existing wage gap. Ernst & Young’s implementation of a 16-week paid leave for parents is a rare yet great example of how extended parental benefits positively impact companies. During the implementation, EY observed a significant decrease in the gap in the turnover rate between men and women, the opposite of how most companies perceive motherhood in relation to retaining talents.
The case of the agreeable Asian
We all know the classic tale of the model Asian colleague—a graduate from an Ivy League university who entered the workforce with strong mentor recommendations. While this stereotype can boost self-worth, Asian Americans suffer a lot of anxiety to perform better and consistently even before they enter the workforce. As professionals, the “model minority” experience isn’t true for all.
In a study conducted by the American Psychological Association (APA), these six themes arise when Asian American women were asked about discriminatory labels: exotic, incapable of being leaders, submissive, cute and small, invisible, and a service worker. Despite the relatively positive stereotype for Asians as a minority, Asian American women are still not seen as equal counterparts to their white men and women colleagues, which leads to unequal opportunities for career advancement.
Therefore, organizations need to empower them to be present. Diversity support groups and leadership enhancement initiatives play a big role in understanding culture and developing potential women leaders. Companies can create opportunities for Asian American women by assigning a target number of representatives for higher positions. By ensuring representation in the decision-making process, they are not only made visible through their roles, but they also serve as a voice for the minorities they represent.
The invisible Native American woman
Native American women, in many aspects, are often overlooked when having the discourse about women of color. Having comprised only 1.3 percent of the US population, American Indians and Alaska natives have been tagged the Asterisk Nation. This term was coined because an asterisk usually represents them on published government reports due to the lack of timely and accurate data.
This invisibility poses negative implications on policy-making, government responsibility, and even opportunities for career development. Because of the lack of equal employment opportunities and underrepresentation in the workplace, Native American women experience isolation.
However, despite being situated in difficult economic and social conditions, Native American women continue to flourish and attain higher education. According to the National Congress of American Indians, college and university enrollments among Native American women have increased by almost 200% between 1976 and 2006, and enrollments for post-graduate degrees increased by 400%.
Hence, it is essential for companies to help Native American women boost their growth in the workplace. Increasing representation is a good place to start. By leading deliberate sourcing and training programs, workforce participation will improve. Organizations can also take the extra mile and commission more studies about this minority group. Being proactive in improving the available tribal labor market data will result in understanding Native American women better and creating more efficient workplace policies for them.
Shattering Racial Stereotypes
Our workplace environments are certainly one of the most complex and demanding social situations that we attend to every day. An average American employee spends 34 hours at work per week. With more than 69% of our time devoted to work, there’s no doubt that our careers often define our goals, lifestyles, and mindsets.
With race and gender at the center, eradicating biases and stereotypes in the workplace will be a long journey. However, it’s always worth a shot. Being aware of these stereotypes and how they can be dealt with will make a huge impact on organizations. By nurturing an inclusive and diverse working environment, companies welcome healthier discussions, create a stronger organizational structure, and foster a unique work culture that attracts top talent from diverse populations.
Interested in how you can create safe spaces for women of color in the workplace? Download our primer about 5 Ways to Retain Women of Color in STEM Professionals. Available on our homepage.