Q: I’m writing to get some advice on a situation that a lot of Black women in the corporate world find ourselves in: being the only one. I was recently laid off from a leadership position at a start-up. I was the only Black woman in management, even after the intense performative behavior from other leaders at my company after the summer of 2020. The layoff process was emotionally exhausting. I found out I had been taken advantage of, skipped over for bonuses and ultimately laid off.
As I look to other companies and opportunities for my future, how do I navigate protecting my identity and heart while looking for the red and green flags I need to dedicate my skills to a new role? I feel defeated knowing that I might not be able to find high-level roles with other Black leaders already on the team and how slim that the likelihood of finding a Black-owned corporation is. Thank you in advance!
A: I’m sorry you’re navigating such an emotionally draining layoff on top of feeling tokenized. We don’t talk enough about how traumatic both experiences can be, professionally and personally. If you haven’t already, I recommend finding a therapist to help you process all of this.
Zooming out a bit: The start-up world - like many other industries - continues to face tumultuous, widespread layoffs. The easiest advice to give and the hardest to employ is: try to not to personalize this. Layoffs are messy and emotional and rarely handled perfectly. And it’s no surprise that the same systemic issues plaguing the company (and the country) inevitably show up in that process.
It sounds like you are experiencing the post-2020 burnout many minorities in corporate leadership roles are feeling. Being the only one who looks like you, especially in a high-ranking role, comes with pressures that can feel particularly isolating. I’ve been there.
Whether your company prioritizes diversity at the highest levels, you can cultivate a sense of community on your terms by building your own network of Black executives outside of your company. There are so many professional development groups and industry specific affinity groups you can seek out that can provide support during this emotionally exhausting transition. LinkedIn is a great resource to find like-minded professional peers.
Don’t be shy about taking a proactive role in outreach - send blind emails, set up coffee dates with other executives at companies you’re curious about, show up at networking events with the goal of walking out with three new contacts, and always follow up. Lead with curiosity by asking about their experiences and how they’ve navigated being the only one. You never know who will be helpful, not just in landing your next role at a company that truly values inclusion, but also in making you feel less alone in your experiences. We heal in community.
Unfortunately, your company’s performative response to the racial reckoning of 2020 isn’t uncommon. Now that the external pressure to prioritize inclusion has waned and efforts to diversify companies have even come under attack, it’s left many corporate leaders of color feeling discouraged and demoralized. You didn’t mention having an interest in pursuing an entrepreneurial path but with your skills and experience, you could create your own next role and build the kind of company or consultancy you want to work for. There is a growing trend of minorities spinning off into entrepreneurial endeavors to sidestep regressive corporate culture. This pivot doesn’t have to be permanent; instead it can give you time to heal and more runway to find the next corporate role. Is this something you’ve considered or may be interested in exploring?
If you choose to stay in the corporate world, you can evaluate which companies - now three years since George Floyd’s murder - followed through on their commitments to cultivate a more equitable workforce and which hid behind empty promises. By researching the executive boards of companies you’re interested in, setting up informational interviews with employees of color, and asking the hard questions that give visibility into their track records, you can uncover a clearer picture of their priorities. As my mom says, “The proof is in the pudding.”
This experience, however painful, has hopefully helped clarify the kind of company culture you actually want to lend your time and skills to. Now your job is to find a healthier fit for you - or to create it yourself.