Dating black in corporate america

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But enabling black women to realize their aspirations may not be so complicated.

It may not require separate initiatives and programs.

Forty percent of black women have clear long-term goals, compared to 32% of white women.

In other words, black women are already “leaning in.” 2. Black and white women contend with very different workplace challenges.

Moreover, the associated statistics are not purposed to bring negative culpability and condemnation but rather to shed light on disproportionate yet potentially alarming trends.

Though not all-inclusive, the following eight areas do warrant attention, renewed thinking, civil discourse and solutions to help ensure that robust progress is not impeded.

Shockingly, a mere 11% of women of color win the support and sponsorship of senior leaders in their companies, the report found.

Black women also are more likely than white women to say they feel stalled (44% vs. “We need to be more intentional and specific about creating these [sponsorship] relationships,” says Stephanie Bird, executive director and chief of staff at AT&T’s Global Marketing Organization.

Valerie Purdie-Vaughns is a professor of psychology at Columbia University and teaches negotiations at Columbia Business School.I’d hear that idea of mine coming out of someone else’s mouth.And then the room would hear it, understand it, and get behind it,” Yvette Miley, senior vice president and executive editor of MSNBC, said.A new report by the Center for Talent Innovation, a nonprofit that promotes diversity, examined the issues facing black women in corporate America.Based on interviews and a survey of women professionals, the report found that while black, female professionals are more likely to seek top leadership roles, they are treated as virtually invisible. “Black women who are ready to lead—whose qualifications, track record, drive, and commitment make them ideal candidates for executive roles—stick firmly to the marzipan layer, in sight of the C-suite, but seemingly not in the sights of those who occupy it,” say the authors, Sylvia Ann Hewlett, founder/CEO of the Center for Talent Innovation, and Tai Green, the organization’s Vice President of Communications.

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