Ronke Lawal’s Post

This article speaks volumes. As someone who was just fired by a board after nearly nine years of dedicated service just 3 months before my planned departure, this article speaks to me. The author talks about how Black women leaders are "expected to turn a blind eye to the presence and implications of institutional racism and its impact on herself and other Black people, both within the organization and without." https://lnkd.in/edccCqA8

"Many Black women in positions of leadership earnestly believe that they cannot afford the luxury of a more integral moral ecology because they are being made to choose between their livelihoods and their ideals. Many also feel that rather than an act of self-betrayal, it is an act of resigned fatalism—one that simply acknowledges that the fate of Black women will never change, and thus self-sacrifice is as meaningless as it is costly and therefore not worth the bargain. They have observed the many Black women champions who have carried generations of racial turmoil and harm on their backs only to be put out to pasture and labeled “indefensible,” and they have decided instead to survive an ugly system the only way they see possible: in hiding." Whew, this paragraph alone caught my eye. Black women in leadership positions have been hiding large parts of themselves to survive and make a livelihood and to what end? They have decided to survive instead of thrive. They have decided to survive instead of thrive. They have decided to survive instead of thrive. Those are the options they are left with. #BlackWomen #Leadership #BlackWomeninLeadership

WE ALL can cultivate environments where black and brown talent can thrive. We have to first acknowledge how we consciously or subconsciously have been conditioned. We have a long way to go that requires significant progress by leadership. Want proof? Just look around your own senior leadership tables or boards. We can’t get complacent.

"Many Black women in positions of leadership earnestly believe that they cannot afford the luxury of a more integral moral ecology because they are being made to choose between their livelihoods and their ideals." It is imperative that we make professional space for Black women to share their collective abuse. I can only hope to be of support as I continue to advocate for those who work directly and indirectly with me. I live at the intersection of anti-Black maleness in a field that views my peers as vectors and villains while Black women live in a wholly different place where they are expected to bring #BlackGirlMagic to fix decades-long internal abuses without support to dismantle to status quo. And if they ever do that nearly impossible work, they will pay a dear price...often with public admonition. To address these issues takes transparency and higher levels of support. It was nothing but shocking to see first-hand the professional abuses that a Black woman in leadership faced at an org that I led. 1) Staff openly questioning her academic credentials (read: Black women don't/can't earn doctorate degrees) 2) One individual stating that they did not want to report to her but to a white leader who didn't even have her skill set (read: I prefer reporting to someone who looks like me) 3) A Black woman peer who sent numerous threatening text messages if she preformed corrective action on her due to her egregious and demeaning behavior with staff and peers (read: Not all skin folk are kin folk) 4) A white man who was being investigated for improper behavior who was immediately terminated for attempting to destroy evidence who then became verbally & physically aggressive which led to her locking herself into an office and having to call the police (read: Black women must already know their place on society's Privilege Flag Pole) 5) Being told by staff that she should not have called the police and that she must have done something wrong to make the white terminated employee so upset (read: Be prepared to die and then have people say you were complicit in your own death) Too many Black women have these and worse experiences on a habitual basis. Systemic violence is putting your head in the sand and hoping that well-meaning "Allies" who have no history of openly supporting Black women will suddenly do so when faced with their daily realities. We must do better. #iSupportBeverly #TrustBlackWomen

Black women in particular have always predominated in the sector—and Black women in leadership are exactly what this sector needs and should be thankful for. It makes beautiful sense, this emergent leadership. And the speedy exit, which, make no mistake, will happen if things continue as they are, will also make sense—in this case, tragic. The tragedy, though, is the sector’s. Black women know how to say no—and tragedy is simply not something we will be taking on for anybody or anything. Joy and wellbeing and empowerment for all? Certainly. But apparently, the world isn’t ready for that. Black women leaders are being harassed, forced out, made severely ill, and are even dying. As Dr. Shauna Knox demands within: “Stop drowning us, and stop making us disappear.” Is the sector listening?

Shauna Knox's poignant piece explores the intricacies of Black female leadership in today's workforce. As we reflect on her words, it's essential to consider the impossible dilemma faced by Black women: the choice between drowning in systemic oppression or disappearing by conforming to expectations. In predominantly White spaces, Black women are often pressured to assimilate, to silence their truths, and to ignore the pervasive racism that surrounds them. Those who conform may find temporary success, but at what cost to their identity and integrity? As Shauna eloquently points out, the Angry Black Woman trope serves as a tool to marginalize and silence those who refuse to conform. It's a sobering reminder of the systemic barriers faced by Black women in leadership positions. Moreover, Shauna's analysis extends beyond White-dominated organizations, highlighting the pervasive influence of Whiteness in shaping workplace culture. Even in spaces led by Black women, the pressure to conform to White standards can lead to marginalization and mistreatment. The stories of Kimberly Bryant and Kim R. Ford serve as stark examples of the challenges faced by Black women leaders, both within and outside of predominantly White spaces. Shauna's piece challenges us to confront the realities of Black female leadership and to question the systems that perpetuate inequality. It's a call to action for all of us to advocate for equity and justice in our workplaces and beyond. As we navigate these complex issues, let's remember the importance of amplifying Black voices, supporting Black leaders, and dismantling the systems of oppression that continue to hold them back. #SupportBlackWomen #Equity #Race #Inclusion #Leadership #LeadBoston

With the possibility of Kamala Harris stepping into the presidency, it's essential to recognize the complexities behind this narrative. At first glance this is hailed as a sign of progress, the reality is more nuanced and troubling. Kamala, classified as a Black woman, is placed in a challenging position where she serves as both a symbol of diversity and a convenient scapegoat to the failings of a supremacist regime. This dynamic doesn't signify genuine progress but rather underscores the ongoing labor and burdens placed on Black women. This current society is still deeply entrenched in white supremacy, her visibility can easily turn into a tool for blaming Black women for systemic failures, rather than addressing the root causes of inequality. It's fine to support Kamala without falling into the trap of using her as a symbol to avoid confronting the deeper issues by simply “supporting Black women” True progress requires more than representation; and representing a corrupt system is not the representation I desire. It demands a commitment to dismantling the structures that perpetuate inequality and placing the onus of change on the system, not on Black women. Let's keep this in mind as we navigate these conversations.

Delve into the crucial insights from this thought-provoking article by Dr. Shauna D. A. Knox, "The Impossible Dilemma of Black Female Leadership: The Tragedy of Nobody Seeing Us Even When Everybody's Watching." This powerful piece sheds light on the challenges faced by Black women leaders in the workforce, navigating a landscape historically designed to suppress their voices and contributions. From chronic underemployment to enduring exclusion from essential benefits, the hurdles are immense. 👉 The Dilemma: Black women leaders often find themselves in an impossible situation—forced to either conform to harmful stereotypes or risk being cast aside and marginalized. 👉 The Struggle: In predominantly White spaces, Black women are expected to code-switch and deny their true selves to gain acceptance and access to opportunities. Yet, even when they comply, they may still face discrimination and bias. 👉 The Consequences: Those who refuse to conform risk being labeled as the "Angry Black Woman" and face isolation and mistreatment. Even within organizations led by Black women, these challenges persist, perpetuating a cycle of suppression. 👉 The Solution: It's time to stop drowning Black women leaders and to stop making them disappear. Recognizing and dismantling harmful stereotypes and biases is crucial for creating a more inclusive and equitable workplace for all. Let's amplify these voices, challenge the status quo, and work towards a future where Black women leaders are truly seen, heard, and valued. #DiversityandInclusion #BlackWomenLeadership #Empowerment #HealthEquity https://lnkd.in/gXYhcZyv

This is a powerful piece by Dr. Shauna D. A. Knox —100% truth. Every word is worth reading and pondering. Too often, in a vain attempt to fit in or for expediency, we water down our thoughts and words, and our 'deal with the devil' begins. How complicit are we when we allow stereotypes of leadership to cloud our vision? As Latinos and Latinas, when we navigate professional spaces, including academia and the nonprofit/philanthropic sector, what 'deal with the devil' trade-off are we making about our own identity? What does it mean to be an ally for others? Will having Latinos and Latinas on Boards and as Trustees help when their best skill is navigating their survival and advancement in the existing structures, and they have never learned to change the practices and structures that marginalize Latinos and others? Can our daughters (and sons) ever have a fair chance to truly show up as they are if Black women aren't allowed the same consideration?

As we celebrate Black History Month, let's invest in the future of movement infrastructure in service of the ongoing struggle for Black liberation by diving into the critical discussions around training, skills, ecosystem building, and flexible funding. These are the pillars sustaining Black leadership for social change.