For decades, Black women have navigated a workplace fraught with systemic barriers, racial biases, and gender-based discrimination. A new report by the California Black Women’s Collective Empowerment Institute (CABWCEI), in collaboration with public opinion research firm EVITARUS, sheds light on the deep inequities Black women face in California’s workforce. Through a survey of 452 employed Black women, the study highlights persistent challenges in hiring, career advancement, leadership representation, and workplace culture. Valuable information and data about this matter was shared by a panel of experts during a discussion hosted by Ethnic Media Services on March 4th.

As businesses, policymakers, and advocates push for greater diversity, equity, and inclusion (DEI), the findings serve as a critical reminder that true progress requires systemic change—not just rhetoric. From workplace discrimination to the psychological toll of microaggressions, the report underscores the urgency of addressing these issues to create a truly inclusive workforce.

Systemic Discrimination: A Structural Barrier to Advancement

The report makes clear that workplace discrimination is not merely an occasional inconvenience—it is a fundamental obstacle preventing Black women from reaching their full professional potential. From biased hiring practices to unequal pay and limited access to leadership opportunities, the systemic exclusion of Black women from career advancement is deeply ingrained.

Studies have long shown that Black women face double discrimination due to their race and gender. According to a 2023 study by Lean In and McKinsey, Black women are significantly less likely than white women to receive promotions to managerial roles, despite being equally or more qualified. The CABWCEI report adds to this evidence, revealing that many Black women must work twice as hard to receive the same recognition, opportunities, and compensation as their white and male counterparts.

“There are 1.1 million Black women in California, which is the fifth largest population in the country. Because of this, there’s unique challenges that create barriers and disparity gaps when we talk about servicing Black women in California. And these inequalities exist at the intersection of both race and gender. And because of this, sometimes it makes it a little difficult to maintain economic stability”, claimed Sharon Uche, social scientist who seeks to understand the pressing issues of culture and society,

Microaggressions: The Psychological Toll of Workplace Bias

Beyond overt discrimination, Black women in the workplace frequently endure microaggressions—subtle but pervasive instances of bias that reinforce racial and gender stereotypes. These can range from assumptions about their competence to inappropriate comments about their hair, tone of voice, or demeanor.

A 2022 study by the National Institute for Occupational Safety and Health found that workplace microaggressions significantly impact employees’ mental health, leading to heightened stress, anxiety, and even physical health consequences. The CABWCEI report highlights that for Black women, these experiences are compounded by the pressure to constantly navigate and counteract stereotypes—an exhausting and dehumanizing burden.

“We can have microaggressions in virtual spaces, in emails as we are seeing in some of the current administration. (…). The compounding nature of being black and female is unique and the study showed that darker skinned women received either harsher treatment or fewer opportunities than those with lighter skin tones”, share Shakari Byerly, Ph.D., Managing Partner of Evitarus. Dr. and who has more than 20 years of experience designing and conducting survey and focus group research.

Leadership Gaps: The Challenge of Representation

One of the most pressing issues highlighted in the report is the underrepresentation of Black women in leadership roles. While companies increasingly tout their commitment to diversity, Black women remain disproportionately absent from executive positions and decision-making spaces.

The study reveals that many Black women feel disconnected from leadership structures that do not reflect their lived experiences. With white and Latino leadership dominating many industries in California, Black women often lack advocates or sponsors who can champion their careers. This lack of representation not only limits professional opportunities but also affects workplace culture, making it harder for Black women to feel valued and supported.

“We’re (California) a large state. We have great representation at every level, and so we’re asked that this data gives us an opportunity to have the conversation of how we ensure that Black women in California can experience what everyone else experienced in California and make sure that we have economic security, we can take care of our families, and that we have jobs that pay fair and just wages”, said Kellie Todd Griffin, strategic leader with 25 years of expertise.

Beyond DEI Rhetoric: The Urgency of Real Change

The report emphasizes that building an equitable workplace is not just a theoretical discussion—it is an urgent necessity. Companies must move beyond performative diversity statements and implement real, measurable strategies to combat race and gender-based discrimination. Some recommendations include: Transparent hiring and promotion practices: Organizations must ensure fair and equitable processes that actively counter implicit bias and systemic exclusion. Mentorship and sponsorship programs: Companies should establish formal initiatives that connect Black women with mentors and sponsors who can support their career growth. Accountability in leadership: Leaders must be held accountable for fostering inclusive environments where Black women are not just present but empowered to thrive.

As the report underscores, equity cannot be reduced to a buzzword. It must be a deliberate, ongoing commitment that challenges the structures that have historically suppressed Black women’s professional aspirations.

Moving Forward: A Call to Action

The CABWCEI report is not just a reflection of the challenges Black women face—it is a call to action for companies, policymakers, and society at large. Addressing these issues requires a fundamental shift in workplace culture, where Black women’s contributions are recognized, their potential is nurtured, and their voices are valued.

Employers must take responsibility for dismantling discriminatory structures, while legislators must support policies that protect against racial and gender-based workplace discrimination. Meanwhile, Black women themselves continue to push forward, advocating for systemic change and creating spaces where they can thrive.

The path to equity is long, but with collective effort and genuine commitment, progress is possible. As the report makes clear, Black women are not asking for special treatment—they are demanding the fairness and respect they have long been denied. And it is time for workplaces to finally listen.