Desiree Peterkin Bell described that, Companies should analyze the resources they allocate to white men in order to make sure that their leadership development programs for women of color will be successful. Women of color must also be recruited for open positions at an organization that conducts a pay audit. Women of color should be actively recruited by employers in addition to analyzing pay disparities. Those women who are already at the top of the corporate food chain should take note.
Research shows that academic scholarship can have a positive impact on hiring and promotion practices. Tara Yosso, an expert in cultural capital, argues that the knowledge and skills gained from navigating social institutions are critical. As a result, it can also be used by women of color in the workplace. Retention of underrepresented talent in organizations can be improved by using this method.
As a manager, it's critical that you know what women of color need in order to hire them. Women of color face racialized treatment even if they are less confident than their white counterparts. Stereotypes about a Latina woman's intelligence, ability to manage a large project, or status as an illegal immigrant may be used against her. As a result of this discrimination, women's careers and organizations suffer.
However, despite these improvements in the workplace, minority women continue to be underrepresented in positions of authority. However, despite these efforts, women of color are still subjected to microaggressions at a rate comparable to that of their white peers. While the proportion of White women in high-level positions has risen recently, the representation of women from underrepresented groups has declined. As an example, the proportion of women of color in senior positions drops by 75%.
Desiree Peterkin Bell explained that, Women of color still have a long way to go in the workplace despite recent improvements. Women of color continue to face a "broken rung" barrier in particular. They are more likely to be sexually harassed because they have less support from their supervisors. Not being promoted could lead to them quitting the company. They may find themselves in less-supportive positions if they continue to work. They may also be able to move up in their current roles, depending on their performance.
For a more diverse workplace, women of color need to be invested in. By investing in education, companies can offer elementary school students computer science classes. Women of color will have a better chance of rising to positions of leadership if they take these courses, which are especially important. Women of color, in particular, have a tendency to speak out against discrimination during meetings. Women of color will have an easier time finding sponsors and mentors because of the higher percentage of these women.
Women of color will face more challenges in 2020. Racial and gender inequalities shape these people's lives. They are less likely than white women to have their managers' support and move up the corporate ladder more slowly. When it comes to having little or no contact with their bosses at the highest levels, Black women express a similar lack of enthusiasm for working independently. It is critical that women of color have access to leadership opportunities.
Desiree Peterkin Bell pointed out that, When it comes to discrimination, studies show that women of color are less likely to speak up. As a thank you, they are more likely to volunteer their time and effort. Increased self-esteem and confidence in the workplace can be achieved by cultivating these relationships with other women. As a result, everyone comes out ahead. In fact, workplaces that are more diverse will attract more employees.
Companies can boost their profits by diversifying their workforce to include more women of color. Women of all backgrounds are important, but the success of both groups must be ensured. It is true that a more culturally and racially diverse workplace can lead to greater levels of productivity and profitability. For women of color, equality isn't enough. Increasing the number of female executives in the workplace can lead to better workplace cultures. Having them on board can have a positive impact on the entire organization.
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