This time next week, we’ll have a new presidential administration in place that has already made clear its agenda to make the rich richer and to roll back and attack anything DEI related.
While it’s not an excuse or validation, at this point, there’s nothing about Trump or White Supremacy Culture in general that’s too surprising. American history follows a fairly predictable pattern: White people seize power in the form of wealth, land, and legislation, wield it against Black and Brown people, and any attempts for the oppressed to resist or progress are met with violence. It’s why the alternatives to that kind of leadership are so disappointing: they lack an authenticity and boldness that’s desperately needed to meet the systemic challenges we’re facing today.
Kamala Harris may have done the impossible with a little over 100 days to pull a campaign together, but ultimately, the strategy to move further to the right to appease moderates and undecided voters cost her the election. At a time where Los Angeles is on fire, a US-funded genocide is still ongoing in Palestine, and a majority of the country is one unlucky day away from financial ruin, the democratic playbook as is simply won’t work.
The solution, then, is not to slide further to the right: it’s to make authenticity, integrity, and humanity our guiding values.
The same happens in the workplace where women of color in leadership can quickly lose the plot and become the mouthpiece and face of policies and procedures that are harmful to people just like them. It’s part of the reason why I created the Authentically Me Fellowship with Rachel Vicente; leadership is hard, and attempting to lead with your values in systems and places where racism is a feature and not a bug is even harder.
What are the barriers to authentic leadership?
Many women of color step into leadership roles ready to work and create change but quickly realize that their values don’t fully align with the company or organization they’re working at. Eventually, they’re faced with a painful decision: change themselves and their approach, or leave.
I’ve especially seen this happen in nonprofit, philanthropy, and education, where their nice-sounding missions can only go as far as board members and donors will allow them to. This places women of color in a tough predicament because they’re forced to shapeshift themselves to uphold values that are oppositional to their own.
Pressure from stakeholders can make many women of color feel forced to take on leadership styles that are not authentically their own. And for groups of women who live by the mantra of doing what we have to do instead of what we want, it can feel easy in the moment to justify leading in a way that’s not authentic to who we truly are because we consider it as part of playing the game to get by.
What’s the cost of inauthentic leadership for women of color?
The cost of going along to get along is high, though. More than anything, it leaves far too many women of color feeling deeply unfulfilled, stuck, and unhappy in their careers. And over time, it causes women of color to lose touch with their innermost selves.
While inauthentic leadership may help you climb the corporate ladder, it does little to support feelings of self-fulfillment, satisfaction, and feeling like you’re living out your purpose. Ultimately, it drives women of color away from their true gifts, divorcing them from work that they would otherwise be fulfilled by.
Remembering who you were before the title is key to healing. And if the space you’re in is not supporting your authentic leadership, it’s not a sign that you need to work harder or change yourself– it’s a sign to get in touch with what’s most important to you, and step into the spaces that will support that.
How can organizations better support women of color in becoming authentic, values-driven leaders?
While there’s a conversation to be had about Black and Brown faces who lead in White spaces becoming the hand of the oppressor, when women of color are unable to exercise their authentic leadership at work, it’s a sign that they aren’t valued there.
Organizations can take action to shift this tide with steps including:
Provide Safe Spaces for Expression: Women of color need environments where they can voice their opinions without fear of retaliation or tokenization. Safe spaces encourage the exploration and practice of leadership rooted in personal values. When their leadership supports them to freely express their voice, it allows women of color to feel safe to show up just as they are.
Invest in Leadership Development Tailored to Women of Color: Traditional leadership development programs often fail to address the unique challenges women of color face. Organizations should offer specialized programs that focus on navigating workplace dynamics, addressing systemic biases, and developing strategies for authentic leadership. Programs like the Authentically Me Fellowship are vital in helping women of color build resilience while staying true to their values.
Shift Power Dynamics: Leaders have to acknowledge and address the power imbalances that force women of color to compromise their authenticity. This includes amplifying their voices in decision-making processes and ensuring their perspectives are respected and acted upon. Authentic leadership flourishes when power is shared, not hoarded.
Recognize and Reward Authentic Leadership: Organizations often reward assimilation over authenticity, perpetuating the very systems they claim to want to disrupt. By celebrating leaders who challenge the status quo, advocate for equity, and lead with integrity, companies can signal a shift in priorities and values.
At ShiftED Consulting, we work to create environments where women of color can lead with authenticity and purpose. The truth is, the success of any organization lies in its ability to embrace the full humanity of its leaders. When women of color are empowered to lead as their whole selves, not only do they thrive, but the organizations they serve become stronger, more innovative, and better equipped to face the challenges of our time.
The call to action is clear: It’s time to reimagine leadership—one that centers authenticity, integrity, and humanity—and create spaces where women of color can truly shine.
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