Condrad Daniels’ Post

"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

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

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

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

"If you want to fly, you have to give up the things that weigh you down." - Toni Morrison As a Black woman and mother, Toni Morrison overcame barriers in the literary world, not just to write, but to voice the Black experience. Rising to become a Nobel Prize-winning author, her journey is a testament to setting and achieving clear goals amidst challenges. As a Black woman professional, you've likely faced unique hurdles. But by setting specific, attainable goals - and letting go of the things that no longer serve - you can rise above these challenges. What advice would you give to Black women just starting their professional careers based on your own experiences and successes? Share below 👇🏾 #tonimorrison #careeradvancement #supportblackwomen

This is another important piece worth reading. The Impossible Dilemma of Black Female Leadership: The Tragedy of Nobody Seeing Us Even When Everybody’s Watching By Dr. Shauna D. A. Knox "We are overwhelmingly present in low-wage, inflexible service work, but there is a small contingent of Black women who have somehow transgressed this universal sentencing to unprotected, low-wage oblivion, and have beaten the odds only to find that the reward for their efforts is an impossible dilemma—a choice to drown or to disappear." #leadership

"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

From the civil rights era to the digital age, Black women in DC have defied the odds, shattered stereotypes, and paved the way for future generations of leaders. Learn more about some of DC’s past and present Black communicators who have shaped our industry: https://bit.ly/3UWWvxF

Why Black Women? When hearing about my Highland nomination—which is an investment in me (a Black woman) and my work shifting philanthropy—someone literally said to me: "Why focus on Black women? Don't others have melanated experiences, too?" My answer: Why NOT Black Women? Let me make it clear - I'm not just making a point about centering Black women; I'm on a mission—disrupt the status quo that sidelines Black women. 1. Why Not Invest in Architects of Resilience? It's not about exclusion; it's about making bold choices that challenge the norms and put Black women front and center in the narrative. Black women have designed mutual aid societies, freedom purchasing, and the foundation of wealth in our society before there were formal frameworks for it. Why not invest in them? 2. Why Not the Intersections of Challenges? Sure, many face challenges, but Black women navigate a unique intersectionality. It's not just about race or gender; it's the intricate dance of both, demanding acknowledgment and addressing. Why not lean into that complexity? 3. Why Not Unapologetic Disruption? Why do we feel a need to justify an intentional approach that uplifts Black women in an attempt to catalyze broader shifts in the philanthropic landscape? There are times to move with inclusivity, and there are times to intentionally center folks in solution-making. Why apologize for centering and committing explicitly? Black women in philanthropy are my priority. Period.

The world continuously fails to recognize the value and humanity of Black women. It's disheartening to navigate through the constant barrage of misogynoir saturating social media platforms. Whether it's contentious debates over the worth of figures like Amanda Seales, or the callous exchanges among rappers regarding their impact on Black women and girls, the exhaustion is palpable. These pervasive stereotypes surrounding Black women's bodies persist both within and outside our community. As Professor William 'Lez' Henry astutely notes, our reality is often depicted as "‘othered’, dehumanized, subjugated, and misrepresented." The array of caricatures—from the Jezebel to the Sapphire, the Angry Black Woman to the Mammy—have shaped harmful narratives that influence how people perceive and engage with us. It's not surprising, then, that incidents like Drew Barrymore's recent misstep, wherein she invoked the Mammy trope, occur. This mistake is particularly galling considering the Mammy stereotype has historically served the interests of mainstream white America, from the era of enslavement to the present day. Black women continually pour our love and labor into the world, yet too often, it remains unreciprocated. We're exhausted from constantly juggling roles and expectations, only to find that our efforts are undervalued and overlooked. As a Black woman who invested time and energy in crafting this message, I implore you to reciprocate this appreciation by acknowledging the struggles we face and actively working towards a more equitable and inclusive world.