Advancing African-American women in the workplace: Catalyst's new guide for managers.

May 2004

The Business Case

African-American women are an important and growing source of talent, yet they currently represent only 1.6 percent of corporate officers in the Fortune 500. (1) Below are only a few of the reasons why companies need to advance this segment of the workforce:

* In 2003, African-American women made up 6.0 percent of the U.S. labor force. (2) By 2012, they are projected to make up 6.4 percent of the workforce, an increase of 45.8 percent from 1992. (3)

* The number of African-American women getting master's degrees increased 149.5 percent from 1991 to 2001 (from 10,700 to 26,697). (4)

* African-Americans' buying power is predicted to increase from $318.3 billion in 1990 to $921.3 billion in 2008--an increase of 189.4 percent. (5)

The Buzz

Drawing on our extensive knowledge about African-American women in the U.S. corporate workforce, Catalyst created Advancing African-American Women in the Workplace: What Managers Need to Know to help managers better recruit, retain, and advance this rapidly growing source of talent. In order to understand the unique workplace experiences of African-American women, we conducted a series of surveys, focus groups, and in-depth interviews with more than 1,200 African-American women professionals.

"This report, like our reports on Latinas and Asian women published in 2003, provides the sobering facts right alongside specific tools and tips," said Catalyst President Ilene H. Lang. Catalyst Senior Director of Research Katherine Giscombe added, "Smart companies will use this information to improve their diversity programs to be more effective in creating inclusive work environments where women of color can succeed."

Key Findings

* The "concrete ceiling"--described often by women of color as blocking their career advancement--is difficult to shatter. African-American study participants described the following top barriers to advancement: negative stereotypes; heightened visibility and scrutiny; questioning of credibility and authority; "double outsider status;" lack of institutional support; and exclusion from informal networks.

* Challenges remain for African-American women despite diversity programs. While some African-American women feel that diversity policies have been successful, most feel that these policies are not effective in helping to create inclusive work environments. Sixty-six percent of African-American respondents report that diversity programs fail to address racism against members of their racial/ethnic group. Also, African-American women are the most likely of all women-of-color groups studied to view their opportunities for advancement as declining over time.

* Despite barriers and challenges, African-American women are able to leverage their strengths to succeed in the workplace. Study participants cited the following success strategies: exceeding performance expectations, communicating effectively, connecting with mentors, building positive relationships with managers and others, and being "bi-cultural" (i.e., shifting behavior from one context to the other, and using their cultural backgrounds to enhance their job performance). Being "outsiders" actually seems to help their performance in some ways.

Recommendations for Managers

* Become aware of stereotypes about African-American women at your company, and challenge any assumptions about their competence and skill.

* Do not allow colleagues or subordinates to undermine a staff member's authority.

* Assist your African-American women direct reports with mapping out goals and navigating organizational politics.

* To the extent feasible in your company, foster an environment where differences in communication and work styles are invited and accepted.

* Analyze HR data, such as the number of promotions, to determine if African-American women are benefiting from diversity initiatives.

* Establish appropriate systems of measurement and hold leaders accountable for diversity progress.

(1) Catalyst, 2002 Catalyst Census of Women Corporate Officers and Top Earners of the Fortune 500, 2002.

(2) Current Population Survey, Bureau of Labor Statistics, unpublished 2003.

(3) Mitra Toosi, "Labor Force Projections to 2012: The Graying of the U.S.-Workforce," Monthly Labor Review, February 2004.

(4) National Center for Education Statistics, U.S. Department of Education, Digest of Education Statistics, 2002.

(5) Jeffery M. Murphy, "The Multicultural Economy 2003: Minority Buying Power in the New Century," Georgia Business and Economic Conditions. Volume 63, Number 2 (second quarter 2003).

With this issue of Perspective Catalyst' thanks

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