“Women of color described instances of both subtle and blatant bias that detrimentally affected their career aspirations.”
Ofronama Biu, author of the Race to Lead report. Photo courtesy of Building Movement Project.
Women of color described instances of both subtle and blatant bias that detrimentally affected their career aspirations. These included being passed over for jobs or promotions in favor of white women, white men, and men of color with comparable or even inferior credentials. Having an advanced degree had no impact, and women of color with higher education were still more likely to be in support roles and to earn less than their white counterparts with less training and education.
The “social landscape” within organizations itself creates barriers for women of color, who often feel left out and ignored, or else under intense scrutiny and highly visible, both of which are problematic for career advancement. “Women of color lack meaningful feedback at work and, on the other hand, often face excessive questioning about their decisions and actions,” said Biu.
Building Movement Project has held webinars and presentations, which have been mostly attended by nonprofit staff and senior leadership as well as people working in philanthropy, to discuss their findings, and new support networks among participants have sprung up as a result. All of this meticulous research and analysis has created a vital tool for nonprofits.
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