As the presidential election draws closer, the landscape reveals profound lessons for women of color in leadership and in the workplace. Vice President Kamala Harris’ journey toward the highest office in the land showcases the uniquely difficult road paved with racism, anti-Blackness, and misogyny.
At ShiftED Consulting, we see these dynamics mirrored in the corporate world, where women of color consistently contend with the same roadblocks. So, let’s break it down and see what Harris’ campaign can teach us about the challenges of women of color in leadership roles face, and solutions to shift their experiences into more affirming ones:
Questions about ‘Readiness’ for Leadership
One of the most perplexing criticisms levied against Vice President Harris is her supposed lack of ‘readiness’ to be Commander in Chief. She is literally the current Vice President of the United States, with decades of public service experience, yet her competence is continuously questioned. Sound familiar?
The reality is that many women of color in workplaces face this same form of scrutiny. When a promotion or new opportunity arises, instead of being evaluated based on their skills and accomplishments, they’re often met with skepticism about their capabilities. This doubt is rarely voiced openly but lurks in coded language that suggests, “You’re just not ready.” This refrain has harmful implications—economically, mentally, and physically.
The stakes are high. Women of color are denied opportunities that directly affect their earnings and long-term career trajectories, which can lead to financial instability and emotional trauma. It’s time we recognized this “readiness” critique for what it is: a racist, biased barrier that systemically keeps women of color from elevating. In your organization, consider how you can reframe readiness as a measure of potential rather than a convenient excuse to exclude.
Rampant Disrespect and Daily Microaggressions
Mispronounced names are merely the tip of the iceberg when it comes to the daily disrespect women of color endure. These microaggressions are anything but trivial, and they compound over time into significant harm. For women of color, dealing with this level of constant disregard can lead to feelings of isolation, frustration, and even depression.
Too often, women of color are told to “let it go” or “not take it personally.” This is not a simple case of thin skin; it’s a complex issue of respect. White colleagues may dismiss these complaints as minor grievances, unaware of the emotional toll that being consistently unseen and unheard takes. This disrespect often manifests as suppressed anger—anger that women of color are unable to express for fear of being labeled “difficult” or, worse, jeopardizing their job security.
What can organizations do to address this? The answer is twofold: awareness and accountability. When leadership holds offenders accountable and actively intervenes, it sends a message that disrespect will not be tolerated. It’s essential to create a culture where women of color feel seen, heard, and respected—only then can we begin to dismantle the toxic undercurrents that plague our workplaces.
Damaging Lies Based on Identity
The racist attacks questioning Harris’ Blackness are as absurd as they are harmful. Yet, they serve a purpose: they’re designed to distract and discredit. These types of attacks aren’t just about race; they’re about undermining the validity and authenticity of women of color in power.
In the corporate world, similar tactics play out daily. When women of color stand up for themselves or speak out against discrimination, they are often met with accusations of being “too aggressive” or “hard to work with.” These labels are not just unfair—they’re damaging lies that can stymie a career and corrode a reputation. They’re tools used to question the character and motives of women of color, painting them as untrustworthy or even threatening.
For women of color, navigating this landscape shouldn’t require just resilience – it calls for allies who are willing to challenge these racist narratives and advocate for a culture of inclusion. At ShiftED, we believe in supporting organizations to uniquely support women of color, and make their work spaces safe for them to express the challenges they’re facing. We push you to ask yourself: How often do you allow stereotypes to color your perceptions of women of color? And what will you do to disrupt that pattern?
Taking Action
Supporting women of color in leadership isn’t just about saying the right things—it’s about action. Organizations must move beyond statements of solidarity and into policies and practices that protect, promote, and empower women of color. This is where ShiftED Consulting comes in. We work with companies to implement concrete changes that create a more equitable and inclusive workplace for all.
Schedule a consultation with us today and take the first step in supporting women of color to succeed at every level of leadership.
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