This month commemorates the 61st anniversary of Bloody Sunday and the historic march across the Edmund Pettus Bridge in Selma, Alabama, undertaken to advocate for voting rights for Black Americans. Additionally, the United States observes National Women’s History Month throughout March, as well as International Women’s Day.
In 1965, the Bloody Sunday marchers led by John Lewis and Hosea Williams walked in pairs across the Selma bridge headed toward the state capital of Montgomery. At the apex of the bridge, they could see the sea of law enforcement officers including some on horseback, waiting for them. But they kept going. That was a moment when they chose courage over fear.
Fast forward to 2026, the 2025 labor market can best be characterized as faltering. The national unemployment rate climbed to its highest point in four years, job growth slowed dramatically, and federal employment fell by a staggering 277,000. Black women bore the brunt of the economic slowdown, suffering far greater employment losses than other groups of women or Black men. Notably, some of the largest losses among Black women were college graduates and public-sector workers, according to new analyses by the Economic Policy Institute.
In 2025, Black women’s employment rate fell by 1.4 percentage points to 55.7%. This is one of the sharpest one-year declines in the last 25 years.
I say this why?
- Between February and April 2025 alone, roughly 300,000 to 320,000 Black women left the workforce, heavily impacted by the dismantling of DEI programs.
- In addition to employment challenges, both from an unemployment standpoint and “on the job” challenges with privilege and power, Black females face higher maternal mortality rates due to disparities in healthcare quality, implicit bias, unequal access to resources, and social determinants of health like income, housing and education.
- Black women have been sidelined in the exit economy. Systemic barriers for Black women in leadership continue to exist, including lack of mentorship, fewer sponsors, higher scrutiny, and greater penalties for mistakes compared to white counterparts. Despite similar levels of ambition to reach top executive roles, Black women are often not perceived as leadership material. (Lean-in +4). Multiple studies show that Black women in leadership positions are held to different and higher standards than white women and leaders of other racial identities. Any display of uncertainty or request for support is used as evidence of incompetence rather than human leadership. (Forbes, 2025).
- While underrepresented in corporate leadership, Black women are the fastest-growing group of entrepreneurs in the USA owning 14% of businesses owned by women.
Empowering Women in the Workplace: Practical Strategies for Success
Throughout my career, I have witnessed the evolving dynamics of mentorship and allyship for women in the workplace. While I benefited from supportive mentors early on, recent shifts have posed new challenges, especially for Black women, who, as a recent McKinsey study notes, experience more microaggressions at work compared to women of other races. In light of these realities, it is crucial for women to proactively navigate their professional journeys. Here are ten practical strategies to help women succeed and thrive in any workplace environment. Trust me, I learned these after failing a number of times.
- Become Possibilitarians! Embrace the belief that anything is possible. Start by assessing your current level of dissatisfaction and envision the outcome you desire. As Mary Engelbreit wisely said, “If you don’t like something, change it: if you can’t change it, change the way you think about it.” Begin with the end in mind and take the first step toward realizing your new vision.
- Advocate for yourself – Don’t wait for others to open doors–take initiative. Proactively build your network and attend as many events as your schedule allows. If you miss after-hours gatherings –something working mothers often face — find out who attended and arrange a separate meeting to connect.
- Recognize your Culture – Understand the difference between being tolerated and being truly accepted. As Maya Angelou famously said, “When someone shows you who they are–believe them the first time.” If you find yourself in a toxic culture, don’t hesitate to move on– It rarely improves.
- Own your own narrative – Confidence is essential. Take every opportunity to share your story and accomplishments – no one else can tell your story better than you.
- Interrupt! the naysayers. – Speak up for yourself, ask for special projects, and keep a detailed record of your work. Remember: your boss isn’t always your mentor!!!! Seek guidance and support elsewhere.
- Be mindful of the “likeability” factor – Stay alert for “brand busters,” often found in “mean girl” cliques that may feel threatened by your talents. Maintain your professionalism, and when possible, work around them.
- Trust and be cautious with sensitive information. Once you share a secret, it’s no longer just yours.
- Seek sponsorship from great leaders -Women make outstanding leaders. When you encounter a strong leader, whether male or female, ask if they would be willing to sponsor you.
- Leverage your employee resource groups and affinity groups – Organize women’s leadership forums and invite both internal and external speakers to foster inspiration and community.
- Expand your network – Join industry associations, professional organizations and consider adopting a non-profit organization to broaden your reach and impact.
When we choose not to stand as allies, we allow the very injustices that have shaped the obstacles facing women today to persist (Miller, Lindsay). The Edmund Pettus Bridge stands as a symbol of both leaving behind the limitation of the past and moving courageously toward a more equitable future. Each of us has our own bridges to cross. So, as you reflect on your journey, ask yourself: What is the next bridge you will cross–and who will you help across with you? The time for action is now. Let’s finish the work together.