Posts by Raslyn C. Wooten
Pay me what you owe me: how racism deprives Black families of financial health
The hard truth is Black women earn less than white men in every state and won’t nationally reach pay equity with white men until 2144. Ariane Hegewisch for the Institute for Women’s Policy Research writes that Black women were paid 63.7 cents for every dollar earned by white men nationwide. This wage disparity costs Black women about $1,891 per month, $22,692 per year and $907,680 over a 40-year career.
Black women across the nation aren’t asking for a handout; they are asking for opportunities that commiserate with their qualifications, safe work environments and equal pay for equal work.
Washington, D.C., has the worst wage disparity, with Black women earning 45 cents. Mississippi and Texas are not far behind at 55 cents for every dollar a white man pockets. This wage theft is a stunning reality against the backdrop of Black women’s status as the most educated demographic making up 68 percent of associates degrees, 66 percent of bachelor’s degrees and 71 percent of master’s degrees between 2018 and 2019, according to the National Center For Education Statistics (NCES)
Only 11 percent of Black women are considered financially healthy, with 59 percent reporting unmanageable debt.
Adia Harvey Wingfield, professor of Sociology at Washington University in St. Louis, found that while women as a whole are advancing in the workplace, Black women are not. Black women experience motherhood penalties, gender discrimination, stifled leadership opportunities, sexual harassment and occupational segregation in the workplace at a higher rate. They are also less likely to have advocates or mentors to help them advance within the company or industry. Wingfield cited that some of these roadblocks are due to white executives’ unfamiliarity and discomfort with Black women, who are excluded from teams and on important projects. This means Black women are paying an emotional tax to work in organizations that don’t place the same value on their contributions as other demographics.
“So Black women grapple with a catch-22. If they don’t speak out, they remain invisible and easily passed over for stretch assignments, high-visibility projects and promotions. If they cry foul, they get tagged as a liability to be wary of, an angry Black woman who might levy a lawsuit on her employer, rather than as an asset to cultivate and prize for her complementary networks and market insights,” writes Melinda Marshall and Tai Wingfield in Ambition in Black + White.
Many companies refuse to acknowledge that affirmative action and diversity, equity and inclusion (DEI) programs that specifically target improving the work experience for women are disproportionally benefitting white women. Unless they also turn their attention to race, these actions will not change the financial status of Black women. “You’re either seen as a woman or seen as Black, but you’re never seen as both,” says Dr. Angela Neal-Barnett, director of the Program for Research on Anxiety Disorders in African Americans (PRADAA) at Kent State University in Ohio.
Hiring practices that often segregate Black women into low-income positions within companies and organizations are also affecting Black women’s financial health. “CNAs in terms of healthcare workers, or childcare, are essential jobs, but often have low wages and poor benefits,” says Dr. Michelle Wilson, director of Evaluation and Learning at the National Fund for Workforce Solutions. She says funneling Black women into lower-wage service jobs is intentional and historical. “That is really a holdover from slavery, the oldest public workforce system in the country.” She believes that changing workplace inequality requires unpacking its past drivers.
“You’re either seen as a woman or seen as Black, but you’re never seen as both.”
How does discrimination affect Black wealth?
Only 11 percent of Black women are considered financially healthy, with 59 percent reporting unmanageable debt, according to a study at the Financial Health Network. National Partnership for Women and Families’ Black Women and the Wage Gap study found the median wage for Black women is $36,303 per year compared to $57,005 for white (non-Hispanic) men. On par with white men, Black women are key breadwinners for their families, with nearly 80 percent of Black households relying on Black women for financial support. Counting for the wage gap, this translates to nearly four million families, with almost 1.2 million (30 percent) living below the poverty level.
According to Black Women and the Wage Gap, if the pay disparity were eliminated, on average, Black women working full-time all year round would have enough money for more than two years of childcare, more than two additional years of tuition fees for a four-year college or university and the full cost of a two-year community college. They would also have 130 more weeks of food for the family, one year of mortgage and utilities, 19 more months of rent and enough money to pay off the average student loan debt in under two years.
How can Black women protect themselves from wage theft?
When looking for a new job or career change, Black women should research Environmental, Social and Governance (ESG) scores, which are important to many public companies and their shareholders. ESG commitments that include pay transparency and equity policies can significantly affect a company’s value. During the interview, ask how ESG factors into their workplace decisions. Some investors are pressuring CEOs to balance company performance, which can be affected by employees’ beliefs that they are paid fairly. Companies that have greater transparency about pay gaps can increase their ESG scores.
Another question to ask during the interview stage or while employed is whether they routinely perform equity audits that take race, gender and other factors into consideration. “The company should routinely look at pay across all departments and levels and account for education and cost of living to ensure pay transparency and equity,” says Wilson. Payscale’s The State of Pay Equity in 2023 report found that when asked, companies did not know their gender pay gap (41 percent) or their racial pay gap (47 percent). When asked if there would be an effort to address wage theft in their companies, 27 percent said “no.”
Asking about company policies to combat pay compression is another way to determine an employer’s commitment to eliminating the wage gap. When starting salaries for external hires exceed current employees’ pay, this can have a negative long-term effect on pay disparities.
Wilson says employers asking employees to perform duties outside their contract without paying for the expertise is a red flag. For example, asking an employee to conduct workshops for free when they typically pay an outside speaker for the same task can affect pay inequity. Or, if they did not initially provide pay for bilingual abilities and then ask the employee to translate, it may be time to renegotiate the employment contract.
“There is always room to push further in the equity space,” says Wilson.
While the pay gap remains, Black women and their families will continue to suffer. There are companies with pay transparency scales, but many experts believe that until there is full pay transparency and a desire for companies to stop engaging in wage theft, many Black families will continue down the road of poverty.
director of the Program for Research on Anxiety Disorders in African Americans (PRADAA) at Kent State University in Ohio
director of Evaluation and Learning at the National Fund for Workforce Solutions
Fashion: communicating with minimal effort
According to Tamiko White, fashion entrepreneur and media personality, a strong blazer, accessories, tailored shirt, sweatsuit and boyfriend jeans are items that every Black woman should have in her work wardrobe. She believes that when emotions are out-of-wack, work is piling up or a nosey co-worker is minding your business and not her own, figuring out what to wear can feel daunting.
White sees fashion as a form of storytelling and representation of personal style and self-awareness. She recommends viewing fashion as a sentence. “Your clothes are the words; the accessories are the comma, exclamation point and the parenthesis.”
She shares her thoughts on must-have items that can get you through the nonsense with finesse.
Blazing a trail with a solid blazer
When you are going through it, you begin to question everything, which means you don’t have the answers to your challenges. As a solution, White says to first look to a blazer, which shows confidence whether it is denim, has accentuated shoulders, oversized or fitted. It’s a versatile piece that works in the office, via video conference and with various tops and bottoms. When you want to show strength even when you aren’t feeling so strong, starting with a blazer can make the outfit without causing too much stress on the mind.
“When there’s a thing, that’s a thing, that’s a thing, I grab a blazer.”
Punctuate with accessories
If you want to draw others’ eyes away from your side eye or make someone smile, focus on choosing a fabulous accessory. “Accessories make people happy,” she says. “I love a great blouse, but there’s something about a beautiful necklace or a stunning pair of earrings.” Choosing an accessory that makes you feel good about yourself or has sentimental value can give your confidence a boost.
While traditional jewelry, such as earrings, necklaces, and bracelets, maybe the first items that come to mind when you think about accessories, shoes, glasses, nails, hair, eyelashes, eyebrows, ankle bracelets, and even a handkerchief on a handbag are a part of this group. Even though it may seem that everyone wears the same hair, nail polish and carries the same bags, don’t fret because no one will wear it like you. “How you wear your accessories is very telling for people because ten women can have the same bag, but if they rock it differently, it’s unique,” she says. “It’s all about color, layers, and personalization.”
Tailored look
Getting personal with your clothing and figuring out what makes you look “put together” can help you choose the right item with minimal effort. A fitted cardigan and a V-neck t-shirt are great for layering a look, but the tailored shirt is a core piece for a timeless wardrobe.
“I know it sounds really basic, but a tailored shirt can be white, navy, blue or striped, and it can help you look clean and polished.”
Sweatsuits as armor
An item that can help us feel protected and comforted is the sweatsuit. Because it is a set, there is no need to worry about finding a top or a bottom because it’s a ready-made outfit that you can put on and go. Gone are the days when sweatsuits are for the gym or a weekend excursion with the kids; they are now considered a suitable fashion choice for many work settings. White suggests choosing fun, bold accessories and pairing the sets with the “wrong shoes,” such as stilettos, ballet flats, loafers and boots. She says the versatility of sweatsuits is the variety of fabrics, from cashmere to French terry, linen and silk blends.
Boyfriend Jeans in the clutch
When all else fails, White says to choose boyfriend jeans paired with flats, boots or sneakers, as the possibilities are endless with this wardrobe staple. They can also be glammed up with an embellished blazer, camisole, stilettos, statement jewelry or a hat. Some women may find the boyfriend jean fit a little engulfing, especially after wearing fitted jeans for many years. Copping the right boyfriend jean that compliments your shape and height is important. She suggests using bold belts and rolling up the pant legs to finish the look.
White says to find basic work pieces that help to pull together an effortless look. Consider brands such as Veronica Beard, Cos, Zara, Max Mara Studio, Tibi and Norma Kamali. “You want neutrals, so it doesn’t feel overpowering in the workplace but still feels elevated and designed.”
fashion entrepreneur and media personality
From within to without: how stress and trauma appear in our bodies
Chronic phycological stress can lead to trauma in the body, hair and skin. Black women report higher levels of psychological stress than white women due to their intersectionality between race and gender. In addition, they face unique social issues, such as discrimination, finances, safety and family, which are all considered top stressors for Black women according to the Qualitative Assessment of Gender- and Race-Related Stress Among Black Women.
The Body
Over an extended period, stress can limit the body’s ability to adapt, causing damage to the central nervous system, cognition and learning, immune system functions, cardiovascular and endocrine systems and the gastrointestinal tract. There are signs Black women should look for in their bodies if they are experiencing high levels of stress and anxiety.
“Weight gain, skin breakouts, palpitations and breaking out in a sweat are pretty consistent signs among patients, especially women,” says Dr. Robin Moore, DO, a primary care physician in Houston specializing in women’s health.
Moore says that Black women have to do better about finding ways to minimize stress in their lives, including being more vocal about their needs and learning to set boundaries.
“We have to learn to say ‘no’ to things that don’t serve us.”
Workplace stress is a common complaint among Black women in her practice. “Black women especially have to wear many hats, they are overwhelmed and can never show weakness,” she says. “It can produce an unrealistic and unsustainable reality leading to burnout and anxiety.”
She adds that racism and discrimination in the workplace can affect physical health because it causes Black women to apply added pressure to be the best just to receive the same as others.
Moore says stress can lead to severe health issues like diabetes, heart disease, ulcers, stroke and inflammation. Thus, it is important Black women insist their doctors check their heart, thyroid, cortisol and blood sugar levels, iron and electrolytes.
The Skin
Stephanie Serlin recommends her clients wash their face 30-60 times per month. Serlin, an esthetician and owner of So Hum Skin in Houston, says that a good skincare routine is a relaxation tool that can relieve stress while also combatting breakouts.
“I believe in the phrase, ‘Black don’t crack,’ but when we are facing trauma, we need to do more than rely on our genes.”
Serlin says that congestion (pimples) can appear both underneath and above the skin’s surface, along with skin inflammation and puffy eyes resulting from anxiety disorders. The inflammation is caused by high cortisol levels—a sign of stress.
“A good skincare routine can be a way to decompress from the day, take a moment for yourself and relax.”
Getting a professional facial regularly with extractions and an enzyme peel can help get the skin back on track. If unable to visit an esthetician, home facials can be purchased and used with caution. “I am not big on suggesting home remedies because a lot of times when people want to pop their pimples, the pressure of their hands causes more damage to the skin.”
Steaming the face by placing it over a bucket of hot water and wrapping your face in a hot towel are ways to open the pores at home. Serlin also suggests Aztec Secret Indian Healing Clay to detoxify the skin and Jan Marini products for a regular skin regime. She says it’s crucial to spot-test new products on the hand before applying all over the face to ensure no allergic or adverse reaction.
The Hair
Hair loss, breakage, shedding, oily or flaky scalp, and brittle texture may be signs your hair is telling you that you are depressed, or your stress levels are too high. Tecovia LaShe’ sees it every day with clients who come into her shop for braids and other protective hairstyles. LaShe’, stylist and owner of Crowned by She’ Hair Salon in Houston, says that her clients are often unaware of their stress levels until they sit in her chair.
Photo courtesy of Crowned by Shé Hair Salon
“I spend a lot of time consulting with my clients about the symptoms of depression and anxiety showing up in their hair.”
“They are often surprised how their hair is communicating that something is wrong,” she says.
She says many of her clients can leave hair issues untreated for long periods because they focus on coping and surviving. “Clients confide in me about their life issues, including workplace trauma and how much pressure they face in difficult work environments.” She adds that protective styles that cover the damaged areas are popular because so many Black women are dealing with the same issues.
LaShe’ helps her clients customize healthy hair regiments that may include special shampoos, conditioners, masks and oils. She may also suggest clients look to meditation, exercise, a change in diet or seek help from a mental health professional when she learns their struggles with mental health are not being treated.
“I listen and empathize because I am a Black woman, and I know how difficult life can be for us,” she says. “My role is to help them leave the shop looking better and feeling better than when they arrived.”
stylist and owner
Crowned by She’ Hair Salon
esthetician and owner
So Hum Skin
Black and White women in the workplace
The rise in racist activity showcased by white women in public spaces across the nation has caused an awakening in the role white women play in Black women’s oppression. In many of these incidents, white women—referred to as Karens—assault, hurl racist slurs, physically restrain, question, and taunt Black women while calling the police, further endangering the lives of the people they harass. When these white women are fired from their jobs for this behavior, others have come to their rescue, stating that losing their jobs should not be a consequence of their dangerous public outbursts. Many fail to realize that these dangerous behaviors hide in plain sight at work to the detriment of Black women’s careers and mental health. Moreover, they affect how Black women patients, customers, and business partners are treated.
“Our data tells us that Black women are having their worst experiences when they report to white women”
In light of these incidents, Black women are speaking more openly about how white women negatively impact their workplace experiences, derail their careers, and harass them in the office.
“I’ve dealt with many Karens in my career,” says Dr. Michelle Wilson, director of Evaluation and Learning at the National Fund for Workforce Solutions. Black women cite white women as a major cause of workplace discrimination and harassment, which leads to anxiety, depression, job loss, and a mass exodus from corporate America, non-profit organizations, and academia.
“Our data tells us that Black women are having their worst experiences when they report to white women,” says Cierra Gross, founder of Caged Bird HR. She says it is ironic that white women benefit most from affirmative action, “yet they are perpetuating the most harm in the workplace.” This harm affects Black women’s ability to advance in the workplace and earn the wages they deserve.
Companies that advance gender as their diversity focus often miss the unique intersectionality of race and gender that affect Black women. This places white women at the forefront to benefit from these programs while Black women remain invisible. When white women receive power in the workplace as a result of these programs, it does not often translate to better opportunities for Black women, including overall culture improvement, job titles, positions, responsibilities, and wages.
Françoise Burgess writes in The White Woman: The Black Woman’s Nemesis that “Black women have accused white women of being duplicitous; while they proclaim sisterhood in theory, they are unable to overcome their racial prejudices in practice.”
Overall, although women are advancing in the workplace, white women continue to move up the corporate ladder while Black women remain at the bottom while being gaslit to “Lean In”, be more social and take on difficult tasks for lower pay. Many corporations believe that by advancing white women, Black women will also benefit, but that is not the case.
Author Vivian Gordon says, “Seldom attention is given to the extent to which white women benefit from the oppression of Black women.” She explains, “white women are saying to the white male power structure: Move over. We want to be part of the power structure. Black women are saying: ‘The structure is wrong.’”
In the LeanIn.org and McKinsey & Company’s 2022 Women in the Workplace Report, only 44 percent of Black women reported feeling comfortable disagreeing with coworkers, whereas 57 percent of white women felt free to challenge or have differing views. This can translate into Black women not voicing their professional opinions or concerns about mistreatment for fear of retribution or white women’s tears.
“There is nothing more dangerous to a white woman than a competent Black woman”
A TikTok trend in 2022 showed white women’s collective ability to cry on command. This terrified many Black women who have been the victim of this weaponization. Black women are labeled aggressive, unprofessional and mean when white women cry unprovoked during professional communication exchanges. Luvvie Ajayi calls it the “weary weaponizing of white women’s tears.” Where they claim to feel personally “attacked” and “targeted” when questioned, given feedback or held accountable for their actions. Crying or playing the victim as a tactic allows others to focus on the white woman’s perceived trauma with sympathy instead of the actual trauma she may have inflicted on the Black woman, rendering them invisible yet again.
Writer Zora Neal-Hurston believed the modern relationship between Black and white women is patterned after the relationships on the plantation, where the white women used their power and white fragility to their advantage. “Thus, from the beginning, the seeds of resentment between Black and white women were sown…”
Slavery was the birth of this complicated relationship. Just as Black women can pass on trauma from that era, it is no surprise that white women may continue generational behavior patterns, whether intentional or unconscious.
Despite the early relationship formed during slavery, Black women do not feel unequal to or jealous of white women. “[Black women don’t have] envy for their accomplishments,” writes Toni Morrison. She goes on to argue that Black women also have no sympathy for white women’s perceived oppression.
On the contrary, Black women feel some white women are jealous and afraid of their power and abilities in the workplace. “There is nothing more dangerous to a white woman than a competent Black woman,” says Dr. Angela Neal-Barnett, director of the Program for Research on Anxiety Disorders in African Americans (PRADAA) at Kent State University in Ohio.
Gross says it is difficult to change this problem when Human Resources is a white woman-dominated field. In 2020, Data USA reported 76.8 percent of human resources managers were white, with 64.1 percent white women. Human resources is the department whose purpose is to create and enforce workplace policies. Bias and racism are dangerous in this area of the company. If Black women see white women as a threat to their careers, it could be a significant factor in why the issues seem exacerbated in the workplace with Black women feeling unheard and unsupported.
“Seldom attention is given to the extent to which white women benefit from the oppression of Black women”
In the book, Ambition in Black + White, Melinda Marshall and Tai Wingfield agree that Black women and their unique struggles are invisible in the workplace. Yet, their research found that, unlike their white counterparts, Black women are 25 percent more likely to have both near-term (50 percent vs. 40 percent) and long-term (40 percent vs. 32 percent) career goals and are more confident that they are qualified to succeed (43 percent vs. 30 percent) in a position of power.
Marshall and Wingfield also write that Black women are three times as likely as white women to aspire to a powerful position with a prestigious title, as they are often inspired by the matriarchs of their families who prevailed as breadwinners and showed their power and ingenuity without access to the higher levels of opportunities. This data does not correlate with the positions Black women hold or the perceptions that they lack initiative.
How do we fix this?
Racism in the workplace is not Black women’s issue. It is a white issue and something that has to be addressed if businesses want to continue to benefit from Black women’s undoubted contributions. At the same time, the responsibility for building a professional relationship between white women and Black women lies with white women who hold more power in the workplace; and who continue to choose whiteness over gender solidarity, as illustrated in the last two presidential elections.
There are Black women who are doing the work to bring these issues to light, from authors and activists to academics. Neal-Barnett teaches a course called The Psychology of Black Women, which has a waiting list. She says when white students come out of the course, they are blown away at how Black women experience and navigate the world. “Many of them are like, ‘We didn’t know.’ She says they never talk about Black women, so they are ill-equipped when they get into the workplace. “They have limited to no insight into what it means to be Black and a female. They don’t know, but they should hear enough cases after a while.”
Director of Evaluation and Learning National Fund for Workforce Solutions
director of the Program for Research on Anxiety Disorders in African Americans (PRADAA)
Kent State University in Ohio
founder of Caged Bird HR
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Blue Magic: Color psychology as an ally to Black women
Black women rocking bold colors should be the name of a coffee book, and we know the photos would be stunning. Throughout history, Black women have embraced vibrant hues, cultivating patterns and complicated textures – telling stories through color.
“If a person is drawn to colors that are bolder, it shows more confidence and someone you can trust,” says Amy Wax, color expert and creator of the Color911 App.
Our staff at Notable wanted to dig a little deeper and examine what our color choices say about us and how we can use color to our advantage in the workplace.
“Color communicates, color shifts, color participates,” says Michelle Lewis, color psychology expert. “I believe it was created to support us. Our hormones run off it; our sleep cycle runs off of it. Our mood, in a lot of ways, runs off it.”
From years of studying color, Lewis believes it should be embraced and used as a tool and an ally. “I think it is boundariless in terms of what we can do to bring it into our situation.”
Whatever you are experiencing, Wax believes that color is a part of everything we do, starting with when we get dressed for work. “It is such a subliminal part of who we are,” she says. For example, she says wearing or seeing all white looks well-organized, pure and fresh. It’s giving Lisa Raye or Mother of the Church.
On the other hand, Lewis says there are other colors, like grey, which can mute personality over time. “That’s what can lead to depression, disconnectivity and feeling ‘blah’ at work,” says Lewis. She says the problem is that most people are in a grey work environment, and then they go to work every day wearing Black and wonder why they’re miserable.
We have been conditioned to wear Black at work for interviews or big meetings, and while it can be seen as unassuming, Lewis says it can have the opposite effect. “It’s what’s become a cultural norm in a work environment,” she says. “But you’re not going to stand out at all.”
Lewis says there are eight primary communication colors that are behaviorally, culturally and scientifically part of our language and how we communicate.
BLUE
Both experts agree that Blue conveys trustworthiness, reliability, honesty and loyalty. If you are having a tough time at work, feeling harassed or overwhelmed, shades of blue are solid choices. “Deeper blues bring down blood pressure and heart rate,” says Lewis. “All they’re going to know is that they feel more trusting and calmer when they are around you.”
It is also a smart color to wear if you are looking to get hired or promoted.
ORANGE
It can be associated with balance and family. Not a typical work choice color for most people, it could have one of two effects on others, according to Lewis. “They are just going to avoid you because they are uncomfortable, and the color is saying cautionary traffic cone, or they’ll want to sit down on your couch, spend time with you and be your best friend.”
RED
Want to convey confidence, then consider red, with caution. Outside of holiday cheer, in the office, red can be seen as aggressive and cause overstimulation for those sharing office space. You may want to avoid this color if you are struggling with being bullied or harassed in the workplace.
PURPLE
Purple is driven and connection-based and can be a good color for building workplace relationships, camaraderie and collaboration.
YELLOW
Yellow is the most peak sensitivity in terms of what the eye can experience. It can keep you awake, energized and focused on your future. It can help you and others around you feel a little more joyful. On the flip side, it can also be overstimulating, especially with someone who is neurodivergent.
PINK
When you think of softness and femininity, pink is the first color to come to mind. It can make you feel comfortable when worn as clothing. However, as décor, it may cause you to retreat and not be as social or communicative. Studies have shown it to increase the desire to eat desserts.
MAGENTA
Magenta is very bold, revolutionary and stimulating. Think T-Mobile outpacing AT&T in sales. It is not a color to avoid, but you should wear it with caution in the workplace as it is connected with a few politically charged campaigns, such as the “Rock Against Reagan.”
GREEN
Green is balancing and is the most neutral to our eyes when perceiving color. It can affect heart rate and is helpful if you need stability in your office. An interesting fact about green is that it will bring you up when you feel down and vice versa, so use it carefully.
The Color Cure https://colorcured.com
Betting on yourself: leaving corporate and starting your business
Layla Nielsen knew when it was time to “jump out there and launch.”
She had already built a significant digital media portfolio freelancing for 10 years while she worked as an executive for large media companies. So, when she parted from her last agency job, she thought it was time to start her own.
“I wanted to create the kind of environment where I could be more successful,” says Nielsen, owner of LN & Co, a digital agency in Silver Spring, MD.
Neilsen couldn’t bring herself to work for one more company that glossed over her accomplishments and required her to work at a level lower than her resume should’ve commanded.
“I was coming from an environment where I led everything.”
Her experience is all too familiar. Black women are leaving behind the notion that corporate America or being an employee is the only option for career fulfillment, especially after years of being glossed over for promotions, accepting less pay, and working in cultures that felt exclusionary. Many find that going out on their own allows them to play to their strengths, deliver higher-level work product and create a culture that works best for them.
According to a 2021 Harvard Business Review report, entrepreneurship offers opportunities for Black women to elevate their careers and achieve social and economic equality.
“If there is something on your heart that just will not die, don’t keep pushing it aside. Learn everything you possibly can about it, and then get started.”
Nichole Jean Philippe started The Gallery Grid after moving her family back to Maryland from New York to help her parents after her father suffered a stroke. Her company, which provides art consultation services and installations for businesses and private homes, was developed out of need and ingenuity.
“I’ve always loved working with my hands. My father was very handy, and my mother is incredibly innovative.”
Jean Philippe says that when she bought her first condo in New York, she had a difficult time creating the perfect gallery wall without making numerous holes in her new walls. After spending three days trying to hang a four-piece mirror perfectly, she felt there had to be an easier way. She took her previous experience as an executive product developer in the fashion industry and used it to communicate, negotiate, source and eventually develop a product. Her first stab at the creative process didn’t go as planned, and she went back to work but didn’t give up.
She continued to develop The Gallery Grid in her spare time, helping friends and family select and install art for their homes. After sharing a huge cost-saving idea with her employer that Jean Philippe found through her sourcing expertise, she was pushed out. Her employer told her without warning or reason that she had to choose between the job and her hobby.
“They hired me knowing about my idea. We talked about it during the interview process, and it was on my LinkedIn page. Then all of a sudden, after four years, they decided it was a conflict of interest and gave me an ultimatum without any discussion.”
Jean Philippe says she was blindsided and hurt by how she was treated. After that experience and reflecting on other disappointments throughout her career, she decided it was time to turn her hobby into a business.
“It’s just sad to think about. I had taken a huge pay cut and was working below my experience level, but I needed to support my family. Now, I am so grateful and blessed, and I’m very confident that God has more for me in the future.”
Harvard Business Review found that 17 percent of Black women are in the process of starting or running new businesses, compared to 10 percent of white women and 15 percent of white men in the United States. Moreover, Black women entrepreneurs are highly educated, with more than three-fourths with at least a college degree.
While starting a business can be a gateway to financial freedom, it’s not easy. Black women face more financial barriers to growing and sustaining their businesses, including funding and support from both the public and private sectors. The report states that 61 percent of Black women self-fund their total start-up capital.
Neilsen and Jean Philippe both run self-funded businesses, which is the reality for most Black women. They both recommend building a financial cushion before you start your own company. “An entrepreneurial journey is rocky—one month you might be making six figures, and the next month you might be making zero,” says Nielsen.
She doesn’t want that to discourage other Black women from building a business and wants them to believe in every possibility. “You’re smart. You’re good enough. You have the track record. You have the degrees; you have the experience. You’ve got it all.”
Jean Philippe advises, “If there is something on your heart that just will not die, don’t keep pushing it aside. Learn everything you possibly can about it, and then get started.”
founder and CEO
LN & Co.
owner and principal designer
The Gallery Grid
Dripping blue: tips for incorporating the color into every day style.
Our color experts spoke and Blue is the color for our first issue of Notable because it communicates trustworthiness, reliability and honesty. It’s also considered the best color to wear when you are looking to get hired or promoted.
Raven DuBois, stylist for executives and influencers, put together a blue style edit to give us you one last thing to think about as you navigate the workplace and your social lives.
“Adding a pop of blue to your outfit can be as easy as wearing your favorite denim skirt this summer. Pair different shades of blue with neutrals like white or beige. Try pairing various shades of blue together for a monochromatic look, and never be afraid to wear blue with black for a night out.”
Feeling a way? Vibe to our summer music playlist so you can get back to acting brand new.
Hair as healing: the healing power of Black hair salons
“There is power in community, and I saw that growing up the daughter of a salon owner… I watched my mother nurture and heal those women in her salon, not just by making them look and feel beautiful but by talking with them, listening to them, and connecting with them. I’ve seen how much Black women’s emotions are attached to our hair and beauty.“
– Beyonce – Harper’s Bazaar interview August 10, 2021
Black hair is art, a language linked to our history and a part of our identity. Our hair affects how we see ourselves and how we are perceived in the world. Bursting with expression, it is deeply tied to those who have our permission to touch our hair. That’s why the relationship between Black women and their stylists is sacred, and the time spent in the shop should be therapeutic. Dr. Afiya Mbilishaka—head of psychology at the University of the District of Columbia, hairstylist and founder of PsychoHairapy—believes the link between routine hairstylist appointments and therapy can be a gateway to improved mental health. “Rituals are how we prepare our mind, body and spirit to receive something or do something,” she says. “The ritual of haircare…can help ready yourself for what you are about to face.”
Work is key to economic survival for most Black women who have a more difficult time than their peers coping with the unique stress associated with their jobs. “Half of my clients hate their jobs,” says Kay Simpson, owner and stylist at True Perfection Salon in Houston. “As I listen, I hear that many of them are there for the pay and not because they love it or feel supported,” she says.
“hair dying and cutting are ways Black women can express grief and loss.”
When clients are in the chair, they often share personal information with their stylists, who become pseudo-therapists, listening and giving advice after they have established trust. “Hairstylists are sort of a keeper of secrets,” says Mbilishaka. She trains hair care professionals in the art of active listening through her PsychoHairapy practice. She works with them to relax the natural instinct to give clients advice. “I recognized the hardest skill I had to learn as a therapist was how to listen. It’s really difficult.” She cautions that while in the chair, only part of the story may surface, so it’s best to be a safe place for the client to vent instead of looking for solutions.
In addition to listening to clients’ stories, hairstylists can hear what isn’t being said by evaluating the hair. “I’ve had clients whose hair is shedding, and the density has changed because of emotional stress from work and life,” says Simpson. Drastic changes to hairstyles can also be a sign that something is going on with the client. Mbilishaka says that hair dying and cutting are ways Black women can express grief and loss. Hair can also communicate if the client drinks enough water, sleeps and eats the right foods.
Stylists aren’t certified therapists, and that can be a heavy burden to place on them. For this reason, Mbilishaka focuses on practical skills in the PsychoHairapy curriculum, such as how to assess whether a client should seek professional help, including signs that they may either be of harm to themselves or others. Stylists also learn the distinctions between various mental health professionals and how clients can benefit from being connected to the right source. “Everyone gets a certified list of curated providers in their area so that if they want to refer a client to a therapist, they actually have names, locations and websites to share,” says Mbilishaka.
“Hairstylists are sort of a keeper of secrets”
Simpson agrees that it is vital for hairstylists to be able to see the signs that their clients need to seek professional help. However, she adds that mental health professionals should better understand the positive effects hair can have on their clients. “I wish doctors would prescribe for women to get their hair done as a part of therapy because it lifts their mood and can change their perspective.” According to Simpson, a new do can improve clients’ spirits. “I’ve seen women come in here feeling ‘a way’ and leave ready to go to happy hour or go back to work ready to slay.”
While many stylists focus on providing a service and helping their clients, Mbilishaka says they also need to practice self-care. “Hair care professionals actually need more detoxing, more self-care, more massages, more eating healthy, more comfortable shoes, more community and more water than other people.” She hopes to offer stylists retreats where they can receive the reciprocal opportunity to be loved, cared for and comforted to feel safe.
Busting workplace myths for success
We caught up with Jessica Ekong, chief human resources officer at Providence St. Joseph’s Health in Los Angeles, who graciously took us on a journey debunking seven pervasive myths that often hold Black women back from career success.
Myth one: If you keep working hard, good things will happen to you
We have all heard the saying, “work smart, not hard,” which applies to those picking up extra tasks around the office or focusing on internal organizations instead of showing excellence in their roles and responsibilities. If you are killing it in your role, taking on leadership roles in other areas can be beneficial, but ensure you focus on your primary responsibilities at the company. When you are exceeding expectations, ask yourself if the right people in your organization know the amazing work you are producing and whether you have advocates speaking on your behalf. This will make the difference in being recognized for your accomplishments and contributions that hard work cannot do on its own.
Myth two: The best time to ask for a pay increase is at your performance review
Understanding how your organization works, including knowing the pay review schedule, is essential to timing the ask for a higher salary. While they are typically 90 days prior to your part in the review process in larger organizations, you can request this information from human resources or your manager as early as the initial interview and at any time during your employment. Having this information can save you disappointment from asking for a raise when there either isn’t money available.
Myth three: When you are in trouble, keep it to yourself.
When people are in trouble, they wait too long to tell someone. The first step is to immediately talk to someone you trust within your organization who will give you honest and clear feedback. Figure out how you want to handle the situation before you seek advice. When you tell them the scenario, follow it up with a question, “Here’s how I’m thinking of proceeding. Do you have any guidance?” Always ensure you have a paper trail that helps keep you accountable and protects you. If your mental health is being affected, you can seek out the Employee Assistance Program (EAP) in your organization to get a referral for a licensed therapist.
Myth four: Every opportunity is an opportunity to fight
There may be instances to file a complaint with human resources or even the EEOC. Still, sometimes for mental health and sanity, it’s better to bow out gracefully and negotiate an exit package that gives you time and resources to find a better opportunity.
Myth five: You have friends at work
As human resources professionals, we constantly hear, “HR is not your friend,” when the truth is no one is your friend, this is a business. It is important to figure out who your professional allies are and who supports your career, but don’t mistake professional courtesy for friendship.
Myth six: Being happy to be there is a flex
There’s something about fancy brands that get folks caught up. Taking a lesser role or staying too long at a well-known company with big-name recognition is a common career mistake. Staying at a company simply because you like being associated with the name or status, and not because it serves you and your goals, is not a mature career choice. When you are simply happy to be there, companies know this and handle you accordingly. They know they don’t have to hire you at top dollar, promote you or increase your pay, so they don’t. In other words, “don’t let your employer be your God.”
Myth seven: Being unsuccessful at one company means you’ll have the same experience everywhere.
Just because you’re not shining in one place doesn’t mean you are not a star. Sometimes one company is not a good fit, or they don’t see your value. Don’t let that hold you back. You may join another organization that celebrates your contributions and pays you what you’re worth.
chief human resources officer
Providence St. Joseph’s Health in Los Angeles