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Updated: February 7, 2022 viewpoint

Viewpoint: Help women of color succeed

Melanie Bonsu
By Melanie Bonsu
Melanie Bonsu has written about this topic for five years now, to coincide with The Boardroom Gap investigation from WBJ.
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Facebook has this feature showing you random memories of what was shared on that day in the past. I used to love them, but now, in COVID times, the memories feel like decades ago instead of a handful of years. 

I don’t remember living so carelessly. That’s probably because I am tired. Mentally, emotionally, physically TIRED. Trying to juggle a career, a household, and the wellbeing/health of my children and myself is a feat not for the lighthearted. It’s starting to take its toll.

If there is one thing almost everyone can agree on, it is these past two years have been tough. This time has been especially tough on women in the workforce. From being understaffed, to managing work schedules, to accommodate remote learning while remote working, women everywhere are struggling just to stay afloat.

Sadly, the pandemic has taken a toll on women attaining leadership positions, with some even choosing to take a step back in their career trajectory in order to obtain a feeling of balance.

The Great Resignation may sound silly, but it’s real. I had a friend resign from all volunteer commitments and her job to take a lower titled, yet fully remote, position in a different field, just to obtain some sort of control and comfort in her life. Women everywhere are tired.

Women of color are still struggling to even obtain entry into leadership positions, with the Women in the Workplace report from McKinsey, in partnership with LeanIn.Org, showing only 4% of C-suite positions held. With the racial reckoning brought on in 2020, organizations and leaders vowed commitment to creating diverse, equitable, and inclusive work environments. Flashy ads and well-crafted statements came from all directions. But, at the end of the day, gains in representation were not made – today is still the same 4% in 2016. I am, frankly, tired of seeing that percentage stay the same.

With one in three women surveyed by McKinsey reporting they have considered leaving their jobs or downshifting their career to abate the burnout, companies need to look for ways to support their women employees to ensure the right, diverse talent is engaged and allowed to attain or grow into leadership positions.

Support women through offering professional development; keep that yearly women’s leadership conference in your budget. An educational day with other motivated women can do wonders. Let flexible work schedules work for you. If the work gets done at 1 p.m. or 1 a.m., as long as deadlines are met, does it matter? Allow and encourage all to contribute during meetings. Give credit when it’s due and acknowledge the achievements.

Assertive voices don’t equal aggression; be wary of unconscious biases, especially when dealing with women of color. Remember that lived experience is experience; not every job requires a degree. Include salary ranges in your job descriptions. We’re also tired of getting paid less.

Melanie Bonsu is director of development & marketing for the Girl Scouts of Central and Western Massachusetts.

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