The Value of Diverse Leadership: Learning from Black Women Executives
As our workplaces and institutions become more diverse, there is growing recognition of the need for leadership that reflects this diversity. Research increasingly shows that diverse leadership leads to better organizational performance, innovation, and employee satisfaction. One group that is still underrepresented in senior leadership roles is Black women. This is based on the long-term research of Professor Sonal Kumar from Bryant University.
As Ben introduces himself as one whose work uses “compassionate curiosity” to learn and grow, he introduces the scholarship of Professor Kumar which identifies Black (African descended) women as the most effective CEOs, followed by White women, then Black men, then White men. According to the research, Black women face a unique set of challenges that are ultimately used to facilitate their work as excellent managers and decision-makers.
Black women have had to overcome significant barriers and doubts on their pathway to leadership. Persisting in the face of these obstacles instills resiliency, determination, and a relentless work ethic. Decades of being underestimated also cultivate empathy for marginalized groups and attention to diversity issues (Wingfield, “Women are Advancing in the Workplace, but Women of Color Still Lag Behind,” 2020). Black women leaders often leverage these experiences to implement inclusive policies and develop talent across their organizations. Their pathway to leadership makes them attuned to recognizing potential in those previously overlooked.
Additionally, Black women frequently come from working-class backgrounds and are connected to communities of color. This grounds them in the economic and social realities facing many employees and customers in today’s pluralistic society. These connections position Black women executives to understand the needs of these groups in an authentic way. Leadership scholar Prof. Kumar, refers to this ability to bridge different social and cultural worlds as “bicultural competence.” This competence enables leaders to understand varying perspectives and bring people together across divides.
While Ben’s Instagram post focused on corporate leadership, these benefits of diversity also apply to other realms like religious scholarship. As religious studies programs aim to understand diverse spiritual worldviews and experiences, scholars with proximity to marginalized communities provide indispensable perspectives. (For additional insight, see “The Long Arm of Oppression: How Structural Stigma Against Marginalized Communities Perpetuates Within-Group Health Disparities, Uchechi Mitchell et al., 2021). Just as a Black woman executive offers visibility to young women of color in the workplace, a Black woman religious studies professor serves as a powerful model to minority students exploring theology, ministry, or academia.
Her personal experiences with racism, sexism or economic hardship may give her critical insight into the religious coping traditions developed by disadvantaged groups. She may also be more attuned to subcultural religious practices – like those in the Black church – which have often been overlooked within established institutions. Diverse leadership prompts religious studies as a field to continually re-examine dominant paradigms and assumptions.
Some argue that focus on identity politics and diversity detracts from merit-based hiring and promotion. However, the business case for diversity – and examples like those Ben highlighted – shows the tangible value added by inclusive leadership. Rather than diminishing standards, diversity provides complementary and equally rigorous skill sets that enhance organizational performance. Prof. Kumar notes, excellence is not the enemy of diversity, but rather its companion.
Achieving these benefits requires intentional development of minority talent. Leaders must provide mentorship, sponsor promising leaders into key roles, and implement policies that remove unfair barriers to advancement. Building a critical mass of diverse leadership at senior levels is key for organizations to leverage their full innovative potential.
As Ben’s talk demonstrates, the unique perspective of leaders like Black women executives renews and strengthens institutions. Understanding and embracing diversity as a driver of excellence, rather than a deviation from it, is key for the scholars, executives and institutions of the future.
Dr. Nash for the Misogynoir to Mishpat (M2M) Research Network (c) 2024
References
Stephen Kostrzewa (2023). “Can distinction disguise discrimination? Examining the role of racism, sexism in CEO success,” Bryant University News
Leader Priest, “Managing Conflict with Compassionate Curiosity“
Kwame Christian (TedTalk, on Conflict 2017). https://youtu.be/F6Zg65eK9XU
Uchechi Mitchell, et al., (2021). “The Long Arm of Oppression: How Structural Stigma Against Marginalized Communities Perpetuates Within-Group Health Disparities,
Adia Harvey Wingfield (2020). “Women are advancing in the workplace, but women of color continue to lag behind,”
Misogynoir to Mishpat Research Network 