How to Set Career Standards for Black Women

Question for Black women in the workplace, do you ever experience the weight of unrealistic expectations, often at the expense of your mental health? This phenomenon is known as the Black Superwoman Schema, a term coined by Dr. Cheryl L. Woods-Giscombe. It includes five key behaviors commonly exhibited by Black women leaders: 1. Obligation to manifest strength 2. Obligation to suppress emotions 3. Resistance to being vulnerable or dependent 4. Determination to succeed despite significantly limited resources 5. An obligation to help others Time and time again, I’ve seen this play out in our emotional wellbeing being dismissed and our value being overlooked, no matter how hard we work or support our colleagues. Let’s talk about how we can dismantle this harmful notion in professional settings: 1. Adjust your own expectations. I encourage the high-achieving women I coach to ask themselves, is this serving others at the expense of my own benefit? Is this weight mine to carry alone? When we set goals or standards that are too high, we may constantly feel pressure to meet them, leading to burnout. (And listen, we’re saying no to burnout all 2024!) 2. Ask for help. It’s easy for us to say “I got this”, or “I can handle it on my own”. This is your reminder that it’s okay to ask for support and be clear on what that can look like. It’s not a weakness to ask for support. 3. Know when to say "no." The ability to say “no” is your sacred right. 4. Create a self-care plan. What are your non-negotiable rules around caring for your health no matter what remains undone? Because we can’t take care of others if we’re not doing it for ourselves. 5. Prioritize, deprioritize, and reprioritize your workload as often as you need to. Prioritize your obligations based on significance or impact for you rather than external factors. What else would you add to this list? How do you manage unrealistic expectations in the workplace? #MentalHealthAwareness #MentalHealth #Mindfulness #Selfcare

Black women are the most educated demographic in America. Period. Despite centuries of systemic barriers, we: 👉 Earn a higher percentage of associate’s, bachelor’s, and advanced degrees than Black men. 👉 In many categories, we match or surpass white women in educational attainment. And yet, we’re still underpaid, under-promoted, and under-supported at every level. We earn just 66 cents for every dollar a white man makes. We’re consistently shut out of decision-making roles, even in fields we dominate. And we navigate workplaces where racism, microaggressions, and outright disrespect are still far too common, from managers and coworkers. So what do we need? Let me be clear: 👉 Stop the DEI Branding: Hiring Black women as symbols without power is performative. We are not your “Pet to Threat” case study. Invest in us as leaders with influence, autonomy, and compensation that matches our credentials, not your optics. 👉 Pay Equity: Not vibes. Not likability. Not who makes you feel “comfortable.” I was a recruiter, and I’ve seen how often less-qualified people are paid more simply because they “fit the culture.” That ends now. 👉 Sponsorship Over Mentorship: We don’t need another mentor lunch. We need advocates who use their power to open doors when we’re not in the room. Sponsorship creates career mobility. Mentorship just keeps us company where we are. 👉 Support Black Women Entrepreneurs: We’re leading in entrepreneurship, but we’re not getting funded or supported at the same rate. And when we create our own, we get attacked for it. (Google Fearless Fund, you’ll see what I mean.) 👉 Accountability: Track the promotions. Track the pay. Track who gets visibility and stretch roles. Hold leadership accountable when the numbers don’t lie and when the excuses start flowing. 👉 Retire the “Strong Black Woman” narrative: We are not here to survive your workplace. We are here to thrive, grow, and lead. Treat us with the respect and dignity every professional deserves. And most importantly, listen to us. Every time I posted about Black women, someone felt compelled to comment with their take. Let me save you the trouble: you don’t need to weigh in. Just listen. Despite all of this, we’re still here. Still rising. Still reclaiming our stories, owning our power, and doing the damn work. And let me say it one more time for the people in the back: I have NEVER worked with a Black woman who wasn’t qualified. Most of us are overqualified. Yes, we really are that good. Y'all be easy!

Black women, we need to prioritize increasing our salaries by 20-50% this year. The pay gap is real, but so are the strategies to close it. Here’s how: 1️⃣ Seek an internal promotion Don’t underestimate the power of staying where you are—just at a higher level. Start by reviewing your company’s internal job board or having an intentional conversation with your manager about your career growth. Use data and measurable results to advocate for your value, and position yourself for leadership opportunities. Sometimes, the raise you’re looking for is already in the building. 2️⃣ Upskill & pivot into a more technical role within your current company Technical roles tend to pay more, and many companies offer resources like training programs, certifications, or even tuition reimbursement to help you get there. Focus on building skills that are in high demand, such as project management, data analysis, or cloud computing, and align those skills with your company’s current needs. This way, you increase your value without needing to look outside your organization. 3️⃣ Job hop to a competitor company in your SAME job title This strategy has completely transformed my life. I went from earning $48,000 to over $200,000 in less than five years by strategically moving between companies. The key was knowing my worth, staying in my zone of expertise, and negotiating aggressively at every turn. Many times, the fastest path to higher pay isn’t staying loyal to one company—it’s taking your skills to a competitor who values them more. Here’s the truth: You don’t need to reinvent yourself or switch fields to earn more. Often, the money you’re looking for is already within reach—you just have to move up a level or move to another company to do the same work. Let’s make this the year we secure what we’re worth. What’s your next move? Share your thoughts below. #flynanced #jobhopping #salarygrowth #blackwomenprofessionals

73% of high-achieving women say they feel like they're carrying the weight of representation alone. I know that weight. You know that weight. 𝑨𝒏𝒅 𝒚𝒐𝒖 𝒌𝒏𝒐𝒘 𝒆𝒙𝒂𝒄𝒕𝒍𝒚 𝒘𝒉𝒊𝒄𝒉 𝒘𝒐𝒎𝒆𝒏 𝑰'𝒎 𝒕𝒂𝒍𝒌𝒊𝒏𝒈 𝒂𝒃𝒐𝒖𝒕. Last month, I watched a brilliant executive: PhD, 15 years of experience, flawless track record, apologize for existing in a boardroom. Again. She'd been code-switching so long, she forgot her own voice had power. Here's what I've learned about redefining success after working with 200+ high-achieving Black women: • Success isn't solo. The biggest lie? That you have to climb alone. Real power multiplies when we lift together. • Your authenticity isn't negotiable. Stop paying the authenticity tax. Your real voice is your competitive advantage. • Perfection is prison. They need you imperfect and confident, not flawless and exhausted. • Boundaries create respect. The moment you stop shrinking, you start commanding. • Your success validates theirs. Every room you own makes space for the next woman. The client I mentioned? She stopped apologizing. Started commanding. Doubled her team size in 6 months. Because confidence converts. I'm starting a cohort of high-achieving women who are done shrinking to fit and want to shut down imposter syndrome and turn confidence into cash. No fluff. All fire. What would change in your career if you stopped carrying the weight of representation and started sharing the power of presence? P.S. The woman who apologizes for taking up space never gets to own the room. Stop shrinking. Start commanding.