Black Women Towards Leadership: Study presents recommendations for conscious inclusion

Invisibility and racism are words that shape the obstacles faced by Black female executives in the job market. The research conducted by Dilma Campos (CEO, founding partner of Outra Praia, head of environmental, social, and corporate governance at B&Partners.co) and published in the GV-Executivo magazine reveals that there are still many challenges to increase representation in top positions within organizations.

The study pointed out that Black individuals represent 56.1% of the Brazilian population, according to the Brazilian Institute of Geography and Statistics (IBGE), but hold only 4.7% of leadership positions in the country's 500 largest companies. To amplify the perspective of Black female entrepreneurs, a digital survey was conducted with a group of 60 executive women who underwent a leadership training program aimed at their participation in corporate boardrooms.

The landscape has been changing in terms of the presence of these women in companies, driven by numerous demands for affirmative policies and events. Despite the progress, the Black population continues to face prejudice and discrimination, such as colleagues' reactions and astonishment when they wear braided hair to work, for example.

According to the researcher, in 2019, only 13% of CEO positions were held by women. One way to increase leadership representation is through the involvement of this group in boardrooms. Members of a board have the responsibility to bring transparency and credibility to companies, bridging the gap between shareholders' interests and the responsibilities of top executive management. A Black leader serving as a board member guarantees diversity-oriented perspectives for the organization, with the potential to enhance return on investment.

Here are some recommendations suggested by the author:
- Visibility alone is not enough; technical support in management is necessary for Black women to thrive in their achieved positions.
- The inclusion of Black women in traditional C-Level careers needs to be expanded, as companies tend to limit them to diversity and sustainability roles.
- Engaging non-Black people is essential to support existing initiatives and create effective spaces within companies and institutions.
- Occasional events during celebration periods are effective but can get lost in other months. Hence, it's important to have regular events to combat biases and reinforce a culture of diversity.
- Establishing sector-specific exemplary practice standards can help drive corporate policies and actions or regulatory measures.

The main challenges for the future are:
- Ensuring the retention of Black women who already hold positions in companies.
- Expanding spaces for the inclusion of other Black women as executives and board members, making sure they move up the ladder and support those already in such positions.
- Preparing young Black women for leadership roles.
- Giving visibility to senior Black women and "building their careers."
- Consolidating and expanding existing initiatives within organizations.

The study concludes that there has indeed been progress in this sector in terms of representation and advocating for the rights of Black women, including professional advancement and what it signifies for other women. However, regarding the organizational structure of a company, the diversity theme still holds untapped potential that needs further exploration.

"Brazil has the second-largest Black population in the world (second only to Nigeria), and Black women represent 27.8% of the population, according to IBGE. Having representatives of this group in leadership or board positions broadens brands' market perspective, gives visibility to an untapped potential target audience, and may uncover talents that are currently overlooked in most companies."

Therefore, the greatest need is to change the ingrained standards and beliefs in Brazilian society to deconstruct patterns that are part of our predominant collective unconscious within organizational cultures.

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