Report Offers Policies, Ideas to Improve the Workplace Experiences of Black Women in California
Backed by data, a report released last month details the numerous hurdles Black women in the Golden State must overcome to effectively contribute and succeed in the workplace.
By McKenzie Jackson | California Black Media
Backed by data, a report released last month details the numerous hurdles Black women in the Golden State must overcome to effectively contribute and succeed in the workplace.
The “Invisible Labor, Visible Struggles: The Intersection of Race, Gender, and Workplace Equity for Black Women in California” report by the California Black Women’s Collective Empowerment Institute (CBWCEI), unveiled the findings of a December 2024 survey of 452 employed Black women across the Golden State. Three-fifths of the participants said they experienced racism or discrimination last year and 57% of the unfair treatment was related to incidents at work.
CBWCEI President and CEO Kellie Todd Griffin said Black women have been the backbone of communities, industries, and movements but are still overlooked, underpaid, and undervalued at work.
“The data is clear,” she explained. “Systemic racism and sexism are not just historical injustices. They are active forces shaping the workplace experiences of Black women today. This report is a call to action. it demands intentional polices, corporate accountability, and systemic changes.”
The 16-page study, conducted by the public opinion research and strategic consulting firm EVITARUS, showcases the lived workplace experiences of Black women, many who say they are stuck in the crosshairs of discrimination based on gender and race which hinders their work opportunities, advancements, and aspirations, according to the report’s authors, Todd Griffin and CBWCEI researcher Dr. Sharon Uche.
“We wanted to look at how Black women are experiencing the workplace where there are systematic barriers,” Todd Griffin told the media during a press conference co-hosted by Ethnic Media Services and California Black Media. “This report is focused on the invisible labor struggles of Black women throughout California.”
The aspects of the workplace most important to Black women, according to those surveyed, are salary or wage, benefits, and job security.
However, only 21% of the survey’s respondents felt they had strong chances for career advancement into the executive or senior leadership ranks in California’s job market; 49% felt passed over, excluded from, or marginalized at work; and 48% felt their accomplishments at work were undervalued. Thirty-eight percent said they had been thought of as the stereotypical “angry Black woman” at work, and 42% said workplace racism or discrimination effected their physical or mental health.
“These sentiments play a factor in contributing to a workplace that is unsafe and not equitable for Black women in California,” the report reads.
Most Black women said providing for their families and personal fulfillment motivated them to show up to work daily, while 38% said they were dissatisfied in their current job with salary, supervisors, and work environment being the top sources of their discontent.
When asked if they agree or disagree with a statement about their workplace 58% of Black women said they feel supported at work, while 52% said their contributions are acknowledged. Forty-nine percent said they felt empowered.
The report’s authors used this month’s report to reference another study which highlighted the increasing wage gap between the state’s Black women and White men. Uche said Black women are paid $54,000 annually on average — including Black single mothers, who averaged $50,000 — while White men earn an average of $90,000 each year.
“This is notable because more than half of Black families in California are led by single Black women,” said Uche, who added that the pay gap between Black women and White men isn’t forecasted to close until 2121.
Save A Girl, Save A World President and CEO Glenda Gill said the report shows systemic barriers still exist for Black women.
“This data highlights that we haven’t made much progress moving the needle,” she said. “Knowing that Black women are the fastest growing demographic of employees and entrepreneurs, and they make up 53% of the workforce — this is just really disturbing. The house is on fire. The house is one fire at all levels.”
Gill said policy changes need to happen.
“We can do better together,” she said.
The CBWCEI document submits a number of non-legislative and legislative proposals to create new opportunities for Black women in the workforce, enforce accountability, and expand protections.
One legislative recommendation is requiring annual pay audits disaggregated by race, gender, and job classification for companies with 50 or more employees, with penalties for wage disparities not addressed within two years. Another policy proposal is establishing a state-funded grant program to support Black women entrepreneurs, business owners, and cooperative enterprises, prioritizing industries where Black women face the greatest barriers.
The report suggests creating a state-run economic justice body to study long-term economic disparities Black women face and recommend policy actions on pay equity, employes discrimination, and wealth-building initiatives. Legislation that creates independent third-party review panels for race and gender discrimination claims, which would enhance enforcement mechanisms for workplace discriminate claims, was another submission.
The proposed polices are more than “symbolic gestures and performative DEI efforts,” the study reads. “Black women should not have to work twice as hard to get half as far — the time for bold, intersectional policies that center their economic security, workplace dignity, and leadership opportunities is long overdue.”
Griffin said the proposed solutions have accountability measures built in and they ensure Black women have economic security, jobs with fair wages, and can take care of their families.
“This data gives us the opportunity to make sure Black women in California experience what everyone else experiences in California,” she said. “I don’t know why we wouldn’t be able to achieve that.”
Griffin said California’s Black women are mothers, workers, and employers and to improve their workplace outlooks they must work with people from across the state.
“They still represent all of California,” she said of Black women. “If we improve it for Black women, we improve it for all women. We have to engage others were there is communality around the issues.”
