Does Your Definition of Leadership Exclude Women of Color?

Does Your Definition of Leadership Exclude Women of Color?

This week, Kamala Harris will take the oath of vice president and step into one of the most powerful jobs in the world, marking a historic moment in our nation's conception of leadership. As the face and style of leadership changes on the national stage, the pressure for corporate leadership to follow suit will only continue to mount. Although organizations have promised to “do better,” many have also struggled to identify where to begin. It's an understandable problem. Dismantling systemic racism and sexism can feel like a daunting, overwhelming endeavor — these issues are deep and pervasive, and they're much bigger than any one organization.

Still, companies have no choice but to reconsider the policies, processes, and cultural norms that have perpetuated systemic inequalities. If you want to change who ends up at the top of your org chart, reevaluating the skills and values that shape your hiring and promotion process is an essential first step.

As practitioners and consultants of diversity and inclusion, we've seen first-hand how narrow perceptions of leadership and “fit” can reinforce the status quo. As women of color, we've also experienced first-hand how these systemic inequalities can take a toll. But we've also learned how