Business

Black Women Increasingly Seek the Corner Office

Published

11 years ago

July 28, 2015

Oakland Post

Mellody Hobson (Courtesy of USC)

by Jessica R. Key
Special to the NNPA from the Indianapolis Recorder

In business, there’s long been a perception among Black employees that they must work harder than their white counterparts to rise to the top. A recent report suggests Black women in particular are eyeing the executive office more so than their white peers.

A study conducted by the Center for Talent Innovation (CTI), a think tank which conducts research on the challenges diverse individuals face in the workplace, published a report that shows Black women are more likely than white women to aspire to a powerful position with a prestigious title.

“Black Women: Ready to Lead” also uncovers that Black women also perceive a powerful position as the means to achieving their professional goals and are confident they can succeed in the role. Yet, despite their ambition and qualifications, Black women often feel stalled in their careers.

This inertia can be attributed to the unconscious biases and the lack of advocacy these women face in the workplace.

The study was inspired by a report conducted last year by CTI that looked at women in the U.S., U.K. and Germany and found women often were not seeking positions of power. When they dug deeper, they discovered other racial groups had ambivalence to power except Black women.

Mellody Hobson, president of Ariel Investments and wife of film director and producer George Lucas, penned the report’s foreword.

“What sparked this was through some of the interviews conducted. Some of the African-American executives commented they really weren’t seeing an ambivalence to power from Black women,” said Tai Green, senior vice president at CTI and co-author of Black Women: Ready to Lead. “They said executive leadership positions, they find, are a hard sell for this group.”

Green and her team then focused on women in the U.S. to see if the data aligned with their qualitative research. All Black women questioned had a college education and oftentimes had leadership experience outside of their jobs.

“We saw the narrative around Black women was one that isn’t really fraught with talk of the confidence gap or a need to ‘lean in’ as a group, but is far more likely to aspire to positions of power,” said Green.

She added that Black women are three times more likely than their peers to go for the top spot. Why?

Green said Black women responded they were raised hearing statements such as “you need to work twice as hard to be viewed equal to your peers” or “a lot of people struggled and sacrificed to make sure you have the opportunity to compete.”

“There was a deeply rooted understanding of what it means to not have a voice in this country for so long that really drove them to go for it,” said Green. This attitude stemmed from both obligation and personal ambition.

Green said where Blacks are similar to their white counterparts were among five things: the ability to flourish; to excel; to reach their purpose; the ability to empower others and be empowered; and have the ability to earn well.

Looking closely at attitudes about women’s finances, there was a gap. Fifty four percent of white women listed “the ability to earn well” as being important. For Black women, it’s 84 percent.

“We found that Black women list financial independence as a top goal,” said Green.

One possible contributing factor: Black women are more likely to be unmarried and supporting others such as raising nieces and nephews or significantly giving back to their community. To these Black women, having a top job means more money in order to completely and independently fulfill their financial obligations.

Green, who is African-American, said though Black women aspire to a powerful position with a prestigious title, external data shows there are still less than one percent of Black women who are CEOs of Fortune 500 companies.

“When we looked at the barriers to this, we found there is unconscious bias in the workplace. Black women said they felt they needed to conform to the traditional white, male standards in order to fit in or be seen as leadership material,” said Green.

Additionally, there is a lack of sponsorship or people speaking out on Black women’s behalf. Only 11 percent of Black women have senior level advocates. Hobson, who was named one of Time magazine’s most influential people, said instead of primarily looking to another Black person, Black women should look to others outside of their race as an advocate.

Angela Dabney, vice president of global initiatives and transformational giving at United Way of Central Indiana understands why the study may have been conducted, but strongly maintains she believes that Black women aspire to ascend barriers their mothers and grandmothers faced.

“I don’t necessarily think it’s the higher title. It’s getting beyond the societal expectation for them that has been for so many years,” Dabney added. “I feel Black women feel the need to make change, to change the world, and to do that, they need a certain level of power.”

Dabney said instead of chasing titles, Black women should strive for a good work/life balance and do what makes them feel fulfilled.

Dabney said her story reflects her beliefs. She worked in corporate America for many years and found she enjoyed volunteer work. When she moved to Indianapolis, she sought a job in the nonprofit sector and said the United Way is the place where she feels she has the greatest opportunity to make the greatest change. She develops strategies to ensure local initiatives align with nationwide United Way initiatives. She also works with high-level donors.

“Of course it was putting in the long hours, mentors and role models, but I have a passion for what I do,” said Dabney. “Women should go for positions they are passionate about. Going to work is much more fun when it matters to you.”

Green said she didn’t intend for the report to be polarizing, but wanted to show the comparisons between white and Black professionals because the narrative around white women is so widely reported.

“Because Black women’s background, experiences, and challenges differ from that of white women, we thought it was critical to show a side-by-side comparison and for organizations to see that taking a one-size-fits-all approach won’t work,” said Green.

WHAT BLACK WOMEN WANT MOST FROM WORK

• 91% Ability to flourish
• 89% Ability to excel
• 85% Ability to reach for meaning and purpose
• 81% Ability to earn well
• 73% Ability to empower others and be empowered

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Black History

NABJ Convention Brings Black Journalists, Civic Leaders Together in Atlanta

Among the conference’s most closely watched sessions was Thursday’s Newsmaker Plenary, where House Democratic Leader Hakeem Jeffries discussed the national political climate with NABJ President Errin Haines. Journalist Joy-Ann Reid later led a fireside conversation with legal scholar Kimberlé Crenshaw, creator of the term “intersectionality,” and Pulitzer Prize-winning journalist Nikole Hannah-Jones, author of the 1619 Project.

Published

2 days ago

August 20, 2026

bpusa-syndication

Civil Rights Attorney Ben Crump (left), House Majority Leader Hakeem Jeffries (middle), Rev. Al Sharpton (right) stand at the NABJ conference in Atlanta on Aug. 13 with Elmore and Christine Wonsley, the parents of Nolan Wells, a Black 18-year-old who died July 4th weekend in Mississippi

By Brandon Patterson

ATLANTA—The 52nd National Association of Black Journalists conference brought thousands of journalists, students, media executives and civic leaders to Atlanta Aug. 12-16 for its 2026 Convention and Career Fair, a five-day gathering centered on the theme “Our Revolution: Truth, Power and Black Journalism.”

The plenary also turned toward grief, accountability and justice as the parents of 18-year-old Nolan Wells, Christine Wells-Wonsley and Elmore Wonsley, appeared with civil rights attorney Ben Crump and the Rev. Al Sharpton. Crump was also the attorney for Trayvon Martin’s, Michael Brown’s, and Tamir Rice’s families. Moderated by journalist Tiffany Cross, the Wells family’s appearance focused on unanswered questions surrounding Nolan’s July death in Mississippi and calls for a federal review.

Reid and journalist Don Lemon also joined a separate discussion with Cross, columnist Michael Harriot and journalist Chandra Whitfield about career disruption, resilience and building independent platforms as Black journalists face layoffs and wider media industry upheaval.

Across generations, attendees exchanged ideas about sustaining careers and serving Black communities.

The gathering reflected NABJ’s long-standing role as both professional home and public forum for Black journalists. For Black-owned legacy newspapers, including ours, the Atlanta convention reinforced a familiar mandate: defend truth, elevate Black voices and connect national debates over politics, justice and media power to the communities most affected.

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Black History

$5 Billion Coliseum Vision Puts Oakland Jobs, Businesses at Center

Reynolds said Black and Brown contractors have historically lacked the bonding, insurance, equipment and staffing required to compete for large contracts because they were denied opportunities to expand.

Published

2 days ago

August 19, 2026

bpusa-syndication

At SpringHill Suites by Marriott Oakland Airport, AASEG President Ray Bobbitt with Loop Capital Vice President Al Dinwiddie, OAACC President Cathy Adams, and Loop Capital President James “Jim” Reynolds, Jr. Photo by Carla Thomas.

By Carla Thomas

OAKLAND – A sweeping, multiphase redevelopment of the Oakland Coliseum site led by Ray Bobbitt, president of the African American Sports and Entertainment Group (AASEG), and businessman James “Jim” Reynolds Jr., could eventually attract between $3 billion and $5 billion in investment.

Reynolds said the first phase, estimated at $1 billion to $1.5 billion, could include housing, hotels, restaurants, entertainment venues, open space and opportunities for local small businesses.

“We are going to transform the entire area with housing, hotels, with an infrastructure that benefits the community,” Reynolds said.

He also wants to attract major entertainment partners and position Oakland to compete with venues in San Francisco and San Jose. Reynolds said the city already possesses natural assets that other cities spend fortunes trying to create.

“One of the most naturally beautiful cities I’ve ever been to,” he said. “In Oakland, if you do nothing, it’s beautiful naturally: lakes, the mountains, the scenery, the open space, the weather.”

Reynolds’ vision, however, extends beyond buildings and entertainment. He is also focused on which businesses receive contracts and which residents benefit from the jobs and economic opportunities the project creates.

“Why would you build a big business when you know no one was going to hire you to do the job?” Reynolds asked.

He recalled working with longtime business partner Earvin “Magic” Johnson to encourage minority-owned firms to compete for larger contracts. About 1,000 businesses attended one outreach event after receiving assurances that opportunities to serve as prime contractors were real.

Reynolds wants to bring the same approach to Oakland.

“I don’t need goals and set-asides to figure out how to give Black companies a chance to be a prime,” he said.

He also wants Black businesses to move beyond seeking only small portions of projects or subcontracting roles.

At SpringHill Suites by Marriott Oakland Airport, Post News Group Publisher Paul Cobb, OAACC President Cathy Adams, and Loop Capital President James "Jim" Reynolds, Jr. Photo by Carla Thomas. — At SpringHill Suites by Marriott Oakland Airport, Post News Group Publisher Paul Cobb, OAACC President Cathy Adams, and Loop Capital President James “Jim” Reynolds, Jr. Photo by Carla Thomas.

“When we run the concessions, we pick who has a concession,” Reynolds said, citing partnerships involving Johnson, LL Cool J and Stephen A. Smith.

The same principle should apply to construction, entrepreneurship and workforce development, he said.

“Job training and opportunities to have Blacks lead something like this matter,” Reynolds said.

Reynolds also wants young Oakland residents connected to the jobs and career pathways created by the redevelopment.

“They’re going to have jobs, job training, and opportunities to work,” Reynolds said.

He rejects assumptions that Black youth and Black-owned companies cannot manage major responsibilities.

“I’m not going to sit here like others who have been in positions like this and doubt that Black people can do certain things,” Reynolds said.

For Reynolds and Bobbitt, the Coliseum redevelopment is an opportunity to create more than a replacement for the professional sports teams Oakland lost. Bobbitt contributes deep Oakland roots, community relationships and years of persistence, while Reynolds brings capital-market experience, global business relationships and a record of structuring enormous transactions.

Together, they envision a destination that attracts visitors while creating jobs, businesses and ownership opportunities for Oakland residents.

“Thank you, Jim, for believing in Oakland and investing,” Bobbitt said.

CEO of the Oakland African American Chamber of Commerce Cathy Adams, who wrote a letter of support for AASEG at a time when many doubted the feasibility of their goals, said the Coliseum area development plan will become the example of how Black-owned businesses and contractors can help close the disparity gap in Oakland.

Next week, Part 2: Len Turner and local business owners can benefit.