Background
In 1880, 35.4 percent of married black women and 73.3 percent of single black women were in the labor force compared with only 7.3 percent of married white
women and 23.8 percent of single white women (Banks, 2019). A big driving factor behind this statistic was the low wage discrimination put on black males. Because of the need for steady income, black women found themselves working even after marriage unlike most white women. Another force behind this is the availability to steady jobs that black men simply did not have. Most jobs worked by these women were low wage, agriculture and domestic jobs. Though many white people devalued the black women as a mother, the jobs they were often hired to work consisted of cooking, cleaning and caring for families. Even up until the 60s, black women could not receive cash assistance because they were expected to be working and not a stay at home mom like most white women. Pushing into the 1970’s one third of African American females were in service jobs in comparison to the one fifth of white women. (Banks, 2019) By depriving these black families of welfare, it ensured they would continue to work at low wages for white families and companies. 2017 reports indicate that black women’s median income is 21% lower than the average white women’s income. Today, 80% the mother is thee sole breadwinner of black families. (Banks, 2019) Pushing aside wage gaps and stable jobs, black women still find grief within the workplace. From exclusion to various worker protections to numerous cases of unreported sexual harassment. So when is it going to change?
Where the issue currently stands
This unfortunate history has birthed something called he “quit & stay phenomenon.” This basically states that workers do their work and fly under the radar; they’re mentally checked out. (George 2019) Feeling ignored and alienated is a one reason behind this. Black women often seek out a support system of people who generally look like them due to better understanding in general. Another reason has to do with feeling a lack of purpose. Though these jobs may get the bills payed, they lack that connection. Often times they feel as though they are seen as just workers not essentials to the company and that even with the same qualifications as a colleague, their suggestions may not be taken seriously enough. 40% of black women have had their judgment questioned in their area of expertise; 27% of men have. (Hunter-Gadsden 2018) Lastly, ingrained stereotypes produced by toxic culture and media companies that has made its way into the workplace. Black woman find themselves being called aggressive or or angry when trying to express an opinion but all they want is to make genuine change. One study found that a Black woman is more harshly evaluated at work, “because she’s two degrees removed from the prototype of a ‘leader,’ which is a white male,” said Robert Livingston (George 2019). The common question when trying to find solutions is “Why do they stay at these jobs… can’t they leave?”. The 2 main reasons for staying is fear of negative stereotypes and not having any other options. Stereotypes always play a big role in situations like this. Though many black women want to leave their job due to the aggressive stereotype, many refuse to leave because they don’t want to contribute to the stereotype of black women giving up. Though the job market has changed tremendously it still lacks almost everything. Black women find themselves wanting to quit but then, what’s next? Where do they go from there?
So Where Do We Go From Here?
The Center for American Progress suggest two things. The first one being understanding black women’s economic status. It is important to take into consideration any economic losses black women experience because they have practical consequences not only for their own economic standing but also for the economic stability of their families. They also suggest policies that promote black women’s workplace equality. This includes equipping human resource centers with the right people who can understand and even identify with common workplace problems Black women face. It also includes prioritizing moving black women into better jobs which means breaking those glass ceiling barriers that shut black women out of high-level job opportunities. Lastly, we must support research and training in order to learn more about black women’s work experiences. This will help improve the overall culture of the workplace. To conclude, we have to remember that the disparities that have pushed black women into these roles don’t have to keep them there. through economic equality, proper policy making and just portraying empathy and an overall better understanding we can truly make a difference in the workplace.
