African-Caribbean women in Canada are still facing significant hurdles in their professional journey

BY SIMONE J. SMITH

I remember the day I walked away from corporate; I remember what I felt, something that only now I can really explain. As an African-Caribbean woman I had been faced with a combination of gender and racial discrimination; I encountered stereotyping and bias based on both my gender and race. This stereotyping influences career advancement, and perceptions of my competence, which then created additional barriers to my success.

There were expectations regarding my behavior, communication styles, and leadership qualities and this led to increased scrutiny and challenges in navigating workplace dynamics. I noticed at this company that women of colour were underrepresented in leadership positions within that organization. The lack of diverse role models and mentors made it more difficult for me to advance any further then where I was.

The microaggression was subtle, often unconsciously done; verbal or non-verbal slights that communicated hostile, negative messages. There was limited access to: professional development opportunities, mentorship, and networking that impeded my career progression. There was a lack of inclusion in decision-making processes that hindered my ability to advocate for myself, and after working in the corporate space for 10 years post-grad, I was done.

It was disturbing to find out that things have not gotten any better; new findings from a recent survey conducted by global recruitment company Robert Walters reveal how African-Caribbean women in Canada are still facing significant hurdles in their professional journey.

The survey, which included responses from 6,000+ professionals across North America, highlighted the challenges faced by African-Caribbean women surrounding career advancement – including systemic disparities that contribute to unequal compensation.

The survey also revealed that just 14% of African-Caribbean professionals currently occupy Director or board-level roles in Canada, with African-Caribbean women especially, receiving far less support from their employers when it came to progressing to more senior positions.

Shockingly, when it comes to pay, less than a quarter (22%) of African-Caribbean women report earning over $100k CAD compared to three fifths (60%) of White men who can command this type of pay. There were some other statistics that were unfortunately not surprising:

• Almost half of African-Caribbean women (42%) have not received a promotion during their time in their company.
• 1 in 3 African-Caribbean women either received less than half or none of their requested salary increase.
• 1 in 5 African-Caribbean women are either unsure of the steps required for promotion or need more support.
• 1 in 5 African-Caribbean women live paycheck to paycheck with no disposable income.

Another 42% of African-Caribbean women report not being offered a promotion by their current employers – 31% more than their male counterparts. While a further 1 in 5 African-Caribbean women also express uncertainty about the necessary steps to a promotion.

A perceived lack of opportunities is the most common challenge to career advancement for African-Caribbean women, affecting over 1 in 5. In addition, 75% more African-Caribbean women than White women, or men note a lack of diversity within their organization as another key challenge.

The survey also highlighted how certain professionals have a considerable advantage of progressing through personal exposure to valuable resources. Specifically, +62% more African-Caribbean women than White men or women do not believe that everybody in their organization can easily access the resources and facilities available.

43% of African-Caribbean women feel their pay does not accurately reflect the work they do, compared to 26% of White men who feel disappointed by their pay. Additionally, while 60% of African women have negotiated a higher salary, they are 67% more likely to have a negative outcome following these negotiations than White men- leading to 1 in 3 feeling underpaid and undervalued for the work they do.

This is even more cause for concern when we consider that one fifth of African-Caribbean women are currently living paycheck-to-paycheck with no disposable income – 62% more than White men.

“Our research stresses a pressing need for a more equitable and robust support system for career advancement within organizations,” shares Coral Bamgboye – Global Head of ED&I at Robert Walters Group. “It’s clear that on average, White men are disproportionately represented in senior positions, earn higher salaries, and are more successful in securing pay raises during negotiations.

We recognize the challenges faced by Black women within Canadian workplaces and believe that more targeted mentorship and support programs need to be introduced to address and combat these disparities head-on and help level the playing field.”

Founder of Kim Crowder Consulting, Kim Crowder offers her insights on what organizations can do to improve their ED&I strategies. “At the heart of organizational success lies a commitment to ED&I. A journey towards a more inclusive workplace begins with data-driven decisions, transparent practices, and an organization-wide commitment. As we: measure progress, collect data with transparency, and empower leaders, we pave the way for systemic change.”

Measure:

1. Data-Driven Decisions: Influence workplace policies with data-driven decision-making, emphasizing its impact on team retention.
2. Competitive Advantage: Establish standards around metrics like promotion rates and equal pay, gaining a competitive edge and enhancing brand reputation.
3. Collect Data with Transparency:
4. Interpretation is Key: Collaborate with external partners to interpret data transparently, presenting both positive and challenging metrics.
5. Address Disparities: Scrutinize data for misleading information and address disparities with consulting support.
6. Employee Control Over Data: Allow employees to control shared data, ensuring transparency about usage.

Make It an Organization-Wide Commitment:

1. Informed Leadership: Ensure every leader is committed to building organization-wide equity, fostering accountability and engagement.
2. Empower Through Engagement: Encourage team members at all levels to contribute, fostering engagement and inclusive problem-solving.
3. Empower Leaders: Provide leaders with clear strategies, supported by a dedicated project management office.
4. Make Changes Systemic and Tell Everyone:
5. Evidence-Based Changes: Support systemic changes, including unbiased hiring practices and clear guidelines.
6. Leadership Training: Offer training for leaders at every level, emphasizing clear communication of goals.
7. Visual Communication: Show progress visually through videos, graphics, and written content, making information accessible.
8. Continuous Communication: Consistently communicate progress, fostering a workplace committed to equity and standing out as an industry beacon.