All new leaders need specialized tips when they step into new administrative positions in education. But this is especially true for Black women leaders. Whether it is a job as an assistant principal, district leader, or superintendent, Black women face different obstacles than their white counterparts. Feeling pressure to be perfect, consistently being challenged by colleagues, and having to assimilate to white-centered norms happens not only along the path to leadership roles but also within positions of authority. If we want to make leadership attainable and sustainable, it's important that Black women leaders share with one another what’s worked for them in their spaces, especially in majority white ones, to create smoother experiences for all of us.
As a Black woman who served as an elementary school principal in a primarily white school for four years, I have felt the weight that comes from holding a leadership role with these identities. Scholar Kimberlé Crenshaw, who coined the term “intersectionality,” put a name to navigating the double bind of being Black and being a woman and the unique experiences and challenges from the intersection of these identities. This marginalization of race and gender is especially strong in environments where Black women are the minority; leading in primarily white schools or districts can prove more challenging than leading in spaces where colleagues of color are the majority. This is due to the biases and stereotypes placed on us and to having fewer colleagues and parents with whom we can personally relate.
I (and many Black women leaders with whom I have spoken) have experienced this marginalization as:
Having your decisions and competence constantly challenged. Microaggressions are real and can come from parents, students, and colleagues. For example, teachers might intentionally pose questions or push back on what Black women leaders are saying, hoping to expose what they believe is a lack of knowledge in a particular area.
Feeling the pressure of having to perform at higher standards than your white counterparts. Many Black women feel there is no room for mistakes. This pressure to be better became evident to me as I worked closely with white leaders and witnessed their more carefree nature. My pressures were so stressful that they led to a medical emergency—a crucial moment of realizing that the place in which I was working did not serve me well.
Feeling the need to code switch. This might include altering language and behavior, appearances, and interests due to the context. You’re thinking: Am I too loud? Should I refrain from sharing my knowledge for fear of making someone else feel less competent or uncomfortable? What will people think about my locs or nose ring? Will I ever be able to show up as my authentic self?
Together in the Fight
Black women are underrepresented in leadership roles in U.S. public schools; they hold fewer than 1.5 percent of superintendent positions across the nation. In principalship, Black women hold just 8 percent of positions in public elementary schools and around 5 percent of positions in secondary schools, according to 2021 data from the National Center for Education Statistics. Researchers have uncovered various reasons for this underrepresentation, including biased hiring practices, systemic racism, and shortened tenure due to stress.
Regardless of the challenges, the communities in which we lead need us. Sharing how we’ve met the hardships individually can go a long way to making sure we have what we need to do the work collectively. I offer a few tips to new Black women leaders for navigating white professional spaces in hopes that we continue to seek roles that exemplify our unique skills and perspectives.
Sharing how we’ve met the hardships individually can go a long way to making sure we have what we need to do the work collectively.
Build your network of support. Marginalization and isolation for Black women leaders are real, especially in primarily white environments. Building alliances with other Black members within your school district or with organizations who will support you and allow you to show up authentically is crucial to easing feelings of isolation. In my district, an equity director organized affinity groups, providing a nonjudgmental space for me to ask questions and share challenges. I surrounded myself with those who provided honest feedback, challenged me to think differently, and affirmed my ideas. The support from my network allowed me to stand strong and show up authentically. If affinity spaces don’t exist in your district, create your own.
Additionally, white allies are critical for Black women’s support systems. They can often leverage their inherent power to help promote your ideas. Look for those colleagues who outwardly demonstrate a willingness to address systemic racism, ask bold questions about inequities, and acknowledge the unique gifts and perspectives people of color possess.
Self-awareness is key. It is not uncommon for Black women to be afraid to show up as our authentic selves; 66 percent report they don’t feel emotionally safe at work. An awareness that your gender and race will lead to stereotypes and microaggressions, as well as knowing you have the skills to navigate those waters, will prepare you when challenges inevitably arise. One way to build awareness is to take stock of your strengths and where you need to improve, so you can create a team with diverse strengths who can step in where you fall short. In my journey, my network helped me to regain confidence even as we recognized the different gifts we bring to the table.
Prioritize self-care. The daily task of overcoming racism is exhausting. Make it a priority to participate in activities that bring joy and relaxation. This includes simple steps like taking advantage of your earned vacation days and leaving work daily at a reasonable time. Setting boundaries is key to mental health. Exercise, prayer and meditation, and time with family and friends allowed me to recharge each day.
Advocate for yourself. Be courageous and speak up. This might include asking questions when passed over for advancement opportunities, declining a request that doesn’t align to your morals, or asking for professional development resources to better meet expectations. In my experience, I uncovered a disparity in salaries during conversations with my colleagues. I requested a salary audit to ease the disparities, resulting in benefits for others as well. In many environments, Black women do not have a large coalition of support. You will never realize the possibilities if you choose to be silent about matters that matter most to you.
Find your place. Spending time in an environment that is personally toxic and emotionally draining can sometimes be unsustainable. When I needed to plan an exit strategy for a position I could no longer work in, I considered other school districts and education nonprofits that boldly address racism. A quick website audit will uncover an organization’s priorities, but you should also talk to Black employees to hear their personal experiences. Though I’m not sure it’s possible to find an education position that allows Black women to be 100 percent authentic all the time, many places are better than others. I left a school district to work for an organization where I could continue my passion of supporting equitable teaching and learning. The goal is to find a place that sees you as an invaluable resource and puts action behind those beliefs. Important things to look for are giving Black women equitable access to advancement opportunities, offering equitable salaries, providing a seat at the table for critical decisions, and taking a stand when racist acts occur within the organization. We deserve to be seen and feel our perspectives are heard.
The Skills to Power On
The work of educating students is important—and hard. However, our students deserve our unique perspectives and voices so that we can increase positive experiences for all of them. Walk confidently in your brilliance, sis! Find the right place, find your people, and don’t give up. Schools depend on us.
