‘This isn’t the first time we’ve been overlooked’: What it’s like to be Black at work in 2025

The contributions of Black Americans built the nation’s economic foundation, sustained industries, and shaped countless communities. Yet, even today, disparities in the workplace persist, limiting the opportunities available to Black professionals, which has been exacerbated by the recent White House Executive Order to terminate all Federal DEI programs and positions.

Black employees comprise 12.8% of the workforce but hold just 7% of managerial positions. In senior leadership, representation drops to 4–5%. These numbers are beyond dismal and reveal more than gaps in representation—they reflect systemic barriers that prevent Black talent from reaching their full potential. Yet despite the intention of DEI programs to gain access to the many talents and skills of the Black community, a false narrative has been created that DEI gives unfair advantages to Blacks and people of color. When the reality is that Black Americans have not been the greatest benefactor of DEI compared to white women and other minority groups.

It’s clear the contributions, abilities, and innovations that Black employees bring to the workforce will continue to be underutilized and untapped. This is exacerbated by the lack of recognition of Black talent, which needs to be leveraged and harnessed effectively as a critical part of the global talent pool to develop and maintain a high-performing workforce and ensure the best and brightest regardless of differences are given access to opportunities.

Unfortunately, this is not the first time in history where Blacks have been denied access to education, jobs, and opportunities. Despite this, the impact of the Black worker has strengthened America and cannot be denied. Statistics or examples alone can’t capture the full picture. Each number, reference, and invention represent a person with dreams, ambition, and a relentless drive to succeed. This story is about resilience, transformation, and the potential for change.

A legacy of resilience and the current reality

The history of African Americans in the workforce is deeply rooted in resilience, ingenuity, and advancement. From domestic laborers and factory workers to trailblazers who were innovators that changed the face of modern medicine and technology to savvy business leaders that enacted a difference style and approach to driving business impact and change—each generation has elevated themselves by challenging and overcoming the stereotypes and ill-fitted beliefs of our community to persevere and progress.

Through mentorship, networking, and sharing past and present experiences, Black employees have paved the way to build upon our achievements and we understand of how to navigate during uncertain times. These insights have given us the value of hard work, and the belief that the pursuit of excellence will eventually break down barriers and open doors. This mindset has shaped how I and many other Black professionals show up in the world and maintain a core responsibility to educate, inspire, and share our career journeys and paths to create opportunities for others.

Throughout my professional career, I’ve had countless conversations with Black professionals who share their experience about being the “only one” in the room—whether in leadership meetings, boardrooms, or professional networks. They describe how exhausting it can be to always advocate for their community, lead their work while also pushing for change for other marginalized groups.

This places an immense mental, emotional, and psychological burden placed on Black professionals that often leads to burnout because of expectation of being a martyr and savior to everyone while not having support for safety themselves.

Barriers to advancement

Black professionals face several barriers that continue to stall career advancement:

Access to networks: Many Black employees lack access to the informal networks and sponsorships that are essential for career growth.

Representation at the top: Without Black leaders in senior roles, companies may find it more difficult to identify and recognize Black talent as viable for leadership positions.

Limited support for risk and recovery: Mistakes are often treated as failures rather than learning opportunities, leaving Black professionals with few support systems and little room to develop, experiment, and grow.

These barriers go beyond missed opportunities, undermining morale and increasing turnover—they touch upon the absence of a core belief that there’s expectation for them to succeed.

Solutions that work

To build workplaces where Black talent thrives, organizations need to move beyond performative gestures and commit to systemic change.

1. Activate Allyship
Mentorship is valuable, but advocacy and being an ally for someone is transformational. Organizations must actively connect their senior leadership with the top talent in their organizations and despite their differences, identify and eliminate obstacles for them to develop and progress. This includes demonstrating and promoting behaviors that advocate, recognize, and highlight the skills and abilities of high performing Black talent.

2. Build Pathways for Growth
Leadership development programs, cross-functional training, and stretch assignments create pathways for advancement. Companies should focus on ensuring Black employees have access to these training, developmental opportunities, and projects that challenge them and give them exposure for them to have their skills realized.

3. Create Environments for Thriving
Retention requires more than onboarding—it requires intentional support. This includes creating a psychologically safe environment for all employees and especially Black employees during this tumultuous time that allows them to feel a sense of belonging and to contribute fully.

How to build the future

During these times, we need to uplift and magnify examples of companies and organizations making meaningful strides to maximize the full potential of their talent pool, including Black talent. Organizations like the Executive Leadership Council and the National Black MBA Association continue to create opportunities for Black professionals to connect, grow, and excel.

Progress is possible when leading through purpose, values, and behaviors. Organizations can and should invest in people and prioritize inclusive environments that allow everyone to grow, develop, and succeed.

The strength, ingenuity, and impact African Americans have had in the history of labor will continue as each generation embraces the essence, spirit, and energy from that which we come from. We are our ancestors’ wildest dreams and will continue to build upon their legacy to elevate, improve, and advance.  

This Black History Month, let us honor it by asking hard questions to which we must lead the solutions:

• How are we building pathways for Black professionals to contribute fully and lead?
• In what ways do our systems support growth, or create barriers for Black professionals?
• What are we doing today to ensure the next generation has similar or greater opportunities?

Establishing an inclusive, psychologically safe, and collaborative workplace goes beyond meeting quotas or fulfilling obligations. It demands environments where everyone feels they belong, where their abilities are recognized and acknowledged, and where potential is nurtured to its fullest.

The future of work thrives when we recognize that talent exists everywhere, and we should fight hard to ensure it has the opportunity to flourish.

View the full article