Credibility challenges for women of color

Throughout our lives Black women are taught that we need to be twice as good just to be seen as enough. We are taught that our mistakes will not be forgiven the way others’ might be. Our failures are often magnified or used as a "gotchu" moment to prove why we're not fit for a position. Our competence is constantly (if not subtly) questioned and our humanity denied if we show too much emotion, ask for help or admit we do not have all the answers. Perfection becomes a kind of armour but that armour is heavy and no one should have to wear it all the time. In the workplace, this pressure shows up in many ways. Black women often feel the need to overperform, to never say the wrong thing and to constantly prove that we belong. We are judged not just on our work but on how we speak, how we dress, how we express ourselves. The cost of a misstep can be our credibility, our job security or our mental health. I wrote this piece to unpack this further and hope some of you will share your thoughts and experiences here.

The Glass Cliff Breaking the glass ceiling is hard enough. But what happens when you’re pushed off a glass cliff? I first came across the term “glass cliff” in a post. Days later, a client shared a similar story. She had been invited to lead a project that was already sinking. She did not realize that the project had no serious backing. She carried the weight to prove that she was capable of doing it. When the project eventually closed, she was made redundant and told: “We need a male perspective.” Not because of her performance. Not because of her skills. But because, at a fragile moment, leadership chose the easy way out, blamed her gender for failure of the project. That pushed me to research further, and I discovered the glass cliff is real. Women, especially women of color and those from underrepresented groups, are often placed in leadership when things are already unstable: • Companies under pressure • Teams disengaged • Credibility at risk Who does this, and why? • Boards and leadership teams want to signal quick change • Bias assumes women or minorities are “capable ” to clean up crises • Sometimes it’s more about optics than support • Often it shifts risk away from those who created the problem We’ve seen it on the world stage too. Kamala Harris, the first woman of color Vice President, was propelled into an expected presidential race under the shortest timelines and the highest expectations imaginable. Symbolic leadership in a fragile context, another glass cliff. What I tell my clients: • Pause and assess the opportunity • Ask who was leading the project before, and speak with them • Have everything in writing: the state of the project, expectations, success/failure criteria, and your compensation • Make sure this is not a hush-hush assignment without senior-level endorsement • Secure resources and backing • make sure that the project is visible to decision makers • Shape the narrative of your value visibly, not only when the boat is sinking and fingers are pointing • Have an exit strategy. Sometimes, the bravest move is to walk away One of the biggest risks is the desperation for visibility, saying yes simply because the opportunity feels rare. Coaching helps leaders step back, weigh risks, and say yes or no on their own terms. For my client. It wasn’t just losing the role. It was the humiliation. The sense of being discarded. She told me how self-doubt took hold, how fear replaced confidence, how the experience left her shaken. “I wish I had known before,” she said. “I wish someone had warned me. I wish I had met you before this happened.” What happened to her wasn’t just a setback. It was a trauma. Have you ever experienced this? Or do you want to prepare yourself for such an instance? Let’s talk. www.peggygrueninger.com

“You’ll never grow your business if it takes you a week to prepare a client presentation.” That’s what my business mentor told me some time ago. “I do it in an hour,” he said. “I just throw the slides together.” I was stunned. Slides?! But that’s just 1% of the work. - I read every piece of research. - I anticipate participants’ objections, needs, and goals. - I double-check every statement with meta-analyses. Every. Single. Time. “You overcomplicate it, Susanna,” he said. So I asked him: “Has anyone ever challenged every statement of yours?” He smiled. “Never.” That’s it, I thought. This isn’t just about working styles. This may be the Prove-It-Again Bias in action. The Prove-It-Again Bias is a well-documented* form of unconscious bias where certain individuals often women, people of color, and those from underrepresented groups are required to continually demonstrate their competence, even after previous successes. Here’s how it shows up: • Their mistakes are remembered longer than those of others. • Their achievements are discounted, attributed to luck or help rather than skill. • Their ideas are scrutinized more closely, needing more evidence to be accepted. • They are asked for more “proof” than peers who are granted trust upfront. Paradoxically, it makes me better, yes. It raises the quality of my work, sharpens my thinking, keeps me rigorous. But it also costs me time, energy, and headspace. It’s an invisible tax many of us pay just to be taken seriously. And more dangerously: it can stop us from sharing bold, original ideas because we know pure judgment won’t be trusted. Only proof. Again and again. Psychological safety I believe is the only antidote to Prove-It-Again Bias because in a truly safe team, no one has to keep re-earning the trust they’ve already earned. * Research reference, of course 😅: 1. Lyness, K. S., & Heilman, M. E. (2006). When fit is fundamental: Performance evaluations and promotions of upper-level female and male managers. Journal of Applied Psychology, 91(4), 777–785. 2. Williams, J. C., Phillips, K. W., & Hall, E. V. (2014). Double Jeopardy? Gender Bias Against Women in Science. Center for WorkLife Law. 3. Eagly, A. H., & Karau, S. J. (2002). Role congruity theory of prejudice toward female leaders. Psychological Review, 109(3), 573–598.

“I spoke to your husband. He called me regarding an electrical outlet job,” said the caucasian man in his late sixties, holding out his business card. “Is he around?” I didn’t feel like explaining that it was me. I had introduced myself over the phone as Celia and shared my pronouns, but he completely ignored them and went based on my voice. Even a simple job like this can cause microaggressions. I try my best to give grace to people who unconsciously misgender me. I was exhausted after 20 calls and just needed the job done. On top of that, I wasn't sure if he would walk away if he knew I was trans. Before my transition, as a privileged brown businessman, I would call the shots, negotiate the price, and they would just do the job without arguing. Now, it’s different. Even though I explain in great detail what needs to be done, they often see me as a damsel in distress who needs help. They simply ignore me, and remain fixated on their price quote. I have seen this toxic culture in the workplace as well. Trans women, especially women of color, are often not taken seriously, even when we are professional and exceptionally skilled. We work three times as hard compared to our cisgender counterparts. If Lynn Conway could get fired from IBM for coming out as a trans woman, we don’t stand a chance. Though we have progressed over the years, there is still much work to be done when it comes to queer, trans, and gender-expansive folks of color. In any line of work, true professionalism comes from listening, respecting, and valuing each other—not from undermining another person, whether it be your colleague or customer. #linkedintopvoices #allies #allyship #RebekonConsultingLLC #changemakers #diversityequityinclusion #diversity #diversityequityandinclusion #hrconsulting #hr #mentalhealth #hrtech #Bathroom2Boardroom #diversityandinclusion #neurodiversity #hradvice #hrrecruiter #hrrecruitment #leadership #humanresources #deib #lgbtq #transgender #genderdiverse #gendernonbinary #humanrights #ceo #ceos #leadership #leaders #healthcare #healthequity #diversityinclinicaltrials #genderequity #racialequity #entrepreneur

When I say Black, Latina and Indigenous women engineers are exhausted, many think I'm talking about the work or work-life balance. What I'm referring to are the barriers they encounter before they can even do their jobs. Follow me as I elaborate on 3 Barriers That Aren't in the Job Description (But Still Block Their Careers) : 1. Prove-it-again bias – Having to re-earn credibility that others are granted automatically 2. Exclusion from informal networks – Missing out on key opportunities, deals, or mentorship connections 3. Cultural taxation – Being expected to "represent" your group or take on unpaid DEI labor These invisible barriers don't show up in job descriptions, but they can significantly impact career progression. They're often systemic issues that require awareness and intentional action to address. Which of these have you experienced or witnessed in your workplace? #WomenofColorInEngineering #CareerDevelopment #Inclusion #Leadership #WorkplaceEquity

The discomfort when Black women rework, not just refine. The silent backlash when we don’t just “add our thoughts”—we elevate the entire narrative. Because here’s the unspoken expectation: “Give feedback, but don’t redirect.” “Support the work, but don’t own it.” “Lend credibility, but don’t become the face.” “Make it better, but don’t make it yours.” And when you do rework? When you bring your full vision, your strategic clarity, your aesthetic power? The room shifts. Suddenly, you’re “too much.” Suddenly, you’ve “misread the assignment.” Suddenly, you’ve disrupted the order. That’s not misalignment. That’s a racialized power breach. This is what white fragility looks like in high-functioning spaces: • Expecting deferential enhancement instead of full co-creation • Responding to brilliance with boundary-setting instead of collaboration • Recasting rework as erasure because it challenged their presumed leadership Let’s call it what it is: An insidious form of racism that relies on “soft” language but enforces hard limits on Black autonomy. Because the truth is, they don’t mind diversity. They mind disruption. And a Black woman with her own framing, following, and fire is not a team player in their story—she’s a threat to the script. You didn’t tear it down. You built it up. And the fragility was never about your redesign. It was about the audacity of your unapologetic authorship.

Lately, I've been hearing more and more stories from Black & Brown women working in tech who have been receiving bad performance reviews & PIPs out of nowhere. Historically, this has been a tactic to push us out. And here’s why it keeps happening: 🔹 Many managers lack leadership training & don’t know how to manage people. 🔹 For some, it’s their first time working with Black & Brown women—ever. 🔹 Outside of work, most people’s closest friends look like them—so their experience with us is limited. When discomfort meets inexperience, we get bad reviews instead of real, consistent, quality feedback. So if you're building a career in this space, you need to be proactive. 👉🏾 Here are 3 ways to protect yourself: 1️⃣ Set & Reset Expectations – Manage up. Make sure you & your manager are aligned on goals, expectations, and how they’re supporting you. 2️⃣ Ask for Quality Feedback – Not just “How’d I do?” but: 🔹 Was XYZ effective? 🔹 What should I do more/less of? 🔹 What’s one thing I can improve on? 3️⃣ Keep Receipts – Save emails, document 1:1s, and check policies on recording conversations so you have proof if needed. At the end of the day, we have to advocate for ourselves—because no one else will. 💡 Need support? I’m offering free coaching sessions for Black women to build confidence, work on goals, and declutter their minds. 📩 DM me or book time—my link is in my profile. And if you're a leader struggling to lead folks who don’t share your identity, let's talk. We can work together to develop your inclusive leadership skills. #BlackWomenInTech #CareerGrowth #WorkplaceEquity #LeadershipDevelopment #PerformanceReviews

Each day, Black women move through workplaces where simply showing up as ourselves can come at a cost. The unspoken pressure to code-switch, to alter our voice, appearance, or behaviour to fit in, takes a real emotional toll. It doesn’t just wear us down; it impacts our well-being and holds back our careers. A study published in the American Journal of Public Health found that Black women experiencing high levels of racial discrimination exhibited signs of accelerated biological aging, with telomeres indicating they were 7.5 years older than their actual age. Telomeres are protective caps at the ends of chromosomes, related to age-related diseases. Research shows that these figures are not much different for the UK. Microaggressions and racial discrimination have a physical toll on the body; it is hard work and stress-inducing The impact goes beyond health, it’s economic too. When Black women aren’t free to be their full selves at work, organisations lose out on valuable perspectives, creativity, and leadership. The emotional strain of always adapting reduces engagement and productivity, often driving higher turnover and untapped potential. The advice to "just be yourself" often falls short. In environments where authenticity isn't welcomed or valued, this guidance can feel dismissive. It's essential to recognise and address the systemic barriers that make authenticity challenging for Black women. All that being said change is possible. Organisations can cultivate inclusive cultures where diversity is genuinely embraced, and individuals feel safe to express their true selves. This involves intentional policies, continuous education, and leadership commitments that go beyond the bare minimum. Feeling the weight of these challenges, please know that you're not alone. Support systems, mentorship, and communities do (hard to find though they may be) to help navigate these complexities. You too deserve workplaces where you can thrive without compromising your identity. If this resonates with you, let's chat and see how we might get you feeling more authentically you at work. https://lnkd.in/eJyGN7Ub #AuthenticityAtWork #BlackWomenInLeadership #InclusionMatters #WorkplaceEquity #SupportBlackWomen

Here’s a story I recently heard from a woman executive coaching client, and my advice for her. I’m posting it here because I know it will resonate with many women. It’s a common challenge. “A colleague—someone who’s known me for decades—assumes he knows me inside out. His narrative? Built on fragments of ‘observations’, spun from threads of opinion and confirmation bias. In truth, what he “knows” about me wouldn’t fill a thimble.” 📌 Here's My Advice: 1. Empower Your Narrative: Define yourself by your truths, not by the stories others tell about you. Own your achievements and highlight your unique strengths. 2. Challenge Assumptions Actively: Engage in open dialogue to dismantle misconceptions. Use facts, figures, and results-driven narratives to underscore your professional identity. 3. Seek Allies: Cultivate a network of peers who understand your value and can support your vision. Collaboration with informed colleagues enhances credibility. 4. Stay Resilient: Opinions based on bias can echo in boardrooms, but resilience is key. Continue to show up with authenticity and confidence in your capabilities. 5. Mentor and Advocate: Influence change by mentoring the next generation of women leaders. Share experiences and educate others about the nuances of bias in professional settings. Remember, as women leaders, our stories deserve to be told accurately and with respect. Empower yourself, challenge biases, and shape your professional legacy on your terms. #WomenInLeadership #BreakingTheBias #Empowerment #ExecutiveLeadership #WomenInBusiness #LinkedInWisdom

For most of my career, I was the only woman in the room. And almost always, the only immigrant, woman of color, people manager in the room. I believe it was the best thing that happened to me. And here’s why: 1. I STOOD OUT FROM THE CROWD Who remembers John in his white shirt and red tie as he sits across the table making the sales pitch? But everyone remembered me in my black dress, high red heels, and a slightly off accent as I rocked the business presentation. Embrace your personality and don’t be afraid to stand out from the crowd. 2. BEING UNDERESTIMATED WAS MY EDGE It is common to be brushed off as unknowledgeable during technical discussions or critical business decisions in non-female-friendly professions. But I didn’t let it bother me. Instead, I prepared about my business, always listened with intent, and asked hard questions. This rapidly built respect for my opinion in the team. Being underestimated is your biggest edge. Use it to your advantage. 3. WORD OF MY EXPERTISE TRAVELED FAST I understood early on what my core strengths were and worked hard to excel in those areas. Quickly, I started becoming known for my working knowledge of our tools in the field and my ability to shamelessly challenge the status quo. Build your castle on strengths. Word about your expertise and the value you bring to the table will travel fast. 4. PEOPLE LISTENED WHEN I SPOKE In one of my early department meetings as a Mechanical Engineer, I noted that when I took a seat at the table and spoke, people stopped and listened. But when I sat by the wall, I was a fly in the room. Decide to take a seat at the table. Listen more, speak less. When you speak, be loud, clear, and confident. People will automatically listen and remember you. 5. I WAS A ROLE MODEL When I spoke my mind confidently, team members to strangers on the internet told me that I was making an impact! This hit me with the realization that whether I speak with self-doubt or with confidence, I am being a role model. It is not only for your benefit but also your responsibility to believe in yourself, so you can positively impact the generations following you. If you find yourself as the only woman in the room, you can either look at your situation as a weakness or a strength. Don’t let being the few or the one push you into playing small. Instead, own your story and see the magic happen. If you are ready to own your story and your career, my 1:1 coaching program is for you. Apply at the link below to learn more. #womenempowerment #careercoaching #corporate