In my journey as a Black woman, I’ve repeatedly encountered a disconnect between the allyship white women often express and their actual responses to our experiences. Many proclaim a desire to hear our stories, but when faced with the harsh realities of racism—including the negative impacts of niceness and whiteness—they often become defensive. This reaction doesn’t just deflect from our struggles; it actively perpetuates the oppression we face daily.

Personal Narrative: The Roots of My Consulting Firm

Growing up, I was taught there was a "right" way to exist. My mother, trying to protect me in a society dominated by white norms, instilled behaviors in me meant to minimize bias. From altering my appearance to adopting "acceptable" mannerisms, I learned to conform to white standards for the sake of safety. But these lessons came at a cost—they denied me the freedom to embrace my true self.

Imagine raising a child knowing you must suppress their individuality to keep them safe. Imagine fearing that the world will reject them without ever truly seeing them. My mother, shaped by her trauma, believed the only path to safety was to make white people comfortable. I learned early on that I was seen as a problem to be managed—that survival required constant overcompensation and self-denial.

These early lessons have profoundly affected me, shaping my understanding of personal resilience and systemic oppression. They taught me how the external pressure to conform can erode one’s sense of self-worth and authenticity. For many Black women, this burden is compounded by a desire to succeed in environments that were never built for us. We strive for excellence, but we do so while constantly managing the expectations and biases of those around us. This has always meant more emotional labor, vigilance, and adaptability. But the price we pay for this constant negotiation is often steep—mental fatigue, self-doubt, and the silencing of our voices.

The Impact of Racism in the Workplace

Throughout my career, I’ve faced racism in every job I’ve held, from subtle biases to overt discrimination. Each incident—whether a microaggression or an outright act of prejudice—left a mark. These experiences fueled my determination to create a consulting firm prioritizing equity, trauma-informed practices, and genuine inclusivity. I want to build a world where my children and their children can thrive without enduring the burdens I’ve faced.

The impact of these experiences goes beyond just the immediate emotional toll; they have shaped my career trajectory and professional purpose. In the workplace, Black women are often underrepresented in leadership positions, and even when we do secure these roles, we are more likely to face scrutiny and a lack of support. Our ideas are questioned, our authority is undermined, and our accomplishments are often diminished. Despite these challenges, we continue to push forward, not just for ourselves but for those who come after us. The determination to not only survive but thrive in these spaces is what led me to start LOGOS.

Building LOGOS

I founded LOGOS to transform organizational cultures using scientifically informed and legally sound strategies. Our services include organizational assessments, strategic change management, communication enhancement, and more—all committed to creating inclusive, equitable, and supportive environments.

Our approach stands out because we integrate cognitive neuroscience, management frameworks, organizational development, and legal expertise. This dual focus ensures our clients meet legal standards and create workplaces where all employees feel valued and included. We believe that fostering an inclusive culture is not just an ethical responsibility but also a key driver of innovation and success. A diverse team brings diverse perspectives, leading to better decision-making, increased creativity, and a stronger ability to adapt to change.

At LOGOS, we approach our work with the understanding that real change takes time but that every small step forward is meaningful. We partner with organizations to help them reimagine their structures, policies, and practices, ensuring they align with the values of equity and inclusion. We also emphasize the importance of leadership development because change must be championed at every level of an organization. Leaders need to embody the values of inclusivity and equity, serving as examples for their teams.

Why It's Crucial to Believe Black Women

Believing Black women isn’t just about listening to our stories—it’s about understanding the pervasive effects of systemic racism and taking action. When we speak out, we aren’t looking for pity; we seek validation, support, and change. Our voices are essential to identifying and dismantling the structures that sustain inequality.

When Black women share their experiences, they offer valuable insights into the systemic issues plaguing our workplaces and communities. Our stories are not isolated incidents; they are part of a larger narrative of resilience in the face of oppression. By believing us, allies can begin to understand the deep-seated biases and inequalities that persist in our society. It is only through this understanding that meaningful action can be taken.

The Reality of White Supremacy Culture

White supremacy culture permeates workplaces. Black women are often labeled as “aggressive” or “hostile” simply for being direct. Our calls for inclusion and equity are dismissed, our expertise undervalued, and our potential stifled. This culture doesn’t just hinder our growth—it perpetuates systemic oppression.

This labeling of Black women as “aggressive” is not just an individual bias; it is a reflection of broader societal stereotypes that paint assertiveness in Black women as a threat. These stereotypes are deeply rooted in the history of racism and sexism, and they continue to inform how Black women are perceived and treated today. The result is a work environment where Black women must constantly monitor their tone, manage others' expectations, and dilute their strength just to be heard.

The Role of White Women in Dismantling Racism

For lasting change, white women must actively participate in dismantling racism. Here are some actionable steps:

1. Acknowledge and Educate: Recognize white supremacy exists and understand how it affects us all, inhibiting authenticity. Educate yourself and others on systemic racism and its effects.

2. Talk to Your Children: Discuss racial experiences with your children. Use news events, books, and resources to give them the tools to recognize and challenge racism and power structures.

3. Create Safe Spaces: Foster environments where people of color feel safe and valued. Listen without defensiveness, validate their experiences, and promote open, honest racial conversations.

4. Advocate and Act: Support equity-focused policies and practices. Use your influence to push for systemic changes in your workplace and community.

Reflect and Improve

When Black people highlight bias or racism, white people must manage their defensiveness. Sit with the discomfort, reflect on why you feel this way, and consider how to improve. Avoid viewing the person raising the issue as the problem. Instead, show them they belong and commit to addressing harmful behaviors.

Reflection is an essential part of allyship. It requires acknowledging one’s biases and being willing to change behaviors that contribute to systemic oppression. It also involves an ongoing commitment to learning and growth. Mistakes will happen, but what matters most is how those mistakes are addressed. Apologize sincerely, take accountability, and use it as an opportunity to do better in the future. This continuous process of reflection and improvement is how true allies are made.

The Science of Bias and Inclusivity

Cognitive neuroscience and social psychology research underscores the importance of believing and validating Black women’s experiences. Unconscious biases often influence our interactions without realizing them (Banaji & Greenwald, 2016). These biases can lead to microaggressions and systemic inequities that disproportionately impact people of color (Sue et al., 2007).

Implicit bias training and educational interventions can help reduce these biases and foster inclusive behaviors (Devine et al., 2012). Creating environments where everyone feels safe to share their experiences is essential for addressing these biases and promoting equity (Staats, 2016). Additionally, fostering a culture of accountability—where leaders and employees are held responsible for their words and actions—is crucial to creating meaningful, sustainable change.

Moving Forward: Advocacy and Action

To create lasting change, organizations must listen to and believe Black women. This involves:

1. Acknowledging Our Experiences: Recognize our stories without defensiveness.

2. Educating and Training: Implement unconscious bias, cultural sensitivity, and inclusive leadership training.

3. Creating Safe Spaces: Develop policies that foster psychological safety for Black women.

4. Continuous Improvement: Regularly assess and adjust practices to align with equity goals.

Organizations must also recognize that advocacy is not a one-time act but an ongoing commitment. It means being willing to challenge norms, question whether existing policies truly serve everyone, and be proactive in making changes. It means supporting Black women in tangible ways—through mentorship, sponsorship, or simply ensuring our voices are heard and respected in decision-making processes.

Conclusion

My journey has been about overcoming systemic barriers and advocating for justice. Through LOGOS, I aim to empower organizations to create environments where everyone can thrive. By believing Black women and taking tangible steps to address systemic racism, we can build a future where inclusivity and equity are more than ideals—they are realities.

Together, we can create a more just and equitable society where Black women’s voices are heard, valued, and respected. Let’s pave the way for a brighter future for all. The work is hard, and the journey is long, but each of us has a role to play in dismantling the structures of oppression. By committing to this work, we can ensure that future generations inherit a fairer, more compassionate, and genuinely inclusive world.

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References

1. Tatum, B. D. (2017). *Why Are All the Black Kids Sitting Together in the Cafeteria?: And Other Conversations About Race*. Basic Books.

2. DiAngelo, R. (2018). *White Fragility: Why It's So Hard for White People to Talk About Racism*. Beacon Press.

3. Sue, D. W., Capodilupo, C. M., Torino, G. C., Bucceri, J. M., Holder, A. M., Nadal, K. L., & Esquilin, M. (2007). Racial microaggressions in everyday life: Implications for clinical practice. *American Psychologist*, 62(4), 271-286.

4. Banaji, M. R., & Greenwald, A. G. (2016). *Blindspot: Hidden Biases of Good People*. Bantam.

5. Payne, B. K., & Gawronski, B. (2010). *Handbook of Implicit Social Cognition: Measurement, Theory, and Applications*. Guilford Press.

6. Devine, P. G., Forscher, P. S., Austin, A. J., & Cox, W. T. L. (2012). Long-term reduction in implicit race bias: A prejudice habit-breaking intervention. *Journal of Experimental Social Psychology*, 48(6), 1267-1278.

7. Staats, C. (2016). *Understanding Implicit Bias: What Educators Should Know*. American Educator, 39(4), 29-33.