Having been subjected to a combined deleterious effect of racism and sexism, women of color have struggled to advance in their careers in most workplace settings. Although most modern companies are willing to create equal opportunities for all their staff members, few know how to address the issues faced by women of color in the organizational environment (The Status of Women of Color in the U.S. News Media, 2018). By introducing diversity-oriented workplace policies, running constant checks for biases, encouraging leadership in BIPOC women, investing in social events, and asking questions, companies will create a much more tolerant setting for women of color.
Even with the changes made to American society regarding sex-based discrimination, women of color suffer significant challenges in the workplace. Key issues that BIPOC women encounter in the organizational setting include biases, microaggressions, attempts at silencing their voices, and neglect (Jordan et al., 2021). Combined, the specified factors lead to fear of advocating for their rights, which is why BIPOC women need active support in the workplace.
The question support must be based on a continuous dialogue between managers and women of color and collecting feedback from the target population. Thus, the specific needs of BIPOC women will be identified and met accordingly. In addition, companies must encourage leadership in women of color, offering them respective opportunities. For instance, organizations might consider investing in social activities where BIPOC women will be active participants. Finally, diversity seminars for HR managers must be regarded as a necessity (Erskine & Bilimoria, 2019). Thus, companies will be able to assist BIPOC women in advancing in the workplace.
By creating opportunities for women of color to participate in social events and the development of corporate policies, one will be able to help women of color overcome the problem of unequal opportunities. Promoting leadership in the target population and promoting diversity in the corporate setting also needs to be recognized as a vital change in the HRM strategy. The specified changes can be implemented by asking the target demographic for feedback and the essential information that will guide the company in creating a more comfortable environment for women of color. As a result, the target population will be provided with a greater range of options for overcoming workplace challenges.
Erskine, S. E., & Bilimoria, D. (2019). White allyship of Afro-Diasporic women in the workplace: A transformative strategy for organizational change. Journal of Leadership & Organizational Studies, 26(3), 319-338. Web.
Jordan, A., Shim, R. S., Rodriguez, C. I., Bath, E., Alves-Bradford, J. M., Eyler, L., Alves-Bradford, J.-M.., Eyler, L., Trinh, N.-H., Hansen, H., Alves-Bradford, J.-M.., Eyler, L., Trinh, N.-H., Hansen, H., Mangurian, C. (2021). Psychiatry diversity leadership in academic medicine: Guidelines for success. American Journal of Psychiatry, 178(3), 224-228. Web.
The Status of Women of Color in the U.S. News Media (2018). Women’s Media Center. Web.