How to Stop the Gaslighting and Mistreatment of Black Women in the Workplace

Introduction: The Reality Black Women Face at Work

As we mark the close of Black Women’s History Week, we also need to face the facts. According to the Lean In Foundation, for every 100 men promoted to manager, only 58 Black women move up—even though they ask for promotions at similar rates. Moreover, many Black women deal with daily bias and microaggressions that drain energy and block progress. Therefore, the status quo is not acceptable. We need clear, steady action—not performative promises.

1. Close the Racial Pay Gap Immediately

In 2020, Black women earned $0.64 for every $1.00 earned by white men. According to the Center for American Progress, that shortfall can add up to about $964,400 over 40 years. That is life-changing money. So, run regular pay audits, share pay ranges, and fix gaps fast. Don’t delay with “it’s complicated.”

2. Assign Supportive Managers Who Also Sponsor

Black women are less likely to have managers who push their work forward, offer stretch roles, or open key doors. In many cases, they report to leaders with little sway. Consequently, progress stalls. Instead, pair Black women with leaders who have influence and who act as sponsors. In other words, choose people who will speak their names in the rooms where decisions get made.

3. End Gaslighting and Enforce Zero Tolerance for Mistreatment

Gaslighting—making someone doubt their own experience—causes deep harm. Too often, Black women are told they are “too sensitive.” However, their experiences are real. Leaders should listen, name the pattern, and correct it. In addition, set clear standards, follow through, and protect those who report issues. Because safety builds trust, it also boosts performance.

4. Provide Coaching That Lifts, Not Blames

Coaching for Black women should be growth-focused and culturally aware. Too often, the message is simply “work harder,” which ignores real barriers. Instead, offer coaches who understand race, gender, and power at work. Moreover, make coaching a path to visibility, bigger projects, and pay growth—not a penalty.

Further reading: Why Every Leader Needs a Culturally Competent Coach

5. Train Leaders to Spot Bias and Microaggressions

Comments about hair, tone, or “fitting in” still happen. These are not small. They wear people down. Therefore, train managers to notice, interrupt, and repair harm. For example, coach them to credit ideas, share airtime, and stop biased jokes on the spot. This is not “DEI fatigue.” Rather, it is basic leadership.

Related: DEI Commitment is Possible: Why Inclusion Still Matters

6. Reduce Burnout and Support Recovery

A report by Every Level Leadership found that 88% of Black women report burnout. Beyond workload, many face code-switching, racial stress, and isolation. As a result, they carry an extra load. To help, add clear priorities, fair staffing, and time to rest. In addition, fund ERGs, therapy stipends, and restorative leave. Recovery is not a perk; it is needed to stay healthy and strong.

7. A Call to Action for Leaders

Real change starts with leaders. You set pay, pick projects, and shape culture. So, move from empathy to action. First, say the problem out loud. Next, measure gaps and share results. Then, fix what the data shows and keep going. When Black women raise concerns, listen and learn—do not punish the messenger. Meanwhile, check your own team:

• Who gets stretch work and visible roles?
• Whose ideas are credited in meetings?
• Who does “office housework” that does not lead to growth?

Build psychological safety so people can speak up. Furthermore, remember that inclusion is not only moral; it also helps results. Diverse, fair teams create better ideas, keep talent longer, and win more often.

8. What Leaders Can Do Today

1. Audit pay, promotions, and assignments each quarter; then close gaps.
2. Sponsor at least one Black woman; open doors and share credit.
3. Book annual equity training for the whole leadership team.
4. Model allyship: stop bias in real time and repair harm.
5. Offer safe reporting paths with follow-through and protection.
6. Celebrate wins in public and also in private 1:1s.

Bottom line: leadership is not about comfort; it is about courage. If you build trust and fairness now, your whole company benefits later.

Conclusion: From Survival to Thriving

To close, Black women deserve to feel safe, seen, and supported every day—not just during a single week. When you fix pay, share power, and stop bias, you help Black women thrive. In turn, your organization grows stronger, kinder, and more innovative.

You may also like:
Inclusive leadership still matters
Culturally competent coaching

Frequently Asked Questions (FAQ)

Why is gaslighting so harmful to Black women at work?

Because it makes people doubt their own experience, it kills safety and trust. Over time, it also fuels stress and burnout.

How can managers better support Black women?

Advocate for visibility, assign stretch roles, give clear feedback, and act as a sponsor—not a gatekeeper.

What does culturally aware coaching look like?

It names barriers, respects lived experience, and offers tools for growth, pay, and promotion—without asking someone to hide who they are.

How can companies reduce burnout?

Set clear priorities, right-size workloads, fund ERGs and mental health, and allow real time to rest and recover.