For people of color, brown, and other marginalized groups in the workplace, they continue to be marked inequalities that hinder our success. Take, for example, black women, who are valued as lose over $900,000 over a 40-year career because of the income gap. For black founders, funding has continued downward trend over the past three years — dropping a staggering 71% in 2023 (far outpacing the 37% decline in total VC spending). Black women founders receive only 0.34% of the total VC spending.

Just last month, The US Court of Appeals was deadlocked a Black-owned venture capitalist firm from awarding grants exclusively to Black women entrepreneurs—blatantly ignoring the historical context of systemic barriers that have long excluded Black women. In the United States, 42% of black women feel it lack of opportunities for career advancement or promotion, compared to 35% of all US adults.

We can't pretend everything is equal when it isn't. For those of us from marginalized communities under your employ, it's important that we know you care enough about us to make equality a priority in your office.

Combating the disparities that hinder minority people's—and black women's in particular—career advancement, entrepreneurial success, and personal finances will not be easy and will require continued commitment. Employers have an important role to play here. The first step will be recognition unique pressures which we face. From there, corporate leaders have the opportunity to implement informed policies to promote mental health and wellness.

Connected: Why do venture capitalists still fund mostly white male entrepreneurs?

Do your research

About a month ago in one now-viral interview with Vice President Kamala Harris, Drew Barrymore asked Harris to be the nation's “Mamala.” This struck a nerve with many. While it may not have been Barrymore's intent, this comment — seen by many as an expectation for black women to fulfill a nurturing, maternal role for all — echoes a deep-seated stereotype that black women to be a kind of Superwoman.

There is a cultural pressure we often feel to always appear strong, to hide our emotions, and to put others first (often at the expense of our own well-being), which has contributed to widespread mental health crisis among black women in America known as the Superwoman Scheme (SWS). This burden, combined with systemic disparities, has made many black women less likely to seek mental health support than their white counterparts.

Creating spaces for marginalized communities to address their vulnerabilities both in the workplace and in their personal lives should become a priority for employers and employees. Or, do one better: Create a work culture where being vulnerable is seen as a strength, not a weakness. Do your research. Take what you learn inspire inclusion and break down barriers. Take the opportunity to reinforce a sense of belonging and empowerment for everyone in your employ to be known, seen, heard and supported.

Connected: 5 Black Women Entrepreneurs in Their Footsteps Share How They're Breaking Barriers—and How You Can Too

Paving the way for equality in the workplace

The right way equality in the workplace it is not something that every person can walk alone. It's a journey that requires all of us—employers, community leaders, and allies—to actively participate. A great place to start is creating spaces for vulnerable, open division with trusted communities at work. This may include establishing employee resource groups (ERGs) for black women and other minority groups, providing access to culturally competent mental health services, and continuing to provide a safe environment for employees to report concerns. This may also include honoring the stories commemorated by national holidays that celebrate BIPOC American leaders and stories—such as Juneteenth, Indigenous Peoples Day, and Martin Luther King Jr. Day. – and marking these dates as company holidays.

Being part of a trusted community at work is essential. Mentoring programs can also be incredibly powerful. Connecting your employees with mentors who understand their experiences and perspectives can provide much-needed support and guidance: Provide a space where trust and open conversations can be the norm. These relationships have the potential to affirm that it's okay to ask for help, be vulnerable, and prioritize self care.

Connected: She maxed out her credit cards and sold her engagement ring to start a business. Now she has $25 million in funding — and smart advice for other black women founders.

Professional networking has become critical to fostering black and other minority entrepreneurs, helping them make connections, secure financing, and tap into industry knowledge that might otherwise be out of reach. Provide opportunities to nurture talent by bridging the gaps and providing tailored programs that foster growth opportunities for businesses led by BIPOC.

Outside the workplace, it is equally important to have spaces where black, brown and other marginalized groups can share their experiences and challenges openly. Community-based organizations, social networks like Akina Connect and support groups provide essential platforms for this kind of sharing and personal growth—providing a safe place to talk about mental health, seek advice, and share resources without fear of judgment or misunderstanding.

Creating an inclusive, productive and uplifting workplace requires a collective and dedicated effort. It starts with acknowledging the unique pressures we face and extends to creating environments – both professional and personal – where we can be seen, heard and supported. By raising the next generation through intentional community and inclusiveness, we will take one step closer to a more equal future.