The Lifecycle of Black Excellence - What We Can Learn from Dr. Claudine Gay and Antoinette "Bonnie" Candia-Bailey
Introduction:
In recent months, the concept of "Black Excellence" has come under the spotlight, shedding light on the not-so-hidden complexities Black professionals face as they ascend the ranks in professional spaces. "Black excellence[i]" has been used since the 1970s alongside similar terms like "Black power." They originated from the Civil Rights Movement of the 1960s. The concept of Black excellence, however, is not new. It has been discussed in the writings of many earlier Black thinkers.
The term refers to the high level of achievement, success, or ability demonstrated by an individual Black person or Black people in general. For most of us, the term was introduced as a veiled aspiration or goal and presented as a necessary mindset and way of navigating mostly white spaces that would mitigate the unavoidable impact of anti-Black racism and white supremacy oppression. It was both a badge of courage and a cautionary tale, often used to quantify the disproportionately high levels of work that Black people must do to achieve the same success as white people.
This well-meaning but flawed belief still provides case studies for the uncomfortable truth that one cannot outwork, outperform, or be perfect enough to avoid the omnipresent reality of inequality. With the recent uptick in attention, not instances, to the real-time outcomes of, by definition, excellent Black women, we once again confront the hard questions around success for Black people in systems that present high levels of bias, anti-Blackness, and danger to the mental well-being of Black women.
This topic centers my research, writing, and creative work[ii]. Why? Because I don't feel the luxury to both witness and experience the perpetual victimization of marginalized groups, not just Black folks, without attempting to shine the light and underscore the urgency not to let these instances become cultural fodder and blips on the radar of our consciousness without at least trying to give it voice.
The resignation of Dr. Claudine Gay[iii], former President of Harvard University, and the death of Antoinette "Bonnie" Candia-Bailey[iv], Vice President of Student Affairs at Lincoln University, highlights the difficulties that successful Black women leaders face on their journey. This journey has never been fully mapped and outlined in ways that allow us to illuminate the pitfalls and advocate appropriately for a reconciliation between our aspirations and reality as marginalized folks and allies in broken systems.
The following is an attempt to bring some light to the lifecycle of "Black excellence." The phases as I see them and have experienced them are Ascension, Accolades, Separation from Blackness, Crucifixion, and the Unnamed Final Stage.
Stage 1 - Ascension:
The professional ascension of Black women in historically non-inclusive spaces represents a journey fraught with unique challenges and nuanced complexities. From academia to corporate America and the tech industry, the path to success is often marked by a distinct set of hurdles.
In the hallowed halls of academia, the ascension of Black women echoes with both triumphs and tribulations. The journey involves not only scholarly achievements but also a constant negotiation with a system that historically hasn't catered to the needs of Black individuals.[v] Then there is Corporate America, often seen as the epitome of professional success, which presents its own set of obstacles for Black women on the ascension journey. The stark underrepresentation of Black women in leadership positions[vi], evident in statistics from various diversity reports, underscores the systemic barriers that impede their climb to executive roles.
Similarly, in the technology industry[vii], where innovation is heralded as the goal, Black women often find themselves in uncharted territories. The industry has long grappled with diversity and inclusion issues, and the ascension of Black women is a critical litmus test for the industry's commitment to change. The scarcity of representation in technical roles and leadership positions hampers the ascension of Black women. The tech industry's predisposition toward specific demographics compounds the challenges, making it imperative for Black women to carve out spaces for themselves amid systemic resistance.
Ascension in these spaces requires Black women to excel professionally and navigate the intricate dynamics of corporate culture. To make matters more complex, these women often navigate these spaces in isolation and with limited support, mentorship, and sponsorship. The scarcity of mentorship opportunities, as highlighted by a McKinsey & Company Report, Race in the workplace: The Black experience in the US private sector, 67% of black professionals have no access to sponsors or allies.
These support systems play a vital role in reshaping corporate cultures and fostering equitable backing for Black professionals in predominantly non-Black settings but also serve as a crucial buffer, allowing individuals to thrive without succumbing to the pressure of complete assimilation into these spaces.
Assimilating oneself in these spaces can be a delicate balance between survival and success. The compromises needed to integrate into predominantly non-Black environments can have emotional and professional consequences. Studies reveal that Black professionals, particularly women, face distinct challenges when it comes to assimilation. A report from USA Today[viii] highlights that more than a third of Black women – three times the number of white women – said they had to code-switch – adjust their language, behavior, and appearance to fit into the dominant culture – to blend in with others.
It's crucial to acknowledge the impact of such incidents on the mental health and well-being of individuals, especially those from marginalized communities. The "I'm not surprised but still triggered" effect is a feeling that often arises as a response to the complex emotional quagmire many may experience when faced with recurrent discrimination or injustice.
For Black individuals navigating predominantly white spaces, the constant exposure to incidents like Dr. Gay's resignation and Antoinette "Bonnie" Candia-Bailey's suicide can contribute to a heightened state of vigilance and emotional distress. This phenomenon is often linked to the concept of racial trauma[ix], which refers to the psychological and emotional injury caused by experiences of racism.
The retraumatization that occurs in these situations can exacerbate existing mental health challenges and create a pervasive sense of vulnerability. The cumulative effect of witnessing similar incidents may lead to frustration, anger, and helplessness. Moreover, normalizing such events within society can further contribute to a sense of isolation and disillusionment.
This should prompt us to reflect on the compromises demanded and the internal conflicts arising from navigating spaces where one's identity may be perceived as an anomaly. It should act as an urgent call to reassess the expectations placed on Black professionals in their pursuit of success and the toll these compromises take on their well-being.
Stage 2 - Accolades:
If we follow the lifecycle of Black excellence to the next stage, we arrive at the phase marked by accolades, public support, and the delicate dance of balancing authenticity with societal expectations.
Palatability and Public Support:
While seemingly affirming, public recognition often comes with its own challenges for Black individuals. In a Forbes article[x], Performative Allyship: What Are the Signs And Why Leaders Get Exposed, the growing phenomenon of performative accolades and allyship reveals that Black professionals are disproportionately subjected to performative support. These accolades often serve to tokenize or mold individuals into more "palatable" versions designed to fit prevailing societal narratives.
Dr. Gay's trajectory offers a poignant case in point. As one of the most accomplished Black leaders in academia, her journey prompts us to question how public support shapes the perception and acceptance of Black excellence. The danger lies in the potential tokenization, where accolades serve more to fulfill a narrative than to genuinely celebrate the individual's achievements.
Balancing Authenticity and Expectations:
The tension between authenticity and societal expectations becomes particularly pronounced at this stage. How do Black individuals, especially women, navigate a landscape where societal expectations often demand conformity to predetermined standards? Black women, despite their accomplishments, continue to face stereotyping and are often subjected to biased expectations, forcing them into narrow molds[xi].
The question is how Black professionals reconcile authenticity with the pressure to conform. The tightrope walk becomes a struggle against the gravitational pull of stereotypes and expectations, urging us to examine the cost of this continual negotiation on personal and professional well-being.
It's important to acknowledge the visceral reality of racism and resist the urge to overintellectualize an issue that has tangible, harmful consequences. The existence of racists who actively target and tear down Black individuals, especially those in leadership positions, is an undeniable and distressing aspect of our society.
In confronting this reality, it's crucial to recognize that racism is not an abstract concept or a theoretical debate; it manifests in concrete actions and behaviors that can inflict deep and lasting wounds on individuals and communities. By emphasizing the authenticity of this lived experience, we can better grasp the emotional toll it takes on those who are directly targeted.
Black individuals in leadership roles often face not only the challenges associated with their positions but also the added burden of racialized attacks. The emotional impact of being actively targeted goes beyond intellectual discussions about racism; it is a visceral and personal experience that can lead to heightened stress, anxiety, and even trauma.
Moreover, addressing this issue requires a nuanced understanding of the different forms of racism, including not only explicit acts of discrimination but also the insidious dynamics of systemic racism and complicit behaviors. Those who are silently complicit or actively engaged in tearing down Black leaders contribute to an environment of hostility and inequality.
It is essential to amplify the experiences of those directly affected when we see them and to center their experiences. Humanizing the impact of racism brings attention to the urgent need for societal change. Combining personal narratives with a broader analysis of systemic issues creates a more comprehensive understanding and fosters empathy among those who may not have experienced such discrimination.
Stage 3 - Separation from Blackness:
This is a critical albeit rarely talked about juncture— the stage following ascension and accolades marked by a gradual separation from Blackness. In this phase, we confront the evolving dynamics of distance from reminders of inequity, the potential shifts in identity, and the cost of assimilation or integration into historically racist systems.
The concept of assimilation or integration into these spaces as a "reward" or reaching the pinnacle is a double-edged sword. While it signifies individual achievements and breaking through barriers, it also unveils the potential muffling of cultural identity (sitting in primarily white spaces) and the disconnection from the broader issues affecting the Black community. The pressure to conform to established norms within these spaces can lead to a dilution of one's cultural roots and a distancing from the struggles faced by those who haven't ascended to similar positions.
Assimilation often comes at the cost of sacrificing authenticity and, at times, requires individuals to navigate a fine line between fitting into existing structures and maintaining a connection with their cultural identity. The unspoken expectation that success within historically racist systems necessitates leaving behind certain aspects of one's Blackness can create internal conflicts and a sense of isolation.
Moreover, the idea of integration as a reward can reinforce the narrative that success within these systems is contingent upon adherence to predefined norms, often shaped by Eurocentric standards. This narrative not only perpetuates systemic inequality but also places the burden on Black professionals to prove their worth by conforming to established ideals, further marginalizing those who resist assimilation.
The journey upward in one's career often leads to an increasing distance from reminders of systemic inequity. The question is how this separation evolves and, crucially, how it impacts perspectives and advocacy efforts. As Black professionals climb the corporate ladder, they may find themselves in predominantly non-Black spaces, potentially shielding them from direct encounters with reminders of racial inequity.
This separation is not without consequences. The danger lies in the risk of losing touch with an identity that is grounded in Blackness. The further one ascends, the more vital it becomes to actively bridge this gap and maintain a nuanced understanding of the challenges faced by those still grappling with systemic inequities.
The evolution of professional success often intersects with identity shifts, prompting us to explore how the journey is the impetus for potential changes in the sense of identity and belonging within Black communities. Black professionals may experience identity shifts as they ascend, often facing pressure to conform to predominantly non-Black environments[xii].
The changing dynamics in identity can impact the role of Black leaders as advocates. The question arises: How do these evolving identities influence their capacity to lead authentically and advocate for change?
Stage 4 - Crucifixion:
The crucifixion stage is defined by the hidden toll of mistakes and the stark disparities in responses to errors between Black leaders and their non-POC counterparts.
Impact of Mistakes:
For Black individuals in elevated positions, the scrutiny and intolerance for mistakes take a heavy toll. Research from the Harvard Business Review suggests that Black professionals often operate in environments where the margin for error is significantly narrower compared to their non-POC counterparts.[xiii] Dr. Claudine Gay's journey forces us to confront the hidden consequences of these heightened pressures.
The toll is both professional and personal. The fear of making mistakes can stifle innovation and risk-taking, hindering the full realization of one's potential. This, coupled with the emotional toll of constantly navigating a landscape where mistakes are disproportionately penalized, reinforces the urgent need for a paradigm shift in how we evaluate and respond to errors made by Black leaders.
The Plagiarism Paradox:
As exemplified by incidents like those involving President Gay and her loudest accuser, Bill Ackman, we see how rules and consequences are applied based on racial dynamics. It exposes a systemic issue where the consequences of professional misconduct, in this instance, plagiarism, perceived or actual, differ based on the racial background of the individuals involved.
The paradox lies in the unequal treatment (Dr. Gay versus Neri Oxman) and scrutiny faced by Black professionals compared to their white counterparts when similar instances occur. The question of who gets to be the arbiter of fairness becomes central to understanding these disparities. The difference in judgment and consequence suggests a deeply ingrained bias within most systems, where the standards for acceptable behavior are not universally applied but are influenced by racial dynamics and, even more precisely, power structures.
When a Black professional faces consequences, it raises concerns about whether the rules are being weaponized against them, disproportionately affecting their career and reputation. On the other hand, instances where white individuals, especially those with access to power, seemingly face less severe repercussions for similar actions point to a lack of consistency and fairness within the system.
This disparity underscores the need to reevaluate how accountability is enforced and how consequences are meted out. It suggests that fairness within the system is not guaranteed, and systemic biases can result in differential treatment based on race.
It is essential to advocate for a more equitable and transparent accountability system to address this. This involves promoting diversity and inclusion within decision-making bodies and ensuring those responsible for adjudicating professional misconduct are culturally competent and aware of potential biases. Additionally, there should be a commitment to consistently applying standards of fairness, regardless of an individual's racial background.
These incidents also highlight the importance of fostering a culture of accountability that is not selective based on race or power dynamics. This requires organizations and institutions to actively engage in dismantling systemic biases and promoting an environment where individuals are held accountable for their actions regardless of their racial identity.
Lack of Support in Crisis:
When mistakes occur, the response to Black leaders often diverges drastically from that of their non-POC counterparts. Experiences captured during my own research reveal a systemic lack of support and intervention for Black professionals in times of crisis. This lack of a safety net intensifies the challenges of recovery, magnifying the impact of setbacks on their careers and mental well-being.
Dr. Gay's narrative serves as a poignant illustration of this disparity. The absence of a supportive infrastructure during times of crisis becomes a defining factor, shaping the trajectory of Black leaders. It raises critical questions about the fairness of such responses and the lasting implications on the diversity and inclusion landscape.
When navigating that harsh landscape, the response to mistakes becomes a pivotal juncture, distinguishing between support and systemic negligence. The glaring lack of support and intervention for Black professionals, particularly women, during moments of crisis, emerges as a deeply entrenched issue.
The recent news of the tragic suicide of Antoinette "Bonnie" Candia-Bailey serves as a heartbreaking testament to the gravity of this problem. As we navigate through the narratives of both Dr. Claudine Gay and Ms. Candia-Bailey, a disturbing pattern of disparate responses unfolds, painting a stark picture of the dehumanization faced by Black women leaders.
The Inequitable Response:
The systemic disparities in responding to mistakes are not mere oversights; they are symptomatic of a larger issue— the dehumanization of Black women in professional spaces. My study on Black Women, Barriers to Professional Development, and the Concrete Ceiling highlights this pervasive trend, introducing the "Corporate Mammy." This modern interpretation perpetuates the notion that Black women are at their best when subjugated, echoing historical imagery that portrays them as happy with their lack of power.
The Corporate Mammy Conundrum:
In my research, I discuss how the concept of Corporate Mammy embodies the decentering of Black women's humanness. This dehumanization becomes the lens through which their mistakes are perceived, creating an environment where the absence of compassion or empathy is not only allowable but pervasive. The insidious nature of this phenomenon is that it transcends implicit bias; it is a systemic devaluation of the humanity of Black women leaders.
The Impact on Mental Well-being:
The lack of a safety net for Black leaders is not merely an oversight but a structural failure that magnifies recovery challenges. The toll on mental well-being, as evidenced by the tragic outcome for Antoinette Candia-Bailey, is profound. The absence of adequate support contributes to the isolation of Black women leaders, exacerbating the impact of setbacks on their professional trajectories and mental health.
The dehumanization of Black women in moments of crisis is a call to action that reverberates beyond individual incidents. It demands a critical assessment of how systemic structures perpetuate this injustice. The urgency to rectify the dehumanization dilemma is not just about correcting implicit biases; it is a fundamental shift toward recognizing and valuing the full humanity of Black women in professional spaces.
As we grapple with the repercussions of inadequate support, the news of Black women at the center of this ongoing battle between humanity and white supremacy is a pivotal moment to weave compassion and empathy into the fabric of professional cultures, ensuring that Black women leaders are not only supported but treated with the dignity and humanity they rightfully deserve.
The Unnamed Final Stage:
Our exploration of the lifecycle of Black excellence now brings us to contemplate an unnamed final stage.
Identity Reclamation or Redefinition:
While navigating the complexities of ascension, accolades, separation from Blackness, and the crucifixion stage, a pivotal question emerges: Is there a final phase wherein Black leaders undergo identity reclamation or redefinition? Do we see hints at the potential for a profound introspective journey where the amalgamation of personal and professional identities undergoes a transformative process?
This unnamed stage invites us to reflect on the dynamics of self-discovery that may unfold as Black leaders reconcile their journey with their evolving identities. It prompts an exploration of whether, in the face of systemic challenges and successes, there exists an opportunity for individuals to reclaim and redefine their authentic selves.
Legacy and Impact:
The journey leaves an indelible mark on the broader professional landscape. The legacy is two-fold—personal and collective. Personally, individuals who navigate this lifecycle carry forward the lessons learned, contributing to the resilience and strength of the Black community. Collectively, the impact resonates through the professional spaces they inhabit, challenging norms and inspiring change.
These stories are a testament to the enduring spirit of Black excellence. The unnamed final stage becomes a call to action, urging us to foster environments where identity reclamation and redefinition are possible and celebrated. The legacy created in this lifecycle becomes a beacon for future generations, shaping a professional landscape that embraces the richness and diversity of Black experiences.
[i] https://www.dictionary.com/e/historical-current-events/black-excellence/
[ii] https://schedule.sxsw.com/2024/events/PP133458
[iii] https://www.thecrimson.com/article/2024/1/17/claudine-gay-harvard-presidency-feature/
[iv] https://www.nbcnews.com/news/nbcblk/lincoln-university-president-paid-leave-days-vp-student-affairs-dies-s-rcna133723
[v] https://thekeep.eiu.edu/cgi/viewcontent.cgi?article=5998&context=theses#:~:text=In%20the%20most%20recent%20American,women%20(ACE%2C%202023).
[vi] https://www.forbes.com/sites/hollycorbett/2022/02/22/how-to-be-an-ally-for-black-women-in-the-workplace/?sh=22aa12013123
[vii] https://www.forbes.com/sites/forbestechcouncil/2023/01/18/representation-matters-dei-and-the-underrepresentation-of-black-women-in-the-technology-sector/?sh=2fab7ab1721e
[viii] https://www.usatoday.com/story/money/2023/10/05/microaggressions-women-at-work-new-study/71005816007/
[ix] https://www.ptsd.va.gov/understand/types/racial_trauma.asp
[x] https://www.forbes.com/sites/carmenmorris/2020/11/26/performative-allyship-what-are-the-signs-and-why-leaders-get-exposed/?sh=5ff3217d22ec
[xi] https://leanin.org/research/state-of-black-women-in-corporate-america#!
[xii] https://news.yale.edu/2022/03/24/elijah-anderson-burden-being-black-white-spaces
[xiii] https://www.theatlantic.com/business/archive/2015/10/why-black-workers-really-do-need-to-be-twice-as-good/409276/
