Misogynoir combines misogyny’s meaning and racism to pinpoint the unique discrimination faced by Black women, where gender and race intersect to deepen the bias and prejudice against them.
This blog article aims to shine a light on misogynoir’s impact on professional settings, and the wider space of social media, alongside discussing strategies to combat it. By grasping the depth of misogynoir, all employees – but especially those in management and board positions – can foster environments that challenge prejudice and amplify respect and equity for Black women.
This is especially prevalent since recent events involving Conservative Party Donor Frank Hester’s unacceptable comments regarding Labour MP Diane Abbott, and the subsequent snub by the Speaker of the House of Commons during Prime Minister’s Question Time whereby Ms Abbott stood up 46 times to speak and was ignored.
The Origin and Definition of Misogynoir
The term ‘misogynoir’ was first introduced by Moya Bailey in 2008, aiming to highlight the unique discrimination faced by Black transgender and cisgender women in American visual and popular culture. Misogynoir is deeply rooted in intersectionality theory, which examines the complex ways in which various social identities intersect in systems of oppression. The term is now in the US Merriam Webster dictionary.
Misogynoir specifically refers to the misogyny experienced by Black women. It is often characterised by harmful tropes such as the ‘Strong Black Woman’ or the ‘Angry Black Woman’ which have been perpetuated through media and predetermined biases. These stereotypes not only demean Black women but also contribute to their marginalisation in various spaces, including the workplace.
Further resources
- Podcast episode from D&I Spy: “Jenny Garrett OBE: Misogynoir uncovered”
- Forbes article: “Misogynoir: The Unique Discrimination That Black Women Face”
Misogynoir in the Workplace
In the workplace, the understanding of misogynoir becomes crucial, especially for those in management positions who strive for equity and inclusion. It encourages scrutiny of workplace bias, privilege, and the existing structures that perpetuate discrimination against Black women.
In addressing misogynoir within professional settings, it’s important for management to recognise and act against the various forms of discrimination Black women encounter.
Recruitment:
- Prioritise recruitment strategies and tactics that actively combat bias to ensure Black women have equitable opportunities from the very beginning.
- Implement small but impactful actions to cast your net as wide as possible, such as using inclusive language in your job advertisement, and using different platforms to post the ad to. Read more here.
Workplace Culture and Progression:
- Incorporate mentoring programs and sponsorship by decision-makers to aid Black women in navigating career progression within the organisation.
- Addressing microaggressions that are still prevalent, such as inappropriate comments about a Black woman’s hair or unjustly labelling emotional expressions as the ‘angry Black woman’ stereotype, is crucial. This article identifies some of the microaggressions Black women face.
- Call out racist behaviour when it occurs. Here’s a handy video guide on how to respond to racism in the workplace here.
Health and Well-being:
- Acknowledge the adverse health effects, including mental health challenges like anxiety, depression, and Allostatic load (the cumulative burden of chronic stress and life events… When environmental challenges exceed the individual ability to cope, then allostatic overload ensues) that can result from continuous exposure to misogynoir.
- Creating a psychologically safe space for Black women to share their experiences. Use this information to make improvements to the working environment where necessary. This may involve difficult conversations; check out this episode of the Diverse Minds Podcast “Facing Difficult Conversations”
By implementing these strategies, management can play a critical role in mitigating the impact of misogynoir, fostering a more inclusive and supportive workplace for Black women.
Further resources:
- IDN Webinar recording: “Understanding and removing barriers to success for Black Women in the nuclear workplace”
- HR Dive article: “Racism at work may fly under the radar. What can HR do to stop it?”
- People Management article: “10 microaggressions Black women experience at work – and how HR can put a stop to them”
- Video from the University of Manchester: “Understanding barriers faced by Black Professional Women in Career Progression”
- Business Insider article: “The checklist Black women and their office managers can use to find mentors who will advocate for them when it’s time for promotions and salary raises”
- REiN UK: Racial Equality in Nuclear UK’s LinkedIn Page
Conclusion
In light of the events last month concerning the unacceptable comments directed at Diane Abbott, it is more relevant than ever for management to take a firm stand against any form of racism or gender-based discrimination. The reluctance of those in positions of considerable power to condemn such actions only serves to underline the persistent challenges Black women continue to face in and out of the workplace.
For leaders and those in management, it falls upon them to take the lead on initiatives that challenge and change the current narrative, fostering an environment where equity and respect are not just aspirational but a tangible reality. By implementing the suggested strategies and ensuring a commitment to continuous learning and advocacy, we can move towards a future where misogynoir is effectively addressed and eradicated from our professional and personal spheres.
However, everybody can make a difference but educating themselves on where misogynoir can manifest, and to call out and report it whenever it arises.
Further reading
“Misogynoir Transformed: Black Women’s Digital Resistance” by Moya Bailey
“The Anti-Racist Organization” by Shereen Daniels
