Does the #MeToo Movement Even Apply to Women of Color?


It is a fact that women of color are the most violently targeted people in the world

Does the #MeToo movement apply to women of color?

So, what about the #MeToo movement and what does it mean to women who have, since the beginning of time, lacked representation, lacked inclusion and had no voice? Women of color, especially black women, have been reporting harassment, rape and more since the beginning of time, and have always been silenced. The message #MeToo sent to a woman of color is, if you are wealthy (influential) and white, people will listen because you matter.

When you are white and aggrieved, people will hear you. They will hear your outcries, they will hear your protest, they will share on their social media platforms by the millions and yes - it will go viral. People will shout it from the tallest mountains and untorn every stone because you are white, and you are important enough. The world has no choice but to pay attention, and now get angry, because you are Gwyneth Paltrow, Susan Fowler, Ashley Judd, McKayla Maroney, Jennifer Lawrence, or Uma Thurman, and how dare these men treat you that way.

Wasn't it an African-American woman by the name of Tarana Burke, a civil rights activist, who founded the #MeToo movement over a decade ago in 2006? She used it for the same exact reason: to raise awareness of sexual abuse, rape and assault on women. Could Tarana have been louder? Possibly, but non-white women are told to be quiet when we feel wronged.

Women of color, especially black women, have been reporting harassment, rape and more since the beginning of time, and have always been silenced.

When actress Ashley Judd stood up against Harvey Weinstein, the cry of #MeToo caught fire. It was a breaking story and in all the headlines. Not to mention the shock, when we hear that good ole Matt Lauer was fired and must go. What was new about this story this time? Most women I've talked to have experienced some level of sexual harassment in the workplace and in society. Time Magazine even went as far as doing a cover called the “Silence Breakers," naming the #MeToo movement as Person of the Year. So now, in 2017, it's okay to be a silence breaker and say to the world, that sexual harassment and rape is not okay… what took so long?! It is a fact that movements are highly successful when combined with power and influence, and the world has always told women of color that they have none. What happens to a culture that has been victimized, shut out, shunned, and silenced? They lose their voice, they feel weak, and they fear speaking up when marginalized, discriminated against, and told to be quiet. The mindset is because you don't look like us, your voice doesn't matter and how dare you question it. For a fact, non-white women do not have a platform and black voices are discredited.

Being an African-American woman, you are made aware of the challenges and oppositions early. As a child, I traveled four hours a day (two hours each way) for 8 years, just to get a quality education. It was evident to me that education, access, opportunities, support, and resources for African Americans are disparate.

Racism is real, still alive today, and institutionalized, which contributes to why no one was paying attention to a hashtag or a slogan from a young black woman named Tarana from the Bronx. Combine that with the lack of African-American women in decision making roles, power, and access. Awareness and empathy must go hand and hand for change.

Being an African-American woman, you are made aware of the challenges and oppositions early. As a child, I traveled two hours a day (a total of 4 hours daily) - for 8 years- just to get a quality education. It was evident to me that education, access, opportunities, support and resources for African Americans are disparate. Racism is real, still alive today and institutionalized, so, whose paying attention to a hashtag or a slogan from a young black woman named Tarana from the Bronx. Combine that with the lack of African American women in decision making roles, power and access. Awareness and empathy must go hand and hand.

This #MeToo movement is no different than most historical feminist movements, which contain active racism, and have typically ignored the needs of non-white women even though women of color are more likely to be targets of sexual harassment. Let's change the benchmark and correct actions of wrong, from not just hearing the voices of privileged white women, but to hearing the voices of black women. It is by doing this that we will make a mark and the world will win.

Of course, women of color care about the #MeToo movement (we've always cared) BUT we've never been heard. When there is no power and influence behind the message, who's listening? One thing for sure is that black women have always advocated for human rights, injustice, and social justice – before it was popular to do so. There would be no #MeToo movement without black women. Let's hope that society be willing to listen the next time non-white women speak up the first time.

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Women in Power: How to Get Better at Mentorship and Business Leadership

If you are reading this, then it is quite likely that you are a business leader and mentor already, and the very fact that you are looking to improve your skills beyond your current capacity means you are already ahead of the game.

In corporate sectors all around, a general trend has been observed which point towards the conclusion that talented women employees do thrive better under female mentorship. What this means is that women at the forefront of corporate leadership today must continue to improve in their ability to both lead and mentor the leaders of tomorrow. This is facilitated by the easy availability of ILM Level 7 Executive Coaching courses and training nowadays, which we are going to discuss in detail next.

Improving as a Mentor: Where Do You Start?

Given that improving on leadership and mentorship skills only concerns those that are already leading businesses and tutoring fresh talent under them, the very first requirement here concerns completing advanced ILM Level 7 Coaching programs.

However, in order to also include a more comprehensive educational curriculum and training to hone your mentorship skills to a point, it would be a good idea to go with a BCF Group program, which will help you to get that widely respected and vastly useful ILM Level 7 Certificate in Executive Coaching and Mentoring.

The BCF Group is one of the UK's most highly rated Institute of Leadership & Management (ILM) Approved Centres for ILM Level 7 Executive Coaching Courses. To know more about what exactly to expect during and after completing your ILM Level 7 Qualifications in Executive Coaching and Mentoring from the centre, head over to the official site.

In the meantime, some of the advantages of their ILM Level 7 Coaching curriculums can be highlighted as follows:

  • Advanced understanding of high-level coaching and mentoring theories
  • Critical evaluation of one's own leadership mentoring and executive coaching practices
  • Knowing how to relate someone's personality and nature of business to her own mentoring practices
  • Personal growth: Effective learning and mentoring fellow coaches

Once you have the ILM Level 7 Coaching Certificate, you are finally ready to take on advanced responsibilities as a business leader and significantly improve on your ability to mentor the fresh, female executives and leaders that rely on you for guidance.

Without the necessary advanced education and training, progress would not be possible after a point, but once you do end up completing your certifications, it is time to build on that that knowledge and training by adding your own unique touches towards developing a mentoring procedure for your clients/executives.

Understanding the 3 Different Aspects of Mentorship which Hold the Most Value to Corporate Women

There are various different aspects of business coaching, but most women usually need more assistance and guidance in some particular areas over others. If you have a certificate in executive coaching and mentoring, you most likely possess the ability to cover at least two of them for your clients.

After going through the opinion of numerous business mentors who have had a great deal of experience in working with talented women across multiple fields, the primary mentoring needs of corporate women in particular seem to be divided into three broad categories:

  • Advisory mentorship
  • Strategic mentorship
  • Operational mentorship

Advisory Mentorship: Feedback

Most women working in a corporate environment agree that their managers are not as straightforward or guiding with their feedback to the female executives as they are usually with the male executives. The feedback is, of course, extremely important for growth, and in its absence, improvement and employee evolution is often stunted - even in those with potential.

The advisory role of the mentor is meant to fill this damaging gap by providing her with valuable feedback which she can then use to further her own progress. It is important for everyone, regardless of gender, to get a clear idea regarding what their weaknesses are that they need to work on, as well as getting feedback on their strengths, so that they know exactly what to rely on in times of urgency. The advisory role played by a coach and mentor involves doing both and much more.

Strategic Mentorship: Exposure

Exposure is another part of the industry where women employees and even female business owners are lagging behind, since managers, partners and other decision makers often end up highlighting the best performing men over the equally talented (if not more so) women.

The job of the strategic mentor is to make sure that her clients are not overshadowed by anyone. They work towards bringing the spotlight to talented leaders and executives, so that they too can form valuable partnerships, get promotions, and find more suited roles for their talents. It is to be noted that experienced and well-connected business coaches who have been in the field for a while make the best strategic mentors for obvious reasons.

Operational Mentorship: Advice

Operational mentorship goes beyond just the generic advice, but involves an actual process and step by step solution to overcoming obstacles in a female executive's path to success, be it for an immediate project or a long-term goal.

Just as experienced coaches and mentors are ideal for strategic mentorship, women need more industry specific guidance when it comes to operational mentors. They need to be women who have actually worked in the specific field concerned, or finding practical solutions and forming strategies to overcome specific obstacles will prove difficult, even if the mentor has her best interests in mind.

When you are a highly qualified, experienced and successful female business coach, know that you are not only helping your clients reach success, but you are at the same time being seen as a role model for women working in the corporate sector. Every time you succeed in making another woman reach her goals, you are inspiring more women to follow in your footsteps, as well as showing them how to walk that road to success by mentoring them.