When we remove the barriers that keep women of color sidelined, everyone benefits
As a woman of color who has navigated leadership roles in both the nonprofit and private sectors, I have experienced firsthand how gender and racial biases intersect to create unique barriers for women of color in the workplace. What many don’t realize is that these biases and barriers aren’t just singular obstacles standing in the way of success. Over time, they amplify each other, making it difficult for women of color to access the leadership tables where critical decisions are made, particularly those that impact the very communities we represent.
Throughout my career, I’ve often been one of the few—if not the only—Latinas in the room where decisions are made about policies that disproportionately affect people like me and the communities I come from. This lack of representation means that the voices of those who truly understand the lived experience of marginalized communities are often absent when shaping policies that will affect them. It’s not just a problem of visibility; it’s a problem of influence. How can we create equitable solutions if those most affected by inequity aren’t even at the table?
Bias plays a significant role here. Gender bias may manifest as assumptions about a woman’s capabilities or commitment, while racial bias can lead to the belief that people of color lack the expertise or authority to contribute meaningfully. When these biases intersect, women of color find themselves not only having to prove their competence but also fighting for their right to be heard. I have encountered these biases throughout every step of my career. Navigating spaces where these biases manifested, where my input was underestimated, and my perspectives weren’t fully valued—is an experience I share with many women of color.
The cumulative impact of these biases goes beyond individual advancement. When the voices of women of color are absent from decision-making spaces, the policies and solutions that emerge often miss the mark. To create meaningful, lasting change, we need to ensure that leadership reflects the diversity of the communities affected by those decisions. It’s not enough to simply include women or people of color in the workforce; we must bring them into the rooms where power is exercised, and their insights are needed most.
At Prosperity Now, I am committed to challenging these barriers. We make it a priority to ensure that diverse voices are not only present but actively engaged in shaping the policies and programs that impact marginalized communities. My success is not the norm, but it should be. We must build pathways that allow more women of color to rise into leadership roles and amplify their voices where it matters most. Only then can we create solutions that work for everyone.
