With the ongoing rollbacks of diversity, equity, and inclusion (DEI) efforts and a noticeable shift in how Black contributions are recognized, Black women and Latinas continue to face significant barriers in the workplace. The data confirms what many of us have long experienced firsthand: recognition and advancement don’t come automatically—they have to be claimed.

According to McKinsey & Company’s Women in the Workplace 2024 report, for every 100 men promoted to manager, only 54 Black women and 65 Latinas receive the same opportunity. This gap at the first critical step up to leadership has a lasting impact, leaving Black women and Latinas underrepresented at every level of corporate leadership. Despite making up 9.6% of the U.S. population, Latinas represent only 1.4% of C-suite executives. Similarly, Black women experience a significant drop in representation from entry-level roles to senior leadership.

This isn’t just about promotions—it’s about visibility, acknowledgment, and the ability to lead. Too often, Black women and Latinas are encouraged to work harder rather than to self-advocate, while others are rewarded for doing less. The message is clear: If we don’t claim our achievements, they will go unnoticed.

The Moment I Realized Humility Wasn’t the Answer

For years, I hesitated to share my own career milestones. When I was in corporate America, I didn’t feel comfortable talking about my achievements—things I was genuinely proud of, like stepping into new leadership roles in my community. I worried about being seen as ‘too much,’ and honestly, I had seen what happened when other Black women tried to take up space.

I’ve also witnessed firsthand how Black women’s achievements are minimized. One of my coaching clients, a leader at a telecommunications company, went back to school to earn her Master’s degree while working full-time. When she told her boss, his response was, “I don’t know why you would get that—that won’t help you here.” Meanwhile, a colleague of hers completed an online certification, and the office celebrated her with cupcakes.

That was when I realized that waiting for recognition was not a strategy. I saw how others—who didn’t look like me—were getting promotions, leadership opportunities, and awards, while Black women were expected to keep their heads down and keep working. I made a choice that day: I was done playing humble.

Now, as CEO of Perfeqta, a workplace consulting firm, I advise companies on strategies that create equitable workplaces. However, no matter what policies are in place, individuals must take control of their own career narratives.

One of the biggest mistakes I see Black women make in their careers is believing that overworking ourselves to exhaustion is the way to get ahead.

We take on more projects, say yes to more responsibilities, and overextend ourselves—only to find out that instead of being recognized, we’re just given more work. “Oh, she can handle it—she does everything else.”

This cycle does not lead to leadership. It leads to burnout. And it has to stop.

How to Celebrate Your Success—Strategically and Effectively

1. Keep a Brag Sheet and Use It Often

Black women are often taught to let their work speak for itself, but visibility is key to career advancement. Keep a running list of accomplishments and update it weekly. Document key contributions, measurable results, and positive feedback. Use this in performance reviews, 1:1 meetings, salary negotiations, and even on LinkedIn.

2. Advocate for Yourself the Way You Advocate for Others

Many Black women consistently uplift colleagues but hesitate to advocate for themselves. When requesting a raise, promotion, or leadership opportunity, present clear evidence of impact. Use data, client feedback, and performance metrics to make a strong case. Being prepared isn’t bragging—it’s strategy.

3. Create Opportunities for Other Black Women—and Accept Opportunities for Yourself

Career success is not just about individual performance—it’s also about networks and sponsorship. Support other Black women by recommending them for projects, leadership roles, or speaking opportunities. And when someone puts your name forward for an opportunity? Say yes.

4. Confidence is Not a Weakness

I’ve been told before that I come across as “too confident.” That has never phased me. I am not responsible for other people’s discomfort with my confidence. Neither are you.

Black women are often told to “be humble,” while others are encouraged to self-promote. Confidence is a leadership skill. Being clear about your value is not arrogance—it’s strategy.

Your Success Is Bigger Than You

Every time a Black woman succeeds, she defies statistics, bias, and systemic barriers. These wins aren’t just personal—they shift workplace culture, open doors for future generations, and set new standards for recognition and leadership.

It’s easy to shrink in environments that don’t always affirm your value. But shrinking doesn’t serve you—or the women coming behind you. Here’s how to make sure you keep showing up fully:

  • Speak up about your accomplishments. If you did the work, you deserve the credit.
  • Take up space. Don’t wait for permission to be seen and heard.
  • Say yes to visibility. Accept the panel invite, apply for the award, and post about your success.
  • Affirm yourself daily. Don’t wait for external validation. Recognize and own your value from within.

In times like these, when our voices are challenged, and our achievements downplayed, it is more important than ever to be intentional about our contributions being recognized. Your success challenges systems that have historically ignored our communities. 

This Black History Month, and every month after, remember this: In a world where people try to minimize, dismiss, or invalidate our existence, our resilience is ever-present because no one can erase what we’ve built.

Latesha Byrd is a visionary Leader, Advisor, Speaker, and Executive Coach dedicated to advancing workplace wellness, leadership development, and inclusive culture strategies. She is the Founder and CEO of Perfeqta, a boutique consulting firm that helps organizations build thriving cultures through intentional leadership and data-driven strategies. Latesha obtained an Organizational Mindfulness Certification from the Institute for Organizational Science and Mindfulness (IOSM) and currently pursuing her Trauma Coach Certification. Her insights have been featured in Forbes, WSJ, Essence, and The New York Times. Learn more from Latesha by subscribing to her WorkFlow newsletter and following her on socials. 

Tags:

Share this Story