Secret behind black women's success

BY Vic Motune



IF YOU asked the average Brit to name successful black British women, high profile names from the world of politics and sport such as athlete Denise Lewis, or MP Diane Abbott would probably come to mind.
But it’s unlikely that you’ll hear names like Jean Tomlin, former director of Human Resources at Marks and Spencer, now heading the Human Resources team of the London Organising Committee of the Olympic Games, or Trudy Morgan, Associate Director of Turner and Townsend, international construction and management consultants.


How about Vivian Hunt, a partner at global management consultants McKinsey and Company?



Despite a succession of reports such as a recent one from the Equal Opportunities Commission about the barriers facing black women in the workplace, women such as Tomlin, Hunt and Morgan are quietly making big strides in the British boardroom. And many others like them are surviving and succeeding against formidable odds such as racism, low pay and limited opportunities for training and promotion.


Now a new report claims to have identified the secret behind their success – a set of characteristics unique to successful black women called Factor 8.


“We wanted to look at what contributed to the success of black women in spite of what was seen as this double disadvantage of being black and female,” said Caroline Harper Jantuah of the Diversity Practice, the organisation that produced the report.


“I was particularly interested in finding answers to this question given that I know many successful thriving black women.




“When we interviewed these successful black women for the report we found that there were themes and attributes that were common to all of them, which was where the idea of Factor 8 comes in.”


The groundbreaking report called Different Women, Different Places spoke to 300 high-flying black and minority ethnic women about their experiences of the work place, and the factors that empowered them to keep going in the face of ‘a glass ceiling reinforced by concrete’.


It found that all of the women displayed four or more of these eight key characteristics:


• Bicultural competence - the ability of a person to function effectively in two or more cultures and switch roles when required


• Cultural capital - a range of experience gained outside the workplace


• Multiple perspectives - the ability to look at issues from a variety of different perspectives


• Values driven leadership - a style of leadership that is rooted in a clear set of values and principles


• Presence, passion and power - the ability to communicate with conviction and authority


• Self mastery - total belief in oneself


• ‘Transformactional’ leadership - a leadership style that seeks to transform situations while being highly effective within the status quo


• Spiritual belief - a deep conviction in a higher calling



“When we did the research, we weren’t expecting such a strong commonality amongst all the women we interviewed,” said Jantuah.


“Factor 8 is really about trying to understand the foundations that successful black and minority ethnic women draw upon when the going gets tough, or when there are barriers to their progress.


“For example, cultural capital is an interesting one. It refers to BME [black and minority ethnic) women who are active in their communities, charitable organisations, voluntary work.


“They are leaders in their churches or running Saturday schools. So, in addition to their day jobs, they are linked into their communities.


“But more importantly, the roles that they play in these organisations help hone their leadership skills. So, it could be that BME women are working in administrative roles where bosses don’t see their leadership potential and train them accordingly.



“Yet on Sundays, they develop these skills as pastors of their church, speaking in front of hundreds of people.


She added: “The presence, passion and power characteristic is also an interesting one because it’s about the fact that when we walk into a room, because we are so visibly different, people know we’re there. And successful black women are women who are very comfortable in their own skin and actually relish the fact that the spotlight is on them.


“They work with it and they make sure that when they show up, they show up with impact.


“For example, when you look at someone like Baroness Amos being interviewed, you can see that that woman knows what she’s talking about.”


Sarah Ebanja, Group Director of Strategy, Equality and Performance at the London Development Agency agrees.



“I view my visibility and difference as a strength” she said. “Because of my difference I bring an additional perspective, challenging the norm even if it’s about language or how people feel.”


According to Colleen Harris, Prince Charles’ former press secretary, being the only person of colour in a mainly white environment can be a big advantage.


“The great thing about being a black woman is that you stand out and people want to be in your gang,” she said.


However, Jantuah sounds a note of caution. “What we found with this particular attribute is that if you turn it up too much, you then come up against negative stereotypes of being an angry black woman, who comes across as too loud, too in your face and too direct,” she said.


“Turn it down too low and you are seen as submissive, non aggressive, and timid and not a candidate for leadership.”



The report also found that black women had a strong preference for values driven leadership.


Of the women surveyed, 70 percent said career success for them meant making a difference, being of service or having an impact on others.


This could involve mentoring and a feeling that they had to act as positive role models to other BME women.


Concerning values driven leadership, many of the women said they had achieved through working twice as hard as their white colleagues, by working long hours, or over preparing.


They had to work twice as hard because the leadership styles of white women are perceived more positively.


This affected the women physically and mentally, through stress and other issues.


Many of the women interviewed by The Voice were single. The women who did have families were the main breadwinners and faced issues due to the fact that culturally they were expected to look after the family.


But a lot of the women interviewed felt the work they were doing was their calling.


Values driven leadership was closely linked to self-mastery, a characteristic epitomized by the question: ‘Who says I can’t?’


Jean Tomlin, one of the high achievers interviewed for the report, is cited as a good example of this.


Tomlin recalled her first day at Ford Motor Company in Dagenham, Essex, which she joined as a graduate recruit.


“When I arrived I looked around and wasn’t quite sure what to do,” she said.


But her mother, a key influence in her life, had always taught Tomlin that barriers were there to be overcome.


“It was at that point I decided to copy the guys as there weren’t many women around at that time. Some of my guiding principles are to learn fast, reflect on what works and adapt.”


It’s been the complaint of diversity campaigners for a number of years that corporate executives do not take the issue of diversity seriously enough.


But with many businesses having to compete in global markets, that is beginning to change.


In the course of giving presentations and talks on the issue to senior executives, Jantuah says she has seen signs of change.


“We’ve asked organisations to look at their recruitment processes and how they manage talent and consider whether, if they continue to use the traditional approaches they’ve got, they will attract and catch this talent which can be a huge asset to organisations.



“We are finding a lot of interest in programs that we are now offering off the back of this report. We are using our presentations on the report to create an open dialogue on these issues,” she said.


“At these events, which have included white and black professionals, it’s got them asking questions like, ‘What’s going on in my organisation?’ or ‘How would I go about implementing this idea?’


“So, we are creating an open, positive climate in which these issues can be discussed, and that can only lead to change.”


Voice Online :: Secret behind black women's success

Did it say anything about cooking a curry goat and rice, or how they balance their success with their family life and of course what colour is the spouse.

Another Divisive Stragtegy to create some distance or disharmony between the Blackman and woman the Media in the USA have been doing this for years unfortunately some 'weak' brothas are going to react stupidly to do this and wallow in sorrow..probably do something stupid to boot...

Why is praising black women doing well divisive? Why would this story make black man feel sorrow? Sounds like sour grapes to me. Black women doing well is all good. I run my own business and couldn't care less what other black people say. If i was a black man, I would be happier to know my woman could hold her own financially and be less concerned with whether she can cook rice and peas, hell if she makes enoug money, she can hire someone else to do that (plus the article never said one of the 8 factors was that they can't cook!).

If the man is so concerned about rice and peas then he can cook it. Unfortunately enough women are in a situation where they can't rely on a man to step up so they have to and nuff black women are making us proud. Instead of moaning some black men should step up. Look how many wasteman i pass every day who look healthy and can work but won't and complain that racism is stopping them. They watch whilst thousands of East europeans who can't even speak English are coming over and calling themselves plaumbers, painters etc most aren't even qualified and they are making money. Go to Seven Sisters they are lined up every moaning, rain or shine waiting for passing trade. If black women are doing well, the response should not to be a hater but to want to improve yourself.

I've seen too many woman who are doing well in their jobs and with the wage they earn, they should be living in comfort yet they're being dragged down by some wasteman at home who expects them to not only bring in cash but cook clean and look after the kids alone whilst they contibute precisely nothing. The responses so far have saddened me. In additon i don't like the suggestion that for a black woman to be flying she must obviously be with a white man and is therefore a sell-out. If that's your feeling, you obviously think that having a black man = failure and need to deal with your inferiority complex.

I don't think the article was divisive. If it was some "The black woman has left her man waaaaaaaay behind!!" on some sensational nonsense then I'd be wary.

Rather hear about achievements of people who are self employed than those who hold lofty positions working for others.

Good luck to them all the same.

True dat.....

@Black Lion
especially those who feel that its safer to hire a Black Woman rather than a Black Man..

This is what some and i say some Black woman fail to see..their not being a threat but since they are in a presumed lofty position within a presumably YT Organisation...most black men must be lazy...yes there are enough wasteman about but we seem to be oblivious to some of the suppression that goes on...that's the reason why Asian Chinese and Indians had to have their own businesses...and thats the only feasible for us especially black men who feel ostracized from mainstream society...
Anyways to end on a good note this is are much better than young women looking up to the charleys and Superheads of this world thinking being a stripper or a video-ho is where its at...peace

@Babygirl44
Somethings are not all that obvious..I've studied and been working for yonks even as a teenager but there are days when i want to just say F*ck all this...but i can't...I'm just working my way at breakneck speed to do my own thing..not everyman can have this resolve...its a shame admittedly that some do not even try

*Long t'ings alert*

I used to work in the city for a successful corporate company.

The report is great because it shows black women making strides, but do not be fooled, there are plenty of black males who are making it big too. Black people are high fliers but they tend to be quieter about it. With one exception I have found that the harder people work for their money the less they tend to brag about what they have or how much they earn, etc. I started working in the city 7 / 8 years ago.

When I first started it did seem to be a lot of black women, but that has all balanced out now...there are lots of black men too. I have to say though that the one thing I have noticed is the type of black person.... a LOT of africans and caribbeans I came across spent at least some of their formative years growing up in their country of origin.

If you are willing to work hard they are also really helpful...I can't tell you the number of times I have called one of my corporate black colleagues to help a friend or a family member out (i.e. get them some information on what it is like to work for a company or what to expect in an interview or even how to get their foot into the door) and black people will drop everything to mentor their own. It probably sounds rose tinted, but it is true.

Partner colour has nothing to do with anything, if there is an IR and it is genuine then good, if the person is going IR because they have issues then they are a lost cause anyway... but what I have found it even at corporate level that a lot more of my friends had black partners than white. Don't believe the hype about black people / men not doing well or selling each other down the river as soon as success comes along, that just is not true.

God knows. Since when is being an employee for a whiteman a success. I hought success was owning your own shit and being able to leave legacy. Will Vivian Hunt be able to leave her dauighter or son a stake in the company..

Jokers.

'God knows. Since when is being an employee for a whiteman a success. I hought success was owning your own shit and being able to leave legacy. Will Vivian Hunt be able to leave her dauighter or son a stake in the company..'

No. But what she will show her daughter that hardwork pays off. She will also earn enough to live in a good catchment area with a good school which will give her daughter a big leg-up against less fortunate souls. Her daughter should benefit from her early advantage and will probably make contacts that will make it a lot easier for her to set up her own company. Building generational wealth has to start somewhere.

@Black Power. I hope you don't ever have a daughter because it would be a shame for her to know that when she tells her dad she's got a promotion he thinks its not because she worked hard like he taught her too but because she sucks a mean dick.