By Dr. Sharon Uche & Kellie Todd Griffin
Executive Summary
For far too long, Black women have been caught in the crosshairs of race and gender-based discrimination—not just in society, but in the very institutions that shape our economic futures. This is what we know—California Black women wages on average are lower than white and Asian men and women, this is exacerbated for Black single mothers. Considering 67% of Black households are led by Black single mothers, this creates a much larger financial burden that ultimately hinders economic stability for Black women and their families. Unfortunately, the workforce has been a site of intersecting oppressions, where systemic barriers limit opportunities, stifle advancement, and undermine the dignity of Black women in California and beyond.
To confront these challenges, the California Black Women’s Collective Empowerment Institute (CABWCEI) contracted EVITARUS, a leading public opinion research and strategic consulting firm, to document the lived realities of Black women in the workplace. In December 2024, EVITARUS surveyed 452 employed Black women in California, gathering critical insights into workplace experiences and job satisfaction.
The findings point to five key areas where transformation is both urgent and necessary.
California Black women identify salary, benefits, work-life balance, and job security as highly important features of quality job opportunities.
Most Black women in California’s workforce find at least some sense of satisfaction, personal fulfillment, and empowerment in their work—however few would say they are “very satisfied.” - 59% of Black women report being at least “somewhat” satisfied in their current job—however a notable proportion (38%) say they are “unsatisfied.”
California Black women identify compensation/benefit levels, supervisors/company leadership, and the work environment/work culture as key drivers of workplace dissatisfaction.
California Black women identify salary, benefits, work-life balance, and job security as highly important features of quality job opportunities. - Most Black women in California’s workforce find at least some sense of satisfaction, personal fulfillment, and empowerment in their work—however few would say they are “very satisfied.”
59% of Black women report being at least “somewhat” satisfied in their current job—however a notable proportion (38%) say they are “unsatisfied.”
California Black women identify compensation/benefit levels, supervisors/company leadership, and the work environment/work culture as key drivers of workplace dissatisfaction.
The findings of this study underscore an undeniable truth: Black women in California are navigating a workforce that was never designed with them in mind. The intersecting forces of racism and sexism shape their experiences in ways that demand urgent and targeted interventions.
This research is not just about data—it is a blueprint for action. The policy recommendations presented here provide policymakers, community leaders, and key stakeholders with a strategic framework to dismantle workplace inequities and improve the quality of Black women’s work experiences. But let’s be clear: policies alone are not enough. Without an intersectional approach—one that recognizes the layered realities of Black women—efforts to address workplace discrimination will continue to fall short.
This moment calls for more than just acknowledgment; it demands strategic, systemic action. The challenge before us is not simply to create opportunities but to deconstruct the barriers that have long excluded Black women from economic security and career advancement. If we are truly committed to justice, we must move beyond performative gestures and commit to real, transformative change—where Black women are not only seen but centered in the fight for workplace equity.
State of the Workplace
The current state of the workplace for Black women in California is informed by several factors that deal with systematic racism, the economy, and psychological wellbeing. The following highlights the report findings.
Legislative Policy Recommendations for Advancing Workplace Equity for Black Women
As we continue the fight for economic justice and workplace equity, we must take bold legislative action to dismantle systemic barriers that have historically excluded Black women from fair wages, career advancement, and safe, inclusive work environments. The following legislative policies are designed to expand protections, enforce accountability, and create new opportunities for Black women in the workforce.
1. Strengthening Wage Equity & Economic Security
Black Women’s Pay Equity Act – Require annual pay audits disaggregated by race, gender, and job classification for companies with 50 or more employees, with penalties for wage disparities not addressed within two years.
Salary Transparency Expansion – Lower the pay range disclosure threshold to companies with five or more employees and mandate internal salary bands to prevent discriminatory pay practices.
Black Women’s Economic Mobility Fund – Establish a state-funded grant program to support Black women entrepreneurs, business owners, and cooperative enterprises, prioritizing industries where Black women face the greatest barriers.
2. Eliminating Workplace Discrimination & Harassment
CROWN Act Expansion & Enforcement – Extend the CROWN Act by requiring all California-based companies with over 25 employees to incorporate anti-hair discrimination policies into their legally mandated gender and racial discrimination training.
Zero-Tolerance Workplace Harassment Act – Strengthen protections against race and gender-based harassment, including third-party accountability mechanisms, automatic civil penalties for repeat offenders, and whistleblower protections for Black women reporting discrimination.
Restorative Workplace Justice Initiative – Mandate state-funded workplace mediation programs that offer Black women access to legal support, career recovery resources, and trauma-informed dispute resolution when workplace discrimination occurs.
3. Expanding Leadership & Career Advancement Opportunities
Black Women’s Leadership Pipeline Act – Require all state-funded and state-contracted companies to report on the representation of Black women in executive and senior leadership roles, with incentives for companies that implement mentorship and leadership development programs for Black women.
State-Funded Childcare for Black Women – Establish childcare stipends for Black women professionals, entrepreneurs, and leaders to reduce barriers to executive advancement.
4. Workplace Protections & Benefits
Reproductive & Family Health Workplace Equity Act – Strengthen workplace protections for Black mothers by mandating paid family leave expansion, workplace accommodations for lactation and reproductive health needs, and protections against pregnancy-related discrimination.
Mental Health & Wellness in the Workplace Act – Require all employers with 25+ employees to provide free and culturally competent mental health services as part of employee benefits packages, ensuring access to Black therapists and wellness resources.
Workplace Safety for Black Women Act – Expand OSHA protections to specifically address gendered racial violence in the workplace, including workplace retaliation protections for Black women reporting harassment and discrimination.
5. Government Oversight & Accountability
Statewide Office for Black Women’s Workplace Equity – Establish a dedicated office within the Department of Fair Employment and Housing to monitor workplace disparities, enforce pay transparency laws, and oversee diversity and inclusion compliance for California employers.
Workplace Equity Scorecard – Mandate annual public reporting of workplace hiring, promotion, retention, and salary data for all publicly traded and state-funded companies, ranking them on their commitment to racial and gender equity.
Economic Justice for Black Women Task Force – Create a state-led task force to study long-term economic disparities Black women face and recommend policy actions on pay equity, employment discrimination, and wealth-building initiatives.
6. Anti-discrimination and Accountability
The Workplace Anti-Discrimination Accountability Act –strengthen enforcement mechanisms for workplace discrimination claims by establishing independent third-party review panels for racial and gender discrimination complaints, rather than allowing internal HR departments to handle cases. The policy would also increase penalties for repeated offenses, require mandatory racial bias audits, and implement anti-retaliation protections to ensure Black women can report discrimination without fear of professional repercussions.
Black women should not have to work twice as hard to get half as far—the time for bold, intersectional policies that center their economic security, workplace dignity, and leadership opportunities is long overdue. These legislative measures go beyond symbolic gestures and performative DEI efforts—they demand real enforcement, transparency, and systemic change.
If we are truly committed to justice, then we must be just as relentless in passing policies that empower Black women as we are in calling out the inequities they face. California has led the nation before, and we must do it again—because when Black women thrive, we all thrive.
Non-Legislative Policy Recommendations for Advancing Workplace Equity for Black Women
Addressing the structural barriers that Black women face in the workforce requires more than legislative action—it demands institutional accountability, cultural transformation, and targeted interventions that directly confront the intersection of race and gender in professional spaces. Below are key non-legislative policy recommendations that organizations, community leaders, and advocates can implement to create a more equitable and inclusive workplace for Black women.
1. Institutional Accountability & Workplace Standards
Mandate Pay Transparency Audits – Employers should publicly report wage data disaggregated by race and gender to identify and close wage gaps affecting Black women.
Strengthen Bias Training Beyond Performative DEI – Move beyond surface-level diversity training by integrating anti-racism and intersectional gender analysis into corporate leadership development.
Hold Leadership Accountable for Inclusion Metrics – Performance evaluations for executives and managers should include measurable progress on racial and gender equity in hiring, retention, and promotions.
Develop Black Women-Centered Leadership Pipelines – Organizations should invest in mentorship and sponsorship programs that intentionally prepare Black women for executive roles.
2. Workplace Culture & Structural Change
Invest in Black Women’s Workforce Development and Training Programs - Investing in workforce development and training programs, like CABWCEI’s Black Women’s Leadership Development Certificate Program and Black Women’s Workers Initiative, is essential to creating equitable opportunities for career advancement by providing the skills and resources needed to break down existing barriers in industries and leadership roles.
Redefine Professionalism to End Hair and Beauty Biases – Employers must challenge outdated norms that discriminate against natural hair, protective styles, and cultural expression, ensuring compliance with CROWN Act principles beyond legal mandates.
Implement Restorative Justice Approaches to Workplace Harassment – Establish third-party accountability mechanisms to address workplace discrimination and microaggressions, ensuring Black women are not penalized for speaking out.
Normalize Flexible & Culturally Competent Work Environments – Employers should accommodate family care responsibilities, community engagement, and mental health needs that disproportionately impact Black women.
3. Economic Empowerment & Community Investment
Prioritize Procurement & Contracts with Black Women-Owned Businesses – Corporations and government entities should commit a percentage of supplier diversity contracts to Black women entrepreneurs.
Support Worker Cooperatives & Alternative Economic Models – Investing in Black women-led cooperatives and community-driven business models can help shift economic power.
Fund Black Women’s Professional Networks & Affinity Groups – Organizations should financially support Black women’s collectives that foster career advancement, mental well-being, and advocacy.
4. Data, Research & Public Accountability
Require Intersectional Workforce Data Collection – Employers, research institutions, and government agencies should collect and analyze employment data that captures the unique challenges Black women face at the intersection of race, gender, and industry.
Create Public Scorecards on Workplace Equity – Develop public-facing accountability tools that assess and rank employers on their commitment to racial and gender equity in hiring, wages, promotions, and workplace culture.
Amplify Black Women’s Voices in Policy & Decision-Making Spaces – Organizations should actively seek input from Black women employees, scholars, and community leaders to shape workplace policies that reflect their lived experiences.
Anti-discrimination and Accountability
Black Women’s Workplace Equity Certification – A voluntary employer certification program that evaluates companies on their hiring, pay equity, promotion, workplace culture, and leadership representation of Black women.
Workplace equity cannot be achieved through compliance alone—it requires a radical shift in how organizations define leadership, professionalism, and economic inclusion. Non-legislative policies offer immediate and impactful ways to address the barriers that Black women face, ensuring that they are not only included but centered in the fight for workplace justice. The time for incremental change has passed; what’s needed now is bold, intersectional action that transforms workplaces into spaces where Black women thrive, lead, and redefine success on their own terms.
Conclusion
Black women have always been the backbone of our families, our communities, and our workplaces—pushing forward, showing up, and making things happen even in the face of deep inequities. But the findings in this report make one thing abundantly clear: It is long past time for change.
We cannot afford to accept a system that continues to devalue the labor, the expertise, and the ambitions of Black women. We cannot be satisfied with progress that is too slow, too conditional, or too fragile. The barriers Black women face in the workforce are not just personal struggles; they are systemic failures. And if we’re serious about building an economy that works for everyone, then we must be just as serious about dismantling the roadblocks that keep Black women from thriving.
This work is about more than fairness—it’s about the future. Because when Black women rise, our families rise, our communities rise, and our nation becomes stronger. So let this report be more than words on a page. Let it be a rallying cry. Let it ignite real, lasting action. And let us stand together, with urgency and conviction, to build a workplace—and a world—where Black women are valued, respected, and given every opportunity to succeed.
Because when we invest in Black women, we invest in a better future for us all. For a more detailed report, go to www.CABlackWomensCollective.org/Research.
About California Black Women’s Collective Empowerment Institute (CABWCEI)
California Black Women’s Collective Empowerment Institute is dedicated to uplifting Black women and girls by fostering strategic partnerships, amplifying voices, and driving systemic change to eliminate barriers and advance social and economic equity across California. As the anchor organization for the California Black Women’s Think Tank at CSU Dominguez Hills, CABWCEI work is centered on data, policy change and practice transformation that advocate to secure the social and economic safety nets for Black women and girls throughout the state. For more information about CABWEI or to review all the data, go to www.cablackwomenscollective.org.
Comentarios