What BIPOC Women in Leadership Wish More People Knew About the Realities of Leading
You’ve finally received the opportunity you’ve been working toward. A promotion, the high-stakes assignment, maybe even a seat at the executive table. You’re experienced, results-driven, and ready to lead.
But still, an inner voice lingers: Do I belong here? Will they see me as ready? Should I accept what’s offered or ask for more?
Among women of colour, these questions aren’t just internal doubts. They’re the result of years spent navigating systemic bias, cultural expectations, and a career path shaped by unequal access to mentorship and sponsorship.
Support structures for women’s advancement are on the decline. Between 2017 and 2024, formal sponsorship programs tailored to women dropped from 31% to just 16%. And while research consistently shows that women of colour are among the most ambitious in the workplace, they remain among the least supported on their path to leadership. Many are left to navigate leadership in isolation, with little access to mentorship, sponsorship, and career development opportunities.
I spoke with three BIPOC women who know this experience firsthand. They’ve faced the quiet biases, the loud assumptions, the cultural expectations, and the invisible rules that so often shape the leadership journey for women of colour. In different industries and on different paths, each of them had to carve out space in workplaces that failed to operate with them in mind. Yet, they still found ways to lead with resilience, strategy, and self-trust.
Let Go of “Just Be Grateful”
When she was promoted into a senior role, an Atlanta-based corporate controller expected her pay to match her new responsibilities. She already knew she was underpaid—a fact quietly confirmed by a colleague. But when the offer came in low, her manager said, “I was told to get you six figures and I did.”
Friends and family told her to take it. “Be grateful. Don’t push it. Don’t ruin a good thing.”
For a moment, she listened.
As a woman of colour, she’d been taught that gratitude matters more than negotiation. That asking for more is risky. That being “the first” or “the only” means working hard, staying quiet, and being thankful.
But something shifted. She trusted her gut and went straight to the CFO to advocate for herself. The $20,000 increase she negotiated became more than a financial win. It was a release of the cultural weight she’d carried for too long.
“Negotiation is a game and you need to learn how to play it,” she said. “Gather facts, put a plan in place, be prepared for a no, and put accountability on the other person.”
Own the Room You’ve Earned
After five years of exceeding expectations, a Toronto-based leader at a pharmaceutical company sat down for her performance review. The praise was expected. What wasn’t was what came next: “I’m promoting you to VP,” her boss said.
She froze.
Despite the results and recognition, she didn’t feel ready. “I need time to think about it,” she replied. A response that surprised even herself.
Her hesitation wasn’t about capability. It was about visibility. Black. Female. First in her family to graduate. First to get this far. She had never imagined herself at that level because she’d never seen anyone like her there.
After speaking with her personal board of advisers, she accepted. But the real shift came when she chose to show up fully. She stopped shrinking.
“Figure out how to get out of your own way while maintaining humility and authenticity,” she advises.
Shrink No More
In her male-dominated industry, a Toronto-based director at a financial institution saw a familiar pattern: men promoted faster, handed bigger opportunities, and rising with ease. Even when she exceeded expectations, recognition came slowly – if at all. Subtle forms of bias lingered beneath the surface, often making her question: Was that racism? or just how it is?
But instead of shrinking she got strategic. She became crystal clear on her value and didn’t wait for an invite to the table. She observed how male peers positioned themselves for advancement and adapted what worked, while staying true to her voice.
She built a network of mentors across roles and levels. She tracked her growth, identified gaps, and consistently looked for ways to bring greater value. That mindset eventually led her back to school to earn a master’s in AI—well before it was trending.
Her leadership became a product of clarity, consistency, and betting on herself.
“Sometimes we are our own worst enemy,” she said. “Be open-minded. See retooling and reskilling not as setbacks, but as opportunities for growth.”
Practical Steps For Leading Forward
It shouldn’t require extraordinary effort to be seen, supported, or promoted. Yet for many women of colour, leadership often starts with self-advocacy in systems not designed with them in mind.
The stories shared here aren’t rare. They reflect a broader reality that BIPOC women are ready to lead. But without intentional investment, they remain underrecognized, overextended, and underutilized.
Whether you’re navigating leadership yourself or supporting someone who is, here are a few takeaways to carry forward:
- Advocate for yourself. Don’t wait for recognition, ask for what you’ve earned.
- Build your board. Trusted advisors bring clarity and courage.
- Be known for something. Communicate your value with confidence.
- Protect your well-being. You can’t lead well if you’re running on empty.
- Keep learning. Reinvention is a power move.
Access shouldn’t depend on luck, proximity, or patience. It’s time to be seen and supported for what we bring.
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About the Author
Name: Hadi Diallo
Professional Title: Executive Coach and Former Finance Leader
Bio: Hadi Diallo is an executive coach and former finance leader with 15+ years of experience driving transformation and optimizing business performance. She helps leaders build confidence and lead with purpose without burning out. A passionate advocate for inclusion, she mentors BIPOC professionals and helps organizations create spaces where leaders are supported and empowered to thrive.
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