Working Mother

Most people know the sting of being demeaned at the office. But when indignities are directed at members of a marginalized group, and rooted in bias, it’s not a simple snub. It’s a microaggression. And it has the power to do lasting harm, not just to

Women, especially those who work in male-dominated fields, often elicit shock that they’re intelligent, skilled or competent, Govan says. It comes up even more for women of color. Over a quarter of black women (26 percent), 18 percent of Latinas and

Bank of America has committed $100 million in philanthropic grants to support local communities in need. From addressing food insecurity to medical-response capacity and more, their partners are working to respond to the challenges brought on by the

Editor-in-Chief MEREDITH BODGAS Group Creative Director CARA REYNOSO Deputy Editor AUDREY GOODSON KINGO Associate Editor MARICAR SANTOS Editorial Assistant QUINN FISH Integrated Design/Production Manager GLENN ORZEPOWSKI Copy Chief CINDY MARTIN Presi

Women, and particularly black and Latina women, are often labeled “angry,” “fiery” or “aggressive,” Scott notes. The bias hinders women in more than one way—it can encourage them to dial back the personality traits that make them great leaders, out o

Women are twice as likely as men to be mistaken for someone more junior, according to the McKinsey/Lean In study. (It often happens when a woman manager or exec meets someone new and is mistaken for her male assistant.) Apologize on the spot, then ch

Employees of color are often tapped to speak on behalf of a broader group that they might—or might not—identify with. While it’s great to solicit feedback from diverse voices, remember that one person doesn’t represent an entire community’s view. “I

Another common experience for women: having their work contributions disregarded. Marginalized workers are hurt when colleagues and clients display an affinity bias for their own group—and that group is often white men. Sometimes an affinity bias sho

“More and more of our clients are getting comments that discount or question their experience with racism,” Tsai-Munster says. “Things like: ‘Are you being oversensitive? Is this a race-card thing?’” Govan notes this line of questioning invalidates a

These three women have strong opinions on what corporations should do to keep their multicultural women. These are their recommendations. A full toolkit of solutions, some already making a difference at progressive companies, will be featured in the