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A new report by the California Black Women’s Collective Empowerment Institute (CABWCEI) examines the challenges Black women face in the workplace and highlights barriers to equity. Titled Invisible Labor, Visible Struggles: The Intersections of Race, Gender, and Workplace Equity for Black Women in California, the study was conducted by research firm EVITARUS and surveyed 452 employed Black women across the state in December 2024. The findings identify five key obstacles, including systemic discrimination and racialized beauty standards, and propose policy changes to promote workplace equity.
Dr. Sharon Uche, a researcher at CABWCEI, emphasized the broader context of these disparities, noting that California is home to 1.1 million Black women, the fifth-largest Black female population in the country. “Because of this, there are unique challenges that create barriers and disparity gaps,” Uche stated. “These inequalities exist at the intersection of both race and gender, making it difficult for many Black women to maintain economic stability.”
The report builds on previous research conducted in 2023, which surveyed over 1,200 Black women in California. According to Uche, the study revealed that four in five Black women reported struggling with inflation, while eight in 10 cited discrimination based on race or gender as a key issue affecting their workplace experiences and earning potential. Despite achieving higher levels of education than many other demographic groups, Black women continue to earn less than white men, white women, and the state’s median wage.
A separate report released last month in collaboration with the California Center for Budget and Policy examined wage gaps between Black women, Black single mothers, and white men. The data showed that Black single mothers earned an average of $50,000 annually, compared to $54,000 for Black women overall and $90,000 for white men. “This is especially concerning because more than half of Black families in California are led by single Black women,” Uche explained.
The economic disparities highlighted in the report have significant consequences on quality of life. Uche pointed out that closing the wage gap could mean additional years of financial stability for Black women. “For example, the extra income could provide an additional eight years of groceries, one more year of housing, and 19 years of utilities,” she said. The impact also extends to essential expenses like childcare, transportation, and healthcare.
Perhaps most striking is the projection that the wage gap for Black women is not expected to close for nearly 100 years. A chart in the report illustrates that if current trends persist, wage equality between Black women and white men will not be reached until the year 2121. “This data makes it clear that urgent action is needed,” Uche stressed.
The report concludes with policy recommendations aimed at addressing these disparities and improving workplace equity for Black women. CABWCEI urges policymakers, employers, and community leaders to take steps toward closing the wage gap and dismantling systemic barriers that hinder economic mobility for Black women in California.
A recent study conducted by EVITARUS Research sheds light on the workplace experiences of Black women in California, revealing significant barriers to advancement and instances of discrimination. Dr. Shakari Byerly presented key findings from the California Black Women’s Workplace Experience Study, which surveyed 452 employed Black women across the state.
The study explored job satisfaction, workplace climate, access to advancement opportunities, and experiences with discrimination. While many Black women in California find fulfillment in their work, the majority report facing systemic challenges that hinder professional growth.
The California Black Women’s Workplace Experience Study revealed significant challenges faced by Black women in professional settings. Nearly 57% of respondents reported experiencing racism or discrimination at work within the past year, highlighting persistent biases and inequities. Many participants also felt their contributions were undervalued, which limited their opportunities for promotion and professional growth. Despite these challenges, Black women identified salary, benefits, work-life balance, and job security as the most important factors in determining workplace quality. These findings underscore the need for systemic changes to create more equitable and supportive work environments.
The survey was conducted online in December, utilizing a combination of registration-based sampling and EVITARUS’ proprietary panel of Black Californians. The data was weighted by region and income to reflect the state’s demographic landscape.
The study also highlighted the compounded discrimination Black women face due to both race and gender. A notable finding was that darker-skinned Black women reported harsher treatment and fewer opportunities compared to their lighter-skinned counterparts.
Additionally, issues surrounding personal appearance—such as hair and body type—were frequently mentioned as areas where Black women experienced biased treatment. This reflects ongoing concerns about Eurocentric beauty standards influencing workplace professionalism expectations.
The findings underscore the need for systemic changes in workplace policies and culture. Dr. Byerly emphasized that organizations must commit to fostering equitable environments by implementing stronger anti-discrimination policies, improving pathways for advancement, and ensuring Black women’s contributions are recognized and valued.
Glenda Gill, President & CEO of Save A Girl, Save A World, emphasized the urgency of the situation. “This data highlights that we haven’t made much progress in moving the needle,” she said. “Systemic barriers still exist when it comes to Black women, even in a liberal state like California.”
Gill, whose organization provides mentorship for young women, particularly those attending Historically Black Colleges and Universities (HBCUs), pointed out that Black women are a growing force in the workforce and entrepreneurship. “Black women are the fastest-growing demographic of employees and entrepreneurs. They make up 53% of the workforce. This is just disturbing,” she added.
The study also highlighted workplace priorities for Black women, including salary, benefits, work-life balance, and job security. Gill stressed the need for policy changes and workplace reforms to support future generations. “We have to invest in policy change and practice transformation. If we don’t, young Black women may turn away from traditional employment altogether. Many of them talk about becoming entrepreneurs to create their environments, but we need them in the workforce too,” she said.
The discussion also touched on the broader implications for all women of color. “If we improve the experiences of Black women, we will improve it for everyone,” Gill noted. She called for allies across races and generations to work together in creating equitable workplaces.
As debates over diversity, equity, and inclusion (DEI) programs continue on the national stage, Gill remains committed to supporting Black women through community-based efforts. “The government will set laws, but in the communities we serve, we have our standards of how we operate,” she said. “We will continue to serve.”