One environment in which Black women can often feel a lack of support is the workplace, according to Geter, and the negative effects of this atmosphere can carry much more than social consequences, especially as it relates to stress and anxiety. A 2020 study from Duke University found the “stress of racial discrimination appears to increase the risk of metabolic and cardiovascular diseases among Black women,” and when combined with the everyday stresses of any job, Black women are in more danger in terms of their health. For example, as reported in The Atlantic, researchers at the University of Michigan, led by Arline T. Geronimus, a professor in the university’s department of health behavior and health education, found, biologically speaking, Black women are 7.5 years older than white women due to stress. In addition, a Gallup poll found only 27% of Black women think their companies present equal opportunities to all employees, while CNBC reported the pay gap for Black women can cost them nearly $1 million in lifetime income.
According to Geter, research has shown chronic exposure to stress leads to inflammation, which can be connected to cancer, heart disease, diabetes and Alzheimer’s disease, and can also increase cortisol levels, which makes it harder to lose weight, among other negative health effects, while also eliminating the chance for a healthy work-life balance.
The stress created by experiencing racism isn’t limited to the workplace, but, as Geter explains, since work takes up such a large part of a person’s life, it is one of the most prevalent sources of the problem.
Many companies claim transforming their culture to be more diverse, equitable and inclusive is a focus for them, but DE&I initiatives rarely include discussions about how these policies can affect health.
New Approaches
“Awareness is a good thing. It’s a great start,” Geter says. “But we need measurable, scalable strategies that promote accountability, transformation, empowerment and transparent conversations about our progress towards an equitable and fair workplace. It’s not enough to be anti-racist. It’s essential to shift the policies, practices and even the culture.”
Of course, employees are not powerless until leadership steps in, as Geter says they can create committees or councils to encourage safe spaces, but until there is top-to-bottom change, there can only be so much progress.
“It’s important for executive leaders to take note of the ‘Great Resignation’ and why their employees are choosing to leave the workforce,” Geter says. “We need to value their perspective, learn from the lessons they are sharing with us and implement change that can support not only their current employees, but the future of their company.”
Geter is taking such a science-based approach in her current role as chief strategy officer with the Black Women’s Health Imperative. One of Geter’s primary projects since joining the organization in January 2021 has been the creation of its workplace equality initiative. Part of the initiative is the formation of a national equity index, an interactive benchmarking tool used by executive leaders and employees to model and track equitable and fair practices in the workplace. Corporate executives can volunteer to join the index as a “Trailblazing Partner” by visiting the Black Women’s Health Imperative’s website, and the organization will do an assessment of the company’s policies and practices to determine its equity score. The initiative also includes the creation of a tool kit for employees that provides resources on how to navigate the workplace.
Lastly, and perhaps most importantly, Geter and her team at the Black Women’s Health Imperative established a research team conducting longitudinal studies on health outcomes related to the experience of Black women at work. Using this research, Geter and her team plan to create national standards and recommendations to improve the health and wellness of Black women in the workplace.
