The White House unveiled a five-point plan in November aimed at helping women and girls of color.
The plan is part of an effort by the Obama administration to address the unique challenges facing women and girls of color, tackling topics like health care, violence, economic development, criminal justice, and media representation.
For those of us (like myself) who aren't women of color, it's easy to gloss over these challenges — so let's pay attention.
I know some people will be thinking, "Why not just have a summit about the struggles that affect all of us? Why not just all people?"
The answer to that is simple: because we're always talking about all people. If we want to find solutions, and not just platitudes, we need to look at the issues on a closer level.
Here's what the White House hopes to accomplish. It's worth listening to.
Many of these are issues that affect people of all races and genders but which make success particularly difficult for women and girls of color.
Obama senior advisor Valerie Jarrett, shown here in a November 2013 photo, was one of roughly 40 speakers at the summit. Photo by Olivier Douliery-Pool/Getty Images.
1. Address the racial and gender disparities that affect what kind of education our children receive.
One of the biggest issues is how school discipline is handled. Data shows that girls of color are disproportionately targeted for things like detention and suspension.
"Black girls are suspended at higher rates (12%) than girls of any other race or ethnicity and at higher rates than white boys (6%) and white girls (2%)," reads a statement on the White House's website. "American Indian/Alaska Native girls are also suspended at rates that exceed those of white students."
How do we address this? Well, one of the suggestions put forward by the Obama administration is additional funding to study the root causes in these disparities. What we do know is that when students aren't in school as the result of suspension or expulsion, they're not learning; when they're not learning, that sets off a whole chain of not-so-great things.
2. Invest in programs to end the school-to-prison pipeline.
"In 2013, black females were nearly three times as likely as their white peers to be referred to juvenile court for a delinquency offense," reads a Department of Juvenile Justice and Delinquency Prevention report.
Last year, the Obama administration released guidelines to support at-risk girls — in particular, to help keep those involved in school discipline or sexual abuse from ending up in prison.
3. Promote diversity in science, technology, engineering, and math (STEM) programs.
In a look at 2012 data on science and engineering degrees, minority women accounted for just 11.2% of bachelor's degrees, 8.2% of master's degrees, and 4.1% of doctorate degrees.
One of the administration's educational goals has been to help spark interest in the sciences at an early age. That's certainly a start to addressing these problems.
4. Provide programs, resources, and education to reduce unplanned teen pregnancies.
Teen pregnancies have been on the decline! Go us! However ... the White House acknowledges that "black and Latina girls remain more than twice as likely as white girls to become pregnant during adolescence." As teen mothers are less likely than their peers to graduate from high school (just half of teen moms graduate by the time they turn 22), this feeds into some of the aforementioned challenges.
While programs like those run in Colorado have been a huge success, the White House's latest move could be just as helpful. The Centers for Disease Control and Prevention will spend $9.75 million to ensure public health centers are up to standards — complete with accurate, comprehensive material surrounding sex ed. Oh, and they made a teen pregnancy prevention app!
5. Address the wage gap in both gender and race.
Yes, the wage gap exists. Usually, though, we just hear about the difference between what men make and what women make. The truth is that if you factor in race, it's even worse. For example, check out this chart from the American Association of University Women.
That's ... not good, and we need to do something about it. On the White House's end, the president is recommending making permanent some of the tax cuts set to expire in 2017 and pushing to bring paid family leave to the U.S. Just as big, however, was Friday's announcement that the Ms. Foundation and Prosperity Together announced a five-year, $100 million commitment to fund programs to help low-income women find success.
Can the issues discussed be fixed in a day? Of course not. But these are some real, actionable steps. And that's great.
The intersection of racism and sexism is one of those areas that seems to get left behind in much of the "American Dream"-type talks and debates we hear politicians talk about. That's what makes today so different. For one powerful day, the focus was on those who so frequently get stepped on, talked over, and pushed away from policy conversations.
The women in attendance at the summit came ready to set the agenda. Now it's our responsibility as a country to help see it through.
We should look to those like Melissa Harris-Perry, Loretta Lynch, Valerie Jarrett, and all the other women who spoke at the conference as inspiration to fight racism and sexism wherever we see it through society and ensure that future generations are offered the same opportunities as their peers regardless of race or gender.
U.S. Attorney General Loretta Lynch is the first black woman to hold that office. Photo by Chip Somodevilla/Getty Images.
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12 non-threatening leadership strategies for women
We mustn't hurt a man's feelings.
Men and the feels.
Note: This an excerpt is from Sarah Cooper's book, How to Be Successful Without Hurting Men's Feelings.
In this fast-paced business world, female leaders need to make sure they're not perceived as pushy, aggressive, or competent.
One way to do that is to alter your leadership style to account for the fragile male ego.
Should men accept powerful women and not feel threatened by them? Yes. Is that asking too much?
IS IT?
Sorry, I didn't mean to get aggressive there. Anyhoo, here are twelve non-threatening leadership strategies for women.
Encourage.
With permission from Sarah Cooper.
When setting a deadline, ask your coworker what he thinks of doing something, instead of just asking him to get it done. This makes him feel less like you're telling him what to do and more like you care about his opinions.
Sharing ideas.
With permission from Sarah Cooper.
When sharing your ideas, overconfidence is a killer. You don't want your male coworkers to think you're getting all uppity. Instead, downplay your ideas as just "thinking out loud," "throwing something out there," or sharing something "dumb," "random," or "crazy."
Email requests.
With permission from Sarah Cooper.
Pepper your emails with exclamation marks and emojis so you don't come across as too clear or direct. Your lack of efficient communication will make you seem more approachable.
Idea sharing.
With permission from Sarah Cooper.
If a male coworker steals your idea in a meeting, thank him for it. Give him kudos for how he explained your idea so clearly. And let's face it, no one might've ever heard it if he hadn't repeated it.
Sexism.
With permission from Sarah Cooper.
When you hear a sexist comment, the awkward laugh is key. Practice your awkward laugh at home, with your friends and family, and in the mirror. Make sure you sound truly delighted even as your soul is dying inside.
Mansplain.
With permission from Sarah Cooper.
Men love explaining things. But when he's explaining something and you already know that, it might be tempting to say, "I already know that." Instead, have him explain it to you over and over again. It will make him feel useful and will give you some time to think about how to avoid him in the future.
Mistakes.
With permission from Sarah Cooper.
Pointing out a mistake is always risky so it's important to always apologize for noticing the mistake and then make sure that no one thinks you're too sure about it. People will appreciate your "hey what do I know?!" sensibilities.
Promotions.
With permission from Sarah Cooper.
Asking your manager for a promotion could make you seem power- hungry, opportunistic, and transparent. Instead, ask a male coworker to vouch for you. Have your coworker tell your manager you'd be great for the role even though you don't really want it. This will make you more likely to actually get that promotion.
Rude.
With permission from Sarah Cooper.
Sometimes not everyone is properly introduced at the start of a meeting. Don't take it personally even if it happens to you all the time, and certainly don't stop the meeting from moving forward to introduce yourself. Sending a quick note afterward is the best way to introduce yourself without seeming too self-important.
Interruptions.
With permission from Sarah Cooper.
When you get interrupted, you might be tempted to just continue talking or even ask if you can finish what you were saying. This is treacherous territory. Instead, simply stop talking. The path of least resistance is silence.
Collaboration.
With permission from Sarah Cooper.
When collaborating with a man, type using only one finger. Skill and speed are very off-putting.
Disagreements.
With permission from Sarah Cooper.
When all else fails, wear a mustache so everyone sees you as more man-like. This will cancel out any need to change your leadership style. In fact, you may even get a quick promotion!
In conclusion...
With permission from Sarah Cooper.
Many women have discovered the secret power of non-threatening leadership. We call it a "secret power" because no one else actually knows about it. We keep our power hidden within ourselves so that it doesn't frighten and intimidate others. That's what makes us the true unsung heroes of the corporate world.
About the Author: Sarah Cooper
Sarah Cooper is a writer, comedian, and author of 100 Tricks to Appear Smart in Meetings. Her new book, How to Be Successful Without Hurting Men's Feelings, is out now.
The comedic book cover.
With permission from Sarah Cooper.
A satirical take on what it's like to be a woman in the workplace, Cooper draws from her experience as a former executive in the world of tech (she's a former Googler and Yahooer). You can get the book here.
This article was originally published on March 25, 2019.