The Burden of Black Woman Gratefulness
The call to action resonated deeply, spreading like wildfire across social media: “Stop telling Black women to be grateful for crumbs.” This poignant message, though author unknown, strikes a chord universally, and its relevance is starkly evident in the workplace.
Consider this: Black women earn only 63 cents for every dollar earned by their White male counterparts, a disparity not accounted for by education. In fact, data from the Economic Policy Institute reveals that Black workers, regardless of their educational attainment, earn 20% less than similarly educated White peers. This pay inequity has persisted unchanged for decades.
The psychological toll of this imbalance is exacerbated by a pervasive expectation for Black professionals to appear endlessly grateful, friendly, and non-confrontational despite these injustices. This performative gratitude does nothing to close the wage gap.
The Overlooked Root Cause
While many studies have explored the historical and systemic causes of the pay gap, they often overlook a crucial element: the damaging impact of expected Black gratefulness. This expectation forms part of a dysfunctional societal contract that punishes Black individuals for seeking equitable treatment, as highlighted by the Expectancy Violation Theory (EVT). EVT explains how people react to breaches in communication expectations, often leading to punitive responses against those who dare to ask for what they rightfully deserve.
Salary Negotiation While Black
A 2018 study in the Journal of Applied Psychology demonstrated a disturbing bias in salary negotiations. Both White and Black candidates negotiated for higher salaries at similar rates, yet Black candidates faced discriminatory treatment from evaluators with higher levels of bias, receiving on average $300 less. This penalty stems from a biased expectation that Black candidates are less likely to negotiate, and when they do, it is viewed as a breach of expectation.
Neutralizing EVT Risks
To combat EVT risks and address pay inequity effectively within organizations, it is critical to focus on three key areas:
Training: Beyond traditional unconscious bias training, it's vital for managers to engage in pay equity training that includes EVT awareness. Using models like ViolEx can help manage the effects of expectancy violations through techniques such as accommodation, assimilation, and immunization.
Transparency: Inequity thrives in opacity. By publishing salary ranges and promoting open discussions about pay, organizations can shift power dynamics and shine a light on hidden disparities.
Accountability: Organizations must implement robust measures to address and correct penalization based on bias. Transparency itself can prompt self-correction, but for persistent inequities, specific escalation measures should be in place.
It’s high time to move beyond symbolic gestures and tackle the substantial issues, such as the undue burden of gratitude placed on Black professionals. Addressing these concerns is not just about promoting equity; it's about allowing Black individuals to exist authentically and advance on their merit, free from the shackles of outdated expectations.
Woman holding one stack of gold coins next to a smaller stack of gold coins.
