How to Satisfy Women – In the Workplace {DUH!}

Ladies, we need to talk. I’m talking to the women of color who are clocking in, day after day, giving it our all, and still trying to figure out how to actually get what we deserve at work. And let’s be honest—we know it’s not enough to simply work harder or put in more hours. We’ve been doing that. It’s time for the people in charge to step up and do their part to create a workplace where we feel seen, heard, and empowered.

This is a call to action—for our allies, colleagues, and especially for the leaders in the room who aren’t women of color. If you want us to stick around and bring our best selves to work, here’s how you can satisfy women of color in the workplace. It’s on you to do the work—so pay attention.

1. Representation, Not Just Tokenism

We’ve all been in meetings where we’re the only woman of color in the room. We’ve also been in meetings where the “diversity” of the group is represented by a single person (usually a woman of color) who’s expected to speak for the entire demographic. It's exhausting. We need leaders who reflect the diversity of the world we live in—not just for the sake of looking good in a diversity report. We need to see women of color in leadership positions, making decisions that impact us all.

What should leaders do?

Start by actively working to promote women of color into leadership roles. Don’t just check the diversity box—commit to true representation in decision-making spaces. Women of color bring valuable perspectives, but we need your commitment to pushing us up, not just picking us for show.

2. Equal Pay – It’s Not Optional

Let’s talk about pay for a minute. We all know the stats. Women of color are consistently underpaid for the same work that our white counterparts do. If you’re serious about keeping women of color in your organization, you need to make sure we’re paid fairly. Because when you pay us less, you’re telling us that our contributions aren’t as valuable as others—and trust, that will leave a mark.

What should leaders do?

If you’re a leader, do a pay equity audit. Don’t wait for us to point out the disparities. Address them now, and make sure that when women of color show up and put in the work, we’re compensated fairly. Pay us what we’re worth—simple as that.

3. Flexibility For Real

We all know that life outside of work is just as important—whether it’s family, health, or personal well-being. Too many workplaces still hold onto rigid hours and outdated policies that assume everyone is a 9-to-5, no-exceptions kind of worker. But guess what? That’s not reality. Especially for women of color, who often have additional cultural and familial responsibilities.

What should leaders do?

Offer flexibility. Allow us to balance work and life in a way that doesn’t feel like a sacrifice. Give us the ability to work from home when needed, set our own hours, and take care of life’s demands without fear of being penalized. Flexibility isn’t a luxury—it’s a necessity if you want women of color to feel like we can truly thrive at work.

4. Inclusion—Don’t Just Talk About It, Do It

Inclusion isn’t just about checking off a box for diversity initiatives or hosting a once-a-year “cultural awareness” event. It’s about creating a true sense of belonging every single day. Women of color are often made to feel like we’re different, like we don’t quite fit the mold. But you know what? We shouldn’t have to change who we are to be accepted at work.

What should leaders do?

Build an inclusive culture by actively fighting biases—both implicit and explicit. Encourage dialogue that allows women of color to express themselves without fear of judgment. Let us lead and collaborate in an environment that values our uniqueness rather than forcing us to assimilate. Inclusion is about making us feel safe—not just “welcomed.”

5. Real Growth Opportunities – Not Just Empty Promises

How many of you women of color out there have been told, “You’re doing great!” and then watched your male counterparts get promoted, while your hard work gets swept under the rug? Yeah, I see you. Career advancement shouldn’t be a game of chance or a lottery—it should be based on merit, hard work, and the value you bring to the organization.

What should leaders do?

Invest in mentorship and development programs that actually support the growth of women of color. Don’t just say you’ll help us climb the ladder—help us climb the ladder. Create clear paths for progression and make sure we have the resources, training, and mentorship we need to succeed. Support our ambitions, and give us the tools to make them happen.

6. Recognition—Let Us Know You See Us

We’re all here for the work, but a little recognition doesn’t hurt either, right? There’s nothing more frustrating than busting your butt and having your efforts go unnoticed. Women of color have historically had to work twice as hard to prove our worth—so when we deliver, it’s about time someone notices.

What should leaders do?

Give credit where credit is due. Don’t let women of color’s contributions get overlooked, and don’t let us be the ones constantly raising our hands to be acknowledged. Acknowledge the work, the effort, and the results. A little appreciation goes a long way in fostering loyalty and satisfaction.

7. Listen, Then Act

And here’s the kicker—if you want women of color to stick around, you’ve got to listen. And not just listen for the sake of hearing our complaints. Listen and take action. We’ve been speaking up for years, and we’re tired of being ignored. The more you ignore us, the more disengaged we’ll become.

What should leaders do?

Create a safe space for us to speak up, and then actually do something with the feedback. Let us know you’re making changes based on what we’re saying. When we feel heard, we’re more likely to stay engaged and bring our best selves to work. So, listen to the women of color in your organization and act on what they’re saying.

We’re not here to just fill a quota or check a box. Women of color are powerful, talented, and ready to make a huge impact—but only if the organizations we work for are willing to do the work, too. If you want us to stay and thrive, it’s time for leaders to step up, make real changes, and create a workplace where we all feel valued and respected.

So, leaders, this is your call to action. Do the work and create an environment where women of color feel like they belong. We’re waiting.

If any part of this resonated with you—if you found yourself nodding or saying "amen sis"—don’t keep it to yourself. Go ahead and share this with your non-women colleagues. Let’s make sure they understand what real change looks like and that it’s time for them to step up and do the work, too. We can’t do this alone, and we shouldn’t have to. Let’s hold them accountable, together.